II. PAY AND HOURS OF SERVICE - Revision history

Boardaa: /* Updated new job title for OM */

2025-12-17T20:17:47Z

Updated new job title for OM

← Older revision		Revision as of 13:17, 17 December 2025
Line 15:		Line 15:

	F. MEMBER-POSITION ELIGIBILITY FOR MULTIPLE POSITIONS		F. MEMBER-POSITION ELIGIBILITY FOR MULTIPLE POSITIONS
	A member may have multiple positions if they only work 20 hours a week or less in total across the multiple positions, they are able to manage the multiple workloads. It makes logistical sense for them to assume the additional position, there are no other qualified applicants, and approval is obtained from the committee composed of the VPIA, HiCom Chair, and the Operations ~~Manager~~.		A member may have multiple positions if they only work 20 hours a week or less in total across the multiple positions, they are able to manage the multiple workloads. It makes logistical sense for them to assume the additional position, there are no other qualified applicants, and approval is obtained from the committee composed of the VPIA, HiCom Chair, and the Director of Operations.

	G. MEMBER EMPLOYEE ELIGIBILITY REQUIREMENTS (Passed 12/11/08) <br>		G. MEMBER EMPLOYEE ELIGIBILITY REQUIREMENTS (Passed 12/11/08) <br>

Zoewan: /* Updated gender-friendly pronouns as per board approval at board #5 (12.9.21) Pg 5 */

2022-01-27T21:48:55Z

Updated gender-friendly pronouns as per board approval at board #5 (12.9.21) Pg 5

← Older revision		Revision as of 14:48, 27 January 2022
Line 9:		Line 9:

	D. NOTICE OF HOURS OWED BY MEMBER EMPLOYEES<br>		D. NOTICE OF HOURS OWED BY MEMBER EMPLOYEES<br>
	At the beginning of each semester each Member Employee must be given a notice of hours owed and ~~his/her~~ compensation.		At the beginning of each semester each Member Employee must be given a notice of hours owed and their compensation.

	E. MADE UP HOURS		E. MADE UP HOURS

Zoewan: /* Updated 2.F. per board approval at board #5 (12-9-21) Pg 5 */

2022-01-27T21:37:20Z

Updated 2.F. per board approval at board #5 (12-9-21) Pg 5

← Older revision		Revision as of 14:37, 27 January 2022
Line 14:		Line 14:
	Direct supervisors may require hours to be made up if the employee has not worked the minimum number of hours for which the position is compensated. The Direct Supervisor may adjust compensation if on-call workers are hired or work is incomplete. The decision of a Manager the Direct Supervisor may be appealed to Personnel Appeals Committee.		Direct supervisors may require hours to be made up if the employee has not worked the minimum number of hours for which the position is compensated. The Direct Supervisor may adjust compensation if on-call workers are hired or work is incomplete. The decision of a Manager the Direct Supervisor may be appealed to Personnel Appeals Committee.

	F. MEMBER-POSITION ELIGIBILITY FOR MULTIPLE POSITIONS ~~(revised 12/10/09)~~		F. MEMBER-POSITION ELIGIBILITY FOR MULTIPLE POSITIONS
	A member may have only ~~one house level or central-level compensated position at one time unless~~ hours ~~per~~ week ~~total 20 hours~~ or less, there are no other qualified applicants, and approval is obtained from the committee composed of the VPIA, Operations Manager~~, and Member Advocate. Compensated positions of 5 hours or less are exempt from this provision~~.		A member may have multiple positions if they only work 20 hours a week or less in total across the multiple positions, they are able to manage the multiple workloads. It makes logistical sense for them to assume the additional position, there are no other qualified applicants, and approval is obtained from the committee composed of the VPIA, HiCom Chair, and the Operations Manager.

	G. MEMBER EMPLOYEE ELIGIBILITY REQUIREMENTS (Passed 12/11/08) <br>		G. MEMBER EMPLOYEE ELIGIBILITY REQUIREMENTS (Passed 12/11/08) <br>
	Individuals must meet Administrative Code Section IA guidelines in order to hold a room-and-board compensated employee position within the BSC in order to allow students to have the opportunity to hold compensated positions that give them greater opportunity for affordability.		Individuals must meet Administrative Code Section IA guidelines in order to hold a room-and-board compensated employee position within the BSC in order to allow students to have the opportunity to hold compensated positions that give them greater opportunity for affordability.

