Salary Schedule. Fiscal Year 14/15. Palm Beach State College Office of Human Resources

Transcription

1 Salary Schedule Fiscal Year 14/15 Palm Beach State College Office of Human Resources Palm Beach State College is an equal access, equal opportunity institution. The College complies with all state and federal laws granting rights to applicants for employment or admission to the College. The College prohibits unlawful discrimination on the basis of race, color, creed, ethnicity, national origin, gender, sexual orientation, age, religion, marital status, veteran status, disability or pregnancy in any of its employment or educational programs or activities.

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3 Salary Schedule Table of Contents 0INTRODUCTION BU A. COMPENSATION POLICIES AND PROCEDURES BU B. NON-UNIT FULL-TIME COMPENSATION POLICIES AND PROCEDURES WW WAGE AND SALARY STRUCTURE B ABOVE RANGE MAXIMUM B SALARY STRUCTURE REVIEW B SALARY INCREASES B STARTING SALARY RATES AND OFFERS OF EMPLOYMENT B PROMOTIONAL INCREASES B LATERAL TRANSFERS B DEMOTIONS B RECLASSIFICATIONS B TEMPORARY ASSIGNMENT B COMPENSATION MANAGEMENT POLICY B RESPONSIBILITIES OF SUPERVISORS B RESPONSIBILITIES OF THE OFFICE OF HUMAN RESOURCES B ROUNDING FACTOR B PRESIDENT B 210 PERSONNEL B SENIOR MANAGEMENT B WORKWEEK B VARYING HOURS AND SCHEDULES B PAYROLL AND BENEFIT OVERPAYMENT B EXEMPT AND NON-EXEMPT STATUS DEFINED B OVERTIME PAY WEIGHTED AVERAGE FOR OVERTIME PAY B COMPENSATION FOR WORKING DURING COLLEGE EMERGENCY CLOSING, HOLIDAY CLOSING OR ON-CALL COVERAGE B ADDITIONAL ASSIGNMENTS FOR FULL-TIME NON-FACULTY EMPLOYEES B REGULAR PART-TIME POSITIONS B TEMPORARY POSITIONS (OPS) B STUDENT PERSONNEL B WORK STUDY STUDENTS B STUDENT ASSISTANTS B INTERNATIONAL STUDENTS B GUIDELINES FOR MINORS IN THE WORKPLACE B PAYROLL DATES B PERSONNEL ACTION FORM (PAF) B OPTIONAL PAYMENT C. LISTING OF FULL-TIME POSITIONS BY JOB TITLE BD. NON-UNIT FULL-TIME SALARY RANGES E. NON-UNIT PART-TIME & TEMPORARY PERSONNEL (OPS) PAY SCHEDULE B F. MISCELLANEOUS AND ON-CALL PAY (OPS) RATES BG. CREDIT ADJUNCT PAY RATE Effective 6/4/2015 Page 2

4 Salary Schedule 8BH. NON-CREDIT ADJUNCT PAY RATE PSAV ADJUNCT INSTRUCTOR PSAV AUXILIARY/LAB ADJUNCT INSTRUCTOR CCE ADJUNCT INSTRUCTOR AVOCATIONAL ADJUNCT INSTRUCTOR B I. SUBSTITUTE ADJUNCT RATES B J. PROFESSIONAL DAILY RATE B K. PAYMENT FOR COLLEGE OWNED ONLINE COURSE DEVELOPMENT B L. SUPPLEMENTAL PAYMENTS B M. BARGAINING UNIT SALARY INFORMATION B N. BARGAINING UNIT SALARY FOR OTHER SERVICES O. BARGAINING UNIT ATHLETICS AND INTRAMURALS B P. BARGAINING UNIT INTRAMURALS B Q. BARGAINING UNIT SELECTED ACTIVITIES B R. ENDOWED CHAIR B S. BARGAINING UNIT OTHER TERMS AND CONDITIONS ASSIGNING FULL-TIME FACULTY LOAD ADDITIONAL RESPONSIBILITIES SALARIES PAID FROM GRANTS STARTING SALARIES PROMOTIONS OPTIONAL PAYMENT COLLECTIVE BARGAINING AGREEMENT B T. COMPENSATION INFORMATION REGARDING UNGRADED POSITIONS B U. GRANT FUNDED POSITIONS EXCEPTIONS TO GRANT FUNDED POSITIONS GRANT POSITIONS WORKING WITHIN PALM BEACH COUNTY SCHOOL DISTRICT B INDEX Page 3 Effective 6/4/2015

