630.000 - Salary/Benefits Information

The College shall establish and implement salary schedules for all employees in accordance with applicable state laws, rules, regulations and negotiated agreements. Implementation of salary schedules is delegated to the president or designee. In addition, the College shall provide all insurance and retirement benefits allowed and funded through the state for all employees who qualify. Work schedules for faculty, administrative, exempt and classified staff shall be delegated to and administered by the president or designee and shall comply with state law, applicable WAC rules, and negotiated agreements.


The Board of Trustees determines the salary of the president and periodically adjusts it as appropriate. 


Salary schedules for faculty are maintained in Human Resources. Placement and salary schedules for faculty are governed by the CC/AHE Agreement.


The president determines the salary of administrators and exempt staff within the framework of an administrative and exempt salary schedule adopted by the Board of Trustees.


Salary schedules for classified staff are established by the Department of Personnel for unrepresented classified employees, governed by collective bargaining agreements for represented classified employees, and maintained in Human Resources.


Full-time and part-time permanent classified, administrative, and exempt employees are normally paid one twenty-fourth of their annual salaries twice each month. Tenured and probationary faculty are normally paid seventeen twenty-fourths of their salary September through May and seven twenty-fourths in June. Appropriate deductions for the summer months, if applicable, are made from the June payroll. Hourly, part-time, and temporary employees are paid once a month.

630.030 BENEFITS

The College provides all insurance, leave, and retirement benefits allowed and funded through the state. Eligible employees have several options from which to select and include in a benefit package. Insurance plans are available for medical/dental/life, accidental death and dismemberment, and long-term disability. Tax-sheltered annuities, deferred compensation, and other savings programs are available for eligible employees who apply. In addition, eligible employees may participate in Dependent Care Assistance Program, Flexible Spending Arrangement, Commute Trip Reduction, and Tuition Waiver programs. Information regarding details, costs, etc., of the various plans are available through Human Resources.

Part-time temporary employees do not normally receive benefits such as retirement, insurance, paid vacation, or tenure. However, part-time temporary hourly employees anticipated to work an average of at least eighty hours per month and anticipated to work for at least eight hours in each month for more than six consecutive months, shall receive insurance benefits, where eligible. In addition, temporary seasonal employees anticipated to work an average of at least eighty hours per month and anticipated to work for at least eight hours in each month of at least three consecutive months of the season for more than six consecutive months, and who have an understanding of continued employment season after season, are eligible for insurance benefits. Employees who believe they are eligible for benefits but have not been designated as eligible may appeal to the vice president of human resources.

Adjunct faculty who are employed on a quarter to quarter basis become eligible for insurance benefits beginning with the second consecutive quarter of half-time or more employment at one or more Washington state institutions of higher education. “Half-time or more employment” for faculty shall be defined as 50 percent or more of a full-time teaching load.  For determining initial eligibility, spring and fall may be considered consecutive quarter. Once initial eligibility requirements are met, adjunct faculty are eligible to maintain benefits if they work half-time or more each quarter, or through three quarter averaging or two-year averaging. To be eligible for three quarter averaging, the faculty must be eligible for benefits and:

1.      Have an average of half-time or more throughout the entire academic year or equivalent nine-month period, and

2.      Have worked each quarter of the academic year or equivalent nine-month period,

Faculty are eligible for one off-quarter per 12 month period.  Eligibility for off-quarter coverage ends on the end date specified in the separation report or the employee’s resignation letter, whichever is earlier.

To be eligible for two-year averaging the employee must:

1.      Establish eligibility for benefits sometime in the last two years, and

2.      Average at least half-time during the current academic year, and

3.      Average at least half-time during the previous academic year, and

4.      Notify the College by April 30 of the current year that they wish to be considered for averaging for the upcoming year.

5.      Two-year average does not continue each year unless faculty take action and apply to be considered for the following academic year.

