麻豆传媒映画

Career Service Council

sfcollege.edu/csc/

The Career Service Council was created to establish direct communication on matters of general concern among Career Service employees, the president鈥檚 office, administrators, and faculty. The council provides the means, through its representatives, for all Career Service employees to participate in the formulation of policies and procedures relating to the Career Service employees and their working environment. The council also serves as a source for disseminating information to staff members. Please visit the Career Service Council website for more information.

Friends of Career Service

sfcollege.edu/csc/friends-of-career-service.html

Friends of Career Service are the great supporters of the Career Service Council. Through their voluntary contributions, the council funds many activities during the year including service projects, social events, and scholarships. Any employee of the college (Career Service, Administrative & Professional, and/or Faculty) may become a Friend of Career Service by initiating a payroll deduction of any monetary amount. If you are a Friend of Career Service, you get free entry into our annual spring picnic and an opportunity to win a prize. Friends are also welcome to participate in other council events and activities.

Help keep the Career Service Council thriving.

Scholarship Awards Program

The Career Service Council promotes the growth and advancement of Career Service employees who are pursuing degrees of higher education at various learning institutions. Over the years, the Council has been honored to award hundreds of scholarships to well-deserved Career Service employees who have shown dedication to the advancement of their education.

Career Service Council Scholarships are granted for credit or post-secondary adult vocational (PSAV) courses. The scholarship award may be used for books, lab fees, and/or course related supplies/materials to assist Career Service employees as they continue their education. The Executive Committee will review applications, select applicants each semester (Fall, Spring, and Summer) as funding permits, and reserves the right to make final scholarship decisions.

If approved, funds will be disbursed after the "Drop w/ Refund" date for the term in which the course is scheduled. B term funds will not be disbursed before the beginning of the B term.

Eligibility Requirements

• Applicant must be a current full-time Career Service employee who has completed the probationary period.
• Maintain a 2.5 GPA (Grade Point Average) per semester that funds were awarded
• Complete all coursework to continue eligibility
• If enrollment is changed after submission of application, the CSC Treasurer must be notified within three (3) business days in order to continue eligibility.

Required Documentation

• A complete Career Service Council scholarship application including a brief summary explaining need of scholarship award.
• Official current enrollment documentation.*
• An official grade report from previous semester or an official/unofficial transcript.* *Applicant and Institution name must be included on all official documentation.

Application Process

sfcollege.edu/csc/give-back/scholarship.html

Complete the application packet online by the submission deadline for consideration. Following the application deadline, the Executive Committee will review applications and select applicants. Once scholarships are determined, the Council Treasurer will notify scholarship recipients

STAR Award

The council recognizes an employee to show our appreciation for the employee鈥檚 active service and achievements to motivate all employees to continue good performance, loyalty to 麻豆传媒映画 and dedication to Career Service Staff.

The Career Service STAR Recognition was initiated to recognize Career Service 鈥楽taff That Are Remarkable鈥� in 鈥楽ervice, Teamwork, Attitude, and Reliability鈥�.

To nominate someone, please click on the link and fill-out the form: sfcollege.edu/csc/giveback/star-award.html.

Salary Schedule

sfcollege.edu/hr/salary-schedule/

Information about Career Service compensation, pay grades and salary ranges are found in the Salary Schedule.

Definition

The staff of career service employees is comprised of permanent, full-time (normally 40 hours a week), salaried employees who occupy budgeted positions that provide the technical, trade, clerical and support services for the College.

The District Board has approved a uniform classification plan for Career Service positions consisting of the following:

1. approved classes of positions,
2. class titles for all approved classes of positions, and
3. allocation of each position to its proper class

These approved classes are incorporated as an integral part of the Career Service/Support Personnel Salary Schedule.

Terms of Employment

In general, each employee of the College is obligated by the employment agreement to commit a given amount of time and effort to assigned duties. Career Service employees, unless absent for approved purposes, are required to perform their assigned duties during their designated workweek. While the majority of Career Service employees are classified as nonexempt and eligible for overtime in accordance with the Fair Labor Standards Act, those Career Service employees designated as exempt from overtime eligibility will be notified in writing at or before the time of hire to assure that they are aware of this designation.