	''[Updated 04/25/13, 04/12/12]''		''[Updated 04/25/13, 04/12/12, 1/27/22]''

xx>Boardaa at 04:45, 11 July 2013

2013-07-11T04:45:07Z

← Older revision		Revision as of 21:45, 10 July 2013
Line 1:		Line 1:
	A. MEMBER EMPLOYEES<br>		A. CENTRAL LEVEL MEMBER EMPLOYEES<br>
	The Human Resources Committee with the approval of the Board of Directors shall set all ~~salaries~~ and wage rates for Central Level Member employees. Member Employees who are working more than five hours per week shall be compensated for their time, not their skill.		The Human Resources Committee with the approval of the Board of Directors shall set all stipend and wage rates for Central Level Member employees. Member Employees who are working more than five hours per week shall be compensated for their time, not their skill.
	:: 1. Persons in these positions who do not live in a room and board house shall be given the cash equivalent of room and board and the cash equivalent of workshift hours over their workshift requirement, less rent owed. Central Level workshifts are ~~payable semesterly~~.		:: 1. Persons in these positions who do not live in a room and board house shall be given the cash equivalent of room and board and the cash equivalent of workshift hours over their workshift requirement, less rent owed. All compensation for Central Level workshifts are paid within the semester.

	B. WORKSHIFT RATE<br>		B. A member shall not be compensated if that member has outstanding debts incurred as a result of failure to pay outstanding debts owed to the BSC. Exceptions may be made by the Executive Director under circumstances deemed appropriate.

			C. WORKSHIFT RATE<br>
	The Workshift Rate will be determined by the Board of Directors.		The Workshift Rate will be determined by the Board of Directors.

			D. NOTICE OF HOURS OWED BY MEMBER EMPLOYEES<br>
			At the beginning of each semester each Member Employee must be given a notice of hours owed and his/her compensation.

	C. ~~NOTICE OF~~ HOURS ~~OWED BY MEMBER EMPLOYEES<br>~~		E. MADE UP HOURS
	At the beginning of each semester each Member Employee must be given a statement listing the amount s/he owes and his/her compensation. At the end of each semester each Member Employee must receive a statement listing the number of hours the employee has worked and any compensation due him/her or hours that must be made up. Managers may require hours to be made up if the employee has not worked the minimum number of hours for which the position is compensated. The decision of a Manager may be appealed to Personnel Appeals Committee.		Direct supervisors may require hours to be made up if the employee has not worked the minimum number of hours for which the position is compensated. The Direct Supervisor may adjust compensation if on-call workers are hired or work is incomplete. The decision of a Manager the Direct Supervisor may be appealed to Personnel Appeals Committee.

	~~D. MEMBER-POSITION ELIGIBILITY FOR MULTIPLE POSITIONS (revised 12/10/09)<br>~~
	A member may have only one central-level compensated position at one time unless hours per week total 17 hours or less and approval is obtained from the committee composed of the VPIA, Operations Manager, and Member Advocate.

			F. MEMBER-POSITION ELIGIBILITY FOR MULTIPLE POSITIONS (revised 12/10/09)
			A member may have only one house level or central-level compensated position at one time unless hours per week total 20 hours or less, there are no other qualified applicants, and approval is obtained from the committee composed of the VPIA, Operations Manager, and Member Advocate. Compensated positions of 5 hours or less are exempt from this provision.

	E. MEMBER EMPLOYEE ELIGIBILITY REQUIREMENTS (Passed 12/11/08) <br>		G. MEMBER EMPLOYEE ELIGIBILITY REQUIREMENTS (Passed 12/11/08) <br>
	~~It is required that a individual~~ must meet Section IA guidelines in order to hold a room-and-board compensated employee position within the BSC in order to allow students to have the opportunity to hold compensated positions that give them greater opportunity for affordability~~. Appeals can be brought to the personnel appeals committee~~.		Individuals must meet Administrative Code Section IA guidelines in order to hold a room-and-board compensated employee position within the BSC in order to allow students to have the opportunity to hold compensated positions that give them greater opportunity for affordability.