Once the criteria for two-year averaging has been met, the College will continue benefits starting with summer quarter through spring quarter as long as the employee teaches two of the four quarters and averages at least 50 percent for three quarters of the academic year. Eligibility to maintain benefits under two-year averaging ceases immediately if the eligibility criteria is not met or if the eligibility criteria becomes impossible to meet.  Two-year averaging does not continue each year unless faculty take action and apply to be considered for the following academic year.

1.      Each quarter, Human Resources will notify, in writing, all current and newly hired adjunct faculty of their potential right to benefits under this section. The employee has the responsibility each quarter to notify the College and other state employers, in writing, of the employee's multiple employment.  In no case will there be a requirement for retroactive coverage or employer contribution if an adjunct faculty member fails to inform all of their employing institutions about employment at all institutions within the current quarter.

2.      Where concurrent employment at more than one state higher education institution is used to determine total adjunct faculty employment of half-time or more, the employing institutions will arrange to prorate the cost of the employer insurance contribution based on the employment at each institution. However, if the adjunct faculty member is eligible by virtue of employment at one institution, that institution will pay the entire cost of the employer contribution regardless of other higher education employment. In cases where the cost of the contribution is prorated between institutions, one institution will forward the entire contribution monthly to PEBB.

3.      Once enrolled, if an adjunct faculty member does not work at least a total of half-time in one or more state institutions of higher education or is not eligible for averaging as described in this section, eligibility for the employer contribution ceases. Eligibility for retirement benefits varies depending on appointment status and retirement plan. Additional information is available from Human Resources. 

Revised Policy/Procedure Approved by Executive Cabinet
April 14, 2015
December 4, 2018


The College will withhold and make contributions to the appropriate retirement plan as provided by law.

The associate vice president of human resources is responsible for providing eligible employees with information concerning available retirement plans. Administrative Services is responsible for making salary deductions, reductions, and contributions to the appropriate retirement plan.


Information concerning credit union benefits and services may be obtained from Human Resources.


  1. Eligible faculty, administrative and exempt employees assigned a 50 percent or more workload for at least two consecutive quarters or six consecutive months are eligible to participate in the State Board Retirement Plan/TIAA. Once SBRP/TIAA eligibility is initially established, employees have an option to participate in PERS 3, TRS 3 or, if a member of another PERS or TRS Plan, reestablish active membership in that plan.  

  2. If SBRP/TIAA is selected, participation continues until retirement, separation, a break in service or movement into an ineligible job class. The retirement plan choice made is irrevocable.

  3. Eligible employees who retain membership in TRS or PERS may, in addition, participate in the State Board Voluntary Retirement Savings Program (SBVIP) Plan through its tax-deferred annuity plan to the extent allowed by the applicable United States Internal Revenue Code provisions. 

  4. An employee who moves from a SBRP/TIAA eligible position to a PERS eligible position or vice versa while in the employ of the College may continue participation in SBRP/TIAA if the employee so elects in writing within 30 days of notification from Human Resources. If no response is received the employee will be defaulted into a retirement plan following WA State Board for Community and Technical Colleges policies.  

  5. Each participant in the SBRP/TIAA Retirement Plan contributes five percent of gross salary each pay period until attaining age 35, seven and one-half percent until age 50, and ten percent after attaining age 50, and the College shall contribute a like sum. 

  6. Eligible employees may enroll in SBRP/TIAA at any time during their first thirty calendar days of work with the college. If an employee has not enrolled in a retirement plan after thirty days, the employee will automatically be enrolled in SBRP/TIAA and contributions will be defaulted to the TIAA Lifecycle Fund based on their targeted retirement date. Participation in a retirement plan is a condition of continued employment with the participating employer. 

  7. During periods when a SBRP/TIAA participant is on an authorized leave with pay (sabbatical), the college will continue to make the contributions on the same percentage basis. That is, if contributions were being made at the 7.5 percent rate prior to the leave of absence, they will continue at that rate as long as the employee is receiving partial compensation.  

  8. A SBRP/TIAA participant may be able to transfer account balances from other employers' plans, or to transfer SBRP/TIAA account balances to other employers' plans, upon termination from the community and technical college system. Employees who may be eligible for these transfer provisions need to contact Human Resources for assistance.  

