Full-Time Employee Handbook
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Dear Colleague: Welcome
to Given
the nobility of our mission, we all play a vital role in supporting our
students, no matter our function. We
welcome you as a colleague and we count on you to lend your skill and talent,
as well as a strong “can-do” attitude to help our students achieve success. We hope this handbook will be useful in helping
you understand more about Quinsigamond.
Ideally, it will supply you with the tools to discover all that you need
to know to prosper and flourish here. Please
feel free to come to anyone - including me - with questions, issues and
perceived challenges. One of the
College’s seven strategic goals is a commitment to nurture, mentor and support
the faculty and staff on whom we rely to execute our mission. Our success in strengthening and supporting
you in your role serves in the end to strengthen and support the whole College. We
are pleased that you have decided to join us; we will do what we can to ensure
your success. We who work at Sandra Kurtinitis, Ph.D. President This
handbook has been designed to help you become familiar with some of the
practices, policies and benefits available to QCC employees. No handbook can provide all the comprehensive
information you may need and therefore references to other resources and
policies are provided where necessary.
For additional information you may contact the Office of Human
Resources. The
purpose of this handbook is to provide general information about the
College. The handbook is not meant to
be a contract nor to supersede or contradict any state or federal law,
collective bargaining agreement or Commonwealth of Massachusetts Board of
Higher Education (BHE) policy that pertains to any employees. From
time to time the policies and practices described in this handbook may change
without prior notice to you. We shall
make every reasonable effort to keep you informed of changes that may effect
your employment with QCC. If you have
any suggestions concerning this publication please feel welcome to forward your
comments to the Office of Human Resources. Vision: To
mold a technologically literate, yet humane, citizenry, able to thrive, not just
survive, in the world as global village. Values:
Ideals: The
Ideals supported by the
For
over 40 years, The
student body at Quinsigamond is as diverse as the communities from which it
comes. Some are traditional age 18 year
olds coming directly from high school.
Others have been out of high school for two or three years and decide to
return to improve their skills. There
are others who have attained undergraduate and graduate degrees already and
have decided to return to enhance their skills or gain new ones. Many
Quinsigamond students have family obligations as well as full and part-time
jobs. The college provides flexible
scheduling in most programs to help accommodate as many needs as possible. On-campus child-care is also available. In addition, the college has a number of
specialized programs designed to foster continued success. The Quinsigamond
is one of twenty-seven colleges and universities in the
Academic
Calendar
The
College offers academic programs not only during the Fall and Spring terms but
also during the Winter Inter-session and Summer I and II sessions. As the College has expanded to meet the
changing needs of the Quinsigamond’s main campus
at
·
·
·
Surprenant
Hall/Hebert Auditorium
·
Ahlfors Hall
·
Early
·
·
Athletic Center The
College also operates a center in the heart of downtown The
College is accredited by the New England Association of Schools and Colleges
(NEASC). Membership in the Association
indicates that an institution has been stringently evaluated and found to meet
high standards agreed upon by qualified educators. The College is also a member of the American
Association of Colleges and the Colleges of Worcester Consortium. Individual programs of study are also fully
accredited by various agencies. For a
complete listing please refer to the College Catalog. Academic Affairs
Academic
Affairs is that branch of the College that oversees the delivery of all of the
College’s educational programs. The
College offers more than fifty degree and certificate programs, as well as a
wide array of non-credit and credit offerings via the Center for Continuing
Education. Within Academic Affairs are
the following areas:
For
more information about the College’s academic programs and courses of study
please refer to the current course catalog. Enrollment and Student Services
The
Division of Enrollment and Student Services provides potential and current
students with a broad range of services to assist in the teaching and learning
process. The goal of this division is to assist students in reaching their
academic and career goals and to develop as individuals who can be successful
in today’s global society. The division
offers the following services:
This
Division serves also as a resource for and works collaboratively with faculty
and staff on a variety of topics. Business Office
The
Business Office is responsible for College financial matters including payment
of College expenditures, maintenance of all departmental and grants budgets,
disbursement of funds for student loans, scholarships, financial aid and
refunds, and payroll management and employee travel expense reimbursement. This
office also accepts payment of tuition, fees and parking fines. Human Resources Department
The
Human Resources Department is a source of information or referral for all
employees. Among the services provided:
Information about many College Departments and
Services is available on the QCC
Intranet Resources site:
http://www.qcc.mass.edu/qcchome/. Visit this site for Department and Office
Listings, Employee E-mail Directory, Frequently Used Forms, Instructions and
Manuals, HelpDesk Support, College Travel Reimbursement Guidelines and
Technology Training.
Athletic
Complex
Quinsigamond's physical education complex includes a
swimming pool, gymnasium, saunas, exercise area, and locker room facilities. Membership is free for employees and
students.
For more information about programs and building hours dial Ext. 4317.
Automated
Teller Machine (ATM)
The
Bank of America ATM is located in the lower level of the
Bookstore
The
Bookstore, located on the lower level of the Cash, checks, and major
credit cards are accepted at the Bookstore. Employees receive a 10%
discount (20% at special occasions) on many items except candy, textbooks,
newspapers, and software (already discounted). Hours of operation,
including extended hours at the beginning of each semester, are posted on the
website: http://bookstore.qcc.mass.edu Bulletin Boards
Bulletin
Boards are the property of Business Cards
Professional
staff may request business cards through the Office of Human Resources. Please call Ext. 4445.
Children’s
School and
The
Quinsigamond Children's School consists of two preschool programs for children
2 years, 9 months to 5 years of age: Laboratory Nursery School‑half day
and Campus Child Care‑full day. Both are designed to provide a rich
learning environment for children of students, faculty, staff and the
The
School accepts applications from the community on an ongoing basis for its two
preschool programs. The Center is accredited by the For
more information about enrollment eligibility and fees call Ext. 4220.
College
Closing & Inclement Weather
Each
year during the fall, the College distributes its most current information for
cancellation of classes due to inclement weather. In the event classes and/or activities are
canceled due to snow or other inclement weather the following procedures
generally will be followed. The
decision to close the campus in each instance will be based upon the best
information available regarding:
The
decision to cancel classes will be made and conveyed to area radio and
television stations and Telegram and Gazette City Line (508.792.9400, ext.
4224) at the earliest possible time -‑ usually by 6:00 a.m. of the day in
question. You may also dial the college's Inclement Weather Line at (508) 854‑4545
or check the web site. The decision
regarding evening classes will be made as early as possible before Information
will be reported by: Radio: WTAG (AM 580) TV: WCVB
Channel 5 WSRS (FM
96) WBZ
Channel 4 WBZ (AM 1030)
WHDH Channel 7 WORC (AM 1310) WXLO (FM 104.5) WRKO (AM 680) If
classes are canceled only Assigned Non-unit Professional Staff and those
Classified Staff designated as “Essential Personnel” must report to work. When classes are delayed all staff, except
“Essential Personnel” who may already be at work, should report to work at the
delayed start time. Commencement
Commencement
is a major annual event for the QCC community.
It is the ceremony at which we recognize and honor the academic
accomplishments of our students.
Degrees and certificates are conferred three times a year, after the
Fall and Spring semesters and after the Summer Session. However, Commencement Exercises are conducted
once per year in May. All students who
complete degree or certificate requirements during the academic year have their
names published in the program and are eligible to participate in the
Commencement Ceremony. Faculty and
professional staff are required to participate in Commencement Exercises in
accordance with their academic roles.