5 Salary Schedule Introduction The Palm Beach State College Consolidated Salary Schedule is established annually pursuant to State Board of Education Rules 6A (7)(b) and College Board Rules 6HX Once adopted, the schedule serves as the guide in determining employee compensation. The schedule recognizes the United Faculty of Palm Beach State College as the sole and exclusive bargaining agent for all members of the full-time instructional faculty, counselors, librarians, and PSAV Instructors in matters concerning wages, salaries, benefits, working conditions and other terms and conditions of employment. Personnel actions submitted to the District Board of Trustees for approval in conformance with this Salary Schedule will be considered routine personnel actions. The President may authorize a variation in compensation procedures. Additional full-time and part-time job classifications and pay rates may be developed as needed upon recommendation of the Executive Director of Human Resources and the approval of the President or designee. These changes will be brought to the District Board of Trustees annually via this Salary Schedule for approval. 1BUA. Compensation Policies and Procedures Palm Beach State College wage and salary program is designed to meet the following objectives: Ensure that compensation actions are administered in a manner that comply with State and Federal legal requirements. Enhance the ability to attract and retain qualified faculty and staff. Ensure fair treatment of employees through internal consistency. Ensure external competitiveness by developing and maintaining compensation levels that reflect market pay rates. Provide a clear and concise reference for fair compensation decisions. Provide flexibility so the system will remain responsive to changes in the marketplace, the organization and the economic conditions. 2BUB. Non-Unit Full-Time Compensation Policies and Procedures WWage and Salary Structure Each non-unit full-time position is assigned a pay grade within the wage and salary structure based upon an analysis of the market rate for that position, as well as an analysis of the job responsibilities and a comparison of the position to others within Palm Beach State. Each grade consists of a wage/salary range containing a minimum, midpoint, and maximum for either 35 or 40 hours per week. This represents the approved range of compensation for jobs assigned to that grade. Effective 6/4/2015 Page 4

6 Salary Schedule The differential between pay grades reflects, as closely as possible, the relative value of positions to Palm Beach State and is sufficient to provide continuing incentive for promotional advancement. The pay range spread -- the difference between the minimum position rate and the maximum -- is sufficient to permit recognition of individual differences in education, training, experience, and performance among individuals BAbove Range Maximum Employees should not be paid more than the maximum of the range established for the position except upon recommendation of the Executive Director of Human Resources and the approval of the President or designee BSalary Structure Review The compensation structure is reviewed every year by the Executive Director of Human Resources. Where market data and analysis of Palm Beach State s current pay grades indicate the necessity for revision, the Executive Director of Human Resources will submit a recommended revised salary structure to the President and District Board of Trustees for approval BSalary Increases General salary increases are reviewed each fiscal year and are approved by the District Board of Trustees. General salary increases are typically effective July 1. If a general increase is given, all full-time and regular part-time employees must have been hired on or before the first College working day of the new calendar year, in order to be eligible for the full salary increase. An employee hired by the first working day of April of that year will receive one-half of the salary increase. An employee hired after the first working day of April of that year will not receive a salary increase. In years where the bottom of the salary grade is increased, an adjustment will be made July 1 to the salaries of full-time and regular part-time employees hired after the first of the fiscal year. Any salary increase or salary adjustment for regular part-time employees cannot exceed 50% into the salary range. With appropriate documentation, below standard job performance may result in denial of any salary increase. Increases for grant-funded employees are dependent upon grant funding and are effective July 1. In addition, upon recommendation of the President and at the discretion of the District Board of Trustees, a salary increase to any employee may be awarded at any time during the fiscal year, contingent upon available funds. This salary increase may be in addition to or in lieu of a regular salary increase. Page 5 Effective 6/4/2015

