FAQ
 
 
General Human Resources Questions
 
 
 
Leave Questions
 
 
 
 
 
 
Position Description Questions 
 
Can I have a copy of the job description template?

Professional Development Questions
 
 
 
How can I review the College's Professional Development Council Guidelines?
 
 
 
 
 
What is the College's policy regarding conferences and tuition benefits?
 
Property Questions
 
 
 
Talent Acquisition Questions
 
 
 
 
 
 
 
 
 
 
Timesheet Questions
 
 


Long Term Care is portable.  You can call Prudential at 1-800-732-0416 for instruction as to how you can make payment directly.

If you became employed before July 1, 2011 and are vested, your contributions will be with the State Retirement Agency until you are able to draw retirement at age 62.  If you became an employee after July 1, 2011 you are not vested and can withdraw your contributions at any time.  The number for the state retirement agency is 410-625-5555.

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Term Life Insurance is portable.  You can call MetLife at 1-866-492-6983 for instructions as to how you can make payment directly.

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Employees can take a distribution at any time after leaving the College.  However, the IRS imposes a 10% penalty on distributions taken prior to age 59 ½.
 
You can contact our Fidelity representative Christopher Barnes (410) 713-8359.

You can contact our TIAA-CREF specialist at 5801 Smith Avenue, Baltimore, MD 21209, 410-578-2255.
 

Medical benefits will end on the 15th or 30th/30st of the month you are leaving   Please refer to this schedule for more information.
 

The Consolidated Omnibus Budget Reconciliation Act (COBRA) is the administrative process that occurs when a covered participant under the active group health coverage loses coverage because of a certain event, such as termination, ineligible dependent status, etc. When the group health coverage is lost, you can buy back the medical, dental, prescription, or health flexible spending account for a specific period of time at 102% of the premium per month. You have all the same rights as when you were an active employee, i.e., you can participate in Open Enrollment and must abide by the same rules as when you were active such as qualifying events, etc.
 
 
Coverage starts from the day you lose coverage due to a qualifying event – usually the end of the payroll deduction period in which the qualifying event occurred.
 
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If you are the covered employee, you may have the right to elect COBRA coverage if you lose group health coverage because of the following qualifying events: termination of your employment (for reasons other than gross misconduct on your part), resignation, layoff, or a reduction in your hours of employment.
 
COBRA will offer coverage to qualified beneficiaries. "Qualified beneficiaries" are the employee, the spouse/domestic partner, and the dependent children who lost group health coverage as a result of the qualifying event. You will not need to notify the Employee Benefits Division of any of these qualifying events because your employing agency should notify the Employee Benefits Division of those events. You will need to notify the Employee Benefits Division of any other qualifying event.
 

The policy for acting pay can be found on the company intranet following this path:
  • Policies and Procedures
    • Acting Pay Policy
      • Acting Pay Procedure
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Returning contractual employees do not have to turn in a new hire packet if they have been employed with the College within the last two (2) years. They must, however, submit new payroll forms (W-4, direct deposit), and a new I-9 with two accepted forms of I.D.), and a Statement of Understanding signed by both  themselves and the hiring manager.

Please allow 48 hours at minimum for processing of this paperwork.

All forms can be found in the office of Human Resources.
 

All contractual hires MUST complete a New Hire Packet. New contractual hires will not be processed into the HP LAN (PEACE system) database without a fully completed New Hire Packet. They will also be immediately returned to the hiring manager, or newly hired employee, without being processed if:
  • The “Statement of Understanding” is unsigned by either party
  • There are no accepted I.D.’s present to accompany I-9
  • An incomplete payroll form (W-4)
Acceptable forms of identification with regard to the I-9 can be found on the back of the I-9 document attached to the New Hire Packet; for your convenience, the information can also be found here. Additionally, all materials are due at the time of receipt. Incomplete packets will not be accepted and immediately returned.

New hire packets can be found in the Office of Human Resources.

Please allow 48 hours at minimum for processing of new hire paperwork.
 
 
A grievance is a response to an action taken against an employee by an employer.  If you are a AFSCME member, please contact your representative to file a grievance.  If you are faculty member, please consult the faculty process.  If you are neither a member of AFSCME or the faculty, please contact Miles Woodhouse directly at 410-209-6003.
 
 
BCCC's Human Resources office is located at 3100 Towanda Ave (first floor), across Liberty Park Ave. from the main campus.
 

For this information, please review this document.
 
After your six month probation period. Your probation end date prints on your timesheet. 
 

Please provide at least 30 day's notice, if possible. If not possible, please give as much advance notice as is possible.
 

You can carry over up to 600 hours of annual leave. There is no cap on how much sick leave you can carry over. Your personal leave and floating holiday are "use it or lose it." They must be used before the first day of the first full pay period of the new calendar year. This year all annual leave over 600 hours and all personal and floating holiday leave must be used by January 8, 2013.

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You can receive up to 12 weeks of approved FMLA with physician certification and justification.

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If you are a member of the Leave Bank, your request for leave can be forwarded to the Leave Bank Coordinator for approval. If you are not a member of the Leave Bank, you can submit your request to borrow leave to Marcia Tisdale in writing,  and she will prepare your request to go to the President.
 

If you are a new employee, you have 60 days from your start date to join the Leave Bank. As a new employee, you only have your personal leave days to use. You only have to donate 8 hours of leave to become a member and renew only every 2 years during open enrollment. If you are a current employee, you must wait until open enrollment to join the Leave Bank. You can donate 8 hours from your Annual, sick, or personal leave. If you are donating from sick leave, you must be left with at least 240 hours of sick leave after you donate.
 
