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Related Information
Noteworthy Policies: Conflict of Interest
As part of the performance of official functions, each AREF employee is subject to Federal Conflicts of Interest. Each employee shall sign a “Standards of Ethical Conduct and Related Responsibilities of Employees” at the beginning of their work with the Foundation.
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Policies & Procedures

Hiring Overview

Equal employment opportunity will be provided to all employees and qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, or genetic information. All job advertisements for the Atlanta Research and Education Foundation must be completed and posted in AREF Online prior to searching for employment candidates. Please contact AREF Human Resources directly regarding any and all external job advertisements.

To submit the Job Announcement in AREF Online:

  • Visit and create an account (if you have not done so already).
  • Login and click on "Human Resources Management" under the AREF Online Main Menu (top, left side).
  • Click on "Add New Job Posting" under the "Job Announcements" menu (middle of page).

Contact AREF Human Resources to address any questions throughout these steps, including questions about compensation and position summary. HR is able to provide a job description worksheet that may assist with formatting and content development prior to going online. This will allow you to take your time, check grammar and spelling and easily copy and paste into the online fields when you are ready to post.

Once the job description is submitted, it will be reviewed by AREF's Administrative Office for approval. The approval status will be communicated to you within three (3) to five (5) business days.

Upon approval, the position is then activated. After activation, you may request that all potential candidates with whom you've had direct contact apply online ( You will access applications through ADP WorkforceNow Recruiting. ** If you do not have access to ADP, we may need to establish an account for you. Please contact AREF HR. **

Prior to sending the Request to Hire Memo, you are expected to contact the final candidate to verbally offer employment, and advise that the offer is contingent on AREF approval. The verbal offer is the most appropriate opportunity to confirm the work schedule and start date.

AREF employees start on the first Monday of a pay period, and New Hire Orientation begins that day at 9:00am and ends at 11:30am. Please review the first column on the left of the AREF Payroll Calendar for these dates. (AREF pay periods begin on Sundays; however, start dates are on the first Monday of the pay period.) There may be exceptions to the orientation date/time, which are subject to change based on payroll processing and/or business needs.

Return the Request to Hire Memo to AREF Human Resources via scan/email no later than ten (10) business days prior to the start date. Please be sure to complete the form in its entirety; incomplete forms will be returned and the offer will not be processed.

AREF will notify you for any questions or matters that require follow-up as soon as reasonably possible upon receipt of the Request to Hire Memo.


  • No one may begin working until they have received and signed a job offer letter.
  • All AREF employees must receive a VA "Without Compensation" (WOC) appointment. It is important for the candidate to begin the WOC process as soon as feasibly possible after the offer is accepted.
  • AREF employees are not permitted to conduct research-related activities until the VA has cleared the individual through a background investigation. Please plan the first several weeks of employment accordingly, ensuring that the incumbent has sufficient work available to fulfill his/her full tour of duty.

Intergovernmental Personal Act (IPA)

AREF meets IPA mobility assignment program requirements and is eligible to participate in the IPA program. IPA mobility program regulations provide for the certification of a nonprofit organization which has as one of its principal functions the offering of professional advisory, research, education, or development services, or related services, to governments or universities concerned with public management.

Types of Employees (Definitions)

Full-Time Employee: 40 hours worked each week. The standard basic tour of duty is generally eight (8) hours a day, five days a week. Employees must notify their supervisor and the Foundation before any changes are implemented. The employee is eligible for all benefits offered by the Foundation.

Part-Time Employee: 20-39 hours worked each week. The standard tour of duty is determined by the direct supervisor and the employee and submitted to the Foundation’s HR Manager.The employee is eligible for all benefits offered by the Foundation. Premiums are pro-rated in accordance with the hours scheduled per week.

Temporary Employee: A temporary employee is one that is hired for a term of 90 days or less. During that period of time, the employee is not eligible for any benefits that the Foundation offers. If employment is continued beyond the 90 days, annual and sick leave will be accrued from the initial start of employment and the employee will be treated under the regular employee guidelines.

Intermittent Employee: An intermittent employee is one that is hired to work on an “as needed” basis with no set tour of duty. An intermittent employee is not eligible for any benefits that the Foundation offers.

Professional Exemption Test
To be exempt, a professional employee must meet the following conditions. Performs work, as a primary duty, that:

  1. requires advanced knowledge or creativity in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study, such as (a) teaching, tutoring, instructing, or lecturing by an employed teacher certified or recognized in the school system, etc., for which the teacher works, or (b) computer systems analysis, computer programming, software engineering, or other similarly skilled computer software work; or is original and creative in a recognized field of artistic endeavor, with a result that depends primarily on the invention, imagination, or talent.
  2. Consistently exercises discretion and judgment in carrying out job duties.
  3. Performs work that is mainly intellectual and varied, with a result that cannot be standardized for a given period of time.
  4. Spends no more than 20 percent of the work week on activities that are not essential and necessary to the professional duties described above.
  5. Earns a salary or fee of at least $455 a week, excluding board, lodging, etc.

An employee who does not meet the above tests is still an exempt professional if he or she meets the following conditions:

  1. Earns a salary or fee of at least $455 a week excluding board, lodging, etc.
  2. Performs, as a primary duty, learned professional work that requires consistent discretion and judgment or artistic professional work that requires invention, imagination, or talent.

The following employees can earn less than the minimum salary requirement and still qualify as exempt professionals:

  1. Holders of valid certificates or licenses to practice law or medicine who are actually practicing law or medicine;
  2. Physicians with degrees who are in intern or resident programs, or;
  3. Teachers who are certified or recognized in the school system, etc., where they are employed.
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