Human Resources - Compensation
General Provisions/Policy Statements

Adjunct Faculty Workload
The college values the contribution of adjunct faculty, and intends to make the best use of individual adjuncts in light of the skills revealed by evaluation and supervisory observation. All Adjunct Faculty assignments are contingent upon availability of sections. There is no guarantee of any particular section, time slot, or location for any adjunct faculty regardless of priority status on the eligibility list.

By ACC Board policy, only adjunct faculty members who have, in a single semester prior to the summer of 1999, taught at the maximum permitted load under Board Policy D-3(c) or above 8 LEH prior to the summer of 1999, shall be permitted to exceed 8 LEH in any single fall or spring semester and 5.25 LEH in the summer. See Administrative Rule #4.06.013 at

Administrative Rules
ACC policies are posted as Administrative Rules on the ACC website. For detailed information please consult the ACC website or the Office of Human Resources. These rules represent the official policies of the college -

Administrative Rules are approved by the Administrative Services Council. Proposed draft policies are located on the ACC website at for employee review and comment prior to implementation.

Policy information is also provided in the ACC Employee Handbook on the HR website at

Compensatory Time (Professional-Technical Employees)
Compensatory time for Professional-Technical (Exempt) employees will be given after a 40 hour work week at straight time with no limit. Compensatory time must have prior supervisory approval. The supervisor is responsible for tracking compensatory time for his or her employees. Compensatory time must be used within the academic year and cannot be carried forward to the next academic year.

Dual Employment
To ensure that the responsibilities of one’s primary ACC employment assignments are fully met, the college will only allow dual employment at the institution within the guidelines of the Administrative Rules and ACC policies, as well as within all federal and state laws and regulations. The rule includes the following:

  • A regular, full-time non-exempt (Classified) employee scheduled to work forty (40) hours per week may not hold an hourly position at the college.
  • A regular, part-time non-exempt (Classified) employee may only hold an hourly position as long as the combined hours of work are 40 hours per week or less.
  • An employee may not work in another position at ACC that conflicts with his or her primary assignment.

For the complete policy governing dual employment, refer to the Administrative Rule, Dual Employment #6.06.003, on the ACC website at

Employment of Minors
Applicants between the ages of fifteen (15) and seventeen (17) may work as hourly employees for no more than 40 hours per week and only during the months of June, July, and August. Employment of a minor that is related to an employee must be hired in accordance with ACC’s nepotism policy. See “Nepotism” under Ethics Administrative Rule #6.11.001.

Grant Employees
Employees working under a federal, state, grant, or other non-ACC funding source are hired in accordance with ACC policies and the grant provisions. Grant employees are hired using the same compensation placement procedure, on the same salary scales and accrue the same benefits as other ACC employees, as provided by the terms and conditions of the grant. However, all accrued leave must be taken prior to the end of the grant. Refer to the Employee Handbook for additional information.

Hourly Employment
Hourly employees that work 20 hours or more per week at ACC may not work more than 4.0 months during the fiscal year. Hourly employees that work 19 hours or less per week may work up to 900 hours per fiscal year. Hourly employees must be hired in accordance with the approved hourly rates and Dual Employment Guidelines provided on the website:

All hourly employees and adjunct faculty must participate in the ACC Money Purchase Plan (ACCMPP), a retirement plan, as required by law. ACC does not participate in Social Security. Upon termination of employment, the employee may request a refund of the funds contributed or continue direct contributions. To request a refund, the ACC Purchase Plan Distribution form can be secured from HR Benefits (x37800).

An Employment Eligibility Verification (I-9) form must be completed on all new employees on the first scheduled workday. If a new employee hasn’t provided an I-9 within three (3) days, the employee may be subject to dismissal for non-compliance with a federal regulation.

To complete the form:

  • The employee should complete Section 1.
  • The hiring department must complete Section 2 by examining evidence of identity and employment eligibility. The hiring department must record the document title, issuing authority, document number, expiration date (if any), and the date employment begins.
  • The form must be signed and dated.
  • The representative or department must submit the form to HR Records.

The I-9 may be reproduced provided qualifying documents and guidelines are available. The I-9 form may be faxed to HR Records, (512) 223.7226. Any employee returning to the college after one year or on unpaid status for a year or more will need to complete a new I-9 and W-4.