The Academic Procession is composed of all members of the faculty and
professional staff. Other staff members
who have earned bachelor’s or higher degrees are invited to march in the
Academic Procession if they so desire.
The College will rent regalia for those who do not own their own. Order forms are made available in advance of
the Commencement Ceremony. Dental Hygiene Clinic
QCC offers an academic
program in dental hygiene thus we are able to provide basic dental services to
our students, staff and the public for nominal fees. The clinic is open during the academic year
offering the following services:
For
appointment and Fee Schedule call (508) 854-4306.
Emergency
Services and Campus Safety
Emergency
On‑campus,
DIAL 4444 Off‑campus,
DIAL 1 (508) 854‑4444 These numbers may be used 24
hours a day, 7 days a week. Campus Safety
Campus
Safety at QCC involves the entire community working together in an effort to
provide a safe and secure campus environment. The department provides
educational and safety programs for the campus community and is proactive in
prevention and security. To fulfill this goal, the department seeks community
involvement, encourages interactive relations and a combined police and
community approach to problem solving. Crime Awareness and Campus Security In
compliance with the Crime Awareness and Campus Security Act of 1990, the
Department of Public Safety annually prepares a separate pamphlet for
distribution to the college community.
Events
Scheduling Procedures
You
may schedule an event on campus up to a year in advance. Use the online form at
www.qcc.mass.edu/qcchome (Frequently
Used Forms) or call Ext. 4298 describing the event, location, time and contact
person. The
College Schedule of Events is maintained on the QCC Intranet under the Office
Listing/Events. It is also possible to determine if a room is available or not
by accessing the Public Folder through MSOutlook (email software), then select
Room Scheduling from the folder. The
calendar will display confirmed room reservations. This information may help you in planning an
event or activity. However it is
advisable to verify with appropriate Administrative Services staff member(s)
prior to making plans. Following
is a list of other rooms/areas of the College (not listed in the Public Folders)
that may be reserved for college related events with the telephone extension
for information:
FAX Guidelines and Procedures
College
FAX machines are to be used for college business only and should be used
when
FAX Procedures for Central FAX Service (Located in
Mail Room)
Food
Services/Catering
The
College dining area is located on the lower level of the Link
to the menu via http://www.qcc.mass.edu/foodservicemenu/menu.xls A
snack shop, located in the The
Food Services Department has banquet and catering services for events located
on the QCC campus from coffee breaks to full service luncheons or dinners. The
department also offers special take home services such as baked pies during the
winter holidays, Dinner Specials and other special orders. Announcements are generally made via campus
email. The
Executive Office of Massachusetts Community Colleges publishes a “Good News
Report” that is distributed to the Board of Higher Education as well as to each
of the colleges and various other state agencies. The items submitted for
publication may relate to faculty, staff, students, or administration
activities on or off campus. This is an
opportunity for QCC to do a little bragging.
Employees are encouraged to share stories about activities (either on or
off campus) in which the college or any member of the college community had a
high degree of involvement by submitting the information to appropriate public
relations staff.
Job
Postings
In order to provide equal employment opportunities to
College personnel, students and campus visitors the Office of Human Resources
posts job vacancies on College bulletin boards located on the first floor of
the Administration Building near the Office of the President, outside the HR
office (Room 223), in the Facilities Department in the Athletic complex, in the
Faculty Lounge (Surprenant) and on the QCC web site at www.qcc.edu. Library
The Alden Library, located in the The library subscribes to several
excellent full text periodical and reference databases through InfoTrac,
EBSCOhost, and New York Times Online.
The QCC Library is a member of the Central/Western Massachusetts
Resource Sharing network (C/WMARS). As a
result, QCC employees and students have easy access to over 1.4 million books
via the C/WMARS online catalog. A complete list of library services,
hours, and resources can be found on the Library’s homepage: http://www.qcc.mass.edu/library Library staff can help with setting up
faculty reserves, ordering materials via interlibrary loan, acquiring materials
for the permanent collection, and arranging for library instruction sessions. The library’s online public access
catalog and many of the electronic reference and periodical databases can be
accessed from home or office. Directions for using remote access are on the
Library’s homepage under “Off Campus Access”.
Mail Room
All
Outgoing
college mail left in the mailroom after Whenever
possible, mail should be sent out at the bulk mail rate. Two hundred (200) or
more identical pieces qualify for this considerably lower rate. Unless
an item is clearly marked on the outside with a College purchase order number,
it is assumed to have no dollar value and is placed in the mailbox of the
addressee. If you are ordering items of value and are paying for them
personally, you should have them delivered to your home address. The College
cannot be responsible for items that are ordered by individuals for personal
use or are ordered without using College purchase orders. Mailing labels for on-campus or outgoing mail are
available from the Office of Human Resources for staff addresses and from the
Registrar’s Office for student addresses. This information/service is provided
only to authorized personnel. Please note that when using campus mail services it
is helpful if you use the addressee’s Box #, and also provide your own number
for return response. The College Mail
Box List is online at
www.qcc.mass.edu/MailRoom. For more information or unique shipping needs
call the Mailroom Ext. 4568. For your personal convenience there is a
Media
Services
Notary
Public
On
occasion you may need to have your signature notarized for an official
document. Several employees on campus
are notaries. For referral contact the
Office of Human Resources.
Parking
There is no charge for parking on the College campus. However there is a limited number of parking
spaces and thus no guarantee that you will be able to find an available
space. Parking is on a first come, first
served basis. Employees
Students and Visitors Students and visitors are allowed to park only in the
three large parking lots across from the gym and playing fields. Student
parking decals are required and may be obtained at the Registrar's Office, the
Bookstore or from the Office of Public Safety.
·
Motorcycles/bicycles
may be parked in the designated area near the Public Safety Office on the north
side of the
·
Medical and
handicapped permits are issued upon application to the Office of Disability
Services Special Events Reserved Parking Requests
for reserved parking for specific needs should be directed to the Office of Public Safety. Public Safety staff will provide instructions
and assistance with parking and traffic control. Violations Campus
Public Safety staff enforce campus parking regulations. Violations may result
in Appeals To
appeal or contest a violation you must submit a written appeal to the Parking
Clerk. Forms are available in the
Business Office located in Room 220A of the Towing Any
vehicle parked in a fire lane may be towed at the owner’s expense. All campus roads are fire lanes, and any
section of road not clearly marked as a parking space is considered a fire
lane. For a complete listing of the rules and procedures
regarding parking on campus refer to the Quinsigamond Public Safety
Department’s Parking and Traffic
Regulations brochure. This information is also available on the
Intranet site: www.qcc.mass.edu/safety Photocopy/Printing Services
Self-service
photocopy machines are located throughout the campus. These require a PIN # (not to be shared with
others) that may be obtained from the Print Shop. Please limit use to as few
copies as possible, preferably no more than 10 copies of an original page and
no more than 5 originals. Larger jobs may be accommodated much more efficiently
and economically at the Print Shop. Coin operated machines primarily for
student use are available in the Library and in the lobby of Hebert Auditorium. The
Print Shop hours are Monday through Thursday, Walk‑in
service: Small jobs needed quickly may be brought in between Regular
service: Allow 24 hours for most jobs, longer at busy times such as the
beginning and end of each semester. Please consult with the Print Shop Manager
on "special handling" jobs, e.g.; hand collating, punching, padding,
etc. Online service: You may submit your job using the for
provided on the College’s Intranet site:
www.qcc.mass.edu/qcchome and link to
Frequently Used Forms. Cost Centers must be clearly marked on the job order form. For budget reasons, the Print Shop stocks only 20# plain white paper. If you require colored paper, paper of a different weight, card stock, NCR paper, etc., you must supply the paper from your cost center. If your work is of an unusual nature, it is always best to consult the Print Shop staff before you place your order. Copyright laws will be respected. Written assurances
of permission must be submitted with material to be copied. Information and
forms may be obtained in the Print Shop.