7 Salary Schedule BStarting Salary Rates and Offers of Employment The Office of Human Resources has the sole authority to extend employment and salary offers. Normally, the starting salaries for part-time and OPS positions are posted within the Salary Schedule and do not fluctuate. The starting salary for full-time employees who meet the minimum requirements of a position shall be at the minimum of the salary range. When there are a limited number of applicants or an applicant exceeds the minimum amount of experience and/or education and/or training, starting rates may exceed the minimum salary for full-time positions. The guidelines for salary offers above the minimum are as follows: A starting salary of up to 15% of the minimum for salary grades 50 through 60 and up to 25% for salary grades 61 through 70 may be given with approval of the Executive Director of Human Resources. PSAV Instructors may receive a starting salary of up to 15% of the minimum of the salary range. Salary offers which exceed these percentages above the minimum must be approved by the President or designee. Full-time and regular part-time employment is contingent upon successful completion of drug testing and a criminal background check BPromotional Increases A promotion occurs when an employee moves to a position in a higher grade than the one presently assigned. When a recommendation for promotion is made, the employee s background and experience shall be evaluated by the Executive Director of Human Resources or designee. For each grade of promotion, the employee will receive a 7.5% salary increase or will be brought to the minimum of the pay grade, whichever is greater. The total promotional increase for employees who move three or more pay grades will not exceed 20% or the minimum of the pay grade, whichever is greater. An employee must remain in the new position for a minimum of six months before the employee is eligible for another promotion. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee BLateral Transfers A lateral transfer is the transfer of an employee from one job to another in the same pay grade. Responsibilities and duties have changed, but are similar in scope and complexity. An employee must remain in the new position for a minimum of six months before the employee is eligible for another lateral transfer or promotion. Employees who transfer laterally will not receive a salary increase. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee. Effective 6/4/2015 Page 6

8 Salary Schedule BDemotions A demotion occurs as a result of an employee s transfer to a lower graded job. In such instances, the employee's current base rate of pay will be decreased by 5% per pay grade. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee BReclassifications A reclassification occurs when an employee's position has changed over time such that it no longer is appropriately placed in the wage and salary structure. Revisions can be made when significant changes take place, or when a number of cumulative small changes over a period of time result in a significant change to the job. As a standard, 40% of the job should have changed to warrant a reevaluation. Reclassification is not intended to recognize individual achievement or an increase in volume of work. Within the documents submitted for reclassification, emphasis must be given to the current functions of the job, not intended future changes. This includes, but is not limited to, actual changes to job functions that result in an advanced level of skill, knowledge, responsibility and/or authority. To be considered for reclassification, the supervisor needs to obtain a Position Reclassification Request packet. The packet must be completed utilizing Palm Beach State s web-based Activity Dictionary and submitted to the Office of Human Resources with appropriate approval signatures between January 1 and March 31 of the current year to be considered for the subsequent fiscal year. Packets received without the appropriate approval signatures will be returned. Late submissions will not be considered until the next fiscal year. The Office of Human Resources will review all requests for reclassification and will issue a written determination. Requests for reclassification and the final recommendation will be presented to the President or designee for final review and approval. Employees and supervisors will be notified in writing of the final Presidential approval or denial on or before July 1. Approved reclassification requests will be effective July 1. When a position is reclassified to a higher pay grade, the employee will receive a 7.5% salary increase for each pay grade or be brought to the minimum of the new pay grade, whichever is greater. The total promotional increase for employees who move three or more pay grades will not exceed 20% or the minimum of the pay grade, whichever is greater. When a position is reclassified to a lower pay grade, the employee s current base rate of pay will be decreased by 5% per pay grade. Exceptions to this policy must be approved by the Executive Director of Human Resources and the President or designee. Page 7 Effective 6/4/2015

