麻豆传媒映画

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.

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 under Time and Attendance in the Payroll section of the Office for Finance website.

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 pro- grams 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. 

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鈥揇ecember, Spring (January鈥揂pril) 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 with the corresponding full-time salary ranges.

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 six (6) credit hours in the Fall, Spring or Summer C semester or a combination equal to six (6) credit hours over the sub-terms, provided, however, that employment is limited to only the terms when actively enrolled.

Additional Appointments 

Exempt career service employees may have additional appointments. Exempt career service employees 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 employee may be compensated at the overload rate of pay as stated in the faculty section of the Salary Schedule. However, when teaching is defined and documented as an essential obligation of the exempt position, courses taught will receive no load/overload regardless of when scheduled. 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. Generally, nonexempt employees may not have any other appointments for other positions within the College.

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 Official, 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 Employee

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.

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.

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

Law Enforcement Officer Work Schedule

Non-exempt 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 (2) 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.

LEO and Dispatcher 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 through 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 established workweek or work period do not count toward the calculation for overtime. When an employee鈥檚 total hours for the workweek or 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 workweek or 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 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 30.

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 40-hour 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. 

Last Page Update: February 25, 2026