 
HR is continually developing or updating descriptions for all job titles. The up-to-date descriptions are located on the company Intranet. They are organized by division, and then job title.

After logging into the company Intranet, you will find this information under "Human Resources Forms," then "Job Descriptions."

If you go to your division folder and do not find a job description for your job title, request that your supervisor develop an updated job description using the "Job Description Template" and submit it to HR for review and filing.
 
Supervisors requiring assistance developing or revising job descriptions should contact Sonya Garlington.
 

The college’s current template is located on the company Intranet.  You will find this information under "Human Resources Forms," then "Job Description template."
 

Faculty and Staff registering for training (on and off campus) are expected to attend sessions. 
Currently, the College is not approving or funding travel outside of the continental U.S.A.
 
 
Professional Development Council Guidelines are available on the College’s Intranet (Human Resources/Professional Development tabs). Documents include PDC meeting dates, procedure for submitting requests, and a general overview of the approval limitations and requirements. 

Supervisors, managers, deans, chairs need to get into the habit of regular feedback (positive and/or constructive) to subordinates during the year. Too many issues are being disclosed when travel requests are submitted or during the year-end evaluation process.
 
  
Full-time (PIN) employees may obtain their required 40 hours of training by participating in various programs and activities. Forms of professional development opportunities include but are not limited to:
  • BCCC sponsored workshops and seminars
  • Credit and non-credit coursework
  • External conferences, seminars and forums
  • On-line training (webinars, webcasts, Skillsoft, etc.) Standardized peer reviews such as Quality Matters
  • Involvement in development and/or improvement process sessions such as strategic and operational planning sessions
  • Train-the-trainer sessions
  • Attendance and/or participation on panel discussions
  • Workshop facilitation
  • Participation in formal studies and research
  • Lecture Series (Museums, Libraries, etc)
  • Affinity group meetings

Documentation of attendance or participation is required for all activities.

Professional Development is NOT:
  • Standard meetings (departmental or divisional)
  • Trips and attendance at social events unless there is a speaker
  • Meals and breaks during conferences and workshops
  • Performing required job duties (teaching, facilitating student or staff workshops)

It is recommended that faculty attending conferences bring something back to share with the department via presentations with regard to the implementation of learned strategies for use in discipline or class instruction.
 

The professional development policy for adjuncts was developed in 2008 by the Academic Affairs Division. It is a separate document from the College’s professional development policy for full-time faculty and staff. Tracking of adjunct faculty development is handled by the adjunct’s respective department, and not Human Resources. All adjunct faculty are required to complete five hours of professional development each academic year for which they are employed at the College. 
 
Funding is not available to adjunct faculty or contractual staff. Only full-time PIN Faculty and staff are eligible to receive payment for conferences and training. Additionally, adjuncts do not receive tuition benefits.  Adjuncts may attend any college-wide sponsored training held on campus.
 

Cell phones should be returned to CITS or Human Resources(clearance should be obtained for your final payout to be made).

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Laptops should be returned to Property Control or Human Resources (clearance should be obtained for your final payout to be made).
 

You may apply for multiple vacancy announcements. However, if you are emailing your application, please send each application separately with the individual position titles in the subject line.
 

All offers of employment made are subject to a standard or an enhanced Criminal Records Bureau (CRB) check, dependent upon the position applied for. We look at any history of criminal convictions carefully. The nature of the conviction will be assessed on a post-by-post and applicant-by-applicant basis.
 

All applicants are required to submit the required documentation as indicated on the vacancy announcement, which is as follows:
  • Resume/CV,
  • Cover letter,
  • Completed BCCC application
  • Unofficial transcripts
All of these documents are necessary for consideration. All application materials should be emailed as a PDF format to careers@bccc.edu. If this is not possible, you may mail or drop off materials in person to the Human Resources Department.
 

The hiring manager should complete a Search Authorization Requisition (SAR) packet which includes the Search Authorization Requisition and Search Committee Composition forms. The hiring manager should contact Human Resources to complete a job description for the specific job title and staffing needs. The Vice President will approve and the packet is sent to Human Resources-Talent Acquisition Office. A final job description and salary worksheet will be completed by Human Resources and placed with the SAR packet for final approval by the President.

Contractual positions: The same process will take place, but only approval is needed by the Vice President.
 

Keep in mind we are not requiring that you send in official transcripts. All you need to do is scan a copy of your transcript and email the document along with the rest of your application materials. If you do not have a copy on hand and are waiting for it to come in the mail, you may send in the rest of your application materials and make a note in the email that your transcripts are on their way.
 

Once a search is closed, the applicants who meet the minimum qualifications are sent to a search committee. The search committee chooses candidates to interview, and out of those candidates, interviews are scheduled with the hiring manager. If a candidate is chosen for the position after a second interview, they will be offered the position. If no one is selected, the search will be reopened.
 

This is dependent upon the position you apply for and the criterion on the job specification. Your existing qualification level will be assessed in addition to your experience.

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The forms are stored in two locations under "Talent Acquisition" on the company Intranet  under the "Human Resources" and "Public Folder."
 

We generally do not consider applicants for positions other than those for which they have applied. The best way to keep up-to-date is to keep checking our Web site for new opportunities and to keep a copy of all of your application materials saved to your computer for easy sending.
 

Please contact Marcia Tisdale for information regarding how to complete your timesheet.
 
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