I. FULL-TIME CURRICULUM EMPLOYEES
A. The normal on-campus work week for full-time curriculum employees is forty (40) hours, including instructional time and office hours. It is expected that in addition to the forty (40) hour minimum, full-time curriculum employees shall regularly spend additional hours involved in class-related activities, such as preparation and grading.
1. The teaching load for fall and spring semesters shall average sixteen (16) to eighteen (18) credit hours or twenty (20) to twenty-eight (28) instructor classroom contact hours.
2. The teaching load for summer session will be proportional to the College’s full-time teaching load for fall and spring semesters.
3. Teaching Overload: An overload will be considered anything above the maximum contact hours listed above in one semester and/or any situation where an instructor received supplemental pay. In determining overload factors, credit hours will be counted for courses which include a seminar component.
Maximum overload allowance:
Curriculum Faculty may teach up to a maximum of 2 courses or 6 credit hours over their current maximum teaching range, per semester. This maximum includes courses taught in Curriculum, Continuing Education and College and Career Readiness. Prior approval from the Vice President of Instruction and Student Services is required prior to any overload contract. Approval of overloads must comply with the College’s Equal Employment Opportunity Policy.
Exceptions to the maximum overload policy are discouraged but may be approved by the President of the College through the submission of a “Request to Exceed Maximum Number of Overload Courses” form. Completed forms should be submitted through Etrieve. Approval must comply with the College’s Equal Employment Opportunity Policy.
B. In general, full-time curriculum employees are expected to be on campus whenever students are on campus. However, there are days when full-time curriculum employees are required to be on campus even though students may not be required to be on campus. These days include all workdays (and workshop days), registration days, exam days and reading days. These are days when students and/or staff may need to consult with individual instructors and/or groups of instructors. On such days, if hours are not announced, such as on workshop days, full-time curriculum employees are expected to put in 4 hours.
C. Other days when full-time curriculum employees are required to be present beyond normal working hours are days when faculty meetings are planned. Meetings are usually scheduled for mid-afternoon so that the largest number of faculty may be free to attend.
II. FULL-TIME NON-CURRICULUM EMPLOYEES
A. The normal work week for all exempt, full-time non-curriculum employees is a minimum of forty (40) hours. This category includes all administrators, supervisors, directors, counselors, and librarians. It is expected that beyond their normal working hours, these employees are often involved in additional College related activities required by their specific jobs. These employees are sometimes assigned different schedules during selected weeks. This flexible scheduling allows their work week to remain as normal as possible while still meeting the requirements of their jobs.
1. Staff may teach up to a maximum of 2 courses or 6 credit hours per semester outside of normal work hours. All course-related activity, except for communication with students, must occur outside of normal work hours. This maximum includes courses taught in Curriculum, Continuing Education and College and Career Readiness. Prior approval from the staff member’s appropriate VP or Dean is required prior to any overload contract being issued.
A Secondary Employment Approval Form is required for any employee teaching or working outside their regular Division.
Any exceptions to this procedure require prior approval from the President of the College.
B. The normal work week for all non-exempt, full-time non-curriculum employees is forty (40) hours. This category includes all support staff (i.e., secretarial, clerical, technical, maintenance, food services, instructional and lab assistants). For these employees, the schedule shall be arranged by their immediate supervisors in collaboration with the appropriate Vice President. Daily hours are documented on a timesheet submitted monthly to the employee’s supervisor. A decision determining appropriate work hours is made annually by the immediate supervisor, in collaboration with the appropriate Vice President. This decision is based on area workload. Compensation is appropriately adjusted for any reduction or increase in hours.
C. If for some reason it is necessary for a non-exempt employee to work in excess of forty (40) hours per week, the employee will be award compensatory time at a rate of one and one half (1.5) hours. For more information regarding compensatory time, see Policy 3.1.4 – Compensatory Time.
III. PART-TIME EMPLOYEES
A. PART-TIME NON-CURRICULUM EMPLOYEES\
Unless otherwise specifically assigned different hours, part-time, non-curriculum employees shall not work more than twenty-nine (29) hours per week unless there are special circumstances requiring the extended hours for a short duration of time. Working more than (29) hours per week requires written authorization from the employee’s immediate supervisor and the appropriate Vice President.
B. PART-TIME CURRICULUM EMPLOYEES
Part-time curriculum employees (i.e., adjunct faculty members) shall be limited to twenty-nine (29) hours per week inclusive of prep time, meetings and other College duties. For purposes of preparation time, the employee’s immediate supervisor and the appropriate Vice President shall set the number of hours for preparation time for each class taught by a part-time curriculum employee.
III. MISCELLANEOUS PROVISIONS
A. COLLEGE WORKWEEK
A normal College workweek is a regularly recurring period of one hundred sixty-eight (168) consecutive hours (7 consecutive 24-hour periods). Each workweek stands alone for purposes of hours worked. The official College workweek begins at 12:01 a.m. Sunday, continues for 7 consecutive days and ends at 12:00 midnight on Saturday.
Most College offices are open to the public from 8:00 a.m. to 5:00 p.m., Monday through Thursday and 8:00 a.m. to 3:00 p.m. on Friday. All departments with full-time employee must be staffed at the above mentioned times. It is the responsibility of the immediate supervisor to ensure appropriate office coverage.
B. EMPLOYEE WORKWEEK
All full-time, non-curriculum and nonexempt employees are expected to work at least forty (40) hours per week with a half-hour lunch break not to occur at the beginning or ending of the workday. The lunch break cannot be used to shorten the workday or be credited for overtime compensation unless expressly approved by the senior administrator for a defined temporary period.
Hours worked include all the time an employee is permitted to work for the College; that is time where the employee is required to be on duty or on the College’s premises or at a prescribed workplace. Each employee is entitled to one 15-minute duty-free break during each 4-hour work period. These breaks should occur approximately mid-way through the work period and cannot be used to shorten the workday or be credited for overtime compensation.
Montgomery Community College supports the physical health and well-being of its employees. Employees may use up to thirty (30) minutes of each working day to participate in wellness activities on campus as approved by their supervisor. Activities may include walking for fitness, participation in exercise class, and the use of campus weight room.
C. NON-EXEMPT EMPLOYEES TIMESHEETS
All non-exempt employees are required to complete an individual time record showing the daily hours worked. Time records cover one workweek and must be completed by the close of each workday. The following points should be considered in filling out time records for non-exempt employees:
1. Employees should record their starting time, time out for lunch, time in from lunch, quitting time and total hours worked for each workday;
2. Employees are not permitted to sign in or begin work before their normal starting time or to sign out or stop work after their normal quitting time without their supervisor’s prior approval;
3. Employees are required to take scheduled lunch or meal breaks;
4. Employee time records must be checked and signed by the supervisor involved. Unworked time for which an employee is entitled to be paid (paid absences, paid holidays, or paid vacation time) must be entered by the supervisor on the time record. Authorized overtime should also be identified by the supervisor and there must be documentation as to compensatory time or overtime pay approved;
5. Unapproved absences should not be considered as hours worked for pay purposes; however, in extenuating circumstances, the supervisor may approve leave after an absence if the absence would have been approved under those circumstances had they been known prior. Supervisors should inform employees if they will not be paid for certain hours of absence; and
6. Filling out another employee’s time record or falsifying any time record is prohibited and may be grounds for disciplinary action, up to and including termination.
Adopted: April 10, 2019
Legal Reference: 1D SBCC 400.93(a)(2)