Compensation Policy

State Technical College of Missouri values its employees and is committed to compliance with all Federal, State, and Local employment laws. State Tech does not discriminate in compensation practices including salary, incentives, benefits or other forms of compensation on the basis of race, gender identify, gender expression, sex, sexual orientation, religion, color, national origin, age, disability or status as a protected veteran or any other class protected by law.

Salary

Salary is determined by a number of non-discriminatory factors that may include education level, skills, abilities, professional experience, demand for the job position, job performance, nature of position, job difficulty, and market value of the position as indicated by the Bureau of Labor Statistics (BLS) and College and University Professional Association (CUPA).  Salary ranges are determined by the Vice President of the hiring department or program and the College President. Salary increases are provided across the board after approval from the College Board of Regents.

Application of Board approved salary increases.

Across-the-board salary increases are approved at the June semi-annual Board of Regents meeting. Increases are effective with the start date of an annual contract. In the absence of an annual contract, the increase is effective the first day of the fiscal year (July 1). Increases, if approved, may apply to all eligible full-time employees on the first day of the fiscal year (July 1).  Across-the-board raises do not apply to:

• Part time employees.
• Faculty contracts in payout status that are not being renewed.
• All employees with an employment start date of January 1^stor later in the applicable year. Current employees who accept a new position that results in a pay increase, on or after January 1^st in the applicable year.
• Adjunct Instructors.  Adjunct employee compensation is evaluated on a year-to-year basis.

Individuals may request equity adjustments based off the Equity Adjustment Request process. This process applies to all fulltime employees.

Pay Checks

State Technical College of Missouri’s pay periods are monthly from the first day of the month until the last day of the month. Paydays for all employees are monthly on the 7^th. If payday falls on a federal holiday or weekend, paychecks will be received on the preceding workday. Paychecks are directly deposited into your checking and/or savings accounts. Overtime that is worked in a week that falls between two pay periods, will be paid on the later pay period.

Time Reporting

A work hour is any hour of the day that is worked.  The workday is defined as the 24-hour period starting at 12:00am and ending on 11:59pm.  The workweek covers seven consecutive days beginning on Monday and ending on Sunday.  The usual workweek period is 40 hours.

Each hourly or nonexempt employee is responsible for maintaining an accurate daily record of his or her hours.  All absences from work schedules should be appropriately recorded. Employees are not permitted to be non-paid unless circumstances have been approved or required by law. Time records shall be approved by the employee’s supervisor.

Meal and Rest Breaks

While Missouri law does not mandate meal or rest breaks, State Technical College of Missouri recognizes the importance of providing employees with reasonable opportunities for meals and rest during the workday. Supervisors may assign a specific unpaid lunch break, which will not exceed one hour. Employees should coordinate their lunch and rest break schedules directly with their immediate supervisor. In instances where employees are required to attend a college event and a meal is provided, that meal period will be considered a working lunch and will be compensated as time worked.

Overtime Compensation (Non-Exempt Employees)

Employees may be required to work extended hours. Employees who anticipate the need for overtime to complete the week’s work must request approval from their supervisor before working hours that extend beyond their normal schedule. Overtime compensation for nonexempt employees who exceed 40 hours of work time in a workweek will be paid at 1.5 times current hourly rates. Unless otherwise excluded, Non-Exempt employees who work on Sunday or holidays will be paid at 2 times hourly rate regardless of total hours worked. Paid leave, such as regularly scheduled leave, sick leave, holidays, or vacation leave, does not apply toward work time.

Temporary Appointments

Temporary appointments are internal positions that are put in place to keep business going when there is a fast vacancy and only for an interim basis. These appointments are temporary in nature and intended to fill a vacancy need until such time the college can effectively advertise the position and allow a variety of qualified applicants to apply.  Employees selected to fill temporary appointments are required to apply and compete for the full-time position with all other applicants. Employees selected to temporary appointment positions may receive an increase in salary or other compensation for the time they fill the temporary position. If the employee selected to fill the temporary position does not remain in the position after selection of the permanent applicant, the employee will return to their previous position, salary, and compensation.

Faculty Overload Compensation

Faculty Overload Compensation is compensation paid to faculty members who instruct credit hours in excess of their faculty load for the Fall and following Spring semester as indicated on their employment contract. Overload compensation is paid at a rate per credit hour, for each credit hour taught over the faculty load.  Faculty Overload Compensation is determined after the last day for 100% refunds in the Spring semester.  Overload compensation is paid generally from February to June each year for technical programs and September to January and February through June for general education.

Credit Hour Management Compensation

In addition to instructor salary and base pay for a Department or Interim Department Chair, Department or Interim Department Chairs may receive Credit Hour Management Compensation as indicated on their employment contract. Credit Hour Management Compensation is compensation based on department credit hour totals per academic year. Credit Hour Management Compensation is compensated at a rate of $3.00 per credit hour based on the prior academic year’s credit hour totals regardless of program or any other potentially discriminatory factor. Any load reduction would be based on the Department Chair Structure Procedures.

LINE OF AUTHORITY
Responsible Office: Human Resources
Contact person in that office: Vice President of Operations
EFFECTIVE DATE:  September 8, 2025
Approved by President:  September 8, 2025