Table of Contents

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A.             All full-time professional contract staff will be granted admission, on an audit basis without cost, to any class at the college on a space available basis so long as there is no conflict with the member's own assignment.

B.             All full-time college staff and their dependents are eligible for tuition waiver.  Spouse, children, and stepchildren of an eligible employee employed by the college on a full-time basis for five or more years at the time of death or disability retirement, may be permitted to participate in the program.   Waiver is contingent upon the employee or dependent obtaining a passing grade for the course or courses.  See the director of Personnel for details prior to registration  (see §8-106 of the CODE).

C.             All full-time college staff members will have the privilege of purchasing supplies, books, or equipment from the college bookstore at the minimum discount of ten percent.

D.             All full-time college staff members will be provided on-campus free parking facilities in designated parking areas. 

E.             All full-time employees are eligible to enroll in the Sick Leave Bank maintained by the college.  Employees enroll by donating a designated number of sick days to the bank.  The number depends on the number of employees who belong to the bank and the leave balance in the bank at the time of enrollment.  The first 30 consecutive working days of illness or disability must be covered by the employees accumulated leave.  Before using the Sick Leave Bank, an employee must expend all other individual leave.  A maximum of 45 days from the bank may be used in a fiscal year by an employee.  See Benefits Office to enroll

(see §8-105 of the college CODE). 

F.             All full-time college staff are eligible to participate in the Employee Tuition Assistance Program.  This program provides tuition assistance for employees who successfully complete certain courses at other institutions of higher education.  Reimbursement is contingent upon successful completion of the course or courses.  Deadlines for application are as follows: 

Spring Semester, October

Summer I Semester, February

Summer II Semester, April

Fall Semester, May  

Contact the Office of Personnel for specific dates.


All new full-time employees are eligible to join Blue Cross and Blue Shield Preferred Providers Organization or Capital Care Health Maintenance Organization no later than 30 days after the first month following employment.  These plans are available for family, two-party, and individual.  Anyone not entering when first eligible must wait until the next group open season.  Application forms must be completed and returned to the Benefits Office, Kent Hall, room 113. 

Eighty percent (80%) of the cost of health coverage is paid by the college and   20 percent (20%) is deducted from the employee's paycheck. 

Major Medical is part of the hospitalization coverage and is a plan to help with costs above the amount paid by Blue Cross and Blue Shield.  For more detailed information contact the Benefits Office (see §8-103 of the college CODE).


Eligible employees have the option of joining the Group Dental/Vision Plans. See Benefits Office, Kent Hall, room 113 for details. 


When a full-time employee terminates employment at PGCC, their health coverage ends the last day of the month of termination. 

Full-time employees who have health coverage at the time of termination are offered COBRA at 102 percent of the health coverage cost.  


Each full-time employee is insured for 200 percent of his annual salary.  The college pays 100 percent of the life insurance premiums.  Beneficiary changes are made in the Benefits Office, Kent Hall, room 113 (see §8-103 of the college CODE). 


Prescriptions are obtained by either going to a listed pharmacy or by mailing the prescription.  All BC/BS participants receive a prescription card.


Each full-time employee has wage continuation with a Long-Term Disability Plan.  The college pays 100 percent of the LTD premiums.  An employee is entitled to disability payments of sixty-six and two-thirds of his/her salary

(see §8-203 of the college Code). 

Employees may choose to use all earned annual leave, sick leave, and Sick Leave Bank entitlement for forty-five (45) working days before the Long-Term Disability Plan goes into effect. Or employees may use leave to the extent that it has been earned and enter the Long-Term Disability Plan at the end of a one hundred and twenty (120) day waiting period thereby retaining unused leave to be used upon return to work or for unused sick leave that would be credited at the time of retirement. 

Employees on long-term disability will pay the same percent of health insurance as active employees.  An employee must be a member of one of the college's health plans prior to entering long-term disability in order to be eligible to carry the health coverage into long-term disability. 


Bodily injury, personal injury, property damage, and  wrongful acts liability insurance policies purchased to protect Prince George's Community College have been extended to provide for defense and settlement of claims brought against employed teachers, and all other community college employees.  Coverage is intended for claims arising out of acts of omissions in connection with college activities considered to be within the scope of an employee's duty.  Such  coverage is, of course, subject to further definitions, exclusions, and all other terms of the insurance contract.  Individual coverage of teachers and other employees, for claims arising out of vehicle accidents, is specified only with respect to the use of vehicles owned by Prince George's Community College. 