	''[Updated 04/12/12]''		''[Updated 04/25/13, 04/12/12]''

xx>Boardaa at 17:08, 31 May 2012

2012-05-31T17:08:35Z

← Older revision		Revision as of 10:08, 31 May 2012
Line 17:		Line 17:
	It is required that a individual must meet Section IA guidelines in order to hold a room-and-board compensated employee position within the BSC in order to allow students to have the opportunity to hold compensated positions that give them greater opportunity for affordability. Appeals can be brought to the personnel appeals committee.		It is required that a individual must meet Section IA guidelines in order to hold a room-and-board compensated employee position within the BSC in order to allow students to have the opportunity to hold compensated positions that give them greater opportunity for affordability. Appeals can be brought to the personnel appeals committee.

	''Updated 04/12/12''		''[Updated 04/12/12]''

xx>Boardaa at 17:08, 31 May 2012

2012-05-31T17:08:09Z

@@ Line 1: / Line 1: @@
-A.   REGULAR EMPLOYEES <br>
+A.	MEMBER EMPLOYEES<br>
-# Regular Employee pay conditions are defined by Sections 3.A. to 3.F. of the EA Contract.
+The Human Resources Committee with the approval of the Board of Directors shall set all salaries and wage rates for Central Level Member employees. Member Employees who are working more than five hours per week shall be compensated for their time, not their skill.
-#To qualify for a bonus (as per EA Contract Section 3.G.5) one must have worked at least half the calendar quarter as a salaried employee.
+:: 1. Persons in these positions who do not live in a room and board house shall be given the cash equivalent of room and board and the cash equivalent of workshift hours over their workshift requirement, less rent owed. Central Level workshifts are payable semesterly.
 C.	NOTICE OF HOURS OWED BY MEMBER EMPLOYEES<br>
 At the beginning of each semester each Member Employee must be given a statement listing the amount s/he owes and his/her compensation. At the end of each semester each Member Employee must receive a statement listing the number of hours the employee has worked and any compensation due him/her or hours that must be made up. Managers may require hours to be made up if the employee has not worked the minimum number of hours for which the position is compensated. The decision of a Manager may be appealed to Personnel Appeals Committee.
-F.	MEMBER-POSITION ELIGIBILITY FOR MULTIPLE POSITIONS (revised 12/10/09)<br>
+''Updated 04/12/12''

xx>Willkrantz: Created page with 'A. REGULAR EMPLOYEES
# Regular Employee pay conditions are defined by Sections 3.A. to 3.F. of the EA Contract. #To qualify for a bonus (as per EA Contract Section 3.G.5) …'

2011-03-20T00:10:19Z

Created page with 'A. REGULAR EMPLOYEES # Regular Employee pay conditions are defined by Sections 3.A. to 3.F. of the EA Contract. #To qualify for a bonus (as per EA Contract Section 3.G.5) …'

New page

A. REGULAR EMPLOYEES 
# Regular Employee pay conditions are defined by Sections 3.A. to 3.F. of the EA Contract.
#To qualify for a bonus (as per EA Contract Section 3.G.5) one must have worked at least half the calendar quarter as a salaried employee.
# Only the board and its representatives shall be notified each semester of the current wage rates and individual pay levels of each Central Level position.
# Employees may cash-out their five-year longevity bonus within two years of award at the rate at which it was granted.
# In cases of underpayment, the BSC shall at the end of the next pay period pay back all moneys owed to employees. In the case of overpayment, the employee shall reimburse the BSC by an agreed schedule the amount in error, at a rate not more than 10% of each net paycheck. If a schedule for reimbursement cannot be agreed upon, then the matter shall be referred to the Personnel Appeals Committee for a final decision. In no case shall an employee be required to repay overpayments made more than twelve months previously.
# When a staff member is required by the Board to serve on a committee that staff member will be paid at the regular rate; that staff member shall not be eligible for a stipend. However, if the executives and the Executive Director determine that the staff member’s role on the committee is to represent staff interests or negotiate employee wages or working conditions, then that staff member shall not be paid, but they will be eligible for a stipend.