Revised Policy/Procedure Approved by Executive Cabinet
March 26, 2019



  1. Any person in the permanent employment of the College, as well as adjunct faculty and full-time temporary faculty, are entitled to participate in an authorized tax sheltered annuity program by executing a voluntary salary reduction agreement for the purpose of effecting a reduction in the salary paid to the employee. For each employee who voluntarily elects to accept such reduction in their salary, the College will, as directed by the employee, forward an amount equal to the reduction in salary to the plan designated by the employee. 

  2. All amounts of an employee's salary applied by the College at the employee's request toward the purchase of such annuity contracts and benefits must be excludable from the taxable gross income of the employee under Section 403(b) of the Internal Revenue Code of 1954 as amended. 

  3. Employees may participate in the TIAA 403(b) plan under the Washington State Board for Community and Technical Colleges 403(b) Voluntary Tax Deferred Savings Program Plan Document.  This is the only 403(b) plan offered to College employees.  

  4. Employees who desire to participate in the TIAA annuity program will make application for the annuity and submit a voluntary salary reduction agreement to Human Resources. 

    a. All funds contributed to an annuity contract must be earned after the employee signs an amendment to the employment contract. 
    b. An employee may make a voluntary salary reduction agreement anytime during a calendar tax year. 
    c. A salary reduction agreement may be terminated by the employee for amounts not yet earned.  

    d. A change in the dollar amount constitutes a new agreement and supersedes previous agreements. 

  5. Participants in an annuity who elect to surrender the proceeds of their annuity contract for reinvestment in another contract or an IRA with a different insurer will be required to sign a hold harmless agreement for the College.  

  6. Payroll will act on behalf of the College in the administration of the tax sheltered annuity program by processing salary reduction agreements with related documents and transmitting funds to the appropriate insurance company.  

  7. Any application for participation or change in a retirement annuity received in Payroll after the cut-off date for the pay period will not be processed until the following pay period.  

  8. Companies interested in offering annuity contracts should be referred to Human Resources. No representative of any company may solicit participation by College employees at any time while the employee is on duty. Solicitations must be on a private, individual basis except on specified occasions when group solicitation may be requested by a recognized employee group or by College officials. Annuity sales brochures may not be distributed to employees through the College.   

    Revised Policy/Procedure Approved by Executive Cabinet
    March 26, 2019



The State of Washington offers a deferred compensation plan to state employees which allows an employee to defer paying federal income tax on a portion of his/her income. The money deferred is invested in one or more carefully selected investments. Payments may begin only at retirement or separation from service, including termination, death or disability, or for an unforeseeable emergency.

All permanent employees of the College, probationary faculty, full-time temporary faculty, and permanent classified staff, are eligible to participate.

Information regarding the program is available through Human Resources.


Under the provisions of RCW 28B.15.558, the College offers educational benefits for employees working half-time or more under the following conditions:

  1. Employees working half-time or more may enroll in state supported classes on a space-available basis.

  2. Employees are charged a nonrefundable registration fee (currently $5.00 per quarter). Charges beyond the basic tuition and operating fees, such as change of registration, class fees, books, and supplies, are the employee's responsibility.

  3. Attendance in class will be on the employee's own time, during non-working hours, unless otherwise approved by the supervisor. Work schedules may be adjusted to accommodate taking a class with the approval of the supervisor.

  4. Employees registering for tuition-exempt course work are not entitled to receive student benefits.

  5. Employees may request tuition waiver for any classes except self-support courses. Such courses will be recognized by the College for faculty salary improvement and/or vocational certification provided they are an approved part of the professional improvement plan of the individual.

The registration procedure for classes is as follows:

  1. College employees using employee tuition waivers may register after the first class meeting.

  2. Faculty-staff tuition exemption request forms are available from Human Resources. The form must be approved by the supervisor if release time is involved, and then signed by the associate vice president of human resources or designee prior to registering for the class.


