Office of Human Resources / Employment at NMU / Appointments and benefits
Understand the terms of your work with NMU, how payment is arranged, and which leave and benefits apply to you. This guide supports current personnel and people considering an employee appointment or contractor engagement.
Before work begins, your written agreement identifies your responsibilities, workload, reporting or contract contact, approved work location, duration, compensation, and payment arrangements. Teaching, advising, dissertation, and committee assignments must have a documented scope.
NMU uses employee appointments and independent contractor agreements. HR determines classification from the actual working relationship and applicable requirements. A job title, invoice, or remote-work arrangement does not decide that classification by itself.
Review your terms before accepting an assignment, and ask HR about anything unclear. Changes in duties, pay, workload, or appointment duration require prospective written approval. Employment at NMU explains our roles and academic qualification expectations.
For onboarding, secure document submission, and continuing personnel assistance, visit Joining NMU and Personnel Services.
Your agreement states the amount or rate, payment currency, work covered, and payment schedule. Additional compensated assignments require written authorization. Teaching and dissertation agreements also explain when compensation is earned and what happens if an assignment changes or ends early.
| Arrangement | Standard payment timing |
|---|---|
| Employee payroll | Every other Friday, covering the 14-day pay period ending the preceding Sunday. |
| Contractor payments | Within 15 calendar days after receipt of a complete invoice for payable services or deliverables, unless the agreement establishes different lawful terms. |
The applicable payroll calendar identifies submission deadlines, paydays, and holiday adjustments. Required payment rules take precedence over the university default. Employees receive itemized earnings statements and must accurately record all compensable work as required, including work outside the planned schedule.
Earned employee compensation is not dependent on collecting student tuition or a course or dissertation reaching completion. For contractors, internal approval delays do not restart the payment period, and undisputed invoice amounts remain payable on schedule.
NMU’s discretionary PTO benefit is for eligible full-time employees. Eligibility begins after 90 completed calendar days of continuous employee service, on day 91, while holding a qualifying full-time appointment. Earlier continuous part-time service counts toward the waiting period.
| PTO provision | What it means |
|---|---|
| Full annual grant | 40 hours, equivalent to five eight-hour days, in one combined bank for vacation, personal matters, illness, and other permitted absences. |
| Benefit year | January 1 through December 31. Eligible employees receive the annual grant on January 1. |
| Eligibility during the year | A prorated grant applies if no discretionary PTO grant has already been issued for that benefit year. Only one grant is provided per year. |
| Unused discretionary PTO | No rollover or separation payout, except where applicable law or a binding agreement requires otherwise. |
PTO is granted in advance, rather than accrued monthly, and use is based on scheduled hours missed. There is no additional discretionary sick-leave bank. Part-time employees and independent contractors do not receive these discretionary employee PTO or paid-holiday benefits; required rights and binding terms remain applicable.
Request foreseeable leave from your supervisor as early as practicable. For unexpected illness or emergencies, give notice as soon as practicable. HR can confirm your eligibility date, available balance, and how a change in appointment status affects it.
Eligible full-time employees receive paid observance of the eleven annual U.S. federal holidays. Eligibility begins on the same date as PTO. Holiday pay covers regular scheduled hours on the observed day, subject to applicable leave status, without a PTO deduction. HR supplies the annual calendar and observed dates.
When required to work during scheduled holiday hours, employees receive equivalent substitute paid time for those hours, alongside pay for the work and any required premiums. Substitute time is recorded separately from PTO, scheduled for use within 90 calendar days after the observed holiday, and paid if unused after that period or at separation. It does not expire at year-end.
Academic breaks, gaps between assignments, and other closures do not independently create paid leave. Applicable mandatory holiday rights and more favorable binding terms remain in effect.
At launch, NMU offers no discretionary employer-sponsored health, dental, vision, or retirement plan and no automatic replacement stipend. Required coverage, contributions, and obligations under applicable law or a binding agreement remain in place.
Protected leave is assessed separately. The PTO allowance, full-time requirement, and 90-day waiting period do not cap or delay mandatory entitlements. Contact HR about illness, family circumstances, disability, pregnancy, military or civic duties, or another situation that may require leave or an accommodation. Additional discretionary leave is generally unpaid unless approved terms provide otherwise.
Seek advance approval for business expenses when practicable and provide the business purpose and receipts, or explain why receipts are unavailable. Approved employee expenses are reimbursed no later than the next regular payroll after approval, unless earlier payment is required. Contractor expenses follow the agreement and applicable requirements. Required reimbursement remains payable even when advance approval was absent.
See Remote Work and Workplace Support for equipment arrangements, availability, and coverage during absences.
Contact hr@newmeridianuniversity.org about appointment terms, pay errors, invoice questions, expenses, or leave balances. Include your role, the relevant pay period or dates, and the question. Request a secure submission method before sending medical records, banking details, or identity documents.
This guide summarizes Sections 2, 8, and 9 of the Human Resources Policy Handbook. HR can provide the current handbook, payroll calendar, and terms applicable to your appointment.
Fill out the form to get personalized guidance and explore how New Meridian University can support your doctoral goals.