9 Salary Schedule BTemporary Assignment When an employee is temporarily assigned to a position at a higher grade and the assignment exceeds three months, excluding vacations and other short-term situations, the employee's salary may be temporarily increased up to 7.5%. If full duties are assumed, the increase may be brought to the minimum of the new pay grade. Requests for Temporary Assignments to a position at a higher grade must be approved by the appropriate Provost and/or Vice President, the Executive Director of Human Resources, and the President or designee. Upon completion of the temporary assignment, the employee resumes the former pay level adjusted for any general increase that may have occurred BCompensation Management Policy There is a listing of approved job titles available in this document and the Office of Human Resources. No employee should receive a job title that has not been approved. Before any wage or salary action may be approved, the employee's job description must be prepared and approved, and the grade established by the Office of Human Resources in accordance with Palm Beach State's compensation structure. The creation of a new position requires both budgetary authorization and the development of a job description. When there is a need for a new position, the supervisor or Department Head will complete a Job Analysis Questionnaire (JAQ) utilizing the web-based Activity Dictionary. The JAQ is then submitted to the Office of Human Resources, where the job description is prepared. The Office of Human Resources will classify the position and will determine the appropriate salary grade for the position. All job classifications and salary grade placements for Grades 65 and above must be approved by the Executive Director of Human Resources and the Vice President of Administration & Business Services BResponsibilities of Supervisors Communication with the individual employee regarding that employee's job responsibilities, job description, grade and pay range, performance, and date of the next performance review is the responsibility of the supervisor. At the time of employment and/or promotion, each employee will receive information about the position including: job title, pay grade and range, name of supervisor, reporting date and time, the performance review process and other pertinent salary information. The employee will be informed of the goals, duties, responsibilities, and criteria upon which the employee s performance will be evaluated. At the time of performance appraisal, each employee will be given an explanation of the employee s evaluated performance, strengths, opportunities for improvement, and professional development plans. Effective 6/4/2015 Page 8

10 Salary Schedule Supervisors should notify the Office of Human Resources when changes in a job's content are sufficient to warrant a reevaluation within the Reclassification policy. Supervisors need to comply with all policies and procedures in hiring including, but not limited to, Nondiscrimination (6HX ), Consensual Relationships (6HX ), and Nepotism (6HX ) as outlined in the College Board Policies. Responsibilities include accurate attendance and payroll reporting including, but not limited to, hours worked and absences related to sick leave, annual leave, family medical leave, leave without pay and/or work related injuries BResponsibilities of the Office of Human Resources The Office of Human Resources is responsible for: Recommending any changes to the College s compensation policies. Monitoring the organization s compliance with all pertinent federal and local laws and regulations related to salary administration. Maintaining consistency within the program on an organization-wide basis, monitoring compliance with the program and reporting to the President or designee any exceptions. Ensuring the program is updated on a periodic basis. Processing personnel changes BRounding Factor Due to computer calculations and rounding factors, the actual amount of salary paid may vary slightly from the Salary Schedule (generally less than $1.00) BPresident The President s salary is determined annually by the District Board of Trustees in accordance with the performance evaluation B210 Personnel Some personnel may be assigned to a normal duty schedule of 210 days for an academic year BSenior Management Senior Management is designated in accordance with the rules of the Florida Retirement System. Page 9 Effective 6/4/2015

11 Salary Schedule BWorkweek The official College workweek begins Saturday at midnight and ends at 11:59 p.m. the following Friday BVarying Hours and Schedules Some positions in the College, including Facilities, Security, Information Technology, Student Services, and other areas are subject to varying schedules, including hours worked on weekends, holidays, and during College closings. Refer to Section B-23B for applicable compensation provisions BPayroll and Benefit Overpayment Any amounts owed or overpayment to the College for any obligations may be deducted from the employee s paycheck. If payment is made by the College to the employee in error, the employee agrees to immediately advise the College of the error and will return the overpayment in a timely and mutually agreed upon manner BExempt and Non-exempt Status Defined The Fair Labor Standards Act (FLSA) provides guidelines on employment status, child labor, minimum wage, overtime pay and record-keeping requirements. The act establishes wage and time requirements, sets the minimum wage that must be paid and mandates when overtime must be paid. Employees not covered by this act are considered "exempt" (EX); those covered by it are "non-exempt" (NE). EX employees are individuals who are exempt from the overtime provisions of the FLSA because they are classified as an executive, professional or administrative employee and meet the specific criteria developed by the FLSA for exemption. Exempt employees are paid on a salary basis. NE employees are covered under the overtime provisions of the FLSA. Such employees are entitled to receive overtime for all hours worked beyond 40 in a workweek. Alternatively, provisions for public employers allow for hours in excess of 40 per week to be paid in the form of compensatory time which must be used within 30 days of accumulation. Refer to section B-23 for non-exempt overtime payment calculations BOvertime Pay Overtime payment is due for non-exempt employees who work more than 40 hours in a workweek. The department administrator or designee must approve all overtime in advance. Effective 6/4/2015 Page 10

