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. 

Classified and administrative/exempt employees are not required to return to regular work schedule during the weeks in which paid holidays occurs. The employee can maintain their alternate schedule and the employee does not have to report leave to cover the differences. For Holiday hours, the college will pay the employee the number of hours they are scheduled to work.

  • When a holiday falls on the employee’s scheduled day off, they will receive an alternate day off. The employee will observe the holiday either their scheduled day before or day after the holiday.
  • Over-time eligible employees will adjust their hours so that their hours do not total more than 40 hours in a workweek (or prorated number of hours for part-time employees).

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

December 8, 2020


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 encourages and supports remote work for medical accommodations, special circumstances, and as a means of achieving administrative, work and performance efficiencies. The College recognizes remote work as a work option that may meet a variety of needs, including, but not limited to:

  • Protecting the health and safety of the college community
  • Addressing space restrictions
  • Enhancing employee productivity and morale
  • Reducing commute trips, pollutants, energy consumption and the College’s carbon footprint
  • Accommodating qualified disabilities
  • Achieving equity, including pay equity for employees who are primary caregivers

The College reserves the right to modify the procedure in order to ensure that the components of this policy advance appropriate public health policy and are not disruptive to the operations of the College. This policy shall be reviewed no later than ninety (90) days from its issuance.

This policy recognizes and is intended to be consistent with current Memorandums of Understanding.

1) Standards and Procedures

  1. Definition

Remote work is working at an alternate worksite off the College campus and applies to positions historically located on the College campus.

B. Remote Work Agreements

Remote work is established through a Remote Work Agreement between an employee’s supervisor, Human Resources and the employee. Work location must be approved by the employee’s supervisor and Human Resources. Remote Work Agreements must receive prior approval, and are revocable by, the remote worker’s supervisor and Human Resources. Remote work requests that are denied by the employee’s supervisor may be reviewed by the employee’s Executive Cabinet member.

The remote worker’s supervisor and Human Resources may deny, end, or modify a Remote Work Agreement at any time, unless doing so conflicts with a state of emergency. A remote worker may request to end or modify a Remote Work Agreement at any time, provided their request does not conflict with a state of emergency. 

A Remote Work Agreement is available only for suitable positions as defined in section 2 and to employees who are not involved in a disciplinary action, a disciplinary investigation, or have past performance issues.

Remote work shall not negatively impact the College’s service to students, adversely impact other faculty and staff, interfere with efficient conduct of College business or the employee’s ability to perform the functions of their job.

Remote Work Agreements do not change conditions of employment, expectations of the position, approved work hours, or required compliance with College policies and procedures, collective bargaining agreements, and applicable employment and labor laws.

The number of hours worked per pay period by the employee will not change because of remote work. Work schedules will remain within the College’s standard hours of operation for the position being worked remotely. As part of the approval process, employees should work with their supervisor to develop a standard schedule and expected work hours to meet the needs of the college.

This remote work policy applies to all faculty, classified staff, exempt and student employees.

Occasionally working off-site does not require a Remote Work Agreement. These types of arrangements are permitted but must be arranged by mutual agreement between an employee and their supervisor.

2) Position Suitability

A suitable position is one that can be performed from a remote location without negatively impacting the employee’s quality of work or College operations. Position suitability is determined by Human Resources and the employee’s supervisor.

A suitable position meets the following criteria:

  1. The employee’s work activities can be performed effectively while working away from the College campus,
  2. Excepting internet service, the position uses only technology that is available from the College,
  3. Evaluating work performance is not inhibited by the remote work,
  4. The position does not require immediate access to equipment, documents, or other information located only on campus, and
  5. The position allows for flexibility regarding face-to-face interaction and coordination of the employee’s work with other employees, their supervisor, students, and the public.

 3) Remote Worker Responsibilities

A remote worker is responsible for maintaining effective workflow and communication with co-workers, supervisors and students. Professional standards and job performance requirements remain.

A remote worker must have adequate internet access in the remote worksite to perform their assigned duties.

A remote worker is expected to balance personal needs with work obligations and reasonably arrange child, elder, or other dependent care as needed to complete their work and actively participate within their team.

