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College Policy Number/Title:

This procedure provides employment definitions and related information for Howard Community College employees.

Term of Contract Employees and Employment Periods

  1. Term of contract is defined as the expectation of employment to be continued for a specified period of time.
  2. The term of contract period for ten-month full-time faculty is two years and is indicated by a two-year continuing contract. The employment period is for ten months in each of the two years.
  3. The term of contract period for 12-month faculty is two years and is indicated by a two-year continuing contract. The employment period is 12 months in each of the two years, including a paid vacation period.
  4. The employment period and term of contract period for administrative, professional/technical and support group members is ten or 12 months, including a paid vacation period.

Non-Term of Contract Employees and Employment Periods

  1. Full-time ten- and 12-month faculty in probationary status will receive one-year assignments as long as they are in probationary status.  The probationary period is a minimum of three years and may be extended to a maximum of five years.
  2. Full-time administrative, professional/technical, and support group members in probationary status are in the probationary period for one year and the employment relationship is at-will during the probationary period (see “Employment” policy 63.03).  An employee who is promoted within the same area or department is placed on a minimum three-month probationary period. In order to be eligible for the three-month probationary period with promotion, employees must have first successfully completed the one-year probationary period.  Probation can be extended by the supervisor if approved by the president or area vice president as determined by the supervisor and approved by the president or area vice president. See "Promotion" procedure 63.03.04 and "Probation" procedure 63.03.02.
  3. For part-time position control/budgeted employees, the employment period is at least 18.75 hours, but not more than 25 hours per week.  The employment relationship for such employees is at-will.
  4. For temporary with benefits employees, the employment relationship is at-will and these employees are not considered position control/budgeted employees.
  5. Adjunct faculty receive assignments ranging from one day to one semester and contracts for adjunct faculty teaching credit courses are for one semester at a time.  Adjunct faculty who teach in the credit division can teach nine credits or three courses with discrete course preparations per semester with no more than 22 credit hours per year.  If an adjunct faculty is teaching for both the credit and noncredit divisions, or teaching and also performing hourly work, the teaching limit is based on hours per week, not simply credits, with the limit being 25 hours/week.  A chart showing the workload limits for those who function as both credit adjunct faculty and hourly/temporary employees is available on the human resources web page.
  6. Hourly temporary employees may not average more than 25 hours per week and may work in multiple cost centers as long as they are within the same department.  A listing of departments is available on the human resources web page.
  7. Employees who are full-time budgeted or full-time temporary with benefits, but who are eligible for a health benefit subsidy in accordance with the federal Affordable Care Act (ACA), are defined as part-time-ACA employees.  Under the Affordable Care Act, employees are considered full-time when working an average of 30 hours per week or more or teaching 22.5 credits or more during a measurement period.  HCC's measurement period is September 1 - August 31 of each year.  Employees in this category must have approval to work equal to or greater than 30 hours per week or 22.5 credits per year or a combination of the hours and credits. The employment relationship for such employees is at-will.
  8. Acting or interim employees are individuals who are temporarily working in a position control/budgeted position for a specified and limited period of time, which will normally be a minimum of a full academic year or a full fiscal year.
  9. A grant appointment is for that period of time that monies are available in whole or in part from a grant or similar outside source.  Such employment will be terminated when no longer needed or when funds are no longer available.

Position Control/Budgeted Core Work Force Positions

Position control/budgeted positions are positions that have been authorized by college administration and are listed on the Howard Community College Position Control Report. Procedure 63.06.07 Position Control provides a description of the position control documentation records in human resources.

Non-Position Control/Budgeted Positions

Non-position control/budgeted positions are all positions that do not appear on the Position Control Report.

Exempt Employees

An exempt employee is one who is exempt from provisions of the Fair Labor Standards Act. These usually include executive, administrative, and professional/technical employees who do not receive overtime pay or compensatory time.

Non-Exempt Employees

Non-exempt employees are those employees who are not exempt from the provisions of the Fair Labor Standards Act, including minimum wage and overtime provision. This group includes support group and some professional/technical employees.  The employee receives overtime pay or compensatory time for work over 40 hours per week.

NOTE: See procedure 63.06.03 Job Descriptions.

Effective Date: 12/6/13