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Section V: Wage and Salary Policies

5.01. Definition

The wage and salary administration guidelines in this section apply to employees below the dean level, with the exception of faculty and some professionals designated by the president.

5.02. Staff

Initial pay rates for regular full- and part-time staff employees are established at the time of hire. The initial pay rate is determined jointly by the employee’s dean/director or department head and the appropriate vice president, with final approval by the president or the president’s designee.

  1. Pay Levels. Full-time and part-time staff employees are assigned to an employee classification upon employment. Each classification carries a minimum annual salary level for exempt employees and a minimum hourly rate for non-exempt full- and part-time employees.
    1. No employee will be paid at a rate less than the minimum for the applicable position classification.
    2. Minimum rates are listed in the Master Salary Schedule and may be updated periodically during the fiscal year.
    3. Any full- or part-time position, which is not a replacement, shall be measured by Human Resources for appropriate placement on the salary schedule.
    4. Part-time positions that are authorized additional hours need not be reevaluated if the only change in the position is time on task.
  2. Establishing the Rate of Pay for New Employees.  Qualifications and experience of the employee as well as budgetary and internal equity considerations will be used in determining the entry rate of pay.
    1. The initial pay rate ordinarily will be the minimum pay of the classification.
    2. The hiring rate for regular full- and part-time employees may be between the minimum pay and 125 percent of the minimum pay for the appropriate classification.
      1. Credit for experience may be given at a rate of 2 percent of the minimum pay for each year of directly comparable prior experience beyond that required for the position up to a maximum of 125% of the minimum.
      2. Compensation may be given based on current market value if agreed upon and approved by the hiring dean/director or department head, the human resources director, the appropriate vice president and the president. Written documentation to support this compensation must be provided specifically addressing difficulty in recruitment, high turnover, and/or comparable market pay rates.
      3. A combination of (a) and (b) above shall not exceed 125 percent of the minimum pay for the appropriate classification.
    3. Temporary and casual employees will be hired at the minimum pay of the appropriate classification or such higher pay as approved by the president.
    4. Returning employees are considered new employees.
  3. Actions Which May Change an Employee’s Rate of Pay.
    1. Annual pay plan adjustment. Each year the Governing Board approves a pay plan that may include increases or decreases to the minimum and/or maximum pay of classifications and/or increases or decreases to salaries. To receive a salary increase under such a plan, an employee must have been employed prior to February 1 of the immediately preceding fiscal year.
    2. Promotion. A promotion occurs when an employee moves to a new classification with a higher grade level through the application process. The employee’s new rate of pay must be at least the minimum pay assigned the new classification or calculated as follows, whichever is greater:
      1. For a promotion, the employee’s current rate of pay will increase by at least 5 percent, except that the increase may not raise the employee’s rate of pay above the maximum pay of the new classification.  If the employee’s current rate of pay exceeds 125 percent of the minimum pay of the new classification, the employee’s current rate of pay will not increase by more than 5 percent, but in no event will it exceed the maximum pay of the new classification.
      2. In no case will a promoted employee’s current rate of pay be reduced.
    3. Voluntary Reduction. If an employee applies for and accepts a position with a lower classification, the employee’s rate of pay will be reduced to an amount between the minimum pay and 125 percent of the minimum pay of the new classification effective on the first day the employee assumes the new position. Pay rate is determined by qualifications and experience of the employee as well as budgetary considerations.
    4. Demotion. If an employee is demoted, the employee’s rate of pay will be:
      1. the employee’s pre-demotion pay reduced by 5 percent for each pay grade lost due to the demotion; or
      2. the maximum rate of the pay grade applicable to the new position, whichever is less.
    5. Reorganization. Prior to reorganization of a work unit, approval of the reorganization plan must be obtained from the appropriate vice president. In cases where the reorganization may involve pay adjustments, prior approval of the president or designee must be obtained. Positions affected by reorganization must be submitted to the Human Resources Department for review and placement in the correct classification.
      1. If an employee is moved to a position with a lower classification as the result of a non-disciplinary management decision, the employee’s rate of pay will remain unchanged for a period of one (1) year.
      2. If a position is moved to a higher classification, the employee’s rate of pay will be at least the minimum pay of the new classification.