A remote worker must preserve the confidentiality of sensitive data and software which may be protected from disclosure by public records (see RCW, Titles 40, 42; https://www.clark.edu/about/governance/public-disclosure-and-records/adminProcedures/400/420/index.php) or copyright laws. This includes ensuring that all unauthorized individuals, including but not limited to the remote worker’s family and friends, do not have access to confidential data or software.

Individual tax implications, auto and homeowner’s insurance, losses from a fire or theft, or incidental residential utility costs are the responsibility of the remote worker.

A remote worker understands that approval to work remotely does not change the duties, obligations, responsibilities, or terms and conditions of their employment.

A remote worker cannot conduct in person meetings related to their work at a remote worksite that is also a private residence.

A remote worker must maintain a remote worksite that is reasonably free of hazards and is maintained in a safe and secure manner.

4) Workers’ Compensation and Liability

The College shall provide workers’ compensation and liability protection as obligated by the State of Washington statutes for the remote worker while they are in the course of employment within the agreed upon remote location and defined work schedule. The College is not liable for any activity, damages, or injury, which is not directly associated or resulting from the employee’s official job duties and for which the College has no ability to exercise control.

5) Campus Closure and Emergencies

Remote work supersedes a campus closure due to suspended operations if work can proceed at the remote worksite. If an emergency childcare situation arises for a related reason when the College’s operations are suspended (i.e. inclement weather that causes a child’s school to close), the remote worker would not be expected to work. Suspended operations rules related to pay and leave would apply.

(see https://www.clark.edu/about/governance/public-disclosure-and-records/adminProcedures/500/515/index.php)

In the case of a remote worksite emergency such as power outage, the remote worker is required to report to work at the College campus unless the College is also affected by the emergency.

Employees working remotely due to a state of emergency for more than thirty (30) calendar days should request a Remote Work Agreement.

6)  Workspace Security, Equipment, and Supplies

The remote worksite is considered an extension of the College for limited purposes while the remote worker is working remotely.

  1. Security and Confidentiality.

A remote worker and their supervisor must identify any confidential, private, or personal information and records to be accessed remotely and ensure that appropriate safeguards are used to protect them. A remote worker will maintain public records in compliance with the Public Records Act and records retention schedules.
(see RCW, Titles 40, 42; https://www.clark.edu/about/governance/public-disclosure-and-records/adminProcedures/400/420/index.php)

A remote worker will work with Human Resources, their supervisor and Information Technology Services to ensure that computer hardware, software, and equipment used remotely meet security and confidentiality requirements.  Hardware, software and equipment that does not meet these standards cannot be used.
(see Clark Policy 455.025  https://www.clark.edu/about/governance/public-disclosure-and-records/adminProcedures/400/455/index.php#455025).

Whenever possible, a remote worker must only use computers, cellular phones and  other technology that is supplied by the College when performing work. The remote worker may not use personal computers, personal cellular phones and other personal technology to perform work when such College equipment is available.

Computers, cellular phones and other technology is paid for out of the remote worker’s departmental budget.

Security products, documents, and other records used while working remotely shall remain the property of, and be available to, the College. Restricted access or confidential documents may not be taken off campus without prior approval. The security of any restricted access or confidential materials removed from the campus is the responsibility of the remote worker.

B. Equipment and Supplies

Unless otherwise required by a reasonable accommodation plan, the College assumes no obligation to purchase or deliver office equipment or furniture.

Supplies necessary to complete work at the remote worksite such as paper and other office supplies, must be obtained from the College. The College will not reimburse a remote worker for supplies not purchased from the College and that are not necessary for the performance of work.

7) Reasonable Accommodation for Qualified Individuals with a Disability

While remote work may be offered as a reasonable accommodation for a disability, some or all of this policy may not apply to an employee receiving an accommodation under applicable state or federal law or in accordance with the College’s reasonable accommodation and return to work policies.

(see https://www.clark.edu/about/governance/public-disclosure-and-records/adminProcedures/600/635/index.php#635009)

An employee who believes remote work should be considered as a reasonable accommodation must make such a request to Human Resources.

Equipment required as part of an approved reasonable accommodation plan will be provided by the College and delivered to the remote worksite at no cost to the remote worker.  Remote workers may request an ergonomic evaluation through Environmental Health and Safety.  Requests for equipment related to a reasonable accommodation must be submitted to Human Resources.

Revised Policy/Procedure Approved by Executive Cabinet
September 15, 2020

September 21, 2021


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.