Human Resources and Employment Policy

I. PURPOSE

This Policy establishes the employment standards of Atlas University, Inc., ensuring compliance with Florida and federal labor laws while expressing the University’s covenantal philosophy that every appointment is stewardship before Yahweh. Human resources administration is therefore a ministry of order, fairness, and accountability.

II. GOVERNANCE

  • PresidentOverall authority for personnel policy and compliance.

  • Chief Financial Officer (CFO)Administers payroll, benefits, and tax reporting.

  • Director of Human Resources (HR)Implements this Policy, maintains personnel records, coordinates recruitment, training, and employee relations.

  • Board of Trustees Finance and Governance CommitteesReview and ratify HR policies and compensation schedules annually.

III. EMPLOYMENT CLASSIFICATIONS

1. Administrative Employees

Individuals holding full-time executive or managerial positions—President, Provost, CFO, Deans, Registrar, Director-level staff—are employees of Atlas University, Inc.

  • Paid on salary through University payroll.

  • Eligible for the Absurd Health Insurance Plan.

  • Serve under renewable appointment letters approved by the President and Board.

  • Classified as “exempt” under the Fair Labor Standards Act (FLSA).

2. Faculty and Instructional Personnel

Professors, lecturers, and adjuncts are covenantal contractors compensated through tuition revenue share.

  • Receive 50 percent of tuition revenue from students enrolled in their courses.

  • Not on payroll; issue annual Form 1099 (independent contractor).

  • Must sign the Faculty Covenant Agreement acknowledging IP ownership by the University and compliance with academic policy.

3. Support Staff and Part-Time Workers

Hired as needed for facilities, clerical, and technical support.

  • Classified as non-exempt hourly employees.

  • Paid bi-weekly; overtime governed by FLSA.

4. Volunteers and Fellows

Individuals offering service without remuneration sign Volunteer Agreements releasing the University from employment obligations while maintaining confidentiality and conduct standards.

IV. COMPENSATION STRUCTURE

1. Covenant Revenue Model

Tuition income is divided:

  • 50 percent to faculty delivering instruction.

  • 50 percent to the University for operations, administration, scholarships, and growth.

Administrative salaries, staff wages, and infrastructure costs are paid from the University’s 50 percent share.

2. Pay Frequency

Administrative employees are paid bi-weekly via direct deposit; contractors receive payments per course schedule or contract milestone.

3. Payroll Compliance

Payroll taxes withheld for employees per IRS Circular E; contractor payments reported on Form 1099-NEC.

4. Future Adjustments

The Board of Trustees may modify salary bands or revenue percentages by resolution to ensure equity and sustainability.

V. BENEFITS

1. Health Insurance

All full-time administrative employees are eligible for coverage through the Absurd Health Insurance Plan, administered by Absurd Health, LLC. Premium contributions are shared between the University and employee according to current plan terms.

2. Leave

  • Holidays: Official University closures published annually.

  • Vacation: 10 business days per year, accrued monthly.

  • Sick Leave: 5 business days per year.

  • Unpaid Leave: May be granted by the President for extended illness or family matters.

3. Future Programs

The Board may add retirement, life-insurance, or paid-family-leave programs as endowment resources permit. Each addition shall be codified by Board resolution and appended to this Policy.

VI. RECRUITMENT AND HIRING

  1. Posting and Search – All openings posted publicly or internally; HR ensures nondiscriminatory recruitment consistent with Title VII and Florida Civil Rights Act.

  2. Screening – Reference checks, credential verification, and background screening required before offer.

  3. Offer and Acceptance – Written offer letters specify position, compensation, and term.

  4. Onboarding – New employees complete Covenant Orientation, I-9 verification, tax forms, and policy training.

VII. PERFORMANCE EVALUATION

  1. Annual reviews conducted by supervisors each June measuring:

    • Mission alignment and ethical conduct.

    • Professional competence.

    • Contribution to institutional goals.

  2. Written evaluations retained in personnel files; outstanding service eligible for merit increase or commendation.

VIII. CONDUCT AND DISCIPLINE

Employees shall uphold the University’s moral and professional standards. Violations include dishonesty, insubordination, harassment, misuse of funds, or breach of confidentiality.

Progressive discipline: verbal warning → written warning → suspension → termination.
Serious misconduct may warrant immediate termination subject to due process.

IX. GRIEVANCE PROCEDURE

  1. Employee submits written grievance to supervisor within 10 working days of incident.

  2. Supervisor responds in writing within 10 days.

  3. Appeal may proceed to HR Director → President → Board of Trustees (whose decision is final).
    All proceedings confidential and without retaliation.

X. EQUAL EMPLOYMENT OPPORTUNITY

Atlas University complies with applicable federal and Florida laws prohibiting discrimination based on race, color, national origin, age, sex, or disability, while maintaining its right as a faith-based institution to require adherence to its Statement of Faith and moral code.

XI. WORKPLACE ENVIRONMENT AND SAFETY

  1. Compliance with OSHA 29 CFR 1910 and Florida safety regulations.

  2. Reporting of accidents, hazards, or injuries to HR within 24 hours.

  3. Drug- and alcohol-free workplace; random testing may be conducted for cause.

XII. RECORDS AND CONFIDENTIALITY

HR maintains secure personnel files including application, tax, and evaluation documents. Access limited to authorized officials. Records retained in accordance with Florida Statutes §119 and University record-retention policy.

XIII. TERMINATION OF EMPLOYMENT

1. Voluntary Resignation

Written notice required:

  • Administrative staff – 30 days

  • Support staff – 14 days

2. Involuntary Termination

Grounds: misconduct, incompetence, redundancy, or budgetary constraints. Final pay issued within 7 days of separation.

3. Exit Procedure

Departing employees return University property and sign confidentiality reaffirmation.

XIV. PROFESSIONAL DEVELOPMENT

Atlas invests in the continual growth of its people. Funds may be allocated for conferences, certifications, or courses that enhance service to the University’s mission.

XV. SPIRITUAL CULTURE OF EMPLOYMENT

Employment at Atlas University is a covenant, not a contract of convenience. Each worker labors as unto Yahweh; excellence, punctuality, and humility are forms of worship. Leadership is service; service is honor.

XVI. POLICY REVIEW AND AMENDMENT

This Policy is reviewed annually by HR and the Finance Committee, approved by the President, and ratified by the Board of Trustees. Amendments take effect immediately upon adoption.