B. MEMBER EMPLOYEES 
The Personnel & Operations Committee with the approval of the Board of Directors shall set all salaries and wage rates for Central Level Member employees. Member Employees who are working more than five hours per week shall be compensated for their time, not their skill.
# Salaried Employees. Members shall be required to work an additional 12 hours per week in exchange for free room and board in addition to their workshift requirement. Positions requiring more than an additional 12 hours per week shall be given an additional stipend as necessary to adequately compensate the member for his/her time. This stipend shall be computed at the Central Level Workshift Rate.
# Hourly Employees. A Central Level Hourly Full Room and Board position is defined as working between ten and fifteen hours per week in addition to the five hour workshift, with the exact number of hours to be determined by the Department Supervisor. The additional hours over five hours per week required for partial room and board employees shall be proportional to the percentage of room and board compensation they receive.
# Room and board compensations shall be computed as partial or full room and board fees at the regular room and board rate.
# Persons in these positions who do not live in a room and board house shall be given the cash equivalent of room and board and the cash equivalent of workshift hours over their workshift requirement, less rent owed. Central Level workshifts are payable semesterly.
# Work done between semesters by Member Employees shall be credited against the employee’s work requirement for the previous or next semester, or shall be paid at the Workshift Rate, at the discretion of the Department Supervisor.
# The Department Supervisor or the Executive Director may require that a Member Employee keep a timesheet of hours worked for information and/or evaluation purposes.

C. WORKSHIFT RATE 
The Workshift Rate shall be $11.00 per hour, beginning in fiscal year 2003-2004, adjusted annually for inflation ($11.40 in Spring 05).

D. NOTICE OF HOURS OWED BY MEMBER EMPLOYEES 
At the beginning of each semester each Member Employee must be given a statement listing the amount s/he owes and his/her compensation. At the end of each semester each Member Employee must receive a statement listing the number of hours the employee has worked and any compensation due him/her or hours that must be made up. Managers may require hours to be made up if the employee has not worked the minimum number of hours for which the position is compensated. The decision of a Manager may be appealed to Personnel Appeals Committee.

E. HOURS OF SERVICE FOR MEMBER EMPLOYEES 
The number of hours required for each position shall be specified in the job description for that position.

F. MEMBER-POSITION ELIGIBILITY FOR MULTIPLE POSITIONS (revised 12/10/09) 
A members may have only one central-level compensated position at one time unless hours per week total 17 hours or less and approval is obtained from AdCom, Cabinet, or a committee composed of the VPIA, Operations Manager, and Member Advocate.

G. MEMBER EMPLOYEE ELIGIBILITY REQUIREMENTS (Passed 12/11/08) 
It is required that a individual must meet Section IA guidelines in order to hold a room-and-board compensated employee position within the BSC in order to allow students to have the opportunity to hold compensated positions that give them greater opportunity for affordability. Appeals can be brought to the personnel appeals committee.

II. PAY AND HOURS OF SERVICE - Revision history

Boardaa: /* Updated new job title for OM */

Zoewan: /* Updated gender-friendly pronouns as per board approval at board #5 (12.9.21) Pg 5 */

Zoewan: /* Updated 2.F. per board approval at board #5 (12-9-21) Pg 5 */

xx>Boardaa at 04:45, 11 July 2013

xx>Boardaa at 17:08, 31 May 2012

xx>Boardaa at 17:08, 31 May 2012

xx>Willkrantz: Created page with 'A. REGULAR EMPLOYEES # Regular Employee pay conditions are defined by Sections 3.A. to 3.F. of the EA Contract. #To qualify for a bonus (as per EA Contract Section 3.G.5) …'

xx>Willkrantz: Created page with 'A. REGULAR EMPLOYEES
# Regular Employee pay conditions are defined by Sections 3.A. to 3.F. of the EA Contract. #To qualify for a bonus (as per EA Contract Section 3.G.5) …'