Activities that are College-related but are not directly related to a nonexempt employee鈥檚 primary job duties are considered voluntary and therefore are not compensable when participation is at the sole discretion of the nonexempt employee and the activity occurs outside of the employee鈥檚 normal work hours. Supervisory approval is not required because these activities occur outside of the employee鈥檚 work hours and are purely voluntary. Examples may include, but are not limited to, the Spring Arts Festival, Graduation, Fine Arts performances, the Relay for Life, March of Dimes, AFC and Career Service Council mixers, socials, and community projects. Travel associated with College-endorsed activities is subject to advance supervisory approval. Compensatory time must be tracked in accordance with the Travel Guide. A time record of all work-related time, including sponsored meals that are not optional, must be included along with the actual start and end time in hours and minutes of each activity. Free time, rest periods, and unsponsored meal breaks are not compensable time. Generally, travel time is compensable. Please see the Travel Guide for specific guidelines and directions.

Generally, nonexempt employees may not have any other appointments for other positions within the college.

Exempt positions are not eligible for overtime.

Information related to time and attendance for nonexempt employees is referenced within this section. However, more extensive information is provided in the Time and Attendance Policy for nonexempt employees found online on the Human Resources website.

Employee Work Schedules (Modified, LEO, Standard and Alternate)

The President or his/her designee shall establish a standard workweek for all Career Service personnel predicated on the needs of the College to accomplish its objectives.

The College workweek is measured from Sunday through Saturday. Most full-time employees of the College have a 40-hour weekly work period unless otherwise specifically noted. Due to the diversity of job responsibilities, the variety of work schedules, and the need to provide the highest quality of service to students, the College has many different work schedules, including any combination of days and hours during the Sunday through Saturday work week to equal 40 hours of work, as previously noted in the section governing general terms of employment. Each department will establish standard employee work schedules and to the extent possible will identify and communicate to employees, well in advance of the need, any required modifications of the workweek. Such advance planning facilitates good communication and minimizes misunderstandings between supervisors and employees. For example, when a department has an established requirement for an extended-hour workweek during peak times in order to provide service to students or to meet operational deadlines, an annual modified schedule could be developed.

Standard Work Schedule

The standard schedule may consist of any number of days and hours within the Sunday through Saturday workweek that equal 40 hours of actual work that ensures efficient operation of the College and provides optimum service to students. Specific hours of operation are determined by the department and are justified based on how well the established schedule provides service or ensures efficient operations. Although work schedules should not be based on the needs of an individual employee, supervisors are encouraged to consider employee needs within the established schedule and to offer creative approaches for completing work while promoting effective balance between an employee鈥檚 work and personal commitment resulting in a positive and productive work environment.

Alternate Work Schedule

While a standard employee work schedule is established in each area, it may be subject to minor weekly operational changes known as an 鈥渁lternate work schedule.鈥� Any employee seeking these minor weekly changes should provide a request with as much advance notice as possible to the area鈥檚 supervisor. Supervisors should utilize an alternate work schedule to afford maximum service to students and to the College without exceeding the standard 40-hour workweek. They should not approve alternate work schedules that circumvent the normal use of accrued leave for absences from the workplace. Alternate schedules can only occur in the same Sunday through Saturday workweek.

Modified Work Schedule

Modified employee work schedules for certain peak times and events may also be established. Schedules that represent significant changes from the standard employee work schedule require that, out of respect to the impacted employees, supervisors notify these employees at least ten (10) business days in advance.

Law Enforcement Officer Work Schedule

Nonexempt sworn law enforcement personnel of the 麻豆传媒映画 Police Department have schedules based on an 80-hour two-week period running consecutively from Sunday through Saturday. In consideration of these employees, the Police Department will provide a full month鈥檚 notice (two consecutive 80-hour work periods) or at least ten (10) business days advance notice whenever possible for planned events, expected peak times, schedule changes and holiday closures. However, given the emergency nature of their positions and the requirements for continuity in security, this advance warning may not always be possible.

