COMPENSATION AND BENEFITS SALARIES AND WAGES

Transcription

1 The Chancellor shall recommend an annual compensation plan for all College District employees. The compensation plan may include wage and salary structures, stipends, benefits, and incentives. The recommended plan shall support College District goals for hiring and retaining highly qualified employees. The Board shall review and approve the compensation plan to be used by the College District. The Board shall also determine the total compensation package for the Chancellor. [See BF series] Pay Administration Stipend Supplemental Duties Pay Increases Earnings and Salary Increases Support Staff Appointment to Salary Steps The Chancellor shall implement the compensation plan and establish procedures for plan administration consistent with the budget. The Chancellor or designee shall classify each job title within the compensation plan based on the qualifications, duties, and market value of the position. The Chancellor shall recommend a stipend pay schedule as part of the annual compensation plan of the College District. The Chancellor or designee may assign noncontractual supplemental duties to personnel exempt under the Fair Labor Standards Act (FLSA), as needed. [See DJ] The employee shall be compensated for these assignments according to the compensation plan of the College District. The Chancellor or designee shall determine pay adjustments for individual employees, within the approved budget following established procedures. If an employee is awarded a salary increase, it shall become effective September 1. In order for an employee to be eligible for a salary increase on September 1, the employee shall be on the payroll or under contract by May 31 of the same year. The human resources office shall study and classify each position prior to an employee being appointed to a salary step. New employees in support staff positions shall be appointed at Step 1 for the class to which they have been assigned, with the following exceptions: 1. The vice chancellor for administration and general counsel may appoint a new employee to Step 2 or Step 3 if the employee s qualifications, education, and experience exceed the minimum for the classification. 2. Justification for appointment to Step 2 or Step 3 shall be noted on the recommendation for action on personnel. 3. In all instances, the qualifications, education, and experience used to justify the appointment to Step 2 or Step 3 must far DATE ISSUED: 8/21/ of 5 -X

2 exceed the specific qualifications, education, and experience as stated in the position and defined in the formal job description in the human resources office. Faculty Salary Within Rank Mid-Year Pay Increases Contract Noncontract Pay During Closing Classification of Positions Exempt Faculty salary within rank shall be determined primarily on the basis of past experience. Credit for previous experience shall normally be limited to 15 years. One year of credit shall be given for each year of college-level teaching experience. One year of credit shall be given for each year of nonteaching experience if that experience is directly related to the field in which the employee will be teaching. One year of credit may be given for every two years of high school or other experience depending upon the direct relationship of the teaching experience to the course requirement. A contract employee s pay may be increased after performance on the contract has begun only if authorized by the compensation plan of the College District or there is a change in the employee s job assignment or duties during the term of the contract that warrants additional compensation. Any such changes in pay that do not conform with the compensation plan shall require Board approval. [See (LEGAL) for provisions on pay increases and public hearing requirements] The Chancellor may grant a pay increase to a noncontract employee after duties have begun because of a change in the employee s job assignment or to address pay equity. The Chancellor shall report any such pay increases to the Board at the next regular meeting. If the Board chooses to pay employees during an emergency closure for which the workdays are not scheduled to be made up at a later date, then that authorization shall be by resolution or other Board action and shall reflect the purpose served by the expenditure. The vice chancellor for administration and general counsel or designee shall determine the classification of positions or employees as exempt or nonexempt for purposes of payment of overtime in compliance with the FLSA. Generally, administrative, faculty, professional, and supervisory personnel are considered exempt under the FLSA. The College District shall pay employees who are exempt from the overtime pay requirements of the FLSA on a salary basis. The salaries of these employees are intended to cover all hours worked, and the College District shall not make deductions that are prohibited under the FLSA. DATE ISSUED: 8/21/ of 5 -X