Publications
at QCC
The
college publishes a wide variety of posters, calendars, brochures, and reports:
* To publish information about an
activity or event call the Open Door at Ext. 4285
Purchasing/Centralized Ordering of Supplies
and Services
For information about
purchasing supplies and service contracts refer to the Purchasing Department
Guide found at: www.qcc.mass.edu/Purchasing.
The staff also publish a newsletter available at this site. In
addition, you will also find information about employee discounts available to
you and your family through vendors who contract with the College. For information about
purchasing computers or software or repair and service contracts contact
Network Services at the Helpdesk or refer to the Intranet site:
www.qcc.mass.edu/helpdesk.
The Facilities Department oversees the recycling
program on campus. We encourage your
participation in these efforts to support the environment. For your convenience blue recycling bins are
available in many areas of the campus for disposal of paper. You may dispose of white or colored paper and
a variety of paper products, however, please do not put books, magazines,
newspapers, hanging files, cardboard, brown Kraft bags/envelopes in these
bins. (Phone books are collected
separately when new ones are issued.) A
list of recyclable materials is available from the Facilities Department. Student groups also sponsor various recycling
efforts throughout the year.
Staff
Development
Through these activities, the Staff Development
Office strives to: * Job Well-Done Picnic
·
Enhance computer
literacy for the faculty and staff. We publish by‑monthly listings of
conferences,
·
Improve
communication.
·
Provide training
that improves teamwork, communication, and the organizational climate.
·
Provide training
that enhances each participant's job skills. This
office also publishes bimonthly listings of conferences, workshops and seminars
as well as producing Visions, the Staff Development Newsletter. For more information call Ext. 4229 or visit
the Staff Development website via the QCC Intranet: www.qcc.mass.edu/qcchome Technology
The
Office of Network Services provides assistance with the purchase of campus
computer hardware and software. For
access to email and on-line computer services you must call this office. This department also provides Help Desk support
with your technical needs. The For
more information concerning use of College technical equipment please refer to
the Acceptable Use Policy on the QCC web site and in the Employment Policies
section of this handbook. Convenient
telephones are available near the dining area in the Administration building
and Staff Lounge (Surprenant) for on campus calls only. Faculty and staff may
use these phones to call their offices or other college extensions. Calls cannot be received on these
phones. Questions
on how to use college telephones should be directed to the Office of Network
Services or the college operator. Union Representatives
Many
employees on campus are employed in bargaining unit positions that are subject
to the terms and conditions of a collective bargaining agreement between the
union and the Massachusetts Board of Higher Education (BHE). Such employees must either join the union and
pay membership dues or pay an agency fee to the union in lieu of
membership. This is a condition of
employment. The union acts as agent on
behalf of all bargaining unit members when negotiating the terms of the
collective bargaining agreement.
Therefore, courts have long held that unions may collect such agency fees. Faculty
and unit professionals are members of the Massachusetts Teachers
Association/Massachusetts Community College Council (MTA/MCCC) bargaining unit;
Adjunct faculty and part time unit professionals are members of the
Massachusetts Teachers Association/Massachusetts Community College
Counsel/Division of Continuing Education (MTA/MCCC/DCE) bargaining unit;
classified staff (except those in positions that are managerial or
confidential) are members of the Association of Federal, State, County, and Municipal
Employees (AFSCME) bargaining unit. Campus
union representatives/stewards are generally available to assist bargaining
unit members with a variety of issues.
If you wish to know the name of your union representative you many
contact the Office of Human Resources.
Employment Status and Records
Employment Categories
Workers
in the Under
federal and state wage and hour laws employees are defined as exempt (salaried)
or non-exempt (hourly). Hourly employees
must be paid in accordance with these laws that provide for minimum wage and
overtime rates. Salaried employees are
exempt from these statutory provisions. Employees
of the Full
time hourly employees (also referred to as Classified staff) are, in most
circumstances, members of the Association of Federal, State, County and
Municipal Employees (AFSCME) bargaining unit with the exception of those hourly
employees who occupy positions that are managerial or confidential. Part-time,
seasonal, and temporary employees may be salaried or hourly and may or may not
be members of a bargaining unit depending upon the position. Part-time faculty, for example, are members
of the Massachusetts Community Colleges Council/Division of Continuing
Education (MCCC/DCE) bargaining unit. In
general part-time, seasonal and temporary employees are not eligible for
employee benefits such as health insurance and paid leave. However, such employees of QCC may be
eligible for certain benefits that are described more fully in the section on
Employee Benefits. Employee Personnel Files
Personnel
files are the property of An
employee or designated representative may access the personnel file upon
reasonable advance notice and only in the presence of the Human Resources
staff. If you are interested in
reviewing your file you may do so in the Office of Human Resources. If it is not possible to accommodate your
request immediately a member of the HR staff will make an appointment for you
to return at a time more convenient for both.
If you wish to have copies of any document(s) in your personnel file, HR
staff will accommodate your request within a reasonable time. Copies of a reasonable number of document(s)
may be provided at no cost to you however large projects (more than 20 pages)
and requests for multiple copies will be subject to a copying fee of $.20 per
page. Personal Data Changes
It
is important that you keep the college informed of any changes in personal data
that may impact your employment. Please
report (in writing) any change of address, phone, marital or dependent status,
emergency contact, beneficiary designation, educational accomplishment or other
relevant information to the Office of Human Resources.
Employment Policies and Procedures
Academic Freedom and Responsibilities QCC
endorses the principles and standards of academic freedom and academic
responsibility as generally and traditionally accepted in institutions of
higher education. The college strives to promote public understanding and
support of academic freedom and to adhere to procedures to assure academic
freedom in colleges and universities. Institutions of higher education are
conducted for the common good and not to further the interest of either the
individual teacher or the institution as a whole. The common good depends upon
the free search for truth and its free exposition. Academic freedom is essential
to these purposes and applies to both teaching and research. Academic
freedom carries with it correlative responsibilities. A faculty member has the responsibility to
his/her colleagues and the College community to preserve intellectual honesty
in the faculty member’s teaching and research.
Furthermore, the faculty member respects the free inquiry of his/her
associates and avoids interference in their work. A
college or university teacher is a citizen and a member of a learned profession
affiliated with an educational institution.
When speaking or writing as a citizen he/she should be free from
institutional censorship or discipline but should be mindful that the public
may judge his/her profession and/or utterances.
Therefore, an instructor should at all times be accurate, exercise
appropriate restraint, show respect for the opinion of others and indicate when
he/she is not a spokesperson for the College.
