Community College of Philadelphia Is Closed Wednesday, February 20, 2019 Due to Inclement Weather

For the safety of students and staff, the Main Campus and the Northeast, Northwest and West Regional Centers will close on Wednesday, Feb. 20, 2019. The College will reopen on Thursday, February 21 at 7 a.m. 

To get the latest weather updates, check your College email or refer to the College websites ccp.edu and myccp.online. You can also check CBS 3, NBC 10, 6ABC and Fox 29 for school closings, or follow the College’s Facebook and Twitter accounts.

Compensation, Work Schedules, and Paychecks

5.1 Compensation

Your position may be covered by one of the College’s salary programs. These programs provide organized and systematic methods of classifying jobs and administering pay. You will be paid on a bi-weekly basis. Faculty and administrative staff are “exempt employees” which means that they are exempt from the minimum wage and overtime pay requirements of the Fair Labor Standards Act (FLSA). Classified and confidential staff are “non-exempt employees” which means that they are covered by the requirements of the FLSA.
                                             
The College offers competitive pay levels. Pay increases usually occur in July for administrative and confidential employees and in September for faculty and classified employees.

All full-time administrative and confidential/classified salaries are specified in ranges from a minimum to a maximum. Classified and faculty initial hire rates are set by contract. Salaries for administrative staff are established by grade range, education and experience, and internal and external equity. Minimums and maximums can be changed either by collective bargaining (for union employees) or action of the Board of Trustees (for non-union employees.)

For further information, contact the Human Resources Department at extension 8035.

5.2 Job Classifications

For faculty, rank is set by contract for both original appointments and promotions. Administrative positions are identified through salary grades. Job descriptions are reviewed periodically for accuracy. Classified and confidential staff have generic job classifications which are linked to a grade and a pay rate range. In addition, job duties more specific to a particular position are found in the initial job posting, in subsequent performance appraisals and updated job descriptions. For administrators, classified and confidential staff, the evaluation process may include an update of actual job duties.

5.3 College Work Hours 

Hours of work are determined by the contract and operational needs. The College maintains core work hours of 8:30 A.M. to 5:00 P.M. The main campus of the College normally opens at 7:00 A.M. and closes at 10:00 P.M., Monday through Friday, and 8:00 A.M. to 4:00 P.M. on Saturday. The Library is open until 5:00 P.M. on Saturday.  Before or after hours entry is permitted if proper authority has been obtained by the employee and identification is shown to security.

Regional Centers 

Northeast Regional Center:

8:00 am to 10:00 pm Monday through Friday during the Academic Year.
8:00 am to 5:00 pm on Saturday during the Academic Year.
8:00 a.m. - 10:30 pm Monday through Thursday during Summer Schedule.

Northwest Regional Center:

7:30 am to 10:00 pm Monday through Friday during the Academic Year.
8:00 am to 4:00 pm on Saturday during the Academic Year.
7:30 am to 10:15 pm Monday through Thursday during the Summer Schedule.

West Regional Center:

8:00 am to 10:00 pm Monday through Friday during the Academic Year.
8:00 am to 5:00 pm on Saturday during the Academic Year.
8:00 am to 10:00 pm Monday through Thursday during the Summer Schedule.

5.4 Four-Day Summer Workweek 

From the second Friday in May through the third Friday in August, the College is on a Monday through Thursday, four-day workweek with core work hours of 8:00 A.M. to 5:30 P.M. A lunch period of one half-hour applies during this period for classified, confidential and administrative staff. 

5.5 Overtime

Classified and confidential employees are eligible for overtime for time worked in excess of 37.5 hours in a normal work week and 36 hours during the summer four-day work week. Paid holiday, sick, personal and vacation time is counted as time worked for the purpose of determining whether the minimum number of hours worked in a week qualifies for overtime eligibility.

All overtime must be approved in advance by the appropriate supervisor. No administrator may receive overtime pay but compensatory time may be available under certain circumstances. Full- time and part-time faculty are not eligible for overtime pay. For further information, consult the collective bargaining agreement for classified employees, or contact the Human Resources Department at extension 8035. 

5.6 Compensatory Time for Administrative Staff 

Compensatory leave is available to administrative employees for time worked under the following conditions:

  • Scheduled time worked on a weekend, holiday, during period of time the College is officially closed, or if work involves an extraordinary number of assigned work hours.
  • The administrative staff member is in salary grade 1 through grade 6.

Compensatory time must be approved in advance of working the extra hours by the employee's immediate supervisor. The appropriate vice president and immediate supervisor shall approve compensatory time.

The supervisor must approve the time frame for using accrued compensatory time. Compensatory time normally cannot be carried over to the next appointment year.

To view the policy (Policy 260), please access Administrative Vacation and Other Leave Time Policy

5.7 Part-Time Teaching by Administrative Staff

Administrative Staff who teach part-time at the College must do so outside of their normal scheduled working hours. This teaching assignment must be pre-approved by the staff member's supervisor and the vice president for the division, and by the Vice President for Academic and Student Success.

Exceptions to this policy will only be made in extraordinary, exceptional circumstances.

5.8 Pay Schedules and Direct Deposit

5.8.1 Pay Schedules and Payroll Direct Deposit

The College pay schedule is bi-weekly, with a usual total of 26 pays per year.

Employees are encouraged to enroll in the payroll direct deposit service provided by the College. Under this plan, paychecks are deposited automatically into employee designated checking and/or savings accounts at the start of the business day for each scheduled College payday. 

