Policy IV-E: Policies on Benefits

Policy on Salaries

Employees are compensated based upon a salary schedule adopted by the Board of Trustees each year.

(See Guidelines and Procedures, Section 4-2)

(Effective March 2, 1981; revised January 11, 1999; Reviewed February 5, 2008.)

Policy on Overtime/Compensatory Time

Eligible (nonexempt) employees of the college are entitled to receive overtime pay at the rate of one and one-half times the regular rate, or compensatory time off at 1-1/2 hours for each hour worked over forty working hours per week. The 40-hour work week begins at midnight Sunday and extends through midnight the following Sunday, unless otherwise defined by the administration.

(See Guidelines and Procedures, Section 4-16)

(Effective March 2, 1981. Revised September 7, 1993; January 18, 1997.)

Policy on Insurance

The Texas Insurance Code authorizes group insurance for eligible employees under the terms and conditions established by the Employee Retirement System and the San Jacinto College Board of Trustees. Individuals covered by group coverage will be given the opportunity to continue coverage in The San Jacinto College District's insurance plan when certain qualifying events occur. The requirements governing this continuation of coverage shall be subject to the provisions of the Public Health Service Act, Title XXII, as amended, and the regulations thereof. Copies of the federal rule and regulations are available from the Human Resources Office, San Jacinto College District, 4624 Fairmont Parkway, Suite 106, Pasadena, TX 77504.

(See Guidelines and Procedures, Section 4-7)

(Effective March 2, 1981. Revised March 5, 1984; May 5, 1986; July 11, 1988; September 7, 1993 and July 7, 2003; Reviewed February 5, 2008.)

Policy on Solicitation of Business of Optional Retirement and Tax Sheltered Annuities Representatives

Eligible employees may discuss optional retirement and tax sheltered annuity programs with representatives whose companies are on the list of authorized companies by the Board of Trustees at a time and place approved by Human Resources. It will be the responsibility of Human Resources to inform eligible employees, as well as the various carrier agents, as to the time and place of these meetings. Insurance representatives are not to call on employees of the college in their offices or classrooms. Violations of this policy by the insurance representatives could lead to the elimination of their company from the list of authorized companies.

(See Guidelines and Procedures, Section 4-7)

(Effective March 2, 1981. Revised September 7, 1993; December 8, 2008; Reviewed February 5, 2008; )

Policy on Comprehensive Leave

Upon employment, a full-time benefits-eligible employee is eligible for and covered by, sick leave at a rate of 8 hours for each month employed, up to a maximum of 96 hours per fiscal year.

(See Guidelines and Procedures, Section 4-8)

(Effective March 2, 1981. Revised March 5,1984; July 11,1988; September 7,1993; July 14,1997; and October 14, 1999.)

Policy on Funeral Leave

Upon the death of an employee's husband, wife, father, mother, son, daughter, brother, sister, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandfather, grandmother, grandchild, spouse's grandparents, aunt, uncle, step-father, step-mother, step-children, step-brother or step-sister, reasonable time off will be allowed to attend the funeral. The administration will determine what reasonable time is required, generally up to three days. If additional time off is required an employee may be given the use of sick leave hours, as necessary. This leave is applicable only if the employee attends the funeral of the deceased. Application for the funeral leave shall be accepted as the employee's certification of attendance at the funeral, and any falsification shall be grounds for disciplinary action up to and including dismissal.

(See Guidelines and Procedures, Section 4-8)

(Effective March 2, 1981. Revised June 3, 1985; July 11, 1988; and September 7, 1993; and May 2, 1994.)

Policy on Personal Business Leave

An eligible employee may be allowed up to 16 hours of sick leave per year for personal business purposes not covered by other paid leave policies of the district. These hours may not be used during faculty in-service, registration, final examination week, or graduation without prior approval from the campus President or appropriate district administrator. All personal business leave will be deducted from the employee's sick leave. Personal business leave may be accounted for by the hour.

An employee seeking personal business leave is responsible for completing a request for leave approval form, obtaining the signature of the appropriate supervisor and submitting the form to the payroll department with the time sheets.

(See Guidelines and Procedures, Section 4-8)

(Effective March 2, 1981. Revised August 9, 1982; February 3, 1992; May 2, 1994.)

Policy on Development Leave

Effective with the 2003-2004 school year, the administration suspended the granting of Development Leave indefinitely.

