Employment Procedures

Re-employment of Former Employees

Any former employee who is rehired by the college shall:

1. Have prior experience at VC restored.
2. Forfeit accumulated sick leave, credit for service during the time away from the College and salary increments that would have been earned during continuous employment.

New Employee Orientation

On or before the first day of employment with VC, new employees must report to the Human Resources office to confirm all documentation as listed in the Vernon College Employee Portal.

All faculty members are required to attend instructional orientation which must be completed before first week of classes.

Annual Reappointment of Personnel

Recommendations are forwarded to the Board during their meeting in February regarding the reappointment of the College President, Vice-Presidents, Deans; March for Faculty; reappointment recommendations for all other employees on 10, 11, or 12 month contracts on the administrative salary schedule and classified salary schedule will go to the Board no later than 60 days prior to the last day of the current contract term. All annual contracts and the continuation of employment of faculty members on annual and continuing contracts (9 to 12 months), begin on September 1, or appropriate date. A general letter of reappointment is given to the College President, Vice-Presidents, Deans and faculty members before or during the month of April. All other contract employees will receive a letter of reappointment before or during the month of July. Contracts are generally issued after the college receives its state budget allocation for the new year and any pay increases are awarded by the Board.

An employee may be non-renewed by the Board at the end of the employee’s contract term on the recommendation of the College President. The employee may be non-renewed for any reason provided that the decision shall not be based on an employee’s exercise of rights guaranteed by law or based unlawfully on an employee’s race, color, religion, sex, national origin, disability, or age. Policy Manual, DMAB (LOCAL)

Nepotism

No person shall be employed in the District who is related to a member of the Board by blood (consanguinity) within the third degree, or by marriage (affinity) within the second degree. The nepotism prohibitions do not apply to the appointment of a person to a position if the person is employed in the position immediately before the election or appointment of the public official to whom the person is related in a prohibited degree and that prior employment is continuous for at least;

1. Thirty days, if the official is appointed; or
2. Six months if the public official is elected.

“Persons should not be employed on a full-time or part- time basis in positions where they will be subject to the close supervisory authority of a member of their immediate family or household, or where a member of their immediate family or household, in the ordinary course of business, makes decisions or plays a significant role in making decisions concerning their direct benefits.” In some instances, the policy of preserving the confidentiality of records or other materials may make it inappropriate to have a member of the immediate family or household of another employee in a particular job at the system level. Govt Code 73.002, 573.047See Policy Manual, DBE (LEGAL) or Policy Manual, BBFA (LEGAL)

Adjunct Faculty and Part-time Employees

ADJUNCT FACULTY: The responsibility for locating adjunct faculty and making recommendations to the College President concerning their appointment rests with the Vice-President of Instructional Services, directors, and Division Chairs. Other criteria which apply to the employment of adjunct faculty are included below: (Maximum load hours for adjunct faculty relating to distinguishing between vocational nursing and ADN program)

1. When hired, and throughout their tenure with the institution, both full-time and part-time faculty members must at a minimum meet the credential guidelines recommended by the Southern Association of Colleges and Schools Commission on Colleges for academic and professional preparation.
2. No adjunct faculty member may be given a teaching assignment until his/her employment has been cleared with the Vice-President of Instructional Services and until employee paperwork has been completed along with an application, official transcripts, and certificates.
3. A commitment to an adjunct faculty member is made subject to adequate enrollment in his/her class or classes as determined by the Vice-President of Instructional Services. An agreement with an adjunct faculty member is for one semester and only for the specific class or classes assigned. No property interests accrue to such employment, and thus, there is no obligation on the part of the adjunct faculty member and/or the college beyond the one semester and/or class/classes.
4. Adjunct faculty are paid according to the rate adopted by the Board and displayed in Section H of the Employee Handbook – Pay Rates and Pay Calculations for Employee Groups.
5. Adjunct faculty may participate in the college’s fringe benefits program if the criteria are met.
6. Adjunct faculty are employed on a less than full-time basis and are limited to nine (9) load hours (12 load hours for ADN faculty), per semester.

PART-TIME EMPLOYEES: The College recognizes the contributions of part-time employees and compensates according to the following procedures:

1. The part-time employee must complete all employee paperwork in the Vernon College Employee Portal.
2. An arrangement must be made between the originating administrator and the Component Area VP/Dean as to the hourly wage to be paid. Such an employee may be informed of the employment by the originating administrator or the Director of Human Resources.
3. Part-Time Employees Paid by the Hour. An individual may be employed on an irregular, seasonal, or temporary basis for a definite period of time that is less than four and one-half (4 ½) months and less than half (50%) time, if there is a full-time equivalent position available. If no full-time equivalent position exists, than the individual may work only 14 hours per week. Such an individual will be paid at least the minimum wage rate and will not participate in the institutional fringe benefit program.
4. Part-Time Employees Paid via the Approved Classified Salary Schedule. An individual may be employed on a temporary basis for a definite period of time that is less than four and one-half (4 ½) months and less than half (50%) time. Such an individual will not participate in the institutional fringe benefit program.

Classified Employees

ORGANIZATION AND PRESENTATION: Recognizing the contribution and importance of the classified staff to the total operation of the college, the Board supports the concept of participatory management. This ensures that the classified staff is represented in appropriate committees and their input has been considered on major decisions affecting their welfare and working conditions.

SALARY PLACEMENT SCHEDULE: Classified personnel are classified under three groups. Salaries are dependent upon which group classification the position fits and the number of years of employment with VC (see Appendix B).

EDUCATION: SALARY CALCULATION AT ENTRY-LEVEL: A certificate or degree may be considered for salary purposes only (1) if that certificate or degree was advertised as a preferred qualification for the position applied for or (2) if the certificate or degree is appropriate to the position applied for. Thus, a certificate or degree may not be used for salary purposes if that certificate or degree is specifically not sought in the job advertisement. Only degrees and/or certificates from accredited institutions will be used for salary purposes.