Policies & Procedures
Q. What is Workers' Compensation? A: . Q. What do I do if I have an accident while I am at work? A: . Q: I'm only scheduled to work 9 months. Can I spread my pay over 12 months to avoid owing CC for my benefits deductions during the summer months? A: Yes, the Direct Deposit Authorization form includes a check box for this option. This option is only available for full time ongoing budgeted exempt positions, not paraprofessionals, nonexempt staff or those who turn in timesheets each month. Q: How do I change my tax withholding? A: Complete a new W4 form available in Payroll, Human Resources, or in the Forms section of this web page. Q: As a nonexempt staff employee, how do I request a review of my job title and/or grade? A: If the duties of your job have changed significantly from your existing job description, you should consult with your supervisor to obtain agreement with your perception and support to proceed with the job evaluation review process. Then your supervisor should contact Human Resources to request a Job Analysis Questionnaire and JAQ Instructions or print them from the Forms section of this web page. You and your supervisor are to work together to complete the JAQ and submit the document electronically via e-mail to Human Resources and then send a signed hard copy to them via campus mail. The Job Evaluation Committee meets twice during each academic year, once in the fall and once in early spring. See the Nonexempt Staff Job Classification Guidelines for details. It is recommended that the job title and/or grade be reviewed during the annual performance and plans for changes discussed at that time. Q: What will my pay increase if my position is upgraded? A: CC's policy on reclassification indicates a 5% increase above the current hourly rate for each pay grade increase, or the minimum of the new pay grade, whichever is greater. At no time shall the new hourly rate exceed the maximum for the new pay grade. (In the event that the staff member's longevity places them above the maximum for the new pay grade, their hourly rate will remain unchanged until the next annual increase takes effect.) Q. As an exempt staff employee, how do I request a review job title or salary? A. If the duties of your job have changed significantly from your existing job description, you should consult with your supervisor to obtain agreement with your perception and support proceeding with the process. The supervisor should contact the HR Director to discuss the need to update the job description/position announcement and review existing salary data. The supervisor may request a copy of the current job description/position announcement on file for updating. It is recommended that the job title and/or grade be reviewed during the annual performance and plans for changes discussed at that time. Q: When does the annual performance evaluation process occur? A: Each year, in early spring, the formal evaluation process occurs for staff positions. The HR department distributes a Performance Appraisal form for every full time, part time, and occasional nonexempt and exempt staff member to their supervisor. Q: How will my annual increase be determined? A: Following the performance evaluation process, Human Resources will distribute a report to each supervisor indicating the amount of annual increase funds available based on merit pool funds approved by the Board of Trustees. The supervisor, in consultation with his/her dean or division head, will allocate funds to the members of the staff based on merit (as established in the performance appraisal form). Any request to utilize funds above the established departmental pool must be made in writing to the attention of the Director of Human Resources prior to the established deadline and must include the reason for the request. Q: What can I do if I disagree with my supervisor's evaluation of my performance? A: Refer to the Problem Solving Procedure section of the Staff Handbook on this web site. Q: What is the difference between part time and occasional status? A: Please refer to the Categories of Employment section of your Staff Handbook for definitions of the four categories of employment at CC. Occasional staff are those scheduled to work less than 1000 hours per year on an ongoing basis and are not eligible for benefits. Part time staff are those scheduled to work 1000 to 1399 hours per year in an ongoing benefit eligible position. Q. Who is entitled to receive overtime pay? A. Under the federal law known as the Fair Labor Standard Act ("FLSA") and Colorado state law, all non-exempt employees are entitled to receive one and a half times their normal hourly wage for all hours worked in a week over 40. In order to be exempt from the receipt of overtime, positions that have determined to be exempt have met both the job duties test and the salary basis test. A non-exempt employee must obtain approval from his/her supervisor prior to working the overtime hours. See theOvertime Paysection of the Staff Handbook. Q: Who decides if a position is exempt or non-exempt? A: The federal government has established guidelines for employers in the Fair Labor Standards Act. Exempt positions may be executive, administrative, professional, computer related, or outside sales. These positions are not eligible (exempt) from the protections afforded to hourly (non-exempt) workers under the law, such as overtime pay, paid and unpaid breaks, etc. Human Resources is responsible for identifying those jobs that qualify for exemption from the law and identifying them as such on the position description. Q: Who should I talk to if I feel I'm being treated unfairly? A: Talk to your supervisor or, if you are unable to do that, contact the next supervisor level or Human Resources. You may refer to the Anti-Discrimination Policy in your Staff Handbook if the unfair treatment results when race, national origin, color, gender, age, religion, disability, or sexual orientation is used as irrelevant criteria for action. If the unfair treatment is not related to discrimination, see the Problem Solving Procedure section of either handbook for more information. Informal resolution is encouraged and practice when possible. Q: What should I do if I notice an employee or student with whom I have regular contact appears to be having a problem such as depression or possible drug/alcohol use? A: For the student, please refer to the Student Referral Guidelines issued by Student Life, and contact the Vice President for Student Life or the Dean of Students immediately. For employees, notify Human Resources of your concerns and they will communicate directly with the supervisor and/or employee.
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Community Service Leave Policy > F.A.Q. |
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Human Resources Office |