12 Salary Schedule 23. Weighted Average for Overtime Pay The Weighted Average for overtime payment is due for non-exempt employees who work more than 40 hours in a workweek at multiple jobs at different rates of pay. According to the Code of Federal Regulations Pertaining to U.S. Department of Labor (29 CFR ) when an employee in a single workweek works at two or more different types of work, for which different non-overtime rates of pay (of not less than the applicable minimum wage) have been established, the Uregular rateu for that week is the weighted average of such rates. That is, the total earnings (except statutory exclusions) are computed to include the employee s compensation during the workweek from all such rates, and are then divided by the total number of hours worked at all jobs. Any exceptions to this policy would need to be approved by the Executive Director of Human Resources. Overtime is calculated as the weighted overtime rate as follows: Step 1 Calculate Rate for Each Assignment: Hourly Rate x Actual Hours Worked Step 2 Calculate Weighted Average Rate: Sum of Each Hourly Rate # of Assignments Step 3 Calculate Weighted Overtime Rate: Weighted Average Rate 2 Step 4 Calculate Weighted Overtime Pay: Weighted Hours Worked Over Overtime Rate x 40 hours per Week Step 5 Calculate Total Pay Received: Weighted Pay For All + Overtime Pay Assignments Example A full-time non-exempt employee works 35 hours per week in a regular position earning $10.22 per hour. Within the same week, the employee works 11 hours in another position earning $12.51 per hour. The employee is working 6 overtime hours. Step 1: $10.22 x 35 hour = $ Pay for 1 st assignment $12.51 x 11 hours = $ Pay for 2 nd assignment Step 2: $ $12.51 = $ Weighted Average Rate 2 Step 3: $11.37 / 2 = $ 5.69 Weighted Overtime Rate Step 4: $5.69 x 6 hours = $ Total Overtime Pay Step 5: $ $ = $ Overtime Pay Pay for All Assignments Total Pay Page 11 Effective 6/4/2015

13 Salary Schedule BCompensation for working during College Emergency Closing, Holiday Closing or On-Call Coverage A. Defined Emergency College Closing (ECC) is defined as any mandated closing due to a hurricane or other unforeseen disaster. The closing dates include and compensation provisions are applied to weekdays and weekends. Emergency closings are unplanned events approved by the President or designee. Holiday and College Closing (HCC) is defined as those dates identified as official holidays and other paid non-duty days approved by the District Board of Trustees. The holidays and closings observed include Martin Luther King, Jr. Day, Spring Break, Spring Holiday, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Break and Winter Break. To be paid for a single day holiday or paid non-duty day, 12 month, full-time employees must work or be in approved paid status for the full scheduled workday preceding and following the holiday. To be paid for multiple day holidays and/or paid non-duty days, 12 month, full-time employees must work or be in approved paid status for the full 5 scheduled workdays preceding and the full 5 scheduled workdays following multiple day holidays. Holidays that fall on a weekend are unpaid. On-Call Coverage (OCC) is different from being required to work during an ECC or HCC, as the on-call coverage may not require any work to be performed unless the need arises. B. Compensation Provisions The following provisions will apply to the appropriate personnel: Emergency College Closing (ECC) The Vice President of Administration & Business Services must approve all personnel required to report for duty during an emergency closing. Administrators are excluded from receiving additional compensation for working during an emergency closing. Approved and scheduled personnel who: work less than three hours during an ECC will receive a minimum of 3 hours pay. This includes responding to issues remotely. are regular full-time, non-exempt and work during an ECC will receive straight time and one time their straight hourly pay per hour worked up to 40 hours in a workweek. are regular full-time, non-exempt and work during an ECC will receive straight time and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek. Effective 6/4/2015 Page 12