In the event of an accidental injury occurring on the job under the Worker's Compensation Insurance, each employee should immediately report to the employee's supervisor any injury sustained.  The first injury report must be completed by the supervisor the day of injury and submitted to the college nurse.  Failure to report a work-incurred injury promptly may result in denial of claim for Worker's Compensation Insurance. 

Worker's Compensation protects the employee from serious financial loss if he is accidentally injured in the course of employment.

Worker's Compensation does not cover the employee when the injury results from the willful intention of the employee to injure himself or another, or when the injury results solely from the intoxication of the injured employee while on duty. 

The college nurse must file a report of an accident with the Benefits Office within 48 hours. 

For further information regarding Worker's Compensation, contact the Benefits Office. 


3.                       Chargeable leave includes: annual, compensatory, leave without pay, personal and sick leave as defined in your handbook. 

4.                       Conditional leave, for which criteria must be met, includes: bereavement and military leave, jury duty, and professional leave.  The criteria requirements are defined in your handbook; keep in mind that written documentation is required for this category of leave. 

5.                       Exceptional leave covers emergency closings of the college or an office and other leave not defined in you handbook. 

Any leave, except sick leave, must be approved by your immediate supervisor, prior to taking leave.  Additionally, Exceptional leave must be approved by the supervisor and the director of Personnel prior to usage. 

There is a new type of bereavement leave not defined in your handbook titled Administrative Bereavement leave.  There are two types of Administrative Bereavement leave: departmental and institutional. 

6.                       Departmental bereavement leave is used when a colleague within the department passes away.  Supervisors must contact the director of Personnel, for concurrence, before granting permission up to four hours leave for the employee to attend the services.  Additional time will be charged to annual leave. 

7.                       Institutional bereavement leave is used when a colleague within the college passes away.  When determined by the Office of the President that the deceased is prominent within the college community, a memorandum will be issued by the director of Personnel granting up to four hours of leave for employees to attend the services, with the concurrence of the employee’s supervisor.  Additional leave will be charged to annual leave. 

REMINDER:   Sick leave may be used for the disability of the employee only.


FICA (Social Security)  

The college is required by law to make regular deductions from each employee's pay under the Social Security Act.  A similar amount is paid by the college on behalf of the employee. 

INCOME TAX  (Federal and Maryland)  

Federal Income Tax is deducted from every employee's pay.  If the employee is a Maryland resident, Maryland State Tax is withheld.  All employees are required to complete Federal W-4 form and State of Maryland MW 507 form (Employees Withholding Exemption Certificates).  If there is a change in status (i.e., marital, number  of dependents, or relocation), employees should notify the Payroll Office. 


A number of corporations have been authorized by the Board of Trustees to offer tax sheltered annuities to the college community. 

The Board of Trustees will allow additional companies to make available tax sheltered investment plans, and permit the monies for such plans to be taken from the faculty member's salary in the form of a payroll deduction by the Payroll Office. 

Any company wishing to solicit this type of business on campus will first have to make application to the Faculty Salary and Benefits Committee.  This committee will determine that the company is legally authorized to offer such business in Maryland and that the plan in particular is legally authorized.  A further stipulation that only one agent from any particular company be allowed to solicit business on campus is also required. 

It is also stipulated that the Salary and Benefits Committee will not solicit companies to present their plans, and that any new company offering tax sheltered plans must first be recommended by some faculty member.

The currently approved companies are:

Aetna Life and Casualty Company

                              Massachusetts Mutual Life Insurance Company

New York Life Insurance Company

USAA Annuity & Life Insurance Company

Variable Annuity Life Insurance Company

Western Reserve Life Assurance Company of Ohio

Qualified Universal Accumulation & Disbursement System

Travelers Insurance Company 

Teachers Insurance and Annuity Association


All faculty members are obligated to belong to a retirement system.  The professional staff may choose from the following: 




20th Century



An employee who has been employed full-time for ten years or longer is eligible to continue participation in the Health Insurance Program if the employee is enrolled in the health program at the time of retirement from the college.  In the event of the death of a retiree who is enrolled in the college's Health Insurance Program, the spouse may remain in the program but must pay 100 percent of the premium. 


