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CVCC Policies

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5. Personnel and Employment -Part 2

5.14 Salary Determination – Full-time Non-Faculty Positions
Pay grade is determined for each position based upon job duties and job responsibilities. Non-faculty members may be eligible for salary placement changes on July 1 of the year following the award of advanced degrees provided it was earned in a closely related field and does not place the individual above the terminal degree requirements for the position held.

General Salary Table

PAY GRADE CTRL.
# MIN. POINT MAX.
10 1182 1596 1834
11 1212 1636 1881
12 1241 1676 1927
13 1272 1718 1975
14 1304 1761 2025
15 1337 1805 2076
16 1370 1851 2128
17 1405 1896 2181
18 1440 1943 2234
19 1475 1991 2291
20 1512 2041 2347
21 1550 2092 2406
22 1589 2144 2467
23 1628 2198 2528
24 1669 2253 2591
25 1711 2310 2656
26 1754 2367 2723
27 1797 2426 2790
28 1843 2487 2860
29 1888 2548 2931
30 1934 2611 3003
31 1983 2677 3078
32 2033 2744 3156
33 2084 2813 3234
34 2135 2883 3315
35 2189 2955 3398
36 2244 3029 3484
37 2299 3104 3570
38 2356 3182 3660
39 2416 3261 3751
40 2476 3343 3845
41 2538 3426 3940
42 2602 3512 4039
43 2666 3599 4139
44 2732 3689 4242
45 2801 3782 4349
46 2870 3876 4457
47 2943 3972 4568
48 3015 4072 4682
49 3092 4174 4800
50 3168 4278 4920
51 3249 4386 5043
52 3329 4496 5171
53 3414 4608 5299
54 3499 4724 5432
55 3587 4842 5568
56 3676 4963 5707
57 3767 5086 5850
58 3862 5214 5996
59 3959 5344 6145
60 4058 5478 6299
61 4159 5615 6458
62 4263 5756 6619
63 4369 5899 6784
64 4479 6047 6954
65 4591 6199 7129
66 4706 6353 7306
67 4823 6511 7488
68 4944 6674 7675
69 5067 6840 7867
70 5193 7010 8063
71 5324 7186 8264
72 5456 7366 8470
73 5592 7550 8683
74 5733 7739 8900
75 5876 7932 9123
76 6023 8131 9351
77 6173 8334 9584
78 6327 8542 9823
79 6486 8755 10069
80 6647 8974 10320
81 6813 9198 10577
82 6984 9427 10842
83 7158 9663 11113
84 7337 9905 11391
85 7520 10153 11676
86 7708 10407 11968
87 7901 10667 12267
88 8100 10934 12574
89 8303 11208 12890
90 8509 11489 13212
91 8723 11776 13542
92 8940 12070 13880
93 9164 12372 14228
94 9392 12680 14582
95 9627 12997 14947
96 9867 13322 15320
97 10114 13654 15702
98 10367 13995 16094
99 10627 14346 16498
100 10891 14704 16910

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5.15 Salary/Wage Determination – Part-time Positions
Part-time faculty/teaching positions are paid based on an instructional contract for the each course taught. The hourly rates upon which contracts are based are reviewed at least annually.

Part-time staff positions (including cooperative education students) are paid an hourly rate based upon job description. The hourly rate is at least equal to the minimum wage and is reviewed at least annually.

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5.16 Local Pay Supplement
Effective January 1, 2009, newly hired employees will not receive a county supplement. Current employees will be grandfathered to continue receiving the supplement as outlined below (until such time as the supplemental amount can be included in the base State pay and county funds can be absorbed into the performance pay system). As other funds become available or can be designated, the Administration will further recommend that a Performance Pay Allocation be established. As methodologies are established to implement performance pay measures, they will be presented for Board approval. Performance measures for faculty/staff eligibility to receive performance pay may be put in place for all employees except senior administration.

Payments will be made as follows:

  1. If employed as of the first working day in July one-half of the supplement will be paid in August, provided the employee is employed as of the last working day in August; or
  2. If employed as of the first working day in April, one-half of the supplement will be paid in May, provided the employee is continuously employed as of the last working day in May. For instructional personnel employed on a nine-month contract, employment would be required through the end of the spring semester.