Direct deposit pay statements may be printed each payroll period by logging into your MyCCP account online. Employees do not receive a written pay statement.
 
To join the direct deposit program, the Direct Deposit Authorization Agreement must be completed and submitted to the Payroll Office.  The Direct Deposit Authorization form can be obtained from the Payroll Office or the Human Resources Department.

Direct Deposit Form

Please notify Payroll when changing or closing bank accounts designated as direct deposit accounts.
For those employees who elect not to participate in payroll direct deposit, paychecks are distributed on pay Fridays on a bi-weekly basis in the Payroll Office, Room M1-2 from 8:30 a.m. to 4:00 p.m. and on Thursdays during the four-day work week period (during summer months) from 8:30 a.m. to 3:00 p.m. Identification cards must be shown. Checks not picked up by the end of the payroll distribution period are mailed to the employee’s home address of record.

For further information, contact the Payroll Office at extension 8123, Room M1-2.

5.8.2 Payroll Deductions

The College automatically deducts City Wage, Federal, State, Local, Social Security and Medicare taxes from employee paychecks. Regular payroll deductions will also be made for other items, such as enrolled benefits that require a contribution (e.g., retirement plans, healthcare or dependent care flexible spending accounts) and College parking.

Changes in deductions must be submitted in writing to Human Resources. For example, changes to Federal tax withholding rates require submission of a new W-4 Form. Other examples of deductions that can be changed include tax deductible contributions to the College, credit union deductions, United Way deductions and deductions for U.S. Savings Bonds.

Questions about benefits and benefit deductions (e.g., healthcare or dependent care flexible spending accounts) or tax-deferred savings (e.g., retirement plan contributions) should be addressed to the HR Benefits Office at extension 8208.

5.9 Timekeeping

All departments submit Departmental Time Reports to Human Resources for administrative staff and 12-month faculty. This report records the days in a normally scheduled workweek that were not worked for reasons such as sick, personal time or vacation time. 

5.9.1 Time Sheets

Certain employees, including full and part time classified and confidential staff, part time lab aides, part time learning lab specialists, site administrative associates, and part time librarians, among others, complete time sheets recording actual start and end times, to include hours worked plus time not worked (e.g., sick, personal time and vacation time).

The time sheet must show the actual time that the individual started work in the morning, the actual time the individual stopped working to go to lunch, the actual time the individual returned from lunch and the actual time the individual stopped working for the day.

The faculty or staff member’s signature on the time sheet serves as a certification that the times in and out and the hours worked and/or absence are a true and accurate representation of the individual’s time in their job for the applicable pay period.

Falsification of time records may result in disciplinary action up to and including termination of employment.

5.10    Philadelphia Wage Theft Ordinance

Commencing July 1, 2016, employees may file official wage thief complaints with the City of Philadelphia’s Wage Theft Coordinator. Qualifying complaints submitted by a proper party will be reviewed and resolved by the Wage Theft Coordinator.
                                                    
Wage Theft means a violation of the Pennsylvania Wage Payment and Collection Law or any State of Pennsylvania or Federal Law regulating compensation where the work is performed in Philadelphia or the employment contract underlying the violation is made in Philadelphia.

More information can be viewed at http://phlcouncil.com/wp-content/uploads/2016/07/Wage-Theft-poster.pdf

5.11   Accurate Pay and Complaint Policy

It is the policy of Community College of Philadelphia to accurately compensate employees and to do so in compliance with all applicable state and federal laws and collective bargaining agreements. To ensure you are paid properly for all time worked and that no improper deductions are made, employees must record correctly all attendance and/or time records (Time Reports and Time Sheets) in accordance with Section 5.9, and review your paychecks promptly to identify and report any errors.  

The College makes every effort to ensure our employees are paid correctly. Occasionally, however, inadvertent mistakes can happen. When mistakes do happen and are called to our attention, the College promptly will make any correction that is necessary. 

When you receive your paycheck please review it carefully to ensure that you were properly paid in accordance with your position classification and no unauthorized deductions were made.  Non-exempt employees should make sure they were paid correctly for all regular and overtime hours worked each workweek. Exempt employees should make sure they were properly paid their annual base salary for their regular position and if they have any assignments outside of their regular position (e.g., an extended time assignment or overload assignment for faculty) that they were properly paid for that separate additional assignments. Exempt employees’ salaries will not be reduced for any of the following reasons: (1) partial day absences for personal reasons, sickness or disability; (2) absence because the College is closed on a scheduled work day; (3) absence for jury duty, attendance as a witness or military leave in any week in which the employee has worked; or (4) any other deductions prohibited by state or federal law. Employees are required to use available vacation, personal or sick time for full or partial day absence for personal reasons, sick or vacation reasons.

If you have questions about deductions from your pay, please contact Human Resources immediately. If you believe your wages have been subject to any improper deductions or your pay does not accurately reflect all hours worked, you should report your concerns to the Associate Vice President for Human Resources or the Manager, Human Resource Information Systems at extensions 8083 or 8098 in Human Resources or to the Manager of Payroll at extension 8120.  If you have not received a satisfactory response within five business days after reporting your concern to Human Resources and you are unsure who to contact to correct the problem, please immediately contact the Vice President of Business and Finance at extension 8029. 

Every report will be fully investigated.  In additional the College will not allow any form of retaliation against individuals who report alleged violations of this Section 5.11.