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PROCEDURES AND GUIDELINES |
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Compensation Practices /
Procedures and Guidelines for
Faculty At the beginning of the academic year, full-time teaching faculty may elect to be paid in either nine or twelve equal monthly installments. All payments are made on a monthly basis on the last working day of the month by 11:00 a.m., except for the months of December and May in which teaching faculty paychecks are received on the last day of final exams for the semester after grades have been turned in and all other administrative requirements have been met. Part-time teaching faculty (including pay for extra service assignments of full-time faculty) are paid in four equal installments during the regular fall and spring semesters on the last working day of the month by 11:00 a.m., except for the last pay period of the semester when paychecks are received on the last day of final exams when grades are turned in and all other administrative requirements have been met. Extra service pay is included on the regular monthly check for full-time staff and faculty. Pay dates for faculty who teach mini-semester and/or flex-entry courses are determined individually and are shown on the contract. Both full- and part-time faculty who teach during the summer sessions are paid with a separate contract. All checks for summer assignments are distributed on the last working day of the month, in June, July, and August. As of September 2007, all employees are required to have direct deposit. All college employees, both full- and part-time faculty and staff, are eligible and are required to participate in a direct deposit process with their bank, savings and loan, or credit union. The process will allow the employee’s entire paycheck each month to be wired to his/her checking or savings account. The program guarantees that the employee’s check will be credited to his/her account on or before the actual payroll date. Accounts and/or financial institutions may be easily changed. The direct deposit can be stopped at any time as long as written notification to the payroll office is made prior to the payroll cut-off date for a particular pay period. The first effective payroll is used as a pre-note to the bank and the physical check is issued to the employee. New direct deposits are effective with the second payroll check and remain in effect through periods of employment until Human Resources at CPC receives written notice of cancellation from the employee. Checks at termination are not processed by direct deposit. The Human Resources Office and the Payroll Office provide the necessary forms and are available to answer questions regarding this benefit option. Whether the employee elects the direct deposit feature or prefers to pick up his/her payroll check, payroll checks and direct deposit stubs are delivered to the employee’s division office and must be picked up at the appropriate check distribution location or alternate location agreed upon in writing prior to payroll processing. If the check is not being delivered to the appropriate department or campus location, notify the Human Resources Office at Central Park Campus so that the distribution code can be corrected for the following pay period. Final and termination checks are not processed through the direct deposit. All checks not picked up in the department within three (3) days must be returned to the Payroll Office. Payroll checks are then mailed to the employee’s home address of record. Returned and unclaimed checks are documented in an unclaimed payables account. Any questions concerning payroll should be directed to either the Payroll Office at Courtyard Center or the Human Resources Office at Central Park Campus.
It is the objective of CCCCD to provide competitive salaries and wages to its employees in a fair and equitable manner. Compensation plans for full-time employees are currently under review. Information regarding the new plan will be posted upon its approval by the Board of Trustees. All salaries and salary increases are contingent upon adequate funding. Extra-Service Staff Assignments and Compensation All teaching assignments and/or projects for extra pay must be accomplished outside an employee’s regular 40-hour schedule, unless an adjusted schedule is approved by the appropriate supervisor and on file in the Human Resources Office each semester or assignment period. A full-time employee may teach a maximum extra service assignment equivalent to any combination of seven (7) instructional units during a long semester.
It is the objective of CCCCD to provide competitive salaries to its faculty in a fair and equitable manner. Salary plan components for Full-time Teaching Faculty are currently under review. Information regarding the new plan will be posted upon its approval by the Board of Trustees. All salaries and salary increases are contingent upon adequate funding.
Temporary Full-time Faculty Teaching faculty in a full-time, temporary position of more than one long semester are paid in accordance with the full-time teaching faculty salary plan. No service credit, steps or progress towards multi-year contracts occur unless the faculty member is subsequently hired on a regular full-time basis for the following academic year.
A. Associate Faculty The base pay rate for associate faculty teaching on a part-time basis is $630 per lecture/recitation contact hour and $505 per lab/clinical contact hour. Contact hour is defined as the number of class hours in lecture/recitation and lab/clinical that a class is scheduled to meet weekly. B. Substitute Rate The substitute rate for teaching faculty is the hourly equivalent of the associate faculty rate for that class per contact hour. C. Continuing Education Faculty Compensation for teaching Continuing Education courses is consistent with the type of course being taught and is flexible in response to the complexity of the course. Continuing Education faculty generally receive an individual contract for each course taught. D. Student Assistants and Federal Work Study Students Student assistants and federal work-study students are compensated at $7.11 per hour. Student assistants and federal work-study students may not work more than 20 hours/week with the college and may not combine a student job with a regular part-time position at the college. However, the student may combine two student assignments which, when combined, do not exceed the 20 hour/week maximum. A separate time sheet is required for each assignment worked. Time sheets must be completed on a daily basis and submitted by the appropriate payroll cut-off date to the departmental supervisor for review and approval signature. Federal work-study students must also submit a copy of the approved time sheet to the Financial Aid Office. E. Part-Time/Temporary Non-Teaching Employees All part-time/temporary non-teaching employees are paid on an hourly basis at a rate appropriate for the duties being performed, as determined by the HR Office. F. Compensation for Other Part-Time Assignments Approved hourly rates for part-time assignments are available in the Compensation and Training Office of Human Resources at the Courtyard Center.
Upon employment and/or termination, a full-time employee’s salary is calculated using the daily rate of pay and comparing the number of days actually worked with the number of scheduled workdays in the fiscal year. The total number of workdays for teaching faculty each fiscal year is 170 and includes one paid personal day. The total annual workdays for all other full-time employees are generally 262, which includes paid holidays, vacation and one personal day. Upon Employment Step 1: Calculate the amount of monies that will be paid from hire date until the end of the fiscal year, August 31. The number of workdays remaining in the fiscal year multiplied times the daily rate. Step 2: Subtract the total pay to be received beginning with the next pay period after employment through the end of the fiscal year (monthly salary x number of remaining months) from the total derived from Step 1. Step 3: The difference between the resulting amounts in Step 1 and Step 2 will be the first month’s salary. Upon Termination and for Months with Partial Pay Compensation for a partial month is determined by: Step 1: The number of workdays "worked" in the fiscal year multiplied times the daily rate. Step 2: The total derived from Step 1 is subtracted from total actual monies paid from hire date or beginning of fiscal year (whichever is later) through the last pay period. Step 3: The difference between the resulting amounts in Step 1 and Step 2 will be the last month’s salary.
Full-time employees who must relocate to accept a position with the college may be eligible for a relocation allowance as approved by the president. In no case will the relocation allowance exceed actual documented expenses. Employees who voluntarily terminate and do not complete one year of employment must reimburse the college for all relocation monies received.
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Copyright 2000-06 (CCCCD). All rights reserved.
Last reviewed or revised 09/2006.