Accommodation and Non‑Discrimination
for Persons with Disabilities
The
Massachusetts Community Colleges recognize the multitude of barriers that
confront persons with disabilities in access to both employment and education.
Consistent with state and federal statutes that affirm and protect the equal
opportunity rights of persons with disabilities, Quinsigamond Community
College has adopted a policy of non‑discrimination
and equal opportunity for otherwise qualified persons with disabilities. In all
matters of employment, disabled persons will receive full and fair
consideration. We take constructive measures to ensure equal
opportunity in all areas of employment, recruitment, selection, upgrading,
opportunities for training and development, compensation, benefits and other
terms and conditions of employment. Necessary
reasonable accommodations are afforded to any disabled employee to enable such
otherwise qualified disabled employee to perform the essential functions of the
job. Reasonable accommodations are afforded to disabled applicants for
employment to enable them to adequately pursue a candidacy for any available
position. Any reasonable accommodations provided are provided to the extent that such
accommodations do not impose any undue hardship on the College in the conduct
of operations. All facilities may not be available and accessible at
a particular time. However, the College
conducts ongoing monitoring activities to ensure that all divisions or
departments within the College are in compliance with the policy of providing
reasonable accommodation to disabled students and employees. Any
employee or student who believes he/she has been a victim of discrimination due
to a disability may initiate a complaint with the Affirmative Action Officer in
the Office of Human Resources Ext. 2777 or Ext. 4415.
Affirmative Action/Equal Opportunity/Diversity Policy on Affirmative
Action, Non-Discrimination, and Diversity
The
following specific policies are established:
Policy Against Gender and Sexual
Orientation Discrimination
The
College prohibits all forms of discrimination on the basis of gender or sexual
orientation. This prohibition bars all acts that have the effect of denying to
any person equality of right, entitlement, benefit or opportunity by reason of
such person’s gender or sexual orientation. Harassment by personal vilification
is prohibited whenever based on a person's gender or sexual orientation. Any employee who believes him/herself to be
a victim of gender or sexual orientation discrimination may initiate an informal
claim or formal complaint procedures.
Grievance and
Hearing Procedure
Informal A
grievant may discuss the concern or breach with the Affirmative Action Officer.
If a student is involved, the Affirmative Action Officer may consult with the
Vice President of Student Services in an attempt to resolve the complaint. The
purpose of the informal process is to allow for any misunderstandings to be
aired and to provide an opportunity for the grievant and the person alleged to
have violated the grievant's rights to resolve the concern prior to a formal
grievance. Formal Procedure When a grievant believes that he/she has been
discriminated against because of race, color, religion, national origin, age,
sexual orientation, gender or disability status, and the matter is not resolved
informally, the grievant may within thirty (30) calendar days from the date the
grievant knew or should have known of the alleged discriminatory action,
initiate a formal grievance procedure by filing a grievance in writing with the
Affirmative Action Officer. A student who believes that he/she is the victim of
sexual harassment or any other form of discrimination may initiate a complaint
not later than thirty (30) calendar days following the end of the instructional
period when the alleged incident occurred. The grievance shall contain a
statement of all known facts pertaining to the alleged violation and filed on
the Affirmative Action/Equal Employment Opportunity grievance form, available
from the Affirmative Action Officer. Within
fourteen (14) calendar days from the date the formal grievance is filed, the
Affirmative Action Officer shall attempt to resolve the complaint through
discussion with the grievant, the supervisor and other involved persons. If a
student is involved, the Affirmative Action Officer shall also consult with the
Vice President of Student Services. The Affirmative Action Officer may attempt
to mediate the complaint to the mutual agreement of the parties and the
Affirmative Action Officer. If such agreement is reached, it shall be reduced
to writing and the Affirmative Action Officer shall notify the parties and the
President of the closure of the complaint. If the Affirmative Action Officer is
unable to resolve the complaint, he/she shall notify the parties and the
President. To
file a formal grievance in writing, an employee may obtain an Affirmative
Action Grievance Form from QCC’s Affirmative Action Officer in the Office of
Human Resources, Ext. 2777/4415. The form must be completed and returned within thirty (30) days from when the
grievant knew or should have known of the alleged discriminatory action or
harassment. Filing a grievance in
accordance with these procedures in no way abrogates the grievant's right to
file complaints with the appropriate state and federal agencies or with the
court. However, once the grievant initiates proceedings in any other forum,
his/ her rights to proceed under the affirmative action grievance procedure are
waived. State Resources: Federal Resources: Equal Employment
Alcohol and
Drug Policies
The
serving and/or consumption of alcohol by students and employees is strictly
prohibited on all College property, in College vehicles, and at all off‑campus
College‑sponsored events. Exception: An event‑sponsoring group or
its designated agent may submit a written request to the President (or his/her
designee) seeking permission for an exception to this policy. To be valid,
permission must be explicit, written, and issued in advance (7 days) of the
event. At College functions where alcohol is available, State laws will be
enforced. Use of College funds for the
purchase of alcohol is prohibited. Possession, Use, Manufacture, or Distribution of
Drugs (In conformance with the Drug Free Workplace Act of 1988): Employees
convicted of any criminal drug statute violation in the workplace must, within
five days of said conviction, report it to the Director of Human Resources
through written notification. The College, within thirty days of receiving such
notice with respect to an employee who is convicted, will:
Information, Training, and Assistance
The
College sponsors a variety of alcohol and drug education programs for students
and employees. The College also provides an Employee Assistance Program
administered by The Wellness Corporation and available 24 hours per day, seven
days per week at 1‑800‑828‑6025. Conflict of Interest
As
public employees of the State
employees are generally prohibited from having a direct or indirect financial
interest in a “contract” with a state agency.
These include agreements to provide goods/services. Employment also
constitutes a contract with the Commonwealth.
Therefore, state employees are generally prohibited from holding more
than one paid position or contracting with a state agency. The restrictions imposed by Chapter
268A prohibits the most obvious kind of corruption, the taking of bribes and
imposes criminal penalties on public employees who seek or receive payoffs or
kickbacks and anyone who bribes or attempts to bribe a public official. In addition, Chapter 268A prohibits:
If
you have any question about your circumstances and any actual or perceived
conflict of interest you should contact the Office of Human Resources or visit
the Ethics Commission web site: www.mass.gov/ethics
Consensual
Relationships
Under
the policies of the Community Colleges, consenting romantic and sexual
relationships between faculty and student, librarian and student, administrator
and student, classified staff and student, or supervisor and employee are
deemed unprofessional. Because such
relationships interfere with or impair required professional responsibilities
and relationships, they are looked upon with disfavor and are strongly
discouraged. Criminal Offender Records Information (CORI)
Freedom of Information and Public Records Law The Massachusetts Public Records
Law (PRL) and the U.S. Freedom of Information Act provide the public with a
right of access to public information.
This right of access includes the right to inspect, copy or have copies
of records provided upon the payment of a reasonable fee. The Massachusetts Public Records Law broadly
defines “public records” to include all documentary materials or data,
regardless of physical form or characteristics, which are made or received by
any officer or employee of any The most frequently invoked
exemption and the one most pertinent to College employees is the privacy
exemption. The first clause of this
exemption restricts dissemination of employee medical and personal information
that relates to an identifiable individual and is of a “personal nature.” Generally, medical information will be
considered personal enough to warrant exemption. Personnel information however is exempt only
if it is “evaluative” in nature.
