At the discretion of the President, employees may be awarded administrative leave for a variety of purposes. Employees seeking administrative leave may make a request for such leave for the purposes of voting, donating blood, interviews at the Institution, and court attendance. A complete description of leave benefits is outlined in the Wallace Community College Personnel Handbook.
All regular full-time non-instructional staff earn annual leave per month. A complete description of leave benefits is outlined in the Wallace Community College Personnel Handbook.
In general, an emergency is an unforeseen circumstance that requires immediate action by an employee. In situations where annual and sick leave have been exhausted, the President may approve emergency leave for a non-instructional employee up to a maximum of 3 days (24 hours total) per leave year. Instructional employees are not eligible for emergency leave.
All regular full-time instructional and non-instructional staff earn 8 hours of sick leave each month. Unused sick leave is rolled over to the following year. Upon retirement, employees are allowed to convert unused sick time into service time for the purpose of retirement. Further retirement benefits may be found on this page under Alabama Teacher’s Retirement.
All regular full-time instructional staff earn 40 hours per year of Personal Leave. All regular full-time non-instructional staff earns 16 hours of Personal Leave per year. Unused Personal Leave converts to sick leave if not used.
Up to 10 days (80 hours) a year of professional development leave with pay may be granted by the President.
New Year’s Day
Martin Luther King/Robert E. Lee Birthday
National Memorial Day
Day after Thanksgiving Day
5 Additional days locally assigned
PEEHIP, established in 1983, provides health insurance benefits for active and retired education employees and is governed by the PEEHIP Board of Control. The Boards of Control elect the Secretary-Treasurer who serves as the Chief Executive Officer of the RSA and is responsible for the day-to-day management of the RSA. For more information visit http://www.rsa-al.gov/index.php/members/peehip
- $207.00 monthly for family coverage, $307.00 monthly for family coverage with applicable spousal surcharge
- $30.00 monthly for single coverage
If desired, employee may elect four options rather than health insurance options to include hospital indemnity, cancer, dental, and vision.
The TRS was established in 1939 to provide benefits to qualified persons employed by state-supported educational institutions. Responsibility for the management and administration of the TRS is vested in its Board of Control. The Boards of Control elect the Secretary-Treasurer who serves as the Chief Executive Officer of the RSA and is responsible for the day-to-day management of the RSA. The TRS is a defined benefit plan qualified under Section 401(a) of the Internal Revenue Code. For more information visit The Retirement Systems of Alabama
. All regular full-time and part-time employees (non-temporary and non- student) who work at least 20 hours per week are required to participate in The Teachers' Retirement System of Alabama.
This tuition waiver program is designed for all full-time instructional and non-instructional employees of The Alabama College System and the Alabama Department of Postsecondary Education and their dependents as defined under by policy. The program will be coordinated by each institution for employees within The Alabama College System and the Alabama Department of Postsecondary Education. An application form for the tuition assistance program is available in the Human Resources office and should be completed prior to registration for classes.
Employees/Dependents at two-year colleges:
- 1/3 waived after 1st year
- 2/3 waived after 2nd year
- 3/3 waived after 3rd year
|8 hours per month
May accumulate an unlimited number
(Off between terms)
|8 hours per month
10 hours per month
12 hours per month
14 hours per month
16 hours per month
|May accumulate up to 480 hours
||40 hours per year
(converts to sick leave if not used)
|16 hours per year (converts to sick leave if not used)
||President may approve up to a maximum of 3 days (24 hours)
per year (or prorated) when all annual and sick leave have
been exhausted (see Personnel Handbook)
||15 (4 locally assigned)
||15 (4 locally assigned)
|Contracted Work Days
||175 fall and spring terms
54 summer term = total for year: 229
||Tier I - Pays 7.50% monthly. State matches 11.94% (effective 10/1/16)
Tier II - Pays 6.0% monthly. State matches 10.84% (effective 10/01/16)
||Pays $207.00 monthly for family coverage. Pays $307.00 family with spouse coverage (this includes the spousal surcharge). Pays $30.00 monthly for single coverage. Tobacco use is $50 monthly. If desired, employee may elect four options rather than health insurance options to include hospital indemnity, cancer, dental, and vision. Institution matches $800.00 monthly (effective 09/01/16).
||7:30 a.m.-3:30 p.m. Monday-Friday
(hours vary by campus)
|7:30 a.m.-4:30 p.m., Mon-Thu
7:30 a.m.-2:00 p.m., Fri
(hours vary by campus)
||Employees/Dependents at two-year colleges:
1/3 waived after 1st year
2/3 waived after 2nd year
3/3 waived after 3rd year
If an employee has any service prior to January 1, 2013, the employee will be classified as a Tier 1 participant. Employees hired on or after January 1, 2013, are classified as Tier 2 participants. Employee is vested after 10 years in Retirement System. Additional information regarding retirement may be obtained from the Retirement System Web site at http://www.rsa-al.gov/
Tier 1: Employee may retire after 25 years of service or upon attaining age 60 with at least 10 years of service.
Tier 2: Employee may retire after 10 years of service and has attained the age of 62.
After the employee is eligible for retirement, he/she may apply unused sick leave toward retirement. If employee leaves the system before becoming vested, he/she may withdraw all deposits. If employee dies while covered by Retirement System, and before retirement his/her beneficiary receives $15,000 life insurance, one year's salary, and all payments made to the Retirement System.
Wallace Community College is an Equal Opportunity Employer. It is the official policy of the Alabama Department of Postsecondary Education, including postsecondary institutions under the control of the State Board of Education, that no person shall, on the grounds of race, color, handicap, gender, religion, creed, national origin, or age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program, activity, or employment. Wallace Community College will make reasonable accommodations for qualified disabled applicants or employees. The College reserves the right to withdraw any job announcement at any time prior to the awarding.
Wallace Community College participates in E-Verify.