The Payroll Office will deduct, on an optional basis, savings bonds, United Givers Fund, credit union payments.  For further information, contact the Payroll Office.



Each cost center is allocated a stipulated sum for faculty conference travel.  These monies are appropriated to the various departments by formula, based on the number of full-time faculty members assigned to the department.  Currently, the appropriation is $175 per full-time faculty member.  Departmental and divisional faculty, at their option, may pool available conference travel funds to make available greater sums for attendance at fewer conferences. 

Conference travel must be preceded by the submission of a Travel Authorization Request to the dean, accompanied by material describing the conference or event.  Ordinarily, conference travel requests should be submitted for approval by the dean and vice president at least two weeks in advance of the travel.  For foreign or overseas travel, however, somewhat greater lead time is desirable since the approval of the president is required. 

Travel expense vouchers must be completed and submitted to the dean within ten (10) college working days of the travel completion date.  Receipts must be presented for: transportation (except by automobile), hotel, registration, and meals.  The vice president for Administration and Finance has authority to make exceptions to this requirement where circumstances warrant.  Actual expenses for meals, lodging, and fees will be reimbursed up to the amount authorized, provided that appropriate receipts are submitted. 


Local travel funds are used to reimburse faculty and staff for mileage and other expenses incurred in authorized travel within the state of Maryland or within 50 miles of the college in accordance with the current Local Travel Procedures memorandum promulgated by the director of Fiscal Management and Operations.  Such travel may be to conferences, appointments on college business, required meetings, and the like.  Ordinarily, local travel requests should be submitted for approval to the department chair, who will determine that funds are available. 

Requests for local travel reimbursements should be submitted once each month to the Finance Office.  Requests for payment more than sixty (60) days late may not be honored.



A.   Faculty Member means a person employed by the college as a teacher, counselor or librarian under a faculty contract, but does not include persons employed in such capacities as members of the classified staff in such programs as PREP or JTPA. 

B.   Full-time contract means a contract of employment between the college and a faculty member, which is not designated as a fixed-term contract, providing for a full-time teaching load, or its equivalent with respect to nonteaching faculty members, which load may be reduced as authorized for department chairpersons, Faculty Senate officers, and others on special assignment. 

C.   Full-time faculty member means a faculty member employed under a full-time contract.  

D.   Adjunct contract means a contract of employment between the  college and a faculty member that provides for less than a full-time teaching assignment and does not provide for additional nonteaching responsibilities that are required of full-time faculty. 

E.   Adjunct faculty member means a faculty member employed under an adjunct contract.

 F.   Fixed Term contract means a contract of full-time employment between the college and a faculty member which is designated as such.  The use of fixed term contracts will ordinarily be limited to circumstances under which a faculty member is to be employed for a limited period of time, not exceeding two academic years, to fill a permanent position which is temporarily vacant, or to fill a position which itself is not of a permanent nature.  A faculty member employed under a fixed-term contract has no expectation of continued employment beyond the term of the contract and need not be notified of contract nonrenewal. 

G.   Fixed Term faculty member means a faculty member employed under a fixed term contract providing for a full-time teaching load, or its equivalent. 


Full-time faculty members receive leave and other fringe benefits as provided by applicable college policies and rules.  They are given rank and are eligible for promotion and tenure.


Adjunct faculty members receive no leave or other fringe benefits.  They are not eligible for faculty rank or tenure, are not entitled to notice of nonrenewal, and have no right to or expectation of continuous employment or of reemployment.  Experience attained while an adjunct faculty member may be equated to full-time experience for purposes of placement in rank upon employment under a full-time contract. 


Fixed-term faculty members receive the same leave and other fringe benefits as persons employed under full-time contracts, unless the term of their contracts is for less than a semester, if teaching faculty, or less than six months if counselors or librarians, in either of which events they receive no leave or other benefits.  Fixed-term faculty members are given rank and are eligible for promotion, but have no right to or expectation of tenure, continuous employment, or re­employment,­ and are not entitled to notice of nonrenewals.  Experience attained while a fixed-term faculty member may be considered for purposes of promotion and for tenure upon employment under a full-time contract.