14 Salary Schedule are regular full-time, exempt and work during an ECC will receive straight time and one times their straight hourly pay per hour worked up to 40 hours in a workweek. are regular full-time, exempt and work during an ECC will receive straight time and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek. are regular part-time and work during an ECC will receive their straight time for hours worked up to 40 hours in a workweek and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek. Upon being closed due to an ECC for three or more business days, personnel who are on a scheduled paid annual, sick and/or personal leave concurrently to the closing will be reversed. This excludes personnel on an extended leave of absence. Holiday and College Closing (HCC) Any applicable payment of holiday time is provided to both non-exempt and exempt employees required to work during such time. Regular full-time, non-exempt employees required to work during an HCC (includes holiday pay, excludes annual, sick and personal leave time) receive holiday pay and straight time for additional hours worked up to 40 hours in a workweek, receiving a minimum of three (3) hours pay. Regular full-time, non-exempt employees required to work during an HCC (includes holiday pay, excludes annual, sick and personal leave time) will receive holiday pay and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek. Regular full-time, exempt employees required to work during an HCC will receive holiday pay and compensatory time on an hour for hour basis for every hour worked, receiving a minimum of 3 hours. Regular part-time employees required to work during an HCC will receive straight time for hours worked up to 40 hours in a workweek and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek. On-Call Coverage (OCC) During HCC or ECC Regular non-exempt and exempt employees who are on-call during either an HCC or ECC will receive a minimum of 3 hours of pay if they are called to work for any amount of time during on-call duty. This includes responding to issues remotely while on-call. Regular full-time and part-time non-exempt employees who are on-call during either an HCC or ECC will receive straight time for every hour worked up to 40 hours in a workweek. Regular full-time and part-time non-exempt employees who are on-call during an HCC or ECC (includes holiday pay, excludes annual, sick and personal leave time) will receive their straight hourly pay or holiday pay and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek. Regular full-time and part-time exempt employees required to work in an on-call capacity greater than 3 hours outside of normal business hours will receive straight time compensatory time on an hour for hour basis. Page 13 Effective 6/4/2015

15 Salary Schedule On-Call Coverage (OCC) Regular non-exempt and exempt employees who are on-call outside of normal business hours will receive a minimum of 3 hours of pay if they are called to work for any amount of time during on-call duty. This includes responding to issues remotely while on-call. Regular full-time and part-time non-exempt employees who are on-call outside of normal business hours receive straight time for additional hours worked during on-call service up to 40 hours in a workweek. Regular full-time and part-time non-exempt employees who are on-call outside of normal business hours and are working over 40 hours in a workweek will receive straight time and one and a half times their straight hourly pay per hour worked over 40 hours in a workweek. Regular full-time and part-time exempt employees required to work in an on-call capacity greater than 3 hours outside of normal business hours will receive straight time compensatory time on an hour for hour basis BAdditional Assignments for Full-time Non-Faculty Employees In order for full-time, non-bargaining unit personnel to be considered for an additional assignment(s), the employee must receive approval by the Supervising Administrator, Executive Director of Human Resources and President or designee. The additional assignment must be conducted outside of the employee's normal working hours. Full-time employees who are assigned to teach as credit adjuncts may teach no more than a total of 3 courses in any combination of sessions within each 16 week fall and spring term and no more than a total of 2 courses in any combination of sessions within the 12 week summer term. Employees who teach non-credit or PSAV courses may teach no more than a total of 153 hours in any combination of sessions within each 16 week fall and spring terms, and no more than a total of 120 hours in any combination of sessions within the 12 week summer term. Any exceptions to teaching loads must be approved by the employee s Supervising Administrator, the Executive Director of Human Resources and the President or designee. Please note employees whose primary assignment is non-exempt are subject to the Fair Labor Standards Act (FLSA) and overtime compensation. Refer to Section B-23 for the terms and conditions of overtime payment BRegular Part-time Positions Regular part-time employees work 27.5 hours or less per week, based upon the allotted budgeted hours approved. Personnel in this category participate in the Florida Retirement System and receive Social Security benefits. Personnel working on a regular part-time assignment may also be employed in a temporary assignment as long as they are not working in excess of 27.5 hours per week. Exceptions may be made for work hours to exceed 27.5 hours per week on a temporary basis with prior approval from the Supervising Administrator, the Executive Director of Human Resources, and the Vice President of Administration and Business Effective 6/4/2015 Page 14