Therefore, it should be noted that public College employees have a
diminished expectation of privacy in matters relating to their College
employment. The second clause involves
requests for information which implicates privacy interests but do not involve
personnel or medical records. In order
to qualify as a privacy exemption, the requested information must involve
“intimate details of a highly personal nature.”
For instance, examples of intimate details of a highly personal nature
would include information regarding marital status, paternity, governmental assistance,
family disputes and reputation. College
employees should be confident that Employees who receive requests for
information pursuant to the Freedom of Information Act or the Massachusetts
Public Records Law should direct such requests to the Office of Human
Resources. QCC
complies with the Immigration Reform and Control Act of 1986 and is therefore
committed to hiring only
Network Services/Computer Information Systems
The
Quinsigamond Community College Information System has been designed and
developed to support and enhance information resources for the students, faculty,
and staff of Violators of College policies are subject to
disciplinary action, including but not limited to loss of computer and network
access privileges. All actions may be appealed by the user according to the
established College appeal process. Disclaimer
·
Quinsigamond
Community College may, at its own discretion, examine, move, or delete files,
including electronic mail, for purposes of system maintenance or if the files
are determined to be disruptive to the system or its users, intentionally or
unintentionally.
·
Information System Acceptable Use Policy The following activities are prohibited:
·
Copying material
bearing copyrights or patents without
proper licensing or authority
Electronic Mail Policy
·
Concealment or
misrepresentation of names, ad dresses,
or affiliations in electronic mail is prohibited.
·
Use of
electronic mail that is threatening, offensive or harassing is prohibited.
·
Electronic mail
is part of the business record of the College and may be inspected or subject
to discovery in litigation and requests
pursuant to the State’s Public Records Law or the Freedom of Information Act. Prohibition on Viewing or Distributing Obscene Materials
Acceptance of Personal Responsibility
·
The user is
solely responsible for all materials viewed, stored, or transmitted from QCC‑based
computers. QCC expects, however, that users will comply with all College rules
and state and federal laws related to Internet use. Failure to do so may result
in the suspension or revocation of a user's access privileges and disciplinary
measures, including the possibility of civil and/or criminal liability. Campaign Finance Law Pursuant
to Massachusetts Campaign Finance Laws, no governmental resources (including
computers, fax machines, modems, printers and/or copy machines) may be used by
any person, including a public employee, whether during work hours or after
hours, to promote or oppose a political candidate or ballot question or to
disseminate information that advocates a particular vote on a question or candidate.
Further, in addition to the prohibition against political fundraising on State
property, a public employee is prohibited from soliciting or receiving,
directly or indirectly, any contribution for political purposes. Computer Harassment No
member of the community, under any circumstances, may use Penalties Any user that violates this policy will be subject to
disciplinary action. Further, inappropriate
use, whether intentional or not, may result in civil and /or criminal
liability, and/or violation of the Electronic Communications Privacy Act of
1986, the Family Educational Rights and Privacy Act, Massachusetts Wiretap
and/or Privacy Laws, defamation, copyright and/or trademark infringement laws
and/or sexual harassment and discrimination laws. Audit Authority
to perform audit and discovery procedures may be given only by the President or
the President’s Designee. Occasionally, to preserve system security and
stability, it is necessary to perform actions that result in the loss of data
or the removal of software. Whenever possible the user will be notified prior
to any action taking place. However, if system security or stability is at
risk, the action will be performed first and the user will be notified at the
earliest possible convenience.
Non‑Retaliatory
Action Notice
It is unlawful for a public employer to take any
retaliatory action against an employee because the employee does any of the following:
Non‑Solicitation Policy
In
an effort to ensure noninterference with the educational activities and
business operations of the College, solicitation by all private, profit and
nonprofit organizations, agencies and/or individuals is generally prohibited but
may otherwise be permitted as follows:
On‑The‑Job
Injuries
In
order to preserve your rights under the Massachusetts Worker's Compensation law
it is important that you immediately report any on‑the‑job injury
to your immediate supervisor and the Office of Human Resources at Ext. 4355. For
emergency assistance contact Public Safety immediately - Ext. 4444. Safety
Emergency Assistance
When
an emergency occurs on campus, it should be reported to the campus Public
Safety Office at Ext. 4444. Campus
Police will respond to the situation and if outside assistance is needed, such
as fire or police service, Public Safety will be responsible for contacting the
appropriate outside assistance agency. Emergency
Phones are located in campus hallways and automatically dial Public Safety.
Emergency Evacuation
To Report a Fire DIAL 4444 PULL
THE NEAREST FIRE ALARM STATION Fire Safety Plan for Non-Handicapped Students and Staff
·
Students and/or
other visitors in offices will be told to leave immediately and follow
evacuation route.
·
Staff located
will immediately lock all desks, file
cabinets, safes, storage cabinets, etc., shut any interior office doors, and
close windows. The last one out, where practical, will leave lights on and make
sure all corridor doors are closed and
unlocked exiting via the evacuation route.
Fire Safety Plan for
Handicapped Students and Staff
Sexual Assault on Campus
Sexual
assault in any form is a criminal offense and will be treated accordingly. As
defined in the Federal Bureau of Investigation Uniform Crime Reporting System,
sexual assault includes forcible and non-forcible offenses. When an allegation of sexual assault
occurring on campus is made, the College will encourage the alleged victim to
pursue criminal prosecution under the Sexual Harassment
Sexual Harassment of a student, employee, or any
other person in the College is unacceptable, impermissible and intolerable. Sexual
Harassment is a form of sex discrimination. It occurs in a variety of situations
that share a common element: the inappropriate introduction of sexual
activities or comments into the work or learning environment. Often, sexual
harassment involves relationships of unequal power and contains elements of
coercion, as when compliance with requests for sexual favors becomes a
criterion for granting work, study, or grading benefits. However, sexual
harassment may also involve relationships among equals, as when repeated sexual
advances or demeaning verbal behaviors have a harmful effect on a person's
ability to study or work in the academic setting. For
general purposes, sexual harassment may be described as unwelcome advances,
requests for sexual favors, and other physical conduct and expressive behavior
of a sexual nature when:
1.
Submission to
such conduct is made either explicitly or implicitly a term or condition of an
individual's employment or education;
2.
Submission to or
rejection of such conduct by an individual is used as the basis for academic or
employment decisions affecting that individual; or
3.
