IV.C.1. Structure of Compensation

IV.C.1.01 Compensation

The Board of Trustees adopts compensation plans and salary schedules for all employees System-wide. The System has established compensation plans for each employee classification. Employees shall be paid according to a salary schedule or compensation plan adopted by the Board after recommendation by the Chancellor. No employee of the System shall be compensated at a rate other than prescribed in such schedules, unless pursuant to a contract expressly approved by the Board.

IV.C.1.02 Responsibility for Compensation Plan

The System's Executive Council shall serve as the System's Compensation Committee, and shall consider recommendations from the Human Resources Department for revisions to the salary schedule, adjustments to classification and compensation procedures.

The Chancellor may appoint a Faculty Compensation Committee to review the placement of newly hired faculty.

Location Executive Officers are responsible for approving all salary actions, including new hire salary offers, changes to base salary, and changes to any form of supplemental salary, in conformance with established compensation policies and procedures.

IV.C.1.03 Objectives of Compensation Plan

The fundamental objectives of the System's compensation plan are to ensure that:

  1. a. employees receive fair and equitable pay in relation to the value of work performed;
  2. the System receives a fair return on its investment; and
  3. the employee receives a fair return for the contribution made.

Pay ranges will be established that create fair and equitable comparisons of jobs across the System.

Clear and defined policies, procedures and processes for salary administration will be published on the System Office website. The Chancellor or designee shall administer and maintain compensation systems in accordance with these policies, procedures and processes.

LSCS Policy Manual Section adopted by the Board of Trustees on August 7, 2008

IV.C.2. Overtime Compensation

IV.C.2.01 Eligible Employees

All employees who are not exempt from the provisions of the Fair Labor Standards Act (FLSA) are eligible for overtime. The Human Resources Department is responsible for designating positions as "exempt"' or "nonexempt:" Employees not exempt from the provisions of the FLSA shall be paid at least minimum wage and receive compensation for overtime under the conditions specified in the Act.

IV.C.2.02 Requirement of Compensation

Employees classified "non-exempt" must be compensated for all hours worked in excess of forty- (40) hours in a standard work week. Overtime is defined as all hours worked over 40 hours in the standard workweek. The System's standard workweek is defined as midnight Sunday through midnight Saturday. Time taken off as vacation, sick, compensatory leave or other leaves is not considered among hours worked.

All hours a non-exempt employee is "suffered, permitted or required to work" for the System must be compensated. This includes hours worked in the office, at home, or away from the System. All overtime must be approved in writing and in advance by the supervisor.

IV.C.2.03 Assignment of Overtime

Overtime shall be assigned when it is determined to be necessary by the immediate supervisor, and it shall be reported to the cost center manager. It is the supervisor's responsibility to ensure that no unauthorized overtime is worked and to maintain appropriate records which track the actual days and hours of overtime worked, compensatory time earned and compensatory time taken.

IV.C.2.04 Distribution of Overtime

To the extent possible, when several eligible employees doing substantially the same work may be called upon to work overtime, overtime hours shall be distributed as fairly as is feasible considering the nature of the assignment so as not to unfairly favor any particular employee(s).

IV.C.2.05 Compensatory Time in Lieu of Overtime

Overtime compensation may be in the form of compensatory time off at the rate of one and one half hour for every hour worked in excess of forty (40) hours in a standard work week, or cash payments at the rate of one and one half times the regular rate of pay for all overtime hours. Each stands alone.

It is the System's policy that full-time employees who work overtime hours in non-exempt jobs are normally to be compensated with compensatory time (calculated as one and one-half times the hours worked) in lieu of compensation. Compensatory time may be accrued up to a maximum of two hundred forty (240) hours. Employees must be paid for compensatory hours in excess of two hundred forty (240) hours at their current rate of pay. Compensation for public safety employees may be accrued up to 480 hours with excess compensated in cash at the employee's current rate of pay.

Compensatory time that has been accrued shall be applied prior to vacation leave in the event of an employee absence. Employees who have requested the use of accrued compensatory time must be permitted to use such time within a reasonable period of time. In the event that an employee terminates employment or is transferred to another cost center, he or she is entitled to be paid for all unused compensatory time.


