The Director of Human Resources, in conjunction with the appropriate Cabinet member who is responsible for recommending the hiring of a career service or administrative, professional, and managerial employee, will determine the placement of the employee within the wage or salary range of the assigned job classification. It is the intent of the college to maintain equity among newly hired employees and existing staff. For career service, administrative, professional, and managerial employees, this will be accomplished by considering market conditions, prior job experience, and the qualifications required by the specific job description, unless otherwise authorized by the President. The salaries of the President’s Cabinet may be determined by negotiations within the appropriate salary range. The President’s salary is set by contract with the Board of Trustees.

A promotion is defined as a move of a qualified employee from one class of positions to a different class of positions having a higher pay grade which results from either an approved individual reclassification or a request for a transfer when the employee successfully competes for a higher vacant position. When a career service employee receives a promotion pursuant to a request for transfer, that employee will be in a probationary status for the first six-month period. A change in grade resulting from a college-wide classification study or an individual reclassification will not result in the employee being placed in a probationary status. The Director of Human Resources, in conjunction with the appropriate Cabinet member, will determine the amount of pay increase, if any, within the new pay grade by considering prior job experience, market conditions, the number of years of experience of other employees within the same pay grade, and the qualifications required by the specific job description, unless otherwise authorized by the President. An employee in a probationary status is not permitted to apply for a promotion, and employees are not eligible for more than one promotion per fiscal year, unless otherwise authorized by the President.

A reduction in grade is defined as the move of an employee from one class of positions to a different class of positions having a lower pay grade. If an employee is reduced in grade as a result of action by the college, the employee shall be moved to the appropriate grade, but shall receive his/her present pay for the balance of the fiscal year. At the end of the fiscal year, the employee’s pay shall be reviewed by the Director of Human Resources and the appropriate Cabinet member, and shall not exceed the maximum of the appropriate pay grade. When an employee is on probation resulting from a promotion and is reduced in grade, any pay increase received as a result of the promotion will be eliminated, effective the date of the reduction in grade. Employees receiving a reduction in grade at their own request or due to inability to perform the required work will be adjusted to a lower job classification and pay grades. The amount of pay reduction, if any, will be determined by the Director of Human Resources in conjunction with the appropriate Cabinet member, and any pay reduction will become effective the date of the reduction in grade.

In circumstances where an employee is terminated due to a reduction in force, the President may grant two weeks administrative leave in lieu of two weeks working notice.

A lateral transfer is defined as the move of an employee from one class of positions to another class of positions having the same pay grade. It may include a move from one location to another. Employees are not entitled to receive a pay increase as a result of a lateral transfer, unless otherwise authorized by the President. When a career service employee requests a lateral transfer, the employee will be in a probationary status for the first six-month period.

Positions designated as Senior Management Service retirement are eligible for a benefit package which parallels that provided to State of Florida Senior Management Service employees to include payment for dependent health benefits, supplemental life insurance.

The President may, in exceptional, unusual or extenuating circumstances, authorize exceptions to any of the matters set forth above.

When faculty, administrative, professional and managerial, and career service employees reach the maximum wage or salary for their grades or transfer to positions where wages or salaries exceed the maximum for that classification, the wages or salaries will be red-lined (frozen). A wage or salary can only be increased when the wage or salary does not exceed the maximum for that grade, unless otherwise authorized by the President.

The Board of Trustees normally considers wage and salary increases on an annual basis, and if an increase is granted, the action taken by the Board shall be deemed to be included in the Salary Schedule.

The college presently provides a number of benefits in addition to salary to comprise total compensation. However, a person employed in a budgeted part-time position will be responsible for paying at least half the premium for individual health insurance coverage. Spouse and family coverage would also be additional. However, employees in budgeted part-time positions prior to November 21, 1995, shall be entitled to receive individual health coverage as if they were full-time employees. A budgeted part-time position, as defined by Board of Trustees’ rule, is one that is at least 20 hours per week but less than 37.5 hours per week and is an officially adopted, budgeted position.

Employees in acting positions will be compensated at the base wage or salary for the appropriate grade, unless otherwise authorized by the President.

In certain circumstances the President is authorized to purchase uniforms and other protective clothing and equipment for designated employees.

Emergency work is defined as a task which, because of its nature, must be performed during a time when an employee is normally not available for work. An employee who is required to return to the college to perform emergency work will be paid for a minimum of four (4) hours work.

Non-senior career service full-time employees who work on a date designated as a college holiday will be compensated one and one-half (1-1/2) times their regular pay in addition to pay for the holiday. Employees will receive compensation for a designated college holiday(s) so long as they work, or are on an approved leave of absence with pay, both the last workday prior to and the first workday after the holiday(s).

To calculate the training and experience of applicants for employment, or employees for promotion, related college credit may be considered on a year for year basis. Related college credit is interpreted to mean that the major emphasis of the acquired thirty (30) semester hours or equivalent for a year shall be related to the duties and responsibilities of the position for which the applicant or employee is being considered.

The President may approve a temporary wage or salary increase of up to and including ten (10) percent for an employee who is assuming the responsibilities of an unfilled position or of an employee who is absent from duty for an extended period of time. In order to qualify, the employee must assume substantial responsibilities of the absentee.

Applies to a schedule where the majority of standard work hours are after 7:00PM. Third-shift differential applies to specific hourly facilities positions only. E.G.: Custodians, maintenance workers, mechanical tradesworkers and security officers.

Increases in salary, wages and/or benefits as set forth in the annual budget and/or other action approved by the Board of Trustees are by reference incorporated herein and effective as of July 1st of the Board of Trustees fiscal year, subject only to the Board of Trustees implementation of said increases or delegation of the authority to the President to implement the s1aid increases.

Last updated 12-Aug-2008