Such conduct has
the purpose or effect of substantially interfering with an individual's
academic or professional performance and creating an intimidating, hostile, or
demeaning employment or education environment. Examples
of conduct which may, depending on the circumstances, constitute sexual
harassment, include: repeated offensive
sexual flirtations, advances, or propositions, continued or repeated verbal
abuse or innuendo of a sexual nature, uninvited physical contact such as touching,
hugging, patting, or pinching, display of sexually suggestive objects or
pictures jokes or remarks of a sexual nature in front of people who find them
offensive, making obscene gestures or suggestions or insulting sounds, indecent
exposure, the demand for sexual favors accompanied by an implied or overt
threat concerning an individual's employment or student status or promises of
preferential treatment. It
is also unlawful to retaliate against a student, employee, or any other person
in the College for filing a complaint of sexual harassment or for cooperating with
investigation of sexual harassment. Any
person in the College who is found to have engaged in sexual harassment is
subject to discipline up to and including termination of employment or
expulsion. All disciplinary proceedings will be conducted in accordance with
applicable collective bargaining agreements and/or personnel policies. When
a student, employee or any other person in the College believes that he/she has
been the subject of sexual harassment, the grievance process is a mechanism for
redress. A grievant may seek recourse
through informal efforts or by filing a formal grievance in writing. A grievant may obtain a Grievance Form from
the College’s Affirmative Action Officer. This form must be completed and returned to
the Affirmative Action Officer within thirty (30) days from when the grievant
knew or should have known of the alleged discriminatory action. In either case, all grievants must contact
the College’s Affirmative Action Officer before proceeding with the Grievance
Procedures. If, however, this Officer is
the subject of the sexual harassment complaint, the grievant may report a
complaint to the supervisor of the Affirmative Action Officer. All reasonable efforts will be made to
maintain confidentiality during the grievance process. The
Massachusetts Commission Against Discrimination (MCAD) is responsible for
investigating and handling complaints of sexual harassment filed in the
Commonwealth. The MCAD is located at
Smoking
Regulations
No
smoking is permitted within campus buildings per state law. Designated smoking
areas have been provided near the Surprenant and Administration buildings. Given all that is generally known about
adverse health effects of smoking and second hand smoke we believe it is in
everyone’s best interest to maintain a “smoke free” campus. For those who wish
to quit smoking there are resources available.
Employees with health care benefits offered by the Commonwealth may
refer to their plan benefit booklet for information about smoking cessation
programs.
Student
Records
QCC will disclose information from a student's
education records only with the written consent of the student, except to
school officials who have a legitimate educational interest in the records. Confidentiality The
Family Educational Rights and Privacy Act of 1974 (FERPA) mandates the
confidentiality of all college students' records and protects their privacy on
campus from intrusion by anyone, including family members. Under certain circumstances FERPA permits
disclosure of directory information without the student's consent: name,
address, telephone number, dates of enrollment, degrees and awards received,
full or part time status, and participation in college activities or sports. Social Security Numbers, academic standing (probation,
dismissal, etc.) test scores, GPA and record of class attendance are protected. Through
the process of subpoena, courts may compel disclosure of student records
information. However, FERPA dictates
that the College provide the student with notice of its intent to comply with
the subpoena in sufficient time to allow the student's attorney to block the
subpoena if he or she wishes to do so. Given the various legal interests
involved, faculty and staff are advised to forward any subpoena to appropriate
college authorities for response. Inquiries
about a student's academic performance should be referred to the Registrar's
Office (4527). Travel Policy
Employees
who travel and incur expenses on behalf of the College may be reimbursed for
these expenses in accordance with QCC Travel Guidelines. Business related travel must be approved in
advance. Before you incur any
expense it is best to verify with your supervisor what expenses are
reimbursable and what documentation will be required. Detailed Travel Guidelines are available via a
direct link at the QCC Intranet Resources site:
www.qcc.mass.edu/qcchome. You will find the policies regarding
reimbursement for lodging, airfare, vehicle rental, personal automobile use,
meals, parking and any other travel related expenses. There are also guidelines for seeking the
most economical rates when making reservations. Should
you have any questions concerning these guidelines, please contact Ext. 4360.
Violence in the
Workplace
Workplace
Contraband
Employees
are prohibited from bringing a weapon to the College. Some examples of weapons are handguns, stun
guns, rifles, pellet guns, knives, mace, batons, and black jacks. Any employee who brings a weapon to any
campus of the College will be subject to appropriate disciplinary action.
This
section provides a brief summary of the benefits available to eligible QCC
employees. For more detail please refer
to the various plan benefit booklets and, where applicable, your collective
bargaining agreement. You may also call
the administrative agency noted or QCC’s Office of Human Resources. Health Care Benefit Plans
The
Commonwealth of Massachusetts Group Insurance Commission (GIC) provides
eligible employees with a choice of several health care benefit plans. A detailed Benefit Decision Guide, published
annually, includes a summary of each plan.
Coverage begins on the first of the month following two full months of service. The employee’s share of the premium is 15% -
25% and is deducted on a pre-tax basis.
(Section 125 of the Internal Revenue Code permits employees to pay for
health care and life insurance premiums on a before tax basis. If you wish to waive this option and have
premiums deducted on an after tax basis you may do so by completing the
appropriate election form.) ANNUAL
OPEN ENROLLMENT Employees
who wish to make changes in their health care plan benefits may do so during
the GIC’s annual open enrollment period mid-April to mid-May. Changes become effective July 1. Information about Open Enrollment is
available in the spring. In the
meantime, if you have a change in circumstances that may affect your
eligibility you may contact the GIC to determine your rights: Group
Insurance Commission (617)
727-2310 Life Insurance Benefits
A) Basic Life Insurance The
B) Optional Life Insurance Eligible
employees may purchase additional term life insurance in increments of $1,000
up to $1,000 less than eight (8) times base salary. Coverage above four (4) times base salary
requires medical evidence of insurability.
Employees who decline coverage when first eligible must wait one year
from the date of eligibility to enroll and must submit evidence of
insurability. This benefit is fully
employee paid. Rates vary based on age
and whether or not you are a smoker. Long Term Disability The
Long Term Disability plan is an income replacement program for active
employees. The plan provides a tax-free
benefit of up to 50% of salary if illness or injury renders them unable to work
for longer than 90 days. Premiums are employee paid and are based on age and
monthly earnings. See the GIC Benefits
Decision Guide for more details or contact the GIC. Dental care benefits are offered to eligible
bargaining unit employees with no employee contribution for premium. Bargaining unit employees are required to
wait six (6) months before benefits begin.
Non-bargaining unit employees must wait two (2) months and contribute
toward the plan’s premium costs. The dental plans vary and offer a variety of basic,
diagnostic, preventive care and restorative services. Benefit levels and reimbursement rates
depend upon each plan’s enrollment options.
Refer to the applicable Plan Booklet for more complete details. AFSCME
bargaining unit members (only) are offered a vision benefits plan at no cost to
employees. There is a six (6) month
waiting period for coverage. The plan
provides a PPO and a limited reimbursement option to non-participating
providers. Benefits include free eye
examinations and discounts on glasses.