3 An employee who believes deductions have been made from his or her salary in violation of this policy should bring the matter to the College District s attention through the human resources office. If there is no resolution, the employee shall use the College District s complaint policy. [See DGBA] If improper deductions are confirmed, the College District shall reimburse the employee and take steps to ensure future compliance with the FLSA. Department Chair Supplement Pay Noncredit Instruction Faculty members acting as department chairs shall be compensated for the nine-month base salary, plus any applicable supplement as determined by full-time faculty equivalents outlined below. Extended contracts and additional release time for personnel management and/or management of specialized facilities and equipment may be authorized by the Chancellor on the recommendation of the campus president. Supplemental pay and release time from a full-time course load shall be provided to nine-month faculty staff acting as department chairpersons in accordance with the following schedule based on full-time equivalent staffing. In computing the staffing equivalent, two part-time faculty staff members shall equal one full-time faculty member. Number of Faculty Supplemental Pay Amount of Release Time 1 8 $2,400 1/5 release time of 9 16 $3,000 2/5 release time of $3,600 2/5 release time of 24 + $4,200 2/5 release time of Guidelines for pay for noncredit shall be as follows: 1. Full-time and adjunct faculty members who teach semester hour credit course(s) and who also teach noncredit courses shall be paid according to the current salary schedule and overload pay scale as applicable. 2. Persons who teach only noncredit course(s) shall be paid at the rate set forth in the College District entry salary schedule ranges and employment procedures. DATE ISSUED: 8/21/ of 5 -X

4 3. In special cases, salary may vary from the above guidelines. All variations from these guidelines shall require prior approval from the vice chancellor for administration and general counsel. 4. All part-time employees, including noncredit adjunct faculty, shall be required to participate in either FICA or a tax-sheltered optional retirement program provided by the College District through an approved carrier. 5. Adjunct noncredit instructors shall not exceed an annual load of 1,039 contact hours. Substitute Faculty Pay Nonexempt Promotions Support A full-time instructor who substitutes for an absent colleague who is on sick leave shall be paid on the basis of remuneration for the overload beginning with the sixth class (contact) hour in a semester in which he or she substitutes. For dual credit courses taught under the terms of an existing memorandum of understanding with a local independent school district for at a high school location, a full-time instructor or adjunct faculty member who substitutes for an absent colleague shall be paid on the basis of remuneration for the overload beginning with the first class (contact) hour in which he or she substitutes. Nonexempt employees may be compensated on an hourly basis or on a salary basis. who are paid on an hourly basis shall be compensated for all hours worked. An employee who is paid on a salary basis shall be paid for up to and including a 40-hour workweek. A nonexempt employee shall have the approval of his or her supervisor before working overtime. Any unauthorized work shall be subject to audit by the employee s supervisor on the value of the work to the College District. Unauthorized overtime and unapproved work shall be considered a violation of College District policy by the employee, and the employee shall not be paid. If the work is deemed to be of value to the College District, the employee shall be paid in accordance with the FLSA but shall also be disciplined for violation of College District policy. A support employee who is promoted to another position within the support staff salary schedule may receive up to the difference between the entry-level salary for the present position and the entrylevel salary of the position to which the promotion is to be made. The increase shall not exceed 25 percent unless the 25 percent increase does not bring the employee s salary to the entry level for the new classification, in which case an exception shall be made. DATE ISSUED: 8/21/ of 5 -X

5 Compensation for Student Recruiting Workweek Defined Compensatory Time Accrual Use Gifts, Grants, and Donations for Salary Supplements The College District shall not provide, nor contract with any entity that provides any commission, bonus, or other incentive payment based directly or indirectly on success in any student recruiting or admissions activities or in making decisions regarding the awarding of student financial aid. For purposes of FLSA compliance, the workweek for College District employees shall be 12:00 a.m. Saturday until 11:59 p.m. Friday. At the College District s option, nonexempt employees may receive compensatory time off, rather than overtime pay, for overtime work. The employee shall be informed in advance if overtime hours will accrue compensatory time rather than pay. The supervisor may restrict the total number of hours of compensatory time accumulated by a nonexempt employee as deemed necessary for the office to run efficiently. Compensatory time earned by nonexempt employees may not accrue beyond a maximum of 40 hours, unless an extension is authorized in writing by the Chancellor or designee. If an employee has a balance of more than 40 hours of overtime, the employee shall be required to use compensatory time or, at the College District s option, shall receive overtime pay. An employee shall use compensatory time within the duty year in which it is earned. If an employee has any unused compensatory time remaining at the end of a fiscal year, the employee shall receive overtime pay. Compensatory time may be used at either the employee s or the College District s option. An employee may use compensatory time in accordance with the College District s leave policies and if such use does not unduly disrupt the operations of the College District. [See DEC] The College District may require an employee to use compensatory time when in the best interest of the College District. If a supervisor determines that an employee s request to use compensatory time conflicts with another employee s request for vacation time, approval of the vacation time shall have priority over approval of the compensatory time. It is the responsibility of the supervisor to maintain accurate records of compensatory time earned and used. The College District shall not accept gifts, grants, donations, or other consideration designated for use as salary supplements. DATE ISSUED: 8/21/2018 ADOPTED: 5 of 5 -X