    6. Reevaluation. When the duties and responsibilities of a position change, it is appropriate for the College to review and evaluate the classification of the position. A reevaluation may be initiated by the employee, a group of employees, the employee’s appropriate supervisor, or by the Human Resources Department. Human Resources will conduct an evaluation of the position and may determine that the duties and responsibilities have increased or decreased or that the current classification is correct. Any resulting changes in classification and salary will follow the guidelines listed in (5)(a) and (5)(b) above.
    7. Market Pay Increases. The President shall determine pay levels for employees in “key market positions” when it is in the best interests of the College.  The designation of a position as being a “key market position” shall be made by the Wage and Salary Committee and shall be based on unique market pressures and the specialized nature of the job.  The Wage and Salary Committee, before making such a designation, shall obtain a recommendation from the Human Resources Department after data has been collected showing a need based on recruiting difficulties, high turnover and high market driven salaries.
    8. Transfer. A transfer is defined as a lateral move from a job in one classification to a job with the same grade level in a different classification. Transfers may occur within or between classification groups. A transfer does not involve a pay rate change but may involve a change in annual earnings if the work calendar for the new job differs from that of the old job.
    9. Temporary Upgrade. A temporary upgrade occurs when a position must be filled for a specified period of time, normally not in excess of one year, and it is anticipated the incumbent will return to the position. The position will usually be filled with a current employee but may be advertised externally if needed.
      1. When the position is filled with a current employee, the upgrade will be treated as a promotion. The employee’s rate of pay will be at least the minimum pay assigned the new classification or calculated as outlined above in (2)(a).
      2. If the position is filled from outside the College, the new employee will be compensated at the minimum pay for the classification.
      3. A temporary upgrade will increase the employee’s compensation for a specified period of time. At the end of the upgrade period, the employee’s rate of pay will return to the amount paid prior to the upgrade together with any pay adjustments approved by the Governing Board.
    10. Shift Differential. A shift differential is an hourly pay rate in addition to the employee’s straight-time rate of pay. Shift differentials are determined by the Governing Board as part of the annual pay plan.
    11. Overtime Pay.
      1. Non-exempt personnel are eligible for overtime pay in accordance with the Fair Labor Standards Act.
      2. Overtime is paid only for work that cannot be done during the normal work week. For the purpose of computing overtime, holidays are counted as actual time worked. Overtime may accrue only after 40 hours of actual time worked. Leave time is not considered part of the normal work week.
      3. Requests for overtime must be submitted to the control agent for approval before overtime work commences. In case of emergency, a supervisor may authorize overtime work and submit the request to the control agent after the work has commenced or concluded. A full report of the emergency shall be submitted to the control agent.
      4. A specific explanation of tasks to be done is required on all overtime work requests.
      5. An employee may not take leave from one department to work in another capacity within the College at the overtime rate.
      6. The rate of pay for authorized overtime work shall be 1.5 times the employee’s regular rate for each hour worked over 40 hours each week.
      7. If an employee is required by a supervisor to work on a day designated as a paid holiday, the total compensation shall be the regular rate for the holiday plus 1.5 times the regular rate for hours worked.
      8. If essential personnel are required to work on a day the College is closed unexpectedly for an emergency or for some other reason such as inclement weather, the compensation for hours worked during the time of the closing shall be at 1.5 times the regular pay rate (Also see Section 7.04.)
      9. The work week begins at 12:01 a.m. Saturday and ends at 12 midnight the following Friday. If an employee’s scheduled shift begins before midnight and ends after midnight, the entire shift will be counted on the day on which more than one-half of the shift was worked.

5.03. Full-Time Instructors

Full-time instructors are paid in accordance with the approved collective bargaining agreement.

5.04. Part-Time Instructors

Part-time instructors shall be paid at a rate determined annually by the Governing Board.

5.05. Substitute Instructors

  1. Substitute instructors shall be paid at a rate determined annually by the Governing Board for each hour of class time during which the person was a substitute.
  2. Instructional technicians who are designated by the dean as substitutes are paid at a rate determined annually by the Governing Board whenever they serve as substitutes for instructors. Substitute service is approved only when an instructor is on approved leave from teaching duties.

5.06. PAYCHECKS

Employees will normally be paid every two weeks. Payday will normally be on Friday. In the event that payday falls on a holiday, payment may be made on the preceding work day.

  1. Direct deposit of pay may be made to accounts in financial institutions participating in the direct deposit plan. Applications may be submitted to the Business Office.
  2. Uncashed paychecks will be canceled six months after they are issued.