DEA(R)-X-057501 [/Revisions/Local Updates/LDUs/Dallas ...

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PlacementAdministratorsAs a general rule, the following regulations apply with regard to the employment of administrators: LISTNUM \l 1 \s 0 Entering salaries of administrators will normally be at or near the bottom of the prescribed range.Consideration for salary increases for administrators will normally be on an annual basis and based on the job performance.College presidents shall consult with the Chancellor or designee concerning negotiations with prospective administrators. If the employment of a prospective college administrator appears to merit an exception to these guidelines, the college president must secure approval from the Chancellor. Final approval is the prerogative of the Board. LISTNUM \l 1 \s 0 FacultyInstructional employees recommended for placement on the salary schedule shall be evaluated according to the following guidelines:One-half percent over minimum of classification assigned for each two semesters of part-time teaching experience with the College District or for each year of full-time teaching/experience in elementary, middle, junior, and senior high school.One percent over minimum of classification for each year of full-time teaching experience in an accredited college or university.One percent over minimum of classification assigned for every two years of business/industry or other experience/ training not specifically identified by policy/memorandum but directly related to teaching assignment.Individual experience and education will be considered in the case of a College District employee selected for a faculty position and must be approved by the College District human resources director prior to consideration by the Board.Initial salary credit may also be granted for relevant experience in business, industry, military service, or for teaching experiences not listed in DEA(LOCAL). The college president shall evaluate the credentials and experience of prospective and current college employees and discuss the level of placement in the salary schedule with the College District director of personnel. The Chancellor shall review and approve all special category placements prior to submission to the Board.Professional Support StaffEmployment of professional support staff at a rate higher than the minimum based on the skills and experience of the employee shall require the prior approval of the College District director of human resources.AdvancementFacultyFaculty members may advance within the salary schedule in accordance with College District policies. A faculty member who completes two consecutive one-semester-only contracts is eligible for an increase equivalent to other faculty members. All reclassifications shall be made by the Board, on recommendation of the Chancellor.A college president or designee shall: LISTNUM \l 1 \s 0 Evaluate activities contributing to professional growth and equate such activities in terms of credit hours.Approve, in advance, lower division courses taken to fulfill professional growth requirements.Approve, in advance, professional growth activities undertaken during employment by the College District and after the receipt of a master’s degree or its equivalent and offered for placement in Class FB and FC of the Faculty Salary Schedule.Prior to approval by the college president or designee in items 2 and 3 above, a faculty member shall: LISTNUM \l 1 \s 0 Submit academic credit for advancement to the division chairman, who, after approval, forwards it to the vice president of instruction for his or her approval and submission to the vice chancellor of educational affairs.Submit professional experience activities to the division chairman who forwards the request to the college professional experience committee, which includes the vice president of instruction (chairman), one Tech/Occ faculty, one Academic faculty, one Learning Resource Center faculty (or one counselor), and one division chairman for its approval and submission to the college president.The previous parties or the Chancellor may appeal a decision to the salary schedule credit review committee [see below]. The Chancellor retains recommendation authority to the Board as provided in the first paragraph on faculty advancement.Approved work that leads to horizontal advancement on the salary schedule must be undertaken outside the normal working hours of the College District. Normal working hours means weekdays from 8:00 a.m. to 5:00 p.m. If an instructor is assigned duties as part of his or her contractual obligations that vary the normal working hours, special arrangements for the performance of the approved work may be authorized by the college president.Under the following conditions, a college president shall approve a maximum of six graduate hours for a faculty member in a semester: LISTNUM \l 1 \s 0 The faculty member does not have an extra-service assignment during the semester; andThe activity will not adversely impact the regular assignment of the faculty member. Professional GrowthThe College District considers professional growth activities to be essential to a dynamic community college program. Details for implementation of this procedure may be obtained from the office of vice president of instruction. As a general rule, the professional growth activities involve: LISTNUM \l 1 \s 0 The continuous pursuit and mastery of the faculty’s discipline and related areas.Acquisition of new knowledge and skills related to the instructional process.Application of knowledge and skills to the instructional program of the College District.Involvement in activities to increase the individual’s awareness and commitment to the comprehensive community college concept and participation in professional meetings and conferences are also considered to be pertinent professional growth experiences.Professional Growth Plan ObjectivesIn developing professional growth plans, faculty members shall consider the following principles: LISTNUM \l 1 \s 0 Professional growth is an individual matter and a College District matter; each instructor’s growth program shall be based on individual needs and goals as well as College District expectations.A professional growth program shall have as its primary objective the improvement of instruction.Although emphasis is given to the completion of pertinent formal university courses, a variety of professional-enhancing experiences is considered to be desirable.In determining professional growth activities, it is important to differentiate between contracted professional responsibilities and professional growth requirements. In order