LSCS Policy Manual Section adopted by the Board of Trustees on August 7, 2008

IV.C.3. Faculty Rank

Each person appointed to the position of faculty will be awarded the rank of assistant professor, associate professor, or professor.

IV.C.3.01 Assistant Professor

A new faculty member will be appointed to the position of assistant professor if he or she has less than three full-time equivalent years of teaching experience at the college or university level.

IV.C.3.02 Associate Professor

A new faculty member will be appointed to the position of associate professor if he or she has three years or more full-time equivalent years of teaching experience at the college or university level.

After one year of satisfactory teaching at LSCS at the assistant professor rank, as measured by the Faculty Assessment (See F.708, Chapter IV. Human Resources, Board Policy Manual) the faculty member will be appointed to the rank of associate professor.

IV.C.3.03 Professor

Professor appointments are made to faculty who have multi-year contracts and who have served satisfactorily as associate professors for three years within LSCS.

 

LSCS Policy Manual Section adopted by the Board of Trustees on August 7, 2008

IV.C.4. Temporary Duties

Employees may be called upon to perform duties that are assigned to another position in order that students are served and that important functions are performed in a timely manner. Employees who are asked to assume temporarily some or all of the functions of a position will not have any change made to their contractual status and will resume their former duties when the absent employee returns to his/her position or when a permanent replacement is appointed.

IV.C.4.01 Substitution in the Classroom

A person who will teach as a substitute should meet all the same credential requirements as the faculty member.

Generally, a full-time LSCS instructional employee who serves as a substitute will not receive pay for this professional courtesy for the planned absence of another fulltime instructional employee. An adjunct instructor who substitutes for an absent faculty member will be paid in accordance with the part time rate of pay schedule approved by the LSCS Board of Trustees.

A non-exempt employee whose work hours exceed 40 in the week in which he or she substitutes will be entitled to receive overtime or compensatory time in accordance with the Board Overtime Policy.

IV.C.4.02 Replacement Instructor

If a faculty member or an adjunct cannot meet his or her instructional responsibilities over an extended period of time, the college chief instructional officer is to arrange for one or more persons to assume the faculty member's assigned classes. An employee who accepts the additional classroom assignment will receive additional compensation in accordance with the compensation schedules and guidelines.

IV.C.4.03 Interim Appointment

An interim appointment refers to the Chancellor's appointment of a full-time employee to a different position for a period of time that is usually shorter than a calendar year. The employee who is appointed to interim service will receive a monthly stipend approved by the Director of Compensation and Compliance until a replacement is hired or the interim assignment is ended.

In most instances, a person who is serving an interim appointment will not be permitted to be a candidate for the permanent position for which he or she was asked to serve. Prior to the appointment of a person to an interim position, the LEO will apprise the Chancellor of the recommended interim's intent regarding application for the permanent position. The Chancellor may permit an interim to participate in the search as a candidate if:

  1. The position to which the interim will return does not report to the permanent position; or
  2. A national search will not be conducted for the permanent replacement; or
  3. Each employee who is capable of performing the position's responsibilities on an interim basis desires to be a candidate; or
  4. The person proposed to serve as interim has special skills or knowledge essential to address time-sensitive and critical Issues which must be addressed by the interim.

IV.C.4.04 Acting Capacity

An employee serving in an acting capacity refers to the Chancellor's appointment of an individual to serve a specific length of time in a position to replace temporarily a permanent employee who has been approved for a leave. A permanent salaried employee who is appointed to an acting position will receive a monthly stipend approved by the Director of Compensation/Compliance until the date of the permanent employee's return.

In unusual circumstances, a person who is not a current employee of the System may be appointed to a position in an acting capacity, but shall not be issued a contract of employment. In the event that the employee in the permanent position does not resume his or her position as anticipated, the guidance governing interim appointments will apply.

 

 LSCS Policy Manual Section adopted by the Board of Trustees on August 7, 2008

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