Clark College allows tuition waivers for Washington State employees working half-time or more as defined in RCW 28B.15.558. For purposes of this tuition waiver, state employees are defined as those working half-time or more in the following categories: permanent classified service, permanent employees employed half-time or more governed by Chapter RCW 41.56, permanent classified employees and exempt paraprofessional employees of technical colleges, and nonacademic employees and members of the faculty and instructional staff employed at institutions of higher education. State employees may register for class(es) and take advantage of the tuition waiver program under the following conditions:

  1. Enrollment is limited to two classes per quarter on a "space available" basis.

  2. Enrollment is further limited to state-supported courses that are not continuous enrollment, self-support, special admission, individual study/internship courses, or courses for which the College determines that late enrollment is not appropriate.

  3. Participation in programs funded by the S & A fee (ASCC) is prohibited.

  4. A nonrefundable registration fee of $5.00 per quarter is charged, plus 20 percent of tuition per credit, plus $1.75 per credit for facilities and matriculation fees. All other course and special fees, books, and supplies are the responsibility of the participant.

  5. Participants must adhere to all existing College academic policies and procedures.

  6. Enrolling on a regular basis in order to reserve a seat then dropping the course and re-enrolling to be eligible for the waiver is prohibited.

The following procedures will be followed for implementation of the above program:

  1. Space will be considered available at the end of the fifth school day after a class has started if the class has not enrolled the previously set maximum number of students. Participants may attend

    sessions of the class(es) until a determination of available space is made. Instructors may request to see the State Employee Tuition Exemption form. If the number of students has not exceeded the maximum set for the class, the instructor should sign a Permission to Register form for the participant. Participants are not counted for state funding purposes and will not be counted towards class enrollment needed to meet the minimum class size for determining whether a class will be offered or canceled.

  2. The State Employee Tuition Exemption form is available from Clark College Human Resources or Registration. The form must be completed by the agency for which the employee works. The agency should keep the pink copy.

  3. After the fifth class day, participants may register for class(es) using the normal open registration process. They must complete a Class Registration form, have a signed Permission to Register form for each class, and a completed State Employee Tuition Exemption form. Even once all forms are signed, final registration depends upon meeting space availability criteria established above.  ClarkCollege employees have preference in space-available waivers.

  4. The student will be given the yellow copy of the waiver form and a Student Statement. The white copy of the State Employee Tuition Exemption form will be attached to the Class Registration form and kept at Registration; the employer keeps the pink copy.

  5. A unique Fee Pay Status (FPS) will be entered on the registration screen when the participant registers, which will cause the Student Statement to reflect the correct charge for the class.

Tuition waivers for ClarkCollege employees are provided in accordance with RCW 28B.15.535, Administrative Procedure 630.040 and applicable bargaining agreements.



Faculty work schedules are governed by the CC/AHE Agreement.


Administrators and exempt staff work with their supervisor(s) to establish work schedules. Requests for alternate work schedules must be made through the process described under “classified” employees.


Work schedules and changes to work schedules of classified employees are determined by the supervisor and governed by applicable collective bargaining agreements for represented employees. Changes to work schedules, temporary or permanent, may require a certain number of days’ notice. Supervisors should refer to applicable collective bargaining agreements or consult with Human Resources.

Alternate Work Schedule – It is the policy of the College to consider alternate work schedules for classified and exempt staff employees in order to:

  • Provide optimum service to students and the public.
  • Provide adequate supervision of staff on modified schedules.
  • Support Commute Trip Reduction efforts.
  • Meet federal and state requirements.
  • Meet employees' needs.

According to WAC 296-126-090, work schedules must be established in a manner which is not detrimental to the health, safety, or welfare of the employee. Work schedules must take into consideration statutory provisions and collective bargaining agreements regarding rest and lunch periods, which call for:

  • A fifteen-minute rest period for each four hours worked.

  • No more than five consecutive work hours without a meal period of at least 30 minutes; whenever possible, the meal period should occur not less than two hours, or not more than five hours, from the beginning of the work shift.  Rest periods must be provided within paid College time.  Meal periods are not paid College time.

