2.7 Regular Part-Time Employees

Hours of Work

Regular part-time employees are scheduled for a maximum of nineteen (19) hours per week; however, may be scheduled in excess of that amount for short periods due to requirements. In no event shall a regular part-time employee exceed 950 hours during the fiscal year. Nonexempt staff should report to work no earlier than five (5) minutes before the start of their regular work shift; and leave no later than five (5) minutes after the end of their regular work shift. Work hours shall be reported by submission of time cards at the end of the pay period. Time cards shall be signed by the employee and his/her supervisor and submitted to the Payroll Office by Thursday preceding the next pay. Accurate reporting of work hours is essential. Deliberate falsification of a time card is cause for immediate dismissal.

Overtime

All regular part-time employees who are classified as nonexempt who work in excess of forty (40) hours in a workweek shall be paid at the rate of one and one-half (1-1/2) times their base rate for all hours worked beyond forty (40).

Probationary Status

All new regular part-time employees are subject to a 60-workday probationary period. Employee performance will be evaluated at 45-day intervals to determine if the employee is satisfactorily fulfilling the requirements of his/her position. Upon satisfactory completion of the probationary period, the employee becomes a regular part-time employee.

Wages

Wages for all regular part-time positions are established by the board of trustees based upon the recommendation of the college president; and are reviewed annually.

Benefits

Regular part-time employees of the college are entitled to the following benefits:

• Retirement — Regular part-time employees are eligible for and required to enroll in one (1) of the three (3) retirement plans offered by the college.
  • TIAA
  • SERS – As of July 1, 2015 SERS retirement plan election will only be offered to those current and newly hired employees with previous enrollment and active membership prior to becoming eligible for retirement benefits through the college.
  • PSERS – As of July 1, 2015 PSERS retirement plan election will only be offered to those current and newly hired employees with previous enrollment and active membership prior to becoming eligible for retirement benefits through the college.

• Holidays — Regular part-time employees shall receive their regular pay for the following holidays:
  • New Year’s Day
  • Martin Luther King, Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Christmas Day
• Tuition Waiver — Regular part-time employees and their spouses and dependents (as defined by the Internal Revenue Service) shall be permitted to take courses at the college without tuition charge. In the event of the employee’s death, retirement, or disability, this privilege is continued for a period not to exceed five (5) years. In addition, the college will waive the application fee, the student services fee, and the computer services fee.
• Fringe Benefits — The only fringe benefits provided to regular part-time employees are those mandated by law.

Leaves of Absence

• Bereavement Leave – Regular part-time employees are not eligible for paid bereavement leave. However, regular part-time employees may be able to modify their work schedule to make-up lost time due to bereavement, provided such make-up time is approved by the employee’s supervisor. Additionally, the make-up day(s) must occur within ten (10) days of time off due to bereavement, and the absences cannot be in excess of the following:

• The College may grant an exception of bereavement leave as defined in the section above.

Jury Duty/Court Appearance

• Regular part-time employees called for jury duty or for an appearance before a court or government agency shall be excused from their college responsibilities without loss of salary.
• If the regular part-time employee is compensated for their appearance, their college salary will be reduced accordingly, with the exception of compensation for mileage reimbursement.
• Verification of a summons for jury duty, any other appearance, and/or compensation paid must be submitted to the immediate supervisor as soon as possible.