AC NEWS


Chapter 1

1.1 DEFINITIONS
 
Affinity (Related by marriage)
 
         First Degree - Spouse's Father, Mother, Child
 
         Second Degree - Spouse's Brother, Sister, Grandchild, Grandparent
 
Consanguinity (Related by blood)
 
         First Degree - Father, Mother, Spouse, Child
 
         Second Degree - Brother, Sister, Grandchild, Grandparent
 
         Third Degree - Great-Grandchild, Great-Grandparent, Aunt, Uncle, Niece, Nephew
 
Duty Days: The specific days an employee is scheduled to work.
 
Exempt Employees: Exempt status is determined by the Human Resources Office in conformity with the Fair Labor Standards Act (FLSA). Persons in exempt positions are paid on a monthly basis.
 
Job Classification: The official action taken by the Human Resources Office to assign job class and pay grade on the basis of the duties performed or proposed to be performed and responsibilities assigned to the position.
 
Job Class: A group of positions which are sufficiently similar in duties, authority, responsibilities, and minimum requirements that the same title and pay grade may be applied to each position in the group.
 
Job Description: A list of the responsibilities and duties assigned to a job and the minimum qualifications necessary to perform the job.
 
Non-Exempt Employees: Non-exempt status is determined by the Human Resources Office in conformity with the Fair Labor Standards Act (FLSA). Persons in non-exempt status positions are subject to overtime pay and are paid on a bi-weekly basis.
 
Pay Grade: A level on a salary schedule grouping positions of comparable responsibility or difficulty as determined by job classification.
 
Pay RangeThe minimum through maximum pay limits for any pay grade on a salary schedule.
 
Reassignments:
         Promotion:  Movement to a position at a higher pay grade.
         Demotion:  Movement to a position at a lower pay grade.
         Lateral Transfer:  Movement to a position at the same pay grade.
 
Reclassification: Changes in the job duties sufficient to justify the assignment of the position to a different job class.
 
Re-grade: The assignment of a job to a different pay grade as a result of job reclassification or labor market change.
 
Standards of Performance: A list of the primary duties of a position for the purpose of measuring an employee's performance.
 
1.2 EMPLOYEE CLASSIFICATION
 
Three types of positions are in general use at Amarillo College.
 
1.   Administrative: All positions in the Administrative Salary Schedule as approved by the College President.  The term includes professional, supervisory, and administrative positions. 
 
2.      Faculty: All instructional positions, department and division chairs, professional counselors, librarians, and other equivalent positions as approved by the College President.
 
3.              Classified: All positions in the Classified Salary Schedule, as approved by the College President.
 
1.3 TYPES OF CLASSIFIED EMPLOYEES
 
1.      Part-time personnel:  those persons who work 20 or more hours a week. Part-time personnel are eligible for prorated benefits.
 
2.      Full-time personnel:  those persons who regularly work a minimum of 40 hours per week and who are employed at least four and one-half continuous months or for a full semester of four full months or at least 90 working days in a school year. In the case of faculty, an assignment of more than nine (9) load hours each semester in an academic year constitutes full-time status. Full-time personnel are eligible for College benefits.
 
3.      Temporary personnel: are hired for a designated time period and are eligible for college benefits if they meet the criteria defined in the full-time position definition.
 
1.4 PROBATIONARY PERIOD FOR CLASSIFIED EMPLOYEES
 
Classified personnel serve a six-month probationary period. During this period, the employee will be given a performance evaluation after three months and six months of employment and may be terminated without prior notification. While on probation, classified employees are not eligible to use the College grievance procedures, they are not eligible to take paid vacation leave, and are not eligible for vacation payoff upon separation.
 
A break in service, except in the case of layoff and recall within 30 calendar days, will require a new probationary period.  (A "break in service" is defined as the time between an employee's separation from the College and rehire.) A probationary employee is eligible for all regular College benefits including holiday pay and all approved leaves except vacation leave. Vacation accrues during the probationary period but may not be taken until the probationary period is completed.
 
Administrators do not serve an initial probationary period upon employment. 
 
1.5 DRESS CODE
 
Employees must present a clean and neat appearance.  Since College employees work in a variety of settings, they are expected to use good judgment in the type of clothing that is appropriate for their work situation.  Supervisors are responsible for establishing and enforcing appropriate standards of dress for their employees.
 
1.6 CONFIDENTIAL INFORMATION
 
Amarillo College has long recognized that proper management of personal information about an employee is an integral part of protecting the individual's right to privacy. In keeping with this philosophy, all information collected and retained in the employee's personnel file shall be considered confidential and remain in the care and custody of Human Resources staff, unless otherwise specified by law.
 
An employee has the right to review his/her personnel record; however, to ensure the integrity of the file a member of the Human Resources staff must be present while the record is reviewed. Upon providing notarized written consent from the employee, anyone may examine an employee’s personnel file. Individuals in the employee’s chain of command may examine the employee’s file without consent of the employee. Copies of the personnel file contents requested by the employee will be made at the employee's expense. 
 
1.7 EMPLOYMENT RECORDS
 
The permanent personnel record of each employee's work history is the property of the College and will be maintained in the Human Resources Office.  The record will contain the employment application, references, leave records, notice of disciplinary action, eligibility for benefits, and other employment related data.  Each employee is expected to keep the Human Resources Office  and appropriate supervisors informed of any change in the information originally recorded, especially when pertinent to name, address, telephone number, marital status, dependents, banking information, and education level.
 
1.8 PERSONNEL FORM 310
 
The Amarillo College Personnel Form 310 is the primary official document that describes an employee's relationship with the College.  All appointments, change of status, salary adjustments, leaves of absence, and termination actions will be processed on the Amarillo College Personnel Form 310.  The form is initiated by the immediate supervisor and forwarded through administrative channels to the Human Resources Office for formal action.

AC EVENTS