For more information refer to the Plan Booklet. Long
Term Care Insurance is available to eligible non-bargaining unit staff. Coverage is available for the insured
employee, spouse, parents, parents-in-law and dependents. The premiums for this benefit are fully
employee paid and costs vary base on the amount of coverage elected and the age
of the insured participants. For more
information refer to the Plan Booklet. Retirement Plans
State Employees Retirement System (SERS) Employees
of the Commonwealth do not pay F.I.C.A., the Social Security Income Tax,
however, all employees are required to pay a percentage of gross wages towards
retirement. These contributions are made on a pre‑tax basis to the State
Employees Retirement System (SERS) and entitle participants to pension benefits
upon retirement. The SERS plan is a defined benefit plan. Contribution
rates vary based upon an employee’s hire/participation date: Hired prior to After After Hired after Eligibility
for retirement in the SERS is based upon a minimum vesting schedule requiring
completion of 10 years of creditable service and minimum age 55, or 20 years of
creditable service at any age. (Vesting
refers to your non-forfeitable right to receive pension benefits.) Employees
who terminate employment prior to completion of five (5) years of service may
receive a refund of their contributions to the plan; those who terminate
employment after five (5) years but fewer than ten (10) may receive a refund of
their contributions plus 50% of the interest earned on funds; and employees who
terminate employment after ten (10) years of credited service may withdraw
their contributions with 100% interest or leave their funds in the plan and
apply for retirement benefits at fifty-five (55) years of age or later. For more information about retirement
benefits you should refer to the Guide to Retirement Benefits for Massachusetts
State Employees or contact: State Board of Retirement Room 1219 (617) 727- 770
www.state.ma.us/treasury/srb.htm Optional Retirement Plan
(ORP) Faculty and eligible administrators are given an
option to participate in the Optional Retirement Plan (ORP), a defined
contribution plan. Eligible employees
must make an election between the ORP and the SERS plan within ninety (90) days
of hire/eligibility. Participation in
the SERS plan is automatic unless there is an affirmative, irrevocable election
to enroll in the ORP. Participation in the ORP provides for immediate
vesting in the employer’s contribution, 5% of an employee’s base salary. The Employee contributions are the same as
those for the SERS plan, 9% of base salary plus 2% of amounts above
$30,000. The plan is a portable plan
and the total account value belongs to the participant without regard to years
of service. Plan investments are
self-directed therefore account income varies based on the participant’s
investment elections. The plan is
currently administered by TIAA-CREF, VALIC and Lincoln National Life Assurance
Company. Participants must choose one
account administrator but may change administrators at any time. The ORP also features a long-term disability benefit as
well as life insurance provisions. OBRA
The Omnibus Budget Reconciliation Act of 1990 makes
it necessary for all part-time State employees to be covered by a retirement
plan. Part-time, seasonal, and temporary
College employees (with limited exceptions) contribute 7.5% of their pay to the
Deferred Compensation Plan. Participants
enrolled under OBRA have a single investment option that guarantees interest
income. Employees are immediately vested
in account funds and may withdraw funds upon termination of employment. For
more information refer to plan documents or contact the Office of Human
Resources. Supplemental Retirement Benefits
Tax
Sheltered Annuities (403 (B) Plans) Tax
Sheltered Annuities are available to employees wishing to supplement their
retirement and defer federal and state income taxes. Such plans are established as a salary
reduction agreement. The annuity contract is between the employee and an
authorized investment firm. These plans are 100% employee funded. For
information about annual limits and "catch‑up" provisions
consult a financial advisor. To enroll
for payroll deductions contact the Office of Human Resources. Deferred Compensation
The Other Benefit Plans
Dependent Care Assistance
The
Dependent Care Assistance Plan (DCAP) permits employees to reduce taxable
income and establish a Reimbursement Account for out-of-pocket dependent care
expenses. Under this plan employees may
have deductions of up to $5,000 per calendar year. IRS regulations require that excess
deductions be forfeited. Therefore, you
must “use it or lose it.” The plan is
offered through the Group Insurance Commission (GIC) and administered by
Sentinel Benefits Group, Inc. Claims for
eligible expenses are submitted to the plan administrator for
reimbursement. Dependent Care Accounts
must be established annually. For more
information refer to the plan documents, contact the Office of Human Resources,
contact GIC (617) 727-2310
www.state.ma.us/gic
or contact Sentinel Benefits Group (781)
246-9050
www.sentinelbenefits.com. The
Health Care Spending Account (HCSA) program is also administered by the GIC and
Sentinel Benefits. Similar to the DCAP
program, employees may defer an amount annually for eligible un-reimbursed
medical expenses and reduce federal and state income taxes. As expenses are incurred they may be
submitted for reimbursement from a personal account established with Sentinel
Benefits. For more information contact
GIC or Sentinel Benefits referenced above. Employee Assistance Program
Eligible
employees who wish to seek professional support with a personal or family
concern may contact a counselor through the Employee Assistance Program (EAP),
managed by The Wellness Corporation.
Services are offered to full and part-time employees as well as to
family members, domestic partners, and retired employees. People may seek assistance from the EAP for
marriage problems, family concerns, work-related issues, emotional distress,
use of drugs and/or alcohol, and many other areas. Furthermore, you and your family may be
assured that use of the EAP is confidential.
For more information call The Wellness Corporation (24-hours a day, 7
days a week) 1 (800) 828-6025.
Education
Benefits
Tuition Remission and Free or Nominal‑Cost
Education
Tuition
remission for employees is governed by Board of Higher Education policy and
requires a six (6) month waiting period for eligibility. Eligible employees, spouses and dependent
children may receive Massachusetts Public Higher Education system-wide tuition
waiver of 100% for state funded programs (except at Adjunct
faculty and part-time staff not otherwise eligible for BHE Statewide Tuition
Remission may qualify for tuition/fee waiver in QCC credit or non-credit
courses. Faculty must have attained DCE
seniority and other part-time employees must have completed a minimum of 780 hours
of work within the past twelve-month period. Benefit forms are available at the
Office of Human Resources. Furthermore,
eligible employees of QCC who enroll in any QCC courses, whether state funded
or non-state supported, may do so without payment of tuition or fees. Only where QCC incurs a cost or fee for such
courses will an employee be required to pay or contribute toward the cost. Additionally,
no‑cost or nominal‑fee staff‑development opportunities
sometimes exist for education, internal grants, training, seminars,
developmental travel funding. Please check with the Staff Development Office in
267A or call ext. 4229 or for more information. U.
Fund – College Investing Plan The
U. Fund is a program sponsored by the Massachusetts Educational Financing
Authority (MEFA) and is managed by Fidelity Investments. The plan provides an easy and effective way
to help employees save for higher education expenses for their designated
beneficiaries. The
plan, which is a qualified plan under Internal Revenue Code Section 529, is
intended for individuals of all income levels and investment styles with higher
education goals for their children, grandchildren, or other loved ones. Whether the student attends a private
college, public university, graduate school, two-year community college or vocational
technical school, anywhere in the The
U. Fund offers a wide range of significant benefits:
For
more information contact the Office of Human Resources at Ext. 2777 or www.Fidelity.com/ufund
or call 1 (800) 544-2776.
Legal
Services/Liability
Public
employees in the As
a public employee, you and your estate are protected from liability up to
$100,000 for injury or loss of property or personal injury or death caused by
your negligent or wrongful act or omission while acting within the scope of
your official duties. A public employee
is required to assist the employer in defense of any legal action. If he/she fails to assist, and that failure
prejudices the defense of the action, he/she may become jointly liable with the
employer and be required to pay all or a portion of any judgment. Certain claims, such as intentional torts or violations of the civil rights of any person under any federal or state law, may be indemnified by the public employer from personal financial loss and expenses, including legal fees and costs, in an amount not to exceed one million dollars. However, no indemnification is granted to any public employee who violates a person’s civil rights if the public employee has acted in a grossly negligent, willful, or malicious manner. M.G.L.Ch. 258.
Tax Withholding
Federal
and State Income Tax Withholding
The
withholding of federal and state income taxes is both a legal requirement of an
employer as well as a service to employees.