Faculty development leave is a principle cornerstone for faculty renewal and professional growth. Professional development leaves enable faculty to engage in study, research, writing, field observations and other suitable purposes. Opportunities for additional training, for improving skills and for maintaining currency in the field are understood to be included as a purpose for development leave. To improve further the higher education available to the students of the college, the Board of Trustees may grant full-time faculty a paid leave or sabbatical, or an unpaid professional renewal leave, according to the procedures and guidelines established by the Board.

(See Guidelines and Procedures, Section 5-7)

(Effective March 2, 1981. Revised June 3, 1985; September 7, 1993; and April 5, 1999; Reviewed February 5, 2008.)

Policy on Military Absence

A full-time employee who is a member of the state military forces, or a member of a reserve component of the armed forces, is entitled to leave of absence with full pay for training or active duty when authorized by proper authority. Full paid military leave may not exceed fifteen days per fiscal year. A full-time employee called into service for training or active duty for a period longer than fifteen days due to a local, state or national emergency may receive the difference between military pay and the employee's salary from the end of fifteen days until the end of the fall or spring semester in which he or she is called into military service.

(See Guidelines and Procedures, Section 4-8)

(Effective March 2, 1981; Revised September 7, 1993; Revised December 3, 2001)

Policy on Any Court Appearances

College personnel who have been summoned for jury duty, subpoenaed as a witness, or directed to attend a legal proceeding of any type as required by the district or any court will be permitted to be absent from their duties with pay and the college will pay for their substitutes, if necessary.

(See Guidelines and Procedures, Section 4-8)

(Effective March 2, 1981. Revised September 7, 1993.)

Policy on Holidays

Holidays for all employees shall be set by the Board each year. Regular full-time employees as defined by the Teacher Retirement System of Texas shall be eligible to be paid for the holiday(s) at their prevailing rate of pay.

(See Guidelines and Procedures, Section 4-8)

(Effective March 2, 1981. Revised June 3, 1985; and September 7, 1993.)

Policy on Vacations

Twelve-month contractual employees of the college shall be eligible for annual paid vacations per the terms of this policy and administrative procedure or as otherwise approved by the Board and included in the employee's contract. Other salaried employees will accrue vacation days in accordance with the procedure provided by the administration.

Nonsalaried employees and contracted employees whose contracts are for periods of less than 12 months are not eligible for paid vacations.

(See Guidelines and Procedures, Section 4-8)

(Effective March 2, 1981. Revised May 5, 1986; and September 7, 1993; August 1, 1994; July 14, 1997.)

Policy on Salary Increments

(Policy IV-E-13: Policy on Salary Increments was dissolved by action of the Board of Regents on January 11, 1999.)

Policy on Intellectual Property Rights and Honoraria

The San Jacinto College District may ask a full-time employee to write a book to be used as the adopted text for a course of study. If the employee agrees to write the book, the college will publish it, and the faculty member will be paid a royalty to be mutually agreed upon.

The Board of Trustees shall own the copyright of all materials, including computer software programs, produced within an employee's scope of employment or in which San Jacinto College District supplies or equipment played a dominant role. Works authored or created by an employee on his or her own time, without expense to the Board of Trustees and without instruction, direction, or control of the employee's superiors, are owned by the employee.

Copyrights of the Board of Trustees may be waived in favor of or assigned to the employee upon approval of an application submitted to the Board through the Chancellor.

The college district may pay an honorarium to full-time employees for appropriate scholarly accomplishments, including but not limited to books written and published by a commercial publisher other than San Jacinto College District.

(See Guidelines and Procedures, Section 5-15)

(Effective June 3, 1985. Revised May 2, 1994, October 7, 2002, October 8, 2007)

Policy on Educational Advancement

Faculty members who wish to further their educational qualifications during the school session must make arrangements which do not interfere with school duties and teaching efficiency.

(Effective March 2, 1981.)

Policy on Fee Waiver for Staff Employees

Full-time benefitted employees, as defined by the Texas Teacher Retirement System, may register for classes at San Jacinto College. Subject to the availability of funds, the college will pay tuition and fees up to $500 per fiscal year per qualifying employee.

(See Guidelines and Procedures, Section 4-14)

(Effective May 2, 1994. Revised September 1, 1997; May 4, 1998; and September 13, 1999.)