Employment categories (Full-time, Part-time, Temporary, Part-time Student)

Full-time Employee

Full-time Career Service employees are paid an annual salary on a semi-monthly basis and participate in all approved employee benefit programs, including retirement programs authorized by law, the rules of the State Board of Education, and District Board policy. These employees may be exempt from overtime or nonexempt under the Fair Labor Standards Act, depending on the salary level, salary basis, and duties tests adopted by the Department of Labor and other factors to be considered under law and by the College. Positions will be designated as either exempt or nonexempt at the time of posting and documented in the individual employee鈥檚 file. Exempt employees generally may teach up to two (2) classes or a maximum of six (6) credit hours per term in addition to their full-time position obligations and are subject to all applicable credentialing requirements. Exceptions to these loading limitations must be authorized by the President or his/her designee and the appropriate Vice President when necessary for the successful operation of the College. Courses taught in addition to the full-time workweek obligation of the exempt career service employee may be compensated at the overload rate of pay as stated in the faculty section of the Salary Schedule. Generally, courses taught during the standard work hours will be considered part of the exempt employee鈥檚 work obligation and said employees will not receive additional compensation. However, if it is determined that an exempt employee is to be compensated for courses that are scheduled during the standard work hours of the college, a memo acknowledging how work time missed will be made up, approved by the appropriate Vice President, should be submitted to Human Resources to be placed in the employee鈥檚 file.

Part-time Employees

Part-time Career Service employees are appointed to perform specified services for a specific period of time at a specific rate of pay per time period of employment, and termination is automatic at the end of each appointment period. Appointment periods coincide with the academic terms as follows: Fall (September 鈥� December, Spring (January 鈥� April) and Summer (May-August). They do not occupy regularly established budgeted positions and do not participate in the regular benefits programs established for full-time career service employees unless otherwise specified. Part-time employees generally work no more than 28.5 hours per week. Payment of part-time career service employees is semi-monthly on an hourly basis. The hourly rate is commensurate to the corresponding full-time salary ranges.

Interim Appointment

Full-time interim appointments must initially be for a minimum of six (6) months and for no more than twelve (12) months. Interim appointment extensions can be submitted for periods of at least one (1) month and for no more than twelve (12) months. Interim employees receive the same benefits as non-interim employees. Although not required, evaluations may be completed on interim employees if applicable. Interim appointments do not require a search process and may be used to appoint existing employees into a different position on a temporary basis, provided that all interim appointees must meet the minimum qualifications for the position. Interim appointments automatically expire upon their end date with no expectancy for re-employment/re-appointment in the interim position. However, unless otherwise set forth in writing, full-time college employees who complete an interim assignment may return to their prior positions at the expiration of their interim appointment at their prior salary adjusted for any college increase that may have occurred during their interim appointment period. The Career Service contains additional specific details governing Career Service interim appointments.

Acting Status

Employees may take on the duties and responsibilities of a different position without being appointed as an interim. These individuals retain their current salary and existing position status and receive compensation for the assumed responsibilities in the form of a supplement.

Temporary Workers

Temporary workers are appointed for a limited period of time to perform assigned duties at a specific rate of pay per time period of employment. Most temporary employees are employed by an outside temporary agency that provides staff services for the college and are not employees of the College. They do not occupy a regularly established, budgeted position and do not participate in the regular benefits programs established for full-time Career Service employees.

Part-Time Student Employees

Part-time student employees are appointed to perform specified services for a specific period of time at a specific rate of pay per time period of employment, and termination is automatic at the end of each appointment period. They do not occupy a regularly established, budgeted position and do not participate in the regular benefits programs established for full-time Career Service employees. Part-time student employees are exempt from FICA. For the purposes of this FICA exemption, the Internal Revenue Code states that student employment must be 鈥渋ncident to and for the purpose of pursuing a course of study.鈥� For this reason, part-time student employees should not work more than a total of 25 hours per week. Part-time international student employees should not work more than the limits allowed in their F-1 Visa, which is generally a total of 20 hours per week but cannot exceed the 25 hour maximum for student employees.

Payment of part-time student employees is semi-monthly on an hourly basis. Student employees must be appointed on a term-by-term basis. Student employees must be enrolled continually at least half time in each major term to qualify for appointment. Half time enrollment is defined as 6 credit hours in the Fall, Spring or Summer C or a combination equal to six credit hours over the sub-terms, provided, however, that employment is limited to only the terms when actively enrolled.

