|Faculty and Staff Home > Employee Handbook > Section III-2: Employment and Contracts|
Section III-2: Employment and Contracts
|Job Vacancies||Contracts of Employment|
|Employment Preference for Veterans and Spouses or Surviving Spouses||Regular Contract of Employment|
|Applications||Contract for Continuing Part-Time Employees|
|Procedures for Recruiting and Hiring Full-Time and Continuing Part-Time Employees||Contract Limitation for Hourly Part-Time Employees|
|Procedures for Recruiting and Hiring Part-Time Faculty||Compensation for Part-Time Faculty|
|Faculty Contract Policy||Contracts for Grant-Funded Employment|
|Expectations of Faculty Members||Due Process Policy|
|Faculty Teaching Load (Curriculum)||Grievance Procedure|
|Excess Teaching Load/Overload Contracts||Orientation of New Employees|
|Credentials Verification and Documentation||Probationary Period|
|Justification for Employment||Promotion and Transfer|
|Employment of Relatives (Nepotism)||Reduction in Force Policy|
|Secondary Employment||Separation from the College|
|Salaries||Re-Employment of Retired Persons|
Durham Tech employs personnel based on the college's needs for instruction and instructional support. A contract is issued upon successful completion of probationary period of employment. These contracts are as follows:
Employees of Durham Technical Community College employed on regular
annual contracts fall within two general categories of employment: faculty
The continuing part-time contract is issued to staff or faculty who
regularly work 20 or more hours per week in selected positions. Employees
hired under this contract are eligible for certain benefits. Contracts
for continuing part-time employees are issued quarterly for non-instructional
personnel and on a semester-basis for faculty positions. Applications
and appropriate documentation must be on file for these employees.
Contract Limitation for Hourly Part-Time Employees (Hourly Part-Time Employee Contract Limitation Policy)
State and federal laws draw important distinctions for employees based on the number of hours they work per week and the number of hours they work per year. The purpose of this policy is to ensure the college complies with both the letter and the spirit of applicable state and federal employment laws by clearly limiting the number of hours and the duration of hourly part-time contracts.
The college and its contract administrators limit employment of hourly part-time personnel to a maximum of 25 hours per week and a total of no more than 1200 hours worked in any given 12-month period. Employment hours are calculated based on the dates of employment reflected in the employee contract and as verified by the Supervisor. For instructional personnel, the maximum duration of the hourly part-time contract is for a semester or term of instruction. For non-instructional personnel, the maximum duration of the part-time hourly contract is for a six-month period. Additional part-time hourly contracts may be issued as needed but are not implied in the terms of any contract.
An “hourly part-time contract” is an employment contract issued to an employee to carry out a specific job for a specific hourly rate for a specified number of hours and length of time. Terms and conditions may vary with the job.
Employees hired under an hourly part-time contract are paid only for the hours as specified on the contract and as actually worked and then verified by the Supervisor on a part-time employee time report. Hourly part-time employees are not eligible for paid leave or benefits. The hourly part-time employee’s Supervisor initiates the contract according to approved college processes and contract terms. Applications and appropriate documentation must be on file for hourly part-time employees.
Compensation rates for curriculum instructors employed under part-time contracts are established under rules set forth by the State Board of Community Colleges. These rates are based on the instructor's level of academic preparation and are derived from the minimum salaries to be paid to full-time instructors as stipulated by the N.C. General Assembly. The part-time pay rates for curriculum instructors are established to provide some compensation for the necessary work part-time instructors do outside the classroom (such as grading assignments and conferring with students). A current schedule of part-time pay rates for curriculum instructors is available and maintained in the office of the Chief Instructional Officer.
To ensure that employees are aware their position is paid through special
funds or grant funds, the following statement is to be included in the
“Special Conditions of Contract Employment” section of their
Durham Technical Community College's Due Process Policy covers regulations regarding employment contracts, the employee grievance procedure, and regulations regarding an employee's termination or dismissal from employment.
If a disagreement arises between an employee and another employee, a supervisor, or the college, a formal procedure is provided for the resolution of formal grievances. This procedure is to be followed in any situation in which an employee believes that he/she has been treated unjustly or in a discriminatory manner. The Grievance Procedure is detailed in the Due Process Policy.
Human Resources staff contact new employees prior to their start date for employment or on their first day of employment to schedule an orientation. This orientation is usually held within the first three days of employment. During orientation, the full benefits package is explained and new employees are told how to access the Employee Handbook through the college’s intranet website.
All new full-time and continuing part-time staff employees are employed with a probationary period of a minimum of three months. During
this probationary period, Supervisors must evaluate the new employee's
performance biweekly for a total of five times using the New Employee's
Progress Report form given to the supervisor by Human Resources. The
form is forwarded from Human Resources to the evaluating Supervisor
at the beginning of the new employee’s probationary period. Faculty
members are probationary periods include the length
of their first semester of employment and completion of duties related
to ending the semester and submitting grade reports. During the first
60 days of the probationary period for full-time employees and during
the first 30 days of the probationary period for part-time employees,
the new employee must provide Human Resources with official documentation
to verify education and experience that were important in his/her employment
decision. The required credentials and their due dates become a special
condition of the employee's completion of the probationary period of employment.
Durham Technical Community College recognizes the need for employees
to reach their individual career potential. The college’s established
promotion and transfer procedure, which is detailed here, provides an
avenue for employee advancement within the institution.
Recommendations for promotion are normally initiated by the employee's
immediate Supervisor and must be endorsed by the Division Head with
final approval by the President.
Reduction in force (RIF) is addressed in the college's Due Process Policy, under "Other Reasons for Termination of Employment."
The following procedure applies when an employee voluntarily separates
from his/her employment with Durham Technical Community College:
Retired persons may be re-employed in accordance with the needs of Durham Technical Community College, Social Security regulations, and policies regulating the Teachers' and State Employees' Retirement System. The N.C. General Assembly has legislated that every state retiree must have a defined break from state employment service before any re-employment with the state. For those who retire after October 1, 2005, a six-month break with absolutely no service rendered to a state employer is required to protect the tax-exempt status of the Teachers’ and State Employees’ Retirement System. Pre-existing agreements between a state employer and a retiree to return to work following retirement are also prohibited. Durham Technical Community College limits retirees’ service to hourly part-time contracts as an indication of the short-term nature of their re-employment.
Durham Technical Community College