Are You Familiar with Common Job Status Terms?

When you’re applying for jobs you may see a number of terms that you’re not familiar with. Understanding them and their implications will help you apply to only the best possible positions for you. It’s helpful to have a glossary and index available when you need it most. Here are some of the most common job status terms that you’ll run into and what they mean.

Full-Time vs. Part-Time

There is no official definition for full-time or part-time work through the Fair Labor Standards act, but there are some cultural norms. Generally, full time is 40 hours per week. Some employees measure from 30 hours as full time. Part time is less than 30 hours per week.

The IRS provides this definition, specifically in terms of what’s required for the Affordable Care Act: “A full-time employee is, for a calendar month, an employee employed on average at least 30 hours of service per week, or 130 hours of service per month.”

Hourly vs. Salary

Just as complicated as full vs. part-time is the classification of whether an employee will be hourly or salary. At it’s most basic, an hourly employee is paid by the hour for the work they do. For a salaried employee, they receive an annual salary that is often broken down in increments for their weekly or biweekly paychecks.

Another important distinction is that hourly employees are entitled to overtime pay. In most states, if they work over 40 hours per week their additional hours are paid at a higher rate, typically time and a half.

Most salary employees do not qualify for overtime. And that’s because of the next category of job status.

Exempt vs. Non-Exempt

This one gets a little more complicated. These terms are often thrown around by employers, but their distinction is incredibly important and will inform exactly what your job status is.

In general, exempt employees are exempt from overtime and some other employment standards while non-exempt are protected.

Some companies have run into problems when misclassifying exempt and non-exempt workers. They’ve had to transition some people to non-exempt when it was demonstrated that their role should be protected by the FLSA.

At Will

Texas is what’s known as an At-Will state. Many people conflate this job status with Right to Work state, but the two are very different. Right to Work refers to unions, but At Will is something that affects every employee working in Texas.

At-Will employment means that your employer has the right to let you go at any time for any reason with the sole exceptions of very specific reasons protected by law, such as discrimination.

Since Texas is an At-Will state, any job you take will fall under this category. But know that it is unlikely an employer will fire you without cause.

Work With a Leading Staffing Agency in Houston TX

Do you want to know more about the types of jobs available in Texas? Contact Meador Staffing, now hiring for jobs in Houston TX.

houston-tx-staffing-cta

Leave a Reply

Your email address will not be published. Required fields are marked *