Initial Period of Employment
All non-faculty employees hired in Staffing Table positions are on probation during their first 180-days (6 months) of employment. This is referred to as the “initial period of employment” and during this period employees are subject to termination, without cause and without prior notice. Employees will be notified by the immediate supervisor, prior to the end of the initial period of employment, whether their employment is satisfactory and will be continued. During the initial period of employment, non-faculty Staffing Table employees may not be considered for other positions within ACC. The new employee must successfully complete the initial period of employment before transferring to another position. If the employee does not successfully complete the probationary period, the supervisor may extend the probationary period only once or recommend termination to the next level supervisor.

Job Titles
An individual is appointed to or employed in a position under a title included in the Compensation and Classification Plan. New classification titles may be established after review and recommendation by HR Compensation.

Overtime (Non-Exempt Employees)
Non-exempt employees and Hourly employees will earn time and one-half for hours worked in excess of 40 hours of actual work per week (leave or holiday time is not counted). Hourly employees should not incur overtime, except in extraordinary circumstances. Overtime must have prior supervisory approval. (See AR #6.10.009)

When determined to be in the best interest of the college, a reassignment or transfer from one position to another or from one location to another may occur. A reassignment may be voluntary or involuntary. Reassignment usually does not result in a promotion or increase in salary.  (See AR #6.08.004)

Salary Increases
Austin Community College Board of Trustees annually reviews the Compensation Pay Plan in the budget process. The Plan and annual budget details the distribution of salary increases for all employee classifications. When salary increases are awarded, they become effective September 1.

Staffing Table
Staffing Table employees are regular Classified, Professional-Technical, Administrators, and Full-Time Faculty who qualify for benefits and whose positions are funded from the ACC budget. For information on positions, contact HR Compensation (x37502).

Supplemental Pay and Release Time
ACC policy provides compensation as “supplemental pay” or “release time” (in lieu of compensation) for a variety of additional duty assignments or for faculty serving in an official capacity for the college. Supplemental pay and release time are applied primarily to faculty. A recommendation for supplemental pay or release time must be approved by the appropriate Associate Vice President or Vice President. To ensure compliance with ACC policy, the Office of Human Resources must review any recommended supplemental pay for Classified or Professional-Technical employees.

Supplemental pay and release time must comply with ACC policy, be consistently applied, and be approved by the appropriate administrator.

The current policies include:

  • AR 3.04.001   Internal Employee Organizations
  • AR3.05.001    Student Stipends for Participation in Student Government Association and Shared Governance
  • AR 4.03.004   Full-Time Faculty Workload
  • AR 4.06.004   Placement Credit for Adjunct Faculty
  • AR 6.05.001   Educational Recognition Award

Temporary Assignment Pay (TAP)
Classified and Professional/Technical employees may be eligible for Temporary Assignment Pay (TAP) under certain circumstances: (See AR #6.10.013)

  • When the employee is temporarily assigned significant additional duties at an equal or higher level classification.
  • When the employee is temporarily assigned significant duties based on a departmental vacancy.
  • When the employee is assigned a major project that includes supervision of others.
  • TAP pay ends at the end of each fiscal year. Supervisors should apply for a new TAP award if the condition creating the need for TAP pay extends past August 31st.

TAP must be approved by the next level supervisor.


  1. Department Transfers. Lateral transfers within a department do not need to be posted. When a department has an opening, the supervisor has the authority to fill the open position with an employee within the same department as long as the open position and the employee’s title/classification is the same as the open position. The supervisor should announce the opening within the department, determine the interest of current employees, interview those employees, and make a decision. The decision should be communicated to all of the interested employees. The resulting vacant position shall be posted. A transfer does not necessitate any pay increase.
  2. Voluntary Transfers. Transfers may be either voluntary or involuntary when determined to be in the best interests of the college. A voluntary transfer means that an employee has applied for an internal position and has been selected for the position. Minimum requirements for a voluntary transfer are that the employee:
      • has been in current position at least three (3) months; and
      • has a satisfactory performance record with no disciplinary action during the preceding six-month period.

    A minimum two-week notice is generally required if an employee is voluntarily transferring to another department. The two departments may mutually agree upon exceptions. Accumulated leave and other ACC benefits are not affected by transfers. Grant employees are subject to the terms and conditions of the grant, therefore some restrictions may apply.

  3. Involuntary Transfers. An involuntary transfer means an administrative decision has been made that a position and the employee will be transferred to another department, campus, and/or supervisor in the best interest of the college.