Salary Statement

Full-Time Career Service Employees

The President shall recommend to the Board annual salary schedules for career service/support personnel.

The hiring salary for new employees shall be appropriate to the position being filled, as shown in the attached salary table. In instances where the marketplace salary for certain positions is beyond the maximum of the approved salary range or initial placement on the Salary Schedule as stated above, the hiring salary must be approved by the President. Each salary determination shall be justified with appropriate verification, approved by the Human Resources Officer, and documented in the permanent personnel file of the individual employee concerned.

Part-Time Career Service Employees

Part-time Career Service employees shall be paid an hourly wage, which is the hourly rate of the base salary range for the corresponding established career service position, as per the guidelines for initial placement on the Career Service salary schedule. The annual salary divided by 2080 is used to determine the hourly rate.

Part-Time Student Employees

Part-time student employees shall be paid an hourly wage which is (1) the hourly rate of the base salary range for the established Career Service position which regularly performs the kinds of services which the employee is required to provide on a part-time basis or (2) the federal and/or state minimum wage for students employed as educational aides or (3) the salary as shown in the attached salary table for unclassified part-time.

Employees who begin in one fiscal year and extend into the next fiscal year; e.g., May-August, may remain at the original appointment rate for the duration of the original appointment. Reappointment shall be at the new approved salary rate.

Promotions, Reassignments, and Reclassifications

Employees who are on probation may not apply for other open positions at the college except as noted herein. The President or his designee, subject to District Board approval, may promote a Career Service employee, who has successfully completed their probationary status, to a vacant authorized position in conjunction with a reclassification analysis. Exceptions may be made for an employee who is still in a probationary status to be promoted into a vacant position based upon recommendation of supervisor, approval of Human Resources, and Vice President when in the best interest of the college. On recommendation of the appropriate member of the ELT and approval by the Human Resources officer, a Career Service employee may be reassigned to a position at the same level with no change in salary. Similarly, when warranted by changes in duties and responsibilities, and demonstrated by a job audit conducted by the Human Resources Office, the President and/or his or her designee may reclassify existing positions. When increased duties or responsibilities do not warrant a reclassification to a different position, a salary adjustment may be warranted.

Salary adjustment amounts are based on promotional placement increases or other recommended amount based on internal and external market factors and competitive market practices subject to review by the Human Resource Officer and approval of the President.

On recommendation of the appropriate Vice President and supported by the Human Resources officer, a Career Service employee may be returned to probationary status for a period of up to six (6) months.

Overtime Time (non-law enforcement)

Overtime is defined as hours actually worked in excess of the standard workweek, which is 40 hours for most employees. Nonexempt employees, other than sworn law enforcement employees, who actually work more than 40 hours during the Sunday-Saturday College workweek will be compensated with overtime, which is either compensatory leave or overtime pay. Holidays or Leave time used during the Sunday through Saturday workweek do not count toward the 40-hour calculation for overtime. When an employee鈥檚 total hours for the workweek exceed 40 hours and leave time has been used, only the time actually worked by the employee counts toward the overtime calculation. Therefore, hours actually worked in excess of 40 hours for the work period are compensated as time-and-a-half and all other hours are paid at the regular hourly rate of pay or may be recorded as compensatory time for the actual time worked. Compensatory leave is accumulated at the rate of 1.5 hours of compensatory leave time for each hour actually worked beyond 40. Overtime pay is calculated at 1.5 times the employee鈥檚 regular hourly rate multiplied by the hours actually worked beyond 40. Accrued compensatory leave must be used prior to using vacation leave. All compensatory leave not used prior to June 30 of each fiscal year may be paid out based on recommendation from ELT; however, it is the intention that compensatory leave will be utilized prior to the end of each fiscal year and every effort should be made to ensure that accrued compensatory leave is exhausted prior to June 30th.