Work schedules which vary from the traditional five-day/eight-hour work week, must be approved by the immediate supervisor, the appropriate dean/director or vice president, and submitted to Human Resources for verification of compliance with labor agreements. Modified work schedules which would routinely result in overtime/compensatory time compensation or accrual are not acceptable. 

During weeks in which paid holidays occur, employees on alternate work schedules must return to a regular work schedule of five (5) eight-hour days (or appropriate prorated days for part-time employees) during the holiday week. Where operational needs exist, employees may alter their alternate schedule with the approval of the supervisor and Executive Cabinet member responsible for the area. The alternate schedule would schedule the holiday as eight hours (or appropriate prorated hours for part-time employees).

Revised Policy/Procedure Approved by Executive Cabinet
November 3, 2009
June 17, 2014


Supervisors may not make informal arrangements with employees for the accumulation and use of directed overtime. This is a violation of the Fair Labor Standards Act (federal law).

Compensatory time and overtime for classified employees are governed by the applicable collective bargaining agreement for represented employees and by the Fair Labor Standards Act for non-represented classified employees.

Hourly employees are covered under the Fair Labor Standards Act. Work in excess of 40 hours per week would be considered overtime and paid at time and one-half.


  1. Human Resources monitors compensatory time earned and used, the same as with annual leave and sick leave, according to the appropriate policies.

  2. Compensatory time earned and used is recorded in the Time and Leave Reporting system. Hours reported are to be the actual hours worked. Compensatory time is granted in lieu of monetary payment at one and one-half times the actual hours worked.

  3. Use of accrued compensatory time must be approved by the supervisor, with consideration given to the work requirements of the department and the wishes of the employee. Eligibility, use, and cash out of compensatory time are governed by applicable bargaining agreements. If a non-represented employee has not used his or her compensatory time prior to the final 60 days of the biennium, the supervisor may schedule use of the compensatory time. Hours not taken by the end of the fiscal year must be paid in cash.

Revised Policy/Procedure Approved by Executive Cabinet
November 30, 2010


Under the provisions of the Fair Labor Standards Act, exempt employees (administrators, exempt staff, and faculty members) are not eligible for overtime, even if time spent on College business, including travel time, exceeds 40 hours per week.

Overtime eligible classified employees are eligible for overtime if they work more than 40 hours per week.  Actual time spent performing work for the College, including participating in or traveling to a meeting or training session required by the College, may be considered work time for purposes of computing overtime.  Free time, such as leisure time and sleep time, associated with work-related travel away from the employee’s home or the College, is not considered in computing overtime. Overtime and travel time for represented employees is address in applicable collective bargaining agreements.

See also 630.060.



Clark College is committed to supporting Commute Trip Reduction (CTR) goals, and to supporting College employees in the efficient performance of their duties, while recognizing employees' needs for alternative work practices. Alternate work sites and alternate work schedules are among the means the College utilizes to enhance achievement of these goals, while ensuring a continued high level of service and support to the College and its constituents.


All permanent classified, exempt, and administrative employees of the College are eligible to request approval of an Alternate Work Site Agreement; however, not all jobs are suited to this work style.

Alternate Work Sites

An alternate work site may be:

  • a defined work space in an employee's home, or
  • a College-designated satellite work space, or
  • a specific location desirable because of the particular work being performed.

The employee's traditional on-campus work site will remain the employee's officially designated location, unless otherwise specified by the supervisor.


  1. Eligible employees may request to participate by completing an Alternate Work Site Request/Agreement.

  2. The College may approve or disapprove the request, and retains the right to require the employee to work at the official work site when College needs arise.

  3. Alternate Work Site Agreements are valid for up to one year from the date of signing. If the employee wishes to continue working at an alternate site at the end of the first period, a new request should be submitted to the supervisor for consideration.

  4. Either the employee or the College may cancel the Alternate Work Site Agreement at any time, upon 15 working days’ notice, or as otherwise stipulated in applicable collective bargaining agreements and WAC rules.

  5. When an Alternate Work Site Agreement is for more than three months duration, the first 90 calendar days of the period will be a trial period. At the end of the trial period, the employee and the College should decide whether to continue the agreement; the College's decision will be final, with consideration given to the factors listed in the "Considerations" section below. Shorter trial periods may be established for Alternate Work Site Agreements of shorter duration.