16 Salary Schedule Services. All new regular part-time assignments must be approved through the budgetary process. Regular part-time employees, who also teach as a credit or noncredit adjunct, cannot work more than 27.5 hours per week in the combined assignments. In this case only, credit instructors will be credited 2 hours for every 1 hour in the classroom. The Instructional Hours per Week Conversion Table has been developed to outline the number of hours applied to each class per week. Hours/Week in the Classroom Hours Credited Any exceptions to teaching loads must be approved by the employee s Supervising Administrator, the Executive Director of Human Resources and the Vice President of Administration and Business Services. Teaching assignments must be outside of the part-time employee s normal working hours. Please note employees whose primary assignment is non-exempt are subject to the Fair Labor Standards Act (FLSA) and overtime compensation. Refer to Section B-23 for the terms and conditions of overtime payment BTemporary Positions (OPS) OPS/temporary personnel may work up to 27.5 hours per week. Personnel in this category who have another temporary assignment cannot work more than 27.5 hours per week in the combined assignments. OPS/temporary personnel, who also teach as a credit or noncredit adjunct, cannot work more than 27.5 hours per week in the combined assignments. In this case only, credit instructors will be credited 2 hours for every 1 hour in the classroom. The Instructional Hours per Week Conversion Table has been developed to outline the number of hours applied to each class per week. Hours/Week in the Classroom Hours Credited Personnel employed on an OPS/temporary basis, as defined by the Florida Retirement System Rules, are not eligible to receive retirement benefits and will be paid according to the Temporary Salary Schedule. Refer to Section E for temporary pay schedule. As defined by the Florida Retirement System Rules, OPS/temporary employees who have accumulated 2,080 hours working in OPS positions will participate in the Florida Retirement System and receive Social Security benefits. Personnel in this category continue their temporary status, and the position cannot be changed to a budgeted position. Page 15 Effective 6/4/2015

17 Salary Schedule A Provost or the Vice President, the Executive Director of Human Resources and the Vice President of Administration & Business Services must approve personnel in this category prior to employment, with the exception of adjuncts, tutors and on-call OPS positions. Temporary personnel do not receive employee benefits other than a matching 1.45% Medicare tax, but are required to contribute 7.5% of salary into an investment account using pre-tax dollars, which is called the FICA Alternative Plan. Using an OPS employee to temporarily fill a budget-approved vacant position before starting the recruitment process is not permitted. Employees in an OPS assignment are working on a temporary basis and cannot be employed in the same assignment for more than 6 months. The intent behind the use of OPS positions should be utilized on a one-time basis, and such positions or assignments cannot be repeated. OPS positions do not reoccur for the same assignment; therefore a different individual cannot be hired into the same assignment. Any exceptions must be made in writing and approved by the Supervising Administrator, Provost and/or Vice President, Executive Director of Human Resources and Vice President of Administration & Business Services BStudent Personnel Only students enrolled in Palm Beach State College can be employed as student workers. A student worker cannot hold a College temporary, part-time or full-time position concurrent with a work study or student assistant position. Any student can apply for regular part-time or full-time positions at the College. To be employed as a student worker, students must meet the following guidelines: Students who are enrolled in Palm Beach State College as their home school and who are seeking a degree or certificate can be employed as a student worker. Hence, transient students do not meet the criteria of a student worker. Students who are enrolled at least half time, 6 credits or equivalent, for the term which they are employed. Students who are enrolled and have at least a 2.0 GPA. Prior to employment, all potential student workers must go through the Office of Financial Aid to determine eligibility for the Federal Work Study (FWS) program. This will allow the College to utilize FWS funds when applicable. If the student is not eligible for work FWS or FWS funds are not available, the supervisor may make a request to the designated Budget Manager to employ a student assistant. All student worker positions are dependent upon available budget funds and must be approved by the designated Budget Manager. Student assistants cannot be employed in a grant funded program that does not serve Palm Beach State students. Work Study students may be employed in a grant funded program that does not serve Palm Beach State students. This type of assignment will be considered a secondary priority, contingent upon FWS funding. Effective 6/4/2015 Page 16

