Personnel and Employment Part 2
Policies Personnel and Employment Part 2
Pay grade is determined for each position based upon job duties and job responsibilities. Non-faculty members may be eligible for salary placement changes on July 1 of the year following the award of advanced degrees provided it was earned in a closely related field and does not place the individual above the terminal degree requirements for the position held.
Part-time faculty/teaching positions are paid based on an instructional contract for each course taught. The hourly rates upon which contracts are based are reviewed at least annually.
Part-time staff positions (including cooperative education students) are paid an hourly rate based upon job description. The hourly rate is at least equal to the minimum wage and is reviewed at least annually.
Effective January 1, 2009, newly hired employees will not receive a county supplement. Current employees will be grandfathered to continue receiving the supplement as outlined below (until such time as the supplemental amount can be included in the base State pay and county funds can be absorbed into the performance pay system). As other funds become available or can be designated, the Administration will further recommend that a Performance Pay Allocation be established. As methodologies are established to implement performance pay measures, they will be presented for Board approval. Performance measures for faculty/staff eligibility to receive performance pay may be put in place for all employees except senior administration.
Payments will be made as follows:
- If employed as of the first working day in July one-half of the supplement will be paid in August, provided the employee is employed as of the last working day in August; or
- If employed as of the first working day in April, one-half of the supplement will be paid in May, provided the employee is continuously employed as of the last working day in May. For instructional personnel employed on a nine-month contract, employment would be required through the end of the spring semester.
The local supplement will not be considered when determining final pay involving unused vacation days.
CVCC classifies employees as “exempt” or “non-exempt” from regulations regarding overtime pay in accordance with the United States Fair Labor Standards Act (FLSA).
For purposes of measuring hours worked in a workweek, the workweek is the 7-day period beginning at 12:01 AM on Monday and ending at 12:00 PM on Sunday night.
Employees classified as “non-exempt” shall submit of monthly record of hours worked, annual leave used, and sick leave used to the Personnel Office.
Non-exempt salaried employees who are required to work in excess of 40 hours during a workweek shall be granted compensatory leave in lieu of overtime pay. Compensatory leave shall be at a rate of one and one-half hours for each overtime hour worked. Any compensatory time shall be taken as soon as possible but no later than the following month.
At a minimum, hours worked is comprised of all time during which an employee is required to be on the CVCC premises, on-duty, or at a prescribed workplace. A non-exempt employee cannot volunteer to work unpaid hours for CVCC. Any hours that CVCC permits a non-exempt employee to work (even if the work was not requested or the employee voluntarily came to work early or stayed late) constitutes hours worked.
Compensatory leave must be earned before it is used unless the individual is required to work on Saturday and/or Sunday, in which case it is permissible to allow equal compensatory leave during the week prior to the Saturday and/or Sunday work day.
Persons employed in a non-exempt salaried position after April 14, 1986 will acknowledge in writing their understanding and agreement to these compensatory time-off policy provisions prior to their employment.
Questions regarding the non-exempt status of a position or related reporting requirements should be directed to the Personnel Office.
CVCC provides longevity pay in accordance with Title 23, Subchapter D, Section 109 of the North Carolina Administrative Code (NCAC). Further information may be obtained from the Personnel Office from the following website.
Certification must be provided to the Personnel Officer not later than July 1 of the fiscal year in which the individual would meet the aggregate ten years service, or eligibility will not be effective until the following fiscal year after the certification is provided.
Full-time employees will be paid on the last working day of each month through the direct deposit method or by payroll check. Full-time employees, if hired after July 1, 1995, will be paid by direct deposit method only.
Part-time employees will be paid at the end of their assignments or on the 20th of the month.
Salaries cannot be paid in advance.
All wages received by employees are subject to applicable Federal and State income tax at the rate established by law. All employees are required to complete the W-4 and NC-4 forms indicating withholding exemptions claimed for income tax purposes. In the absence of such forms, deductions from the monthly salary will be made as if the individual has claimed the minimum deductions. Form W-2 indicating wages earned and taxes deducted will be furnished to all employees not later than January 31, following the calendar year during which the wages were earned.
In addition to the various types of leave, CVCC grants an established number of legal holidays to full-time, regular employees. The number of such holidays shall not exceed the number of holidays granted state employees.
The following are CVCC holidays (specific dates for each holiday are listed in the College institutional calendars):
- New Year's Day (1 day)
- Martin Luther King Jr. Day
- Easter (1 day)
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day (2 days)
- Christmas (4 days)
The President may establish an employee scholarship plan that provides for full-time CVCC employees to be reimbursed the tuition/fees for one CVCC continuing education class, or one CVCC curriculum class per semester (fall and spring semesters only). The reimbursement for a class may not exceed $250. The cost of books and/or supplies is not reimbursable under this plan. Enrollment in a class under such plan may not conflict with an employee's normal working hours, unless the class is considered professional development which will clearly benefit the employee in his/her current position. Please be aware that amounts reimbursed for classes which are not directly related to an employee's current position will be reported as taxable income.