Jobs may be determined to be suitable for Alternate Work Site Agreements for the majority of the time, or only for certain functions or during certain cycles. The College is not obligated to modify jobs or assign duties to accommodate an employee's desire to work at an alternate site.

In deciding whether the job and the employee are good potential candidates for Alternate Work Site Agreements, the following factors need to be considered:

The job may be suitable for alternate work site if it:

  1. requires minimal face-to-face contact with coworkers, supervisors, or customers;

  2. requires minimal physical support (e.g., specialized or expensive equipment, meeting rooms, etc.);

  3. requires minimal access to hard-copy data or information available only at the official work site;

  4. does not unduly inconvenience other employees or result in increased workload for other employees;

  5. does not result in increased cost(s) to the College and/or diminished work output for the employee.

The employee may be suitable for alternate work site if the employee:

  1. has demonstrated the ability to work productively, independent of the supervisor;

  2. performs work which can be completed successfully at the alternate work site;

  3. can prevent distractions and interruptions at the alternate work site;

  4. does not have responsibility for care for others during work hours which will interfere with accomplishing expected work results.

Record Keeping

Supervisors are responsible for ensuring that the required daily/weekly hours are worked. To accomplish this responsibility, the employee must maintain a daily time schedule to be submitted to the supervisor on at least a biweekly basis. In addition, supervisors may consider:

  1. telephoning the employee occasionally during scheduled work times;

  2. comparing work output to time reported to assess productivity.

Employees are responsible for performing the number of work hours for which they are compensated. Employees must agree not to work overtime unless directed to do so by the supervisor.

To achieve Commute Trip Reduction (CTR) goals and to maximize productivity, employees should work at the alternate site for one to three entire working days each work week, unless otherwise approved.

Hours of work, overtime compensation, holiday pay, and employee absence are subject to the same guidelines, regulations, College policies and procedures, and applicable collective bargaining agreements which pertain to employees working at the traditional work site.  Since an employee working at home does not have to commute, absence is generally not excused when the College operations are disrupted due to inclement weather.

Income taxes will be withheld based on the employee's official duty station and not the alternate work site.  Employees interested in tax deductions because of their home work site should consult their tax advisors.

A home work station, not the entire home, will be treated like the official duty station for liability purposes.  Safety inspections of the alternate work site are authorized, usually with a 24-hour notice, unless there is a more urgent reason for concern.

Supplies and Equipment

  1. Employees may be allowed to transport to the alternate work site those basic supplies which are normally maintained in an employee's personal work space at the College, e.g., pens, paper, paper clips, file folders, etc.

  2. If personal equipment is used, the College assumes no responsibility for maintenance or replacement of such equipment.

  3. The College will not incur additional cost(s) for equipment or supplies.

  4. The use of College equipment at home is subject to College Administrative Procedure 535.055.

  5. Utility expenses incurred are the responsibility of the employee.

  6. Employees working at alternate sites should utilize the capabilities of the College's voice mail system to ensure timely response to callers.

Questions regarding the Alternate Work Site Policy should be directed to Human Resources.


Meal periods and rest periods for represented classified employees are governed by applicable bargaining agreements. Employees must be allowed a meal period of at least 30 minutes which is scheduled as close to the middle of the work shift as possible. Meal periods are unpaid. Employees working three or more hours longer than a normal eight-hour work day must be allowed at least one 30-minute meal period prior to or during the overtime period.

Employees must receive not less than a fifteen-minute rest period for four hours of work. Each eight-hour shift must include two rest periods even though the shift is unequally divided, unless otherwise provided by an applicable collective bargaining agreement.

Rest periods must be scheduled as near as possible to the midpoint of the work period. A supervisor cannot allow an employee to "save up" two rest periods to leave work a half-hour early and rest and meal periods may not be combined. Such an arrangement violates the Fair labor Standards Act as well as WAC 296-126-092.


