BENEFITS
For a complete summary of all noted below benefits, see ACCD Benefits, Pay, and Other Information.
BENEFITS
For a complete summary of all noted below benefits, see ACCD Benefits, Pay, and Other Information.
Pay Day: All non-temporary employees of the ACCD are paid semi-monthly on the 15th and last working day of the month.
If a regularly scheduled payday falls on a day off, employees will receive pay on the preceding regular work day.
Pay Raises: Whenever the budget allows and the Board of Trustees approves, the ACCD offers a general wage
adjustment to regular employees on September 1. Eligibility may be based on date of hire. The amount of staff raises is determined by the Board of Trustees annually. Faculty raises are based upon these established salary schedules:
The following types of leave are available to ACCD employees:
In addition, various paid holidays are provided throughout the academic year including:
The FMLA entitles employees, who have been employed by the ACCD for at least 12 months, and have
worked at least 1250 hours during the previous year, up to 12 weeks of leave without pay without fear of losing their job for the following reasons:
Under certain conditions, FMLA may be taken intermittently or under a reduced work schedule.
In cases where the need for FMLA leave is foreseeable (birth, adoption, etc.), the employee must provide 30 days' advance notice. In case of medical emergency, the employee must inform the District within 48 hours of becoming aware of the need for the FMLA leave. The District may require a physician's certification of the qualifying circumstances. If both the employee and spouse work for the District, they are entitled to a combined total of 12 weeks for a birth, adoption, placement, or to care for a seriously ill parent. However, they both would retain their individual 12-week entitlement for a personal illness or for the illness of a child.
During FMLA leave, the District will maintain the same level of health benefits the employee had prior to going on FMLA leave. Employees who are paying a portion of the premiums must continue paying that portion. Failure to pay premiums within 30 days will result in a reduction to employee only health coverage. Employee only coverage will be canceled at the end of the initial 12 weeks. HCRA participants must continue their monthly contributions DCRA participants are not eligible to continue their monthly contributions.
Upon returning to duty from FMLA, employees will be entitled to the same, or an equivalent, job as the job they held prior to FMLA, including all pay, seniority, benefits, rank, tenure, etc. They will also be entitled to reinstate any lost or discontinued benefits to the same level as before going on FMLA without any qualifying conditions, such as examinations, waiting periods, or pre-existing conditions. The District will have no further obligation to maintain benefits for employees after the expiration of the initial 12 weeks of FMLA. The failure of an employee to return to work upon the expiration of a family or medical leave of absence will subject the employee to immediate termination unless an extension is applied for and granted.
For additional information, see
Compensation and Benefits: Leaves and Absences Policy DEC LEGAL [ ACCD Policy Online ] and Employee Leave Benefits Procedure DEC LOCAL [ ACCD Procedures ] .
Initial Period of Eligibility
Insurance ( for employee only / no cost to employee ):
Insurance (employees may buy):
For a detailed analysis of the available insurance plans, click Overview of Insurance Benefits. For a summary of the major changes in the insurance program for 2007-08, consult Plan Year 2009 Highlights .
The Emergency Leave Bank is intended to alleviate hardship caused to an employee or the employee's immediate family if a catastrophic illness or injury cause the employee to exhaust all accrued leave time.
The Emergency Leave Bank was created by the employees, for the employees of the Alamo Community College District. Questions on the policies or the procedures herein shall be directed to the Bank Administrator - Homer Smith, 208-8051.
An Employee Assistance Program (EAP) provides free, confidential, and professional assistance to help employees and their families resolve concerns that are hurting their personal lives and/or their job performance. In addition to being private and confidential, the program is voluntary. It is designed so employees can seek the help they need without worrying that someone at work will "find out" about their problem.
When problems at home or at work are causing you difficulty, you have a place you can turn to. ACCD provides a number of free counseling sessions with Deer Oaks Employee Assistance Services for each covered employee and their family members. Additional services are provided on a sliding fee basis or through your health insurance plan. If you need a resource that is not offered by Deer Oaks, they will make sure you get the help you need by referring you to another agency. This other agency may charge you a fee for their services. Your EAP counselor will help you develop an Action Plan to address your problems, and follow-up with you to make sure you get the help you need.
Through your EAP, you and your family members receive free confidential help with your personal concerns before they overwhelm you. Employee Assistance Programs reduce health care costs, boost morale, reduce employee turnover, and increase productivity.
Call 615-8880, identify yourself as an ACCD employee, then ask to speak to an EAP counselor. A professional will briefly discuss your concerns with you, then make an appointment with the EAP counselor at the Deer Oaks Employee Assistance Services office, or, if necessary, refer you to another community resource. Maybe the brief time on the telephone is enough to help you sort out all that is troubling you.
Faculty / Staff parking permit decals are required to be displayed on the front window (above the motor vehicle registration and inspection stickers) in all vehicles parking on any of the ACCD lots, at Northeast Lakeview College, Northwest Vista College, Palo Alto College, San Antonio College, St. Philip's College, or Southwest Center. The decals are removable and therefore may be used in any vehicle you drive to campus. Permits are available for an annual $21 fee from the college's Bursar's Office. Designated faculty parking areas are clearly delineated as "Reserved" in most parking lots on all the campuses.
For additional information, see Traffic and Parking: Rules and Regulations
Procedure CHC LOCAL [ ACCD Procedures ].
See Guidelines for Released Time Procedure DJ-SAC LOCAL [ ACCD Procedures ] for detailed information on released time.
Retirement: The ACCD contributes to Social Security and has a mandatory retirement plan with the
Teacher Retirement System of Texas or the Optional Retirement Program. Employees must contribute a defined portion (depending on the plan) and the state will contribute a portion. Other options are available for faculty and administrators. All employees may contribute to a tax-sheltered annuity. For a summary of the different ACCD retirement plans, click Retirement. Additional retirement-related information is available at the various links shown below:
The ACCD policies dealing with retirement can be found at Retirement Programs Policy DF LEGAL and Policy DF (LOCAL) [ ACCD Policy Online ].
Summer employment is based on two main factors. First, there must be a need to offer the courses in order to serve students, and class sizes must have an enrollment of twelve students or more. Second, there is only a limited amount of resources that can be put into full-time summer salaries. Because of this, the College cannot make commitments or promise summer employment. Summer pay is currently pro-rated based on a nine-month salary. Twelve semester hours or the equivalent constitute a full load for a three month proration. Counselors and librarians may be issued an extended service contract and currently may work a maximum of sixty days during the summer.
For additional information, see Summer Employment Extended Service Agreements, and Substitute Pay Procedure DDA LOCAL [ ACCD Procedures].
The ACCD offers a liberal Employee Tuition Assistance Program (ETAP) for those employees wanting to take courses at an ACCD college. Tuition and fees will be paid at 100 percent for up to six semester hours and 75 percent for up to four semester hours in excess of six. A partial benefit extends to dependents after employee completes one full year of employment. Part-time faculty receive a limited ETAP benefit. The employee must reimburse the District for courses that are not completed with at least a grade of "C".
For additional information, see Tuition Assistance Procedure DK
LOCAL [ ACCD Procedures ].
Last Modified: Wednesday, September 3, 2008
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