Payday

All twelve-month salaried and hourly employees are paid semi-monthly, on the 15th and the last day of the month. If a payday should fall on a holiday or weekend, payment is made on the last workday prior to the holiday or weekend. Should any employee terminate employment during the year, final compensation will be adjusted to reflect actual earnings up to the date of termination. All other employees will receive their checks on the last day of the month. Instructional personnel on 180 and 230 day contracts will have their annual salaries divided into 12 equal payments. They will receive 1/12 of their salary each month beginning in August. Any outstanding balance will be paid in one lump sum at the end of the contract. Personnel teaching on an adjunct or overload basis should review the Adjunct Faculty Handbook (or the Internal Management Memoranda section of the Manual of Policy) for relevant information on paydays for such work.

Payroll Deductions

In addition to those required by law, payroll deductions from college employees' earnings are authorized by the District Board of Trustees when approved in writing by the employee. Please contact the Human Resources Office for additional information or assistance. The following authorized payroll deductions are made in equal installments:

1. Gulf Coast Athletic Association
2. Gulf Coast Community College Foundation
3. Flexible Benefits Plan
4. Florida Association of Community Colleges
5. Habitat for Humanity
6. Insurance
7. Panhandle Educators Federal Credit Union
8. Tax Sheltered Annuities
9. United Way
10. U.S. Savings Bonds
11. WKGC

Payroll Direct Deposit

All employees hired after 12-9-04 will be paid by direct deposit to the bank of their choice. Payroll direct deposit is not available for terminal paychecks.

Probationary Period

All employees are considered to be on a probationary status during the first six months of employment. This is also true when an employee is assigned to a new position whether it be through promotion, transfer, etc. Faculty members are normally granted continuing contract status following three or four years of satisfactory service. The president or his/her designee may return a regular employee to probationary or annual contract status, and the president or his/her designee may extend the probationary period or annual contract of an employee. Please consult the Manual of Policy for specific details.

Procedure for Advertising Vacancies

Normally, when a position becomes available, it is advertised both on and off campus. The size and expectation of an adequate applicant pool will determine the scope and nature of advertising. Positions may be advertised in The News Herald, other local newspapers, the GCCC Human Resources web page, and a variety of other local, state, and national publications. All applicants must apply through the Gulf Coast Community College Human Resources Office. Employees are encouraged to keep their employment application and resume on file with Human Resources current. Internal applicants for position vacancies with personnel records over two years old will be required to complete and submit a new college application.

Resignation from Employment

All college personnel must assume the responsibility of following certain procedures upon resignation from their respective positions. An employee should submit a letter of resignation to the immediate supervisor to be forwarded to the Human Resources Office. In order to receive accumulated annual leave and other terminal leave benefits, the employee must submit the resignation so it is received at least two weeks prior to the date of termination. Payroll direct deposit is not available for terminal paychecks.

Salary Increases

All employees have a common anniversary date of July 1 for salary increases, as approved by the District Board of Trustees. Additional information on salaries and increases may be found under the professional, instructional, or career employee salary schedules in the Internal Management Memoranda section of the Manual of Policy.

Working Hours

All full-time employees, excluding faculty, are required to work 37 1/2 hours per week. The normal workday is 8 a.m. to 4 p.m. Included in the workday is up to one paid 15-minute morning break (optional) and a non-paid 30- minute lunch. A break and lunch period are to be taken on a daily basis and are noncumulative. Any change in working hours must be authorized by the immediate supervisor, the vice president of administration and finance, and the vice president of academic affairs and learning support. Faculty are required to work 35 hours per week. Faculty should consult with division chairs to determine specific work requirements. All faculty and support staff (excluding career service) are required to participate in commencement exercises and Honors Convocation, as well as other graduation activities.