It is the supervisor's responsibility to ensure that unauthorized overtime is not incurred (i.e. that the employee does not work in excess of 40 hours per week without advance approval from the appropriate approver). Likewise, it is the employee鈥檚 responsibility to seek advance approval from the supervisor for working hours beyond the normal 40-hour schedule. The work schedule should be arranged to avoid working in excess of the 40-hour workweek. In situations where the department's mission cannot be carried out in the standard workweek, overtime work may be authorized based on prior written authorization from the appropriate Vice President. Such written authorization must be provided to the payroll department. Overtime will be compensated as compensatory leave unless specifically approved in advance to be paid as overtime pay. Any overtime earned during a period of time that a nonexempt employee is also under supplemental contract will be compensated with compensatory leave unless approved in advance in writing. Supervisors and employees who do not seek appropriate approvals for overtime work may be subject to disciplinary action.

Holiday Pay and Other Emergency Pay (non-law enforcement)

Any work to be conducted when the College is closed requires advance documented approval from the appropriate member of ELT. The College calendar, as approved by the District Board, determines the college holidays. Full-time employees will be paid eight (8) hours for each holiday, provided they are in a paid status, or comparable approved leave status, for the entire workday preceding. Full-time nonexempt employees who are required to work on holidays or days the College is otherwise closed for an emergency, like in the event of a hurricane, will also be paid at a rate of 1.5 times their hourly rate of pay for the hours worked that day or be given the equivalent amount of time, based on 1.5 times the hours worked, off on another day. The method of holiday pay compensation must be agreed upon prior to the start of the holiday work assignment and to the extent possible, employees should have the ability to elect pay or leave.

The college may also pay employees at the rate of 1.5 times their hourly rate for hours worked when employees are required to report to work when the college is not fully closed but have partial closures. This type of emergency pay requires advance approval from the President.

Rest Periods and Meal Breaks (non-law enforcement)

Although not required by law, the College recognizes that employees who are working five (5) or more consecutive hours should have breaks. The meal break length must beat least 30 minutes and no more than 60 minutes and is based on the work schedule that must equal 40 hours per workweek. Rest periods and meal breaks are also subject to the ability to maintain continuity of services during the employee鈥檚 absence and as such they are not guaranteed. There are two types of breaks: rest periods and meal breaks.

Provisions for Law Enforcement Officers and Dispatchers (Overtime, Salary Incentive, Holiday Pay, Meal Breaks, Rest Periods and Court Time)

LEO Overtime

Overtime is defined as hours actually worked in excess of the standard workweek, which is based on a 40-hour workweek for dispatchers and an 80-hour two-week period for LEO鈥檚 running consecutively from Sunday through Saturday. LEO鈥檚 who actually work and are physically present more than 80 hours during the Sunday Saturday two-week work period or dispatchers who physically work more than 40 hours during the Sunday through Saturday workweek will be compensated with overtime, which is either compensatory leave or overtime pay. Holidays or Leave time used during the Sunday-Saturday two-week work period do not count toward the calculation for overtime. When an employee鈥檚 total hours for the work period exceed 40 or 80 hours and leave time has been used, only the time actually worked by the employee counts toward the overtime calculation. Therefore, hours actually worked in excess of 40 or 80 hours for the work period are compensated as time-and a-half and all other hours are paid at the regular hourly rate of pay or may be recorded as compensatory time for the actual time worked. Compensatory leave is accumulated at the rate of 1.5 hours of compensatory leave for each hour actually worked beyond 40 or 80. Overtime pay is calculated at 1.5 times the employee鈥檚 regular hourly rate multiplied by the hours actually worked beyond 40 or 80. Accrued compensatory leave must be used prior to using vacation leave. All compensatory leave not used prior to June 30 of each fiscal year may be paid out 37 based on recommendation from a member of ELT; however, it is the intention that compensatory leave will be utilized prior to the end of each fiscal year and every effort should be made to ensure that accrued compensatory leave is exhausted prior to June 30th.

It is the supervisor's responsibility to ensure that unauthorized overtime is not incurred (i.e. that the employee does not work in excess of 40-hour workweek or the 80-hour work period). Likewise, it is the employee鈥檚 responsibility to seek advance approval from the supervisor for working hours beyond the normal schedule. In situations where the department's mission cannot be carried out in the standard work period, overtime work may be authorized based on prior written authorization from the appropriate member of ELT (reasons for overtime approval include emergencies and contracted overtime paid by an outside party utilizing a facilities use agreement). Such written authorization must be provided to the Payroll department. Overtime will be compensated as compensatory leave unless specifically approved in advance to be paid as overtime pay. Supervisors and employees who do not seek appropriate approvals for overtime work may be subject to disciplinary action. In the event that staffing shortages or operational matters require overtime that has not been approved in advance, the Police Chief may approve overtime without advance notice to the supervisor but shall provide notice to the Chief鈥檚 supervisor as soon as practicable and written authorization from the appropriate member of ELT will be provided to the payroll department.

