603.01: Offers of Employment
Employment Notices
The President may offer employment notices for one semester, two semesters, a summer term, or a full year, as appropriate to librarians, counselors, and instructors, provided there is sufficient enrollment and funds are available.
Adjunct Faculty
Adjunct faculty members are employed to teach specific classes and are compensated on the basis of credit or contact hours taught. They are given orientation and direct supervision by the Division Chair. Adjunct faculty are issued a Letter of Appointment on an as-needed, semester-by-semester basis.
Training for Existing Business & Industry and Continuing Education Instructors Continuing Education instructors are issued a Letter of Appointment to teach non-credit special interest classes and are selected according to their ability, credentials, and proficiency in the subject matter. Compensation is based on the length of the class, type of class, and enrollment of the class. These instructors are issued a Letter of Appointment on an as-needed, class-by-class basis.
Summer Employment of Salary Schedule D Employees
1. A full-time Schedule D employee who is employed by virtue of an academic year letter-of appointment (fall and spring semesters) shall have first option (over part-time or temporary employees) for employment in the summer term provided that:
a. there is sufficient student enrollment:
b. there is sufficient funding available;
c. the employee is qualified to provide the service scheduled;
d. the employee meets the criteria of the institution’s local summer employment policy;
e. instructors may be given priority for summer teaching only in courses taught by the employee in the most recent fall and/or spring semesters.
2. See Summer Employment Procedures
Employment Requirements
1. It is the responsibility of all employees to have on file in the Human Resources Office the following documentation:
a. Official transcripts, certifications, and licenses
b. Employment Eligibility Verification
c. Completed New Employee Paperwork (tax forms, insurance forms, retirement forms, etc.)
d . Other required employee documentation, including State and Federal withholding forms, and Payroll Direct Deposit Authorization, must be completed and submitted to the Payroll or Human Resources Office at the beginning of employment.
e. Completed and signed Ethics Certificate
f. Family Relationship Disclosure Form
2. Pursuant to the Alabama Community College System Board of Trustees Policy 623.01: Criminal Background Checks, all employees are required to submit a completed consent form for the purpose of conducting a criminal background check prior to employment. New employees are required to submit payment for the background check to the College unless the President deems such payment places an undue hardship on the employee. In which case, the College will be responsible for payment. Continued employment is contingent upon the findings of the background check.
3. The Human Resources Office verifies the educational credentials of all new employees and the accreditation of the institutions from which the employees received diplomas, certificates, degrees, or additional coursework. Each new employee is required to have included in his/her personnel file official copies of all postsecondary education transcripts. The Human Resources Office and the immediate supervisor verifies that the official transcripts document the appropriate credentials have been earned by the employee.
4. The Human Resources office verifies the experience credentials of all new employees. Each new employee is required to submit letters of employment verification from previous or current employers verifying work experience relevant to the position in which the employee was hired. The letters of verification must include the beginning and ending dates of employment, employment title, and indicate if the employment was full or part time. Initial placement on the appropriate schedule will be determined by the President based upon Salary Schedule Guidelines issued by the Chancellor and using the College’s ratio of awarding one year of step credit for one year of directly related experience outside of public education in Alabama.
5. All employees of the Alabama Community College System are required to complete ethics training. Employees of ESCC are required to complete this ethics training as part of the new employee orientation program.
6. All employees of the Alabama Community College System are required to review and acknowledge receipt of the ESCC Harassment Policy, Title IX Policy, Drug Policy, and Smoking Policy.
7. Applicants for employment are required to complete the section of the application for employment relating to the disclosure of relatives. It is the responsibility of the employee to inform the College if a change in status occurs which involves the relationship of a qualifying individual: spouse, dependent, adult child and his or her spouse, parent, spouse’s parents, sibling, and his or her spouse. A Family Disclosure Form is required to be completed upon hire.
8. The College requires all classified employees and instructors to acknowledge receipt of any Letter of Appointment (LOA) presented to the employee by the College by personally signing and returning the LOA within five days of receipt. Failure to timely sign and return a LOA as stated herein is a violation of the College policy and a failure to satisfactorily perform required job duties, which serves as grounds for disciplinary action up to and including dismissal.
9. Beginning employment is contingent upon the above information being provided in a timely manner.
Employee Orientation/Supervision
1. Orientation and supervision: The immediate supervisor is responsible for their subordinate employees’ direct supervision, orientation, and adherence to policies of the institution.
2. The immediate supervisor, Information Technology, and/or Human Resources Office will conduct an orientation for new employees of the College. Adjunct faculty members are employed to teach specific classes. They are given orientation and direct supervision by the Division Chair.
E-Verify Policies and Procedures
Enterprise State Community Colleges complies with the Beason-Hammon Alabama Taxpayer and Citizen Protection Act (Act 2011-535). The final determination of an unauthorized alien shall be vested in the federal government.
COMPENSATION
Salary Disbursement
Payroll direct deposit is issued on the last working day of the month. The Business Office distributes information related to direct deposit.
Full-time faculty members have the option of being paid their nine-month salary in nine months (September-May) or in twelve months (September-August). Payments for full-time faculty for summer classes will be paid based on the combination of evening, mini-session, or full-term classes determined by summer employment notice.
The salary for the regular academic year (nine months) may be disbursed in equal monthly payments for convenience in bookkeeping under the following conditions:
1. Persons beginning or ending employment at a time which does not coincide with the regular beginning and ending of the academic year shall be paid on a daily rate basis for the actual number of working days they are on duty.
2. The daily rate for the nine-month term (academic year) shall be determined by dividing the nine-month salary by the number of working days (exclusive of all holidays). This same rate is also applied to compute payment of partial summer employment (number of days x daily rate). A person terminating employment before his or her contract is fulfilled may receive a reduced "last payment" or be required to reimburse the College for salary overpaid.
Salary Placement
Salary schedules for all personnel, other than employees compensated from local C3 and L schedules, have been developed and approved by the Alabama Community College System Board of Trustees. Copies of current salary schedules are located on The Insider as well as the Human Resources Office.
Adjunct, Part-Time, and Overload Rate
Classes taught by adjunct or part-time faculty may be compensated on an hourly rate that varies according to the type of program or courses taught. Part-time faculty are paid on a pro-rata full-time salary or on an hourly basis depending on the type of program or courses taught. Adjunct faculty are paid at a set rate per credit hour or contact hour and are contracted on an as-needed basis. Adjunct pay is subject to pro-ration for time not worked. Full-time faculty teaching overloads are paid at a per credit hour rate for the overload class(es).
Part-Time College Employee Compensation Guidelines
Part-time employees shall be paid in accordance with qualifications. If the employee is to be paid on a local wage or salary schedule, the employee will still be paid based on qualifications, although a local salary schedule need not have the same number of qualification levels as a state schedule.
In no event shall a part-time employee be paid a higher wage or salary under a local salary schedule than he/she would be entitled to if paid a pro-rata salary based on the B, C, D, or E salary schedule.
If the College uses a local schedule for a given job title or type of position (for example, instructor) then the same schedule shall be used for all part-time employees in similar positions. In other words, all such part-time employees shall be paid in accordance with the same schedule, whether it is a local schedule or a statewide schedule.