Human Resources is responsible for listing all holidays in accordance with state laws. All state statutes which relate to legal holidays are observed.

Holidays, personal holidays, and other leave days for represented classified employees are governed by applicable bargaining agreements.

An administrative or exempt employee's personal holiday must be scheduled at a time most convenient to the work of the College, the determination of which rests with the supervisor. Part-time employees in positions qualifying for holiday pay will have holiday hours paid at the same ratio as their percent of full-time worked.

Leave without pay will be granted to all employees for a reason of faith or conscience for up to two (2) workdays per calendar year as provided below. Any portion of a day equates to a full day.

  • Employees will only be required to identify that the request for leave is for a reason of faith of conscience or an organized activity conducted under the auspices of a religious denomination, church, or religious organization.

  • Leave without pay will be granted for up to two (2) workdays per calendar year for a reason of faith or conscience or an organized activity conducted under the auspices of a religious denomination, church or religious organization. Leave without pay may only be denied if the employee’s absence would impose an undue hardship on the Employer as defined by Chapter 82-56 WC or the employee is necessary to maintain public safety.

  • The Employer will allow an employee to use compensatory time, personal holiday or vacation leave in lieu of leave without pay. All requests to use compensatory time, personal holiday or vacation leave requests must indicate the leave is being used in lieu of leave without pay for a reason of faith or conscience. An employee’s personal holiday must be used in full workday increments. Item 3 does not apply to represented classified employees until July 1, 2015.

  • An employee’s seniority date, probationary period or trial service period will not be affected by leave with or without pay taken for a reason of faith or conscience.

Revised Policy/Procedure Approved by Executive Cabinet
November 4, 2014


Hourly rates for part-time hourly employees will be determined as follows:

  1. The associate vice president of human resources or designee will review each position to determine the proper classification based on a written description of duties prepared by the supervisor.

  2. If a position has previously been filled by a part-time hourly employee and the classification has been determined, it is not necessary to review written duties again, unless changes have occurred.

  3. Ordinarily, the hourly rate will be set at Step A of the Department of Personnel salary schedule and remain at Step A as long as the employee remains at the College in a temporary position. Requests to move an hourly employee on the salary schedule may be made by the supervisor with the approval of the appropriate Executive Cabinet member. The request must be made to the associate vice president of human resources with justification for the change in compensation.

  4. If a supervisor deems it necessary for efficient and effective staffing to vary from using the appropriate classification on the Department of Personnel salary schedule and paying more or less, approval may be given by the associate vice president of human resources under the following circumstances:

    a. There is not a Department of Personnel classification to cover the duties.

    b. The Department of Personnel salary schedule is too low to attract a qualified person.

    c. The Department of Personnel salary schedule is too high for the availability of workers, the market conditions at the time, or other relevant factors.

    If none of the above exceptions apply, the request must be submitted to the associate vice president of human resources, who will confer with the appropriate Executive Cabinet member.

The intent is to provide uniformity and consistency in establishing hourly pay rates on campus and to avoid favoritism and competition between departments.

A list of positions and approved rates as an exception to the Department of Personnel rates will be maintained by Human Resources.


Classified, hourly, or other staff eligible for overtime may not teach, except for in the Economic and Community Development program and the Child and Family Studies lab school program, and only if all hours (including all preparation or other out of class hours) are documented weekly and paid. Overtime-eligible staff whose teaching assignment (including all out of class time spent) causes them to work more than 40 hours in a given workweek will receive overtime payment in accordance with college procedure. Overtime-eligible staff who fail to report all hours worked will be paid for hours worked, but will become ineligible to continue teaching in the future.

Revised Policy/Procedure Approved by Executive Cabinet
May 23, 2017


Faculty, classified, exempt, and administrative personnel who were employed by the College at least half-time for five (5) years or more are awarded emeritus status when they officially retire from the College.

Human Resources sends eligible retirees notification of their emeritus status and a listing of emeritus privileges. Depending on State and College regulations, emeritus employees may be required to pay for some services. Emeritus employees may contact Human Resources for assistance in availing themselves of these privileges.