Policy Statement

Recruiting New Employees

New and replacement positions will be advertised through the Human Resources (HR) Department. All applicants seeking employment at CSI should apply online unless otherwise instructed by the job announcement. An applicant is someone who applies for a specific job opening and meets the job's minimum requirements.

The HR Department will accept application materials for currently advertised openings only. It is the responsibility of the applicant to be aware of and submit all the necessary materials for each specific opening of interest. Unsolicited applications for instructional positions will be acknowledged by HR and forwarded to the proper department chair where they may be retained towards potential part-time faculty positions.

All final full-time hiring decisions must be approved by the President. Once the President has approved the hire it is important that the supervisor of any new employee immediately forward the new hire information to the HR office. It is also important that the new employee complete a background check and fill out the necessary payroll forms. All of these actions must take place before a new employee can receive a paycheck.

Employment Status

The following employment periods apply to all employees of the College. Other contract periods may exist as agreed between the employee and supervisor and as approved by the President.

Employment at CSI may fall under one of these categories:

Full-time regular - twenty hours or more per week on a regular basis and expect to be employed for five months or more. Full-time regular employees receive Workers' Compensation, Retirement, Health Insurance, Life/Disability and FICA.
Full-time temporary - twenty hours or more per week and expect to be employed for less than five months. Employees receive Workers' Compensation and FICA.
Part-time regular - less than twenty hours per week on a regular basis and expect to be employed for twelve consecutive months or more. Employees receive Workers' Compensation and FICA. (Excludes work study and peer tutor positions.)
Part-time temporary - less than twenty hours per week and expect to be employed for less than five months. Employees receive Workers' Compensation and FICA.

Employment Periods

Faculty:

Eleven-month faculty (209 days/1672 hrs) instructional contracts are scheduled as approved by the program and/or supervisor and do not include holidays or vacation leave.
Ten-month faculty (189 days/1512 hrs) instructional contracts are scheduled as approved by the program and/or supervisor and do not include holidays or vacation leave.
Nine and one-half month faculty (179 days/1432 hrs) instructional contracts are scheduled as approved by the program and/or supervisor and do not include holidays or vacation leave.
Nine-month (170 days/1360 hrs) instructional contracts are scheduled as approved by the program and/or supervisor and do not include holidays or vacation leave.

Non-Faculty:

Twelve-month non-faculty (260 days/2080 hrs if 40/week, 1950 hrs if 37.5/week) contracts are for the period starting July 1 and ending the following June 30 and include holidays and sick and vacation leaves.
Other non-faculty work periods may exist as agreed between the employee and supervisor and as approved by the President and will include sick leave, but will not include vacation leave or holiday pay. The actual days worked will be clearly identified for each employee not working the full 260 days per year.

Faculty Workload and Duties

Full-time faculty are generally contracted to teach 14 - 16 credit hours or 28- 32 contact hours per semester within a 37.5-hour work week and are eligible for full benefits. Additionally they are expected to spend at least 30 hours per week on campus, to hold at least one office hour daily, to participate in advising students and to participate in committee work. The following general guidelines clarify load:

Credit hours are based on the Carnegie Unit:
- 1 credit = 15 hours lecture
- 1 credit = 30 hours instructor-supervised lab
- 1 credit = 45 hours unsupervised lab, work experience, etc
Contact hours are the actual instructional hours a faculty member is with students, not including office hours

Credit hours taught over the normal load are considered overload and require overload pay per-unit per-semester. No instructor may teach more than two classes of overload in one semester.

Exempt and Non-Exempt Status

Exempt status refers to the provisions of the Fair Labor Standards Act (FSLA) of 1938. The FLSA established a national minimum wage, guaranteed 'time-and-a-half' for overtime in certain jobs, and prohibited most employment of minors in "oppressive child labor," a term defined in the statute. An amendment in 2004 requires that an exemption to overtime be predicated upon actual job function and not job title. Employees with job descriptions that do not include managerial functions are considered non-exempt.

Exempt employees fall into the categories of executive, administrative and professional. Executive and administrative categories require the employees to perform management duties or general business operations as their primary function. Professional employees perform work requiring knowledge of an advanced type in a field or science or learning customarily acquired by a prolonged course of specialized intellectual instruction. Specific distinctions are made by law to determine FSLA status.

Please refer any questions you may have about FLSA status to the HR office.

CSI Hiring Procedures