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Compensation

Compensation for each position is based on: knowledge, experience, initiative, skill, education, training, dependability, cooperation, aptitude, ability and overall performance; variety and scope of responsibilities; and demands of the position.

6.1 Compensation

The College strives to provide compensation that is competitive for our community and that recognizes individual effort and contribution to our success.

Compensation for each position is based on:

  • Knowledge, experience, initiative, skill, education, training, dependability, cooperation, aptitude, ability and overall performance.
  • Variety and scope of responsibilities.
  • Demands of the position.

Wage increases are neither automatic nor periodic. They are based on an employee's and the College's performance, not length of service or cost of living. A wage adjustment does not automatically follow a performance review.

6.2 Paydays

Unless otherwise designated by the College, employees will receive their payroll checks every other Friday (bi-weekly) for work performed during the previous time period. When a payday occurs on a holiday, checks will generally be issued on the last workday before the holiday.

For those employees who do not utilize the direct deposit program, paychecks are mailed to your home on the day that they are processed.

6.3 Payroll Deductions

When you begin your employment with the College, you should complete a W-4 tax form declaring any dependents. It is the employee's responsibility to determine the appropriate number of deductions.

Various payroll deductions are made each payday to comply with federal and state laws pertaining to taxes and insurance. Deductions will be made for the following:

  • Federal and State Income Tax Withholding
  • Social Security (FICA) / Medicare
  • Other items designated by or for the benefit of the Employee, or required by state law.

We will make the required legal deductions based on information you provide. At the end of each calendar year, you will be supplied with your Wage and Tax Statement (W-2) Form. This statement summarizes your income and deductions for the year. If you have any questions regarding these deductions, please contact Payroll.

Good faith efforts will be made to correct any improper pay deductions, should such even occur.

6.4 Payroll Calendar

Download current Fiscal Year Payroll Calendar here for pay period beginning and end dates, paycheck issue dates, Human Resources paperwork and Timesheet submission deadlines.

6.5 Direct Deposit

The College maintains a direct deposit program for all employees. Using the direct deposit option will enable you to have your paycheck deposited directly into your personal checking or savings account by the morning of payday. To participate in the program, you must fill out a Direct Deposit Authorization form and forward the form with a voided personal check from your account to Human Resources. Any employee who would like to participate in the program may contact Human Resources for more information.

6.6 Overtime Pay

The College's Overtime Pay Policy conforms to the applicable provisions of the Fair Labor Standards Act and Maryland law.

The Overtime Pay Policy includes the following principal elements:

A. Non-exempt employees will be paid straight time for all actual hours worked up to and including forty (40) hours in one workweek.

B. Non-exempt employees will be paid time-and-one-half their regular rate for actual hours worked in excess of forty (40) hours in one workweek.

C. Only hours actually worked will be used to calculate overtime pay. Paid time off for holidays, bereavement, sick/emergency leave, and vacation will not be considered "hours worked."

D. Employees may be required to work overtime when necessary. Overtime worked by non-exempt employees must be authorized in writing, in advance by your supervisor. Please note that overtime is never at the employee's sole discretion. Failure to receive approval for overtime in advance may result in disciplinary action, up to and including termination.

E. Exempt employees are not eligible for overtime pay or any compensation or bonuses based on hours worked.

If overtime is required, employees are expected to work it. Overtime should only be assigned in those situations where the supervisor in charge is convinced that the work is essential to meet established schedules or deadlines. Advance notice will be given to employees whenever possible; however, employees should be aware that emergencies occasionally arise that do not permit advance notification. In an emergency situation, the supervisor in charge will make every effort, as soon as possible, to notify those employees who are scheduled for overtime work.

(last updated 08/04/10)

6.7 Administering Wages and Garnishments

It is expected that you will meet your financial obligations without involving the College. If necessary, the College will, in accordance with the law, administer wage assignments and garnishments and process them in the legally prescribed manner, which involves withholding the required amount from each paycheck until the debt is paid or a release is received and obligation ceases.

Maintenance, alimony and child support orders are not considered assignments or garnishments for the purposes of this policy.

6.8 Expense Reimbursement

The College will reimburse employees for reasonable and necessary expenses incurred in the course of College business. Reimbursable expenses incurred by employees in the performance of their duties generally include transportation, travel expenses, business meals and entertainment.

All business expenses must be approved in writing by the employee's divisional vice president. Employees with reimbursable expenses must submit approved expense reports, along with dated receipts, to Fiscal Affairs before the end of the budget year. Only the president can authorize exceptions to this policy. Expense Forms may be obtained from Fiscal Affairs.

We strive to distribute reimbursement checks in a timely manner after submission of an approved expense report. Expense policies are set in accordance with applicable law, and, accordingly, expense reimbursements are not considered compensation in any way.

6.9 Shift Differential

Shift Differential is applied to employees in designated shift positions.

5:00 pm - 11:59 pm / 2nd shift: Differential begins at $0.25 for every hour worked during 2nd shift.

12:00 am - 6:59 am / 3rd shift: Differential begins at $0.50 for every hour worked during 3rd shift

7:00 am - 4:59 pm : 1st shift begins, no shift differentials.

(last updated 08/04/10)