18 Salary Schedule BWork Study Students Student personnel qualify to work under the Federal Work Study (FWS) program as determined by the Office of Financial Aid. Personnel under this category are exempt from Social Security and Medicare. FWS students cannot be employed in any other assignment. All Work Study assignments terminate at the end of each term. FWS student may be employed up to 20 hours a week. Work Study students are compensated at the rate of pay determined by the classification of the position. Any higher rates for student assignments must be documented and approved by the Executive Director of Human Resources BStudent Assistants Prior to employment, all potential student workers must go through the Office of Financial Aid to determine eligibility for the Federal Work Study (FWS) program. Every effort must be made to employ a student worker who qualifies for the FWS program. This is to ensure that all federal funds allocated to the Office of Financial Aid are utilized. If there are no remaining students eligible for the FWS program, the supervisor may make a request to the designated Budget Manager to employ a student assistant. Student Assistants cannot be employed in any other assignment except as Student Assistants. All Student Assistant assignments terminate at the end of each term. Student Assistants may work up to 20 hours a week. Student Assistants are compensated at the rate of pay determined by the classification of the position. Any higher rates for student assignments must be documented and approved by the Executive Director of Human Resources. Student Assistants are exempt from retirement and social security. IRS regulations prohibit students from the FICA exemption if they are not enrolled and attending classes regularly. Supervisors must notify the Office of Human Resources regarding those students who are working and not attending classes regularly BInternational Students International Student eligibility for employment must be verified each term by the Office of International Admissions and Recruitment before the student begins working. Questions regarding the work eligibility of international students should be referred to the Manager of International Admissions and Recruitment. All International Student assignments terminate at the end of each term. International Students may work up to 20 hours a week. International Students are compensated at the rate of pay determined by the classification of the position. International Students must be in F-1 status. IRS regulations prohibit students from the FICA exemption if they are not enrolled and attending classes regularly. Supervisors must notify the Office of Human Resources regarding those students who are working and not attending classes regularly. Page 17 Effective 6/4/2015

19 Salary Schedule BGuidelines for Minors in the Workplace Minors, ages 16 and 17, may not work during school hours unless they meet the hour restrictions outlined by State regulations. Minors may work up to 20 hours per week; however, they cannot work before 6:30 a.m. or later than 11:00 p.m. and for no more than 8 hours a day when school is scheduled the following day. On days when school does not follow, there are no hour restrictions. Minors may not work in hazardous occupations such as operating motor vehicles and working with electrical apparatus. Contact the Office of Human Resources for additional information BPayroll Dates All full-time employees are paid through the 15 th and the end of the month and are compensated on those dates. All part-time and temporary employees are paid through the end of the published pay periods and are paid on the 15 th and the end of the month. If the 15 th or the end of the month fall on a weekend or holiday, employees are paid the last weekday preceding the weekend or holiday. Due to drop-and-add each term and the processing of assignments, adjunct instructors will receive their first paycheck the second pay period of each term. Full-time instructional faculty members are given the opportunity to select their method of pay prior to the beginning of each academic year. They may either be paid at the end of their contract length or 24 paychecks over 12 months. Faculty need to notify the Office of Human Resources of any pay method changes at least 10 days prior to the first paycheck of the academic year. If the payment method form is not returned by the deadline date, the faculty member will automatically be paid over twelve months BPersonnel Action Form (PAF) A Personnel Action Form (PAF) must be completed for temporary Non-Instructional and Substitute Instructional assignments. This includes temporary employees, student assistants, and work study students. Submission should take place when one or more of the following occurs to an assignment: new, renewal, change, additional job, or end of a temporary assignment. Guidelines for completing PAFs are as follows: Online forms only will be accepted, unless otherwise discussed with the Assistant Director of Human Resources. Incomplete or unapproved forms cannot be processed and will be returned to the submitter of the department for completion. Effective 6/4/2015 Page 18

20 Salary Schedule Forms must be submitted and all proper approvals must be received prior to the first day of employment. This ensures proper compensation is provided to the employee in a timely manner. Non-Instructional Temporary assignments must be approved by the appropriate Provost or Vice President, the Executive Director of Human Resources, and the Vice President of Administration & Business Services. Regular positions are subject to the regular recruitment process; PAFs cannot be used to hire a regular full-time or part-time position. Using an OPS employee to temporarily fill a budget-approved vacant position before starting the recruitment process is not permitted. The Office of Human Resources may review the job duties performed to ensure the proper classification title has been selected. The Office of Human Resources will also review the qualifications of employees selected for OPS positions to ensure that they meet the minimum requirements of the position. Current rates applied for OPS positions are posted in Section E of the Salary Schedule. Any exceptions must be made in writing and approved by the Supervising Administrator, Provost and/or Vice President, Executive Director of Human Resources and Vice President of Administration & Business Services BOptional Payment Depending upon funding availability and approval of the District Board of Trustees, an appreciation check may be given to full-time employees as of a date to be specified. Page 19 Effective 6/4/2015