The amount of an individual’s tax withholding depends upon the number of
exemptions that he/she claims on the Form W-4.
If you claim 0 exemptions a higher amount will be withheld for taxes
than if you claim 1 exemption. When
determining what number of exemptions, if any, that you might claim you should
consider your tax liability for the previous year and/or consult with a
professional tax/financial advisor.
Staff in the payroll or human resources offices cannot provide this kind
of advice. You
may change your tax withholding at any time.
Any election will remain in effect unless you authorize a change in
writing. However, employees who have
claimed exemption from tax
withholding must complete a new form every year. Medicare Tax
Employees of the
Commonwealth do not pay F.I.C.A.
tax, however, employees hired after
March 31, 1986 are required to pay the Medicare portion of the Social Security
tax. (1.45% of gross wages.) The employer matches these contributions.
Miscellaneous
Fringe Benefits
The
COMECC is an annual campaign conducted by Commonwealth employees to raise funds
in support of various charitable institutions.
Employees may contribute to one or more agencies and have the
contributions deducted from their pay.
The campaign is conducted each fall semester when you will receive a
brochure listing the participating organizations. Employees of the Commonwealth support a
variety of social, educational, environmental and relief organizations, both
domestic and international, through this campaign with the convenience of
payroll deduction. Mass
Buying Power
Employees of the College are
eligible for free membership with Mass Buying Power. For more information about discounts on
automobiles, appliances, travel, legal services, etc. call (781) 829-4900 or
visit: www.massbuy.com Savings Bonds Deductions for U.S. Savings Bonds Series EE are
available. For more information about this program contact the Office of Human
Resources. Leave Plans
Sick Leave Employees
who work a twelve-month schedule accrue sick leave each pay period for a total
of fifteen (15) days per year; faculty
accrue up to 10 days per year and eligible part-time employees accrue sick
leave in proportion to their regular work schedules. Sick leave not used in a year may be
accumulated. Sick
Leave Bank Members
of the MCCC bargaining unit and eligible non-bargaining unit employees are
enrolled as members of a Sick Leave Bank during the month of October unless
they waive participation (in writing.)
Participation requires a contribution of seven and one-half (7.5) hours
of accrued sick leave upon initial enrollment or to maintain enrollment if
additional contributions are needed to avoid depletion of the Bank. Participants who become ill and exhaust their
own leave accruals are then entitled to draw upon the Bank in accordance with
QCC’s policy. For more information refer
to the Non-Unit Professionals Personnel Policies Handbook, July 2001 and the
BHE/MCCC contract. Personal Leave Eligible
full time employees (non-faculty) are credited with three (3) days of personal
leave on January 1. Faculty members are
credited with two (2) days. Such leave
credits do not carry forward from year to year.
Vacation
Leave Eligible
full time unit and non-unit professional staff who work twelve (12) months per
year are entitled to annual vacation leave of twenty-two (22) days per
year. Leave accrues at the rate of
.084615 hours per each hour worked.
Eligible part-time employees accumulate vacation leave credits in
proportion to their service. The rate
of vacation leave credit increases with years of service. At anniversary dates commencing after six (6)
years of service, sixteen (16) years of service and twenty-five (25) years of
service annual accruals are correspondingly increased to twenty-three (23)
days, twenty-five (25) days and thirty (30) days. Full
time Classified staff are credited with vacation leave accruals with an annual
accumulation of ten (10) days per year for service up to four and one half
(4.5) years. Vacation leave credits
increase at anniversary dates according to the following schedule: Holidays
* The
accrual and use of paid sick, vacation, and holiday leave are subject to
limitations and other restrictions.
Therefore, you must refer to applicable collective bargaining agreements
and QCC policy handbooks for specific details.
For additional information you may also contact the Office of Human
Resources. Part
time staff will be eligible for “holiday hours” after completing six months of
continuous service. “ Other Authorized Leave
Eligible
employees may also be entitled to paid leave for Bereavement, Court/Jury Duty,
Military Service, Sabbatical, or other discretionary purpose. Furthermore, eligible employees may take
leave without loss of benefits or seniority for Maternity Leave, Family
Medical/Adoptive Leave, Small Necessities Leave, Educational/Professional Leave
or other qualified purpose. For more
information about eligibility, limitations and restrictions refer to applicable
collective bargaining agreements, QCC policy handbooks or contact the Office of
Human Resources.
Work
Schedules
Attendance
Reports All
employees of the College must submit an attendance report. Practices vary by department so you should
contact your immediate supervisor for instructions so that you will not miss a
salary payment. Alternative Work Schedules
The
College offers staff the option of alternative work schedules with flexible
scheduling during the summer and during the fall to accommodate winter breaks.
Detailed information is published seasonally and, if you are eligible, you may
coordinate scheduling arrangements with your immediate supervisor. Payroll and
Deductions
HR/CMS Pay
Advice
Employees
paid through the Commonwealth’s Human Resources/Compensation Management System
(HR/CMS) are paid bi-weekly, every other Friday. The pay advice for this system provides
detail about leave accruals and payroll deductions through the week preceding
the payday. For example, employees paid
on Direct Deposit
With
HR/CMS your pay will be deposited into the account(s) you specify. You may have your pay deposited into one or
more accounts based upon your priority.
If you wish to pay your mortgage to one account, your auto loan to
another and have the balance of your pay deposited to your checking or savings
account you may indicate this information on the direct deposit form. (Exemptions from direct deposit may be
considered only upon demonstration of a hardship.) IMPORTANT
NOTE: You must verify the accuracy of
your direct deposit information. Be sure
that the bank/credit union transit number and your account number are
correct. This information is printed on
your pay advice. You may also contact
your bank on the pay date to confirm the deposit. Many banks have automated telephone lines for
this purpose.
Net Pay
Your
net pay may vary with each pay period depending upon your deductions. The reason is that some deductions are taken
only once per month and some are taken only twice per month. For example, Basic Life Insurance and LTD are
deducted during the first pay period of the month; Optional Life Insurance is
deducted during the second pay period; and Health Care Plan premiums are
deducted during both the first and second pay period. Taxes, Retirement contributions, Tax
Sheltered Annuities, Deferred Compensation, COMECC, and any applicable union
dues deductions are taken every pay period.
Occasionally there are three pay periods in a month when your net pay
will be greater. If you have any questions about your pay or your pay advice
you may contact the Payroll Office. Also
refer below to the chart of deductions and payroll codes.
* The first $2000 in the total of all Retirement
contributions are not subject to MA state tax ** Determined by court order *** MBTA transit passes are Federally tax-free for first $100
Monthly Payroll – Part time Employees
Part-time
employees are paid via the College’s internal payroll system once per month on
the Friday that precedes the last Saturday of the month. The College contracts with ADP (Automated
Data Processing, Inc.) to process this payroll.
Direct deposit is available through this system. Deductions from payroll are noted on the
Earnings Statement identifying Medicare Tax, State and Federal Tax withholding,
union dues/fee (if applicable) and OBRA retirement plan deductions, referred to
as 457B. (This number refers to the
section of the Internal Revenue Code that applies to the plan benefits.) A copy of the ADP Earnings Statement is
included with the Addenda. If you have
any questions about your salary or deductions under this payroll contact the
Payroll Office. Addenda
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