for an activity to be approved as a professional growth experience, it must go beyond the specific requirements of the instructor’s contracted services and it must relate to the individual’s role in the College District.College District Salary Schedule Credit Review CommitteeThe composition of the committee shall be a faculty member from each college who is appointed by the member’s faculty council representative. The term is the academic year. A quorum is three members, and if only a quorum is present, one of the three members may not be from the same college as the faculty member whose request is on appeal.The committee shall review and decide in accordance with College District policies if professional growth activities are appropriate for horizontal advancement by a faculty member. When determining the appropriateness of a course that is not required within a degree program, the addition of a new teaching field, or additional coursework within a teaching field, the committee shall determine if the activity improves substantially the faculty member’s ability to fulfill his or her assignment with the College District. The faculty member and administrator shall submit their views on the activity in writing to the committee and, either or both, may appear before the committee to explain their views. The committee shall meet upon call by the College District during the academic year, pursuant to a written request by the affected faculty member or administrator.OvertimeRecordsA supervisor shall request advance approval of overtime, maintain records of overtime earned, and process payroll documentation for payment of overtime. Payment shall normally be processed during the payroll period immediately following the activity. All nonexempt employees shall document hours worked on a monthly basis by submitting a time sheet. A nonexempt employee is a professional support staff employee whose position qualifies for overtime compensation under the Fair Labor Standards Act (FLSA) and this regulation. [See DEA(LOCAL)]CalculationWhen an employee works in excess of a regular workweek, the College District shall pay the employee overtime in the following situations: LISTNUM \l 1 \s 0 An employee works in a single nonexempt position.An employee works in multiple nonexempt positions.Overtime is calculated as one and one-half times the regular hourly rate of pay for each hour worked in excess of the regular workweek unless an employee works in multiple positions with different rates of pay. In which case, the regular rate of pay for overtime purposes is the weighted average of both rates. For example, an employee works 40 hours per week at $20 per hour in one job ($800) and ten hours per week at $10 in another job ($100). A total of $900 divided by 50 hours equals $18 per hour divided by one-half or $9 per hour, which is the weighted average rate for overtime purposes. Therefore the weekly compensation is $990 [$800+$100+10 hours x $9].If an employee works a nonexempt and exempt position, this matter should be referred to the College District human resources office to determine whether the employee should be designated as exempt or nonexempt when the duties of both positions are combined.LimitationsA supervisor shall not schedule more than 20 hours of overtime per nonexempt employee per month without written approval of the college presidents or the Chancellor/vice chancellor at College District offices.A nonexempt employee may not work more than 14 hours per day.A nonexempt employee may not work more than five consecutive hours without at least a 30-minute period of rest.The college presidents and the Chancellor/vice chancellor at College District locations may authorize an exception to these limitations above if an emergency exists or adequate replacement personnel are not available to perform the pensatory TimeRecordsA supervisor may require a nonexempt employee to receive compensatory time in lieu of paid overtime. The monthly time sheet will serve as documentation for compensatory hours worked and taken by the nonexempt employee. Compensatory time must be taken in the work period (month) in which it is earned or the next work period immediately following. If the use of compensatory time is not feasible within these two work periods, the supervisor is responsible for requesting payment for overtime.CalculationCompensatory time is calculated as follows: LISTNUM \l 1 \s 0 One and one-half times the hours worked in excess of the regular workweek.Upon termination of an employee, all compensatory time earned but not used shall be converted to overtime and the College District shall pay the nonexempt employee the overtime earned.LimitationsThe use of earned compensatory time requires the supervisor’s approval in advance.The compensatory time log shall be used to document all compensatory time accrued and taken by the nonexempt employee.The supervisor and nonexempt employee are responsible for maintaining documentation of compensatory time.Meal PeriodGuidelines for meal periods of nonexempt employees during working hours are as follows: LISTNUM \l 1 \s 0 A nonexempt employee is entitled to a meal period that is at least 30 minutes.Meal period scheduling depends on the needs of the individual job.If a nonexempt employee is required by a supervisor to continue the job during the meal period, the employee is entitled to compensation.These provisions on meal periods also apply to professional support staff who are not eligible for overtime compensation under FLSA.BreaksGuidelines for breaks during working hours are as follows: LISTNUM \l 1 \s 0 A nonexempt employee is entitled to a break that does not exceed 15 minutes twice per day. (One break for each one-half day worked).Break scheduling depends on the needs of the individual job.Time for breaks may not be accrued.These provisions on breaks also apply to professional support staff who are not eligible for overtime compensation under FLSA.Nursing MothersThe highest level officer at each location shall designate a place where an employee who is a nursing mother may express breast milk. Standards for the place are as follows: LISTNUM \l 1 \s 0 It is shielded from view and free from intrusion by others.It is not a restroom.It has an electrical outlet.It may be a dual purpose room such as a rest area in a health center that meets all of the above standards.Under this provision, a nursing mother may take reasonable breaks at a designated location during the first year after her child’s birth to express breast milk. A nursing mother shall contact her supervisor to coordinate these breaks. ................
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