Any overtime earned during a period of time that a nonexempt employee is also under supplemental contract will be compensated with compensatory leave unless approved in advance in writing.

LEO Salary Incentive Pay

Pursuant to Section 943.22, F.S. and F.A.C. 11B-14.0002, full-time sworn law enforcement officers are eligible for salary incentive payments relating to their training and education. The payment amount shall be determined by the Florida Department of Law Enforcement as stated on the officer鈥檚 Global Profile Sheet. The reoccurring stipend shall be separate from the officer鈥檚 base salary and paid semimonthly in equal increments during the employment period of July 1 through June 30 of each year.

LEO and Dispatcher Holiday Pay

Holiday Pay is commensurate with the overtime rate of pay and is paid for work on a scheduled holiday. LEO鈥檚 and dispatchers receive eight (8) hours of straight time for each scheduled college holiday regardless of their work schedule on that particular day. When required to work on holidays or days the College is otherwise closed, like in the event of a hurricane, LEO鈥檚 and dispatchers will also be paid at a rate of 1.5 times their hourly rate of pay for the hours worked that day or be given the equivalent amount of time off on another day. The method of holiday pay compensation must be agreed upon prior to the start of the holiday work assignment and to the extent possible, employees should have the ability to elect pay or leave.

LEO and Dispatcher Rest Periods and Meal Breaks

Law enforcement officers and dispatchers typically must remain continuously available during their assigned work schedule, which does not afford the opportunity to take an uninterrupted meal break and therefore the 40hour or 80-hour work period typically includes meal breaks within the compensated work time.

LEO and Dispatcher Court Time

If required to physically appear in court based on a 麻豆传媒映画 related court case, not during the employee鈥檚 regularly assigned shift, the employee will be compensated as follows: Option 1: be granted actual time worked or a minimum of three (3) hours which shall be counted as hours worked, whichever is greater, or Option 2: accept the witness fee. Those that appear by phone are compensated for the actual time worked. Any previously approved leave that conflicts with the court time hours must be adjusted, as court time and leave time cannot be simultaneous. No employee shall receive both leave pay and court pay for the same hours.

LEO and Dispatcher Field Training Stipend

Field Training Officers (FTO) and Dispatch Trainers are assigned to provide newly hired officers or dispatchers with extensive one-on-one field training. Additionally, they provide direct observation and are continually evaluating new hires while communicating with supervisors providing updates, daily observation reports and more evaluation summaries. FTO鈥檚 and Dispatch Trainers receive a supplement of $250 for every 40 hours of training provided after successfully completing their field training assignment and are made aware of these expectations and terms for payment prior to accepting the field training assignment. The Field Training Stipend is to recognize the additional duties, which are completed during the course of their regular schedules and do not result in working additional hours.

On-Call and Call Back Pay for Nonexempt Employees Assigned to the Facilities Services Department

On-Call Pay

Employees who are required to be accessible for contact and response outside of their weekly work schedules are considered to be On-Call. Employees will receive $2.00 per hour for all hours recorded as being On-Call, which cannot overlap with the weekly work schedule or any use of leave time. Recorded On-Call time is not considered hours worked for purposes of calculating overtime pay but is included as compensation earned during the work week in which it is scheduled. Details regarding response times, duration and rotation of On-Call are contained within the Facilities Services On-Call and Call Back Policy.