The local supplement will not be considered when determining final pay involving unused vacation days.

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5.17 Overtime Pay and Compensatory Time
CVCC classifies employees as “exempt” or “non-exempt” from regulations regarding overtime pay in accordance with the United States Fair Labor Standards Act (FLSA).

For purposes of measuring hours worked in a workweek, the workweek is the 7-day period beginning at 12:01 a.m. on Monday and ending at 12:00 p.m. on Sunday night.

Employees classified as “non-exempt” shall submit of monthly record of hours worked, annual leave used, and sick leave used to the Personnel Office.

Non-exempt salaried employees who are required to work in excess of 40 hours during a workweek shall be granted compensatory leave in lieu of overtime pay. Compensatory leave shall be at a rate of one and one-half hours for each overtime hour worked. Any compensatory time shall be taken as soon as possible but no later than the following month.

At a minimum, hours worked is comprised of all time during which an employee is required to be on the CVCC premises, on-duty, or at a prescribed workplace. A non-exempt employee cannot volunteer to work unpaid hours for CVCC. Any hours that CVCC permits a non-exempt employee to work (even if the work was not requested or the employee voluntarily came to work early or stayed late) constitutes hours worked.

Compensatory leave must be earned before it is used unless the individual is required to work on Saturday and/or Sunday, in which case it is permissible to allow equal compensatory leave during the week prior to the Saturday and/or Sunday work day.

Persons employed in a non-exempt salaried position after April 14, 1986 will acknowledge in writing their understanding and agreement to these compensatory time-off policy provisions prior to their employment.

Questions regarding the non-exempt status of a position or related reporting requirements should be directed to the Personnel Office.

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5.18 Longevity Pay
CVCC provides longevity pay in accordance with Title 23, Subchapter D, Section 109 of the North Carolina Administrative Code (NCAC). Further information may be obtained from the Personnel Office from the following website. NCAC Title 23 Subchapter D Section 109.

Certification must be provided to the Personnel Officer not later than July 1 of the fiscal year in which the individual would meet the aggregate ten years service, or eligibility will not be effective until the following fiscal year after the certification is provided.

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5.19 Pay Periods
Full-time employees will be paid on the last working day of each month through the direct deposit method or by payroll check. Full-time employees, if hired after July 1, 1995, will be paid by direct deposit method only.

Part-time employees will be paid at the end of their assignments or on the 20th of the month.

Salaries cannot be paid in advance.

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5.20 Income Taxes
All wages received by employees are subject to applicable Federal and State income tax at the rate established by law. All employees are required to complete the W-4 and NC-4 forms indicating withholding exemptions claimed for income tax purposes. In the absence of such forms, deductions from the monthly salary will be made as if the individual has claimed the minimum deductions. Form W-2 indicating wages earned and taxes deducted will be furnished to all employees not later than January 31, following the calendar year during which the wages were earned.

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5.21 Institutional Holidays
In addition to the various types of leave, CVCC grants an established number of legal holidays to full-time, regular employees. The number of such holidays shall not exceed the number of holidays granted state employees.

The following are CVCC holidays (specific dates for each holiday are listed in the College institutional calendars):

  • New Year's Day (1 day)
  • Martin Luther King Jr. Day
  • Easter (1 day)
  • Memorial Day
  • Independence Day
  • Labor Day
  • Veterans Day (1 day)
  • Thanksgiving Day (2 days)
  • Christmas (5 days)

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5.22 Employee Scholarship Plan 
The President may establish an employee scholarship plan that provides for full-time CVCC employees to be reimbursed the tuition/fees for one CVCC continuing education class, or one CVCC curriculum class per semester (fall and spring semesters only).  The reimbursement for a class may not exceed $250.  The cost of books and/or supplies is not reimbursable under this plan.  Enrollment in a class under such plan may not conflict with an employee's normal working hours, unless the class is considered professional development which will clearly benefit the employee in his/her current position.  Please be aware that amounts reimbursed for classes which are not directly related to an employee's current position will be reported as taxable income.

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Updated 02.01.2012: Employment