Call Back Pay

Call Back Pay refers to any work performed, onsite or offsite, outside of an employee鈥檚 weekly work schedule and after an employee has left work. It is not subject to the employee being On-Call. Employees responding offsite via telephone/computer shall receive a minimum of 30 minutes as paid time worked or the actual amount of time spent responding to the call, whichever is greater. Employees who are required to return to work will be credited with either a minimum of four (4) hours as paid time worked or the actual amount of time spent responding to the call and traveling, whichever is greater. Call Back Pay is subject to the stated time minimums or actual time traveled and worked, whichever is greater, and is not based on the number of occurrences. An offsite response begins a 30-minute minimum of paid time worked and any additional offsite responses during that time period are inclusive and will not be compensated separately. An onsite response begins a four (4) hour minimum of paid time worked and any responses, either offsite or onsite, during that time period are included and will not be compensated separately. An offsite response that turns into an onsite response is compensated at the minimum four (4) hours from the initial offsite response or actual time traveled and worked, whichever is greater.

Call Back Pay will always be compensated as either compensatory leave, at the rate of 1.5 times hours worked, or as overtime pay, at a rate of no less than 1.5 times the employees hourly rate of pay will be used, and calculations will be made without regard for whether the employee physically worked 40 hours in the Sunday through Saturday workweek. In the event that Call Back occurs on a holiday or when the College is closed administratively for an emergency, the employee will not receive additional compensation under other provisions of the Salary Schedule related to Holiday Pay. However, work that is scheduled on a holiday or during an administrative emergency closure will be subject to the Holiday Pay provisions of the Salary Schedule and not the Call Back provisions as noted above.

Criteria for Selection, Probation and Evaluations of Career Service Positions (College Rule 3.5)

sfcollege.edu/_media/Assets/sf/rules/rule-3/3-5.pdf

Evaluation

All Career Service employees shall be evaluated in a manner approved by the college president. Each official evaluation of an employee shall become part of that employee鈥檚 personnel file, and the evaluation shall be based on criteria related to performance. Please see College Rule 3.12 for more information or contact the Human Resources office (395-5185).

Probationary Period

For new and re-employed employees, there will be a probationary period of six months for all career service positions. Probation periods may be extended upon recommendation by the appropriate supervisor in consultation with Human Resources. Likewise, an employee may be returned to a probationary status based on supervisor recommendation in consultation with Human Resources. While on probation, career service employees may be dismissed when approved by the President.

An employee on probation is subject to immediate dismissal for any reason by the President. It is not required to state a reason in the termination notice.

The appropriate supervisor is responsible for completing the evaluation form, reviewing it with the employee, and returning it the Human Resources office prior to the probation or anniversary date.

Dismissal after Probationary Period

The college has the right to discipline or ultimately discharge an employee. Normally, the following steps will be followed when addressing disciplinary problems with an employee:

1. The employee will first be counseled by his or her immediate supervisor and given an oral warning of reprimand. At that time a special evaluation may be given, using the appropriate evaluation form.
2. If the employee does not correct the conduct or deficiency in performance, the next step is a written reprimand. A copy of the reprimand must be sent to the Human Resources office. The employee will be asked to sign the written reprimand and may make comments regarding the contents of the reprimand. The employee should be advised that his or her signature shows that a copy of the reprimand was received, not necessarily that he or she agrees with the contents of the reprimand.
3. If the employee鈥檚 conduct or performance deficiency continues after the written reprimand, the next step may be suspension without pay, not to exceed one week.
4. Finally, if the employee鈥檚 conduct or performance deficiency continues after suspension, the employee maybe dismissed.

The action set forth above may be modified depending on the circumstances, on a case-by-case basis. The steps in the college鈥檚 disciplinary procedure may or may not be administered in a sequential manner. Some offenses may result in immediate termination without prior warning. The appropriate Cabinet member and the Human Resources office must approve a dismissal before the employee is officially notified. Any time an employee feels that any of the above steps are not justified, he/she may follow current grievance procedures.

Grievance Procedures for Career Service Employee (College Rule 3.24)

sfcollege.edu/Assets/sf/rules/pdfs/Rule_3/3_24.pdf

The purpose of college Rule 3.24 is to establish procedures that will provide Career Service employees with the fullest opportunity to bring forth problems and have those problems resolved. These procedures are intended to ensure Career Service employees receive fair consideration and due process in matters concerning employment and to provide, if needed, a hearing. It is the right of every Career Service employee to express a problem and have it considered without fear of reprisal. For more information, please refer to college Rule 3.24.

Last Page Update: February 25, 2026