Budget FAQ

6-13-11 (answered 6-13-11)

Q. We have part-time permanent employees that make less than $2500 per month. If they were full-time employees they would make over $2500 a month. Will they be exempt from the 3% cut?

A. If the employee would make more than $2500 a month if they worked full-time, then the 3% compensation reduction would apply to them.

6-8-11 (answered 6-9-11)

Q. I vaguely remember reading that for those who make over the $2500/mth, that only the portion of their pay over that amount would be subject to the 3% reduction.  Can you confirm this or not?  For those that are making just slightly more than the minimum amount would be much more severely impacted than those at the upper end of the salary pool.  Thank you for any info you can share.

A. The compensation reduction would apply to the entire salary of anyone making over $2500 a month on a full-time-equivalent basis.  It would not exclude the first $2500 in earnings.  The reduction in compensation would be the same percentage for affected employees at all salary levels above $2500, but those that make more would be giving up more dollars (e.g. at 3%, someone that makes $2700 a month would lose $81 a month/$972 a year and someone that makes $5000 a month would lose $150 a month/$1800 a year). 

6-7-11 (answered 6-8-11)

Q. I was unable to be at the meeting yesterday. I've read through the document. I was wondering why the Library only indicated a reorganization, when, in fact, there are layoffs?

A. The budget spreadsheet is a brief overview.  In his verbal explanation at the forum, Ken Tabbutt noted the library has initiated a reorganization process which will continue into next year.  The goal of the reorganization is to reduce costs and ensure that staffing not only supports the curriculum but is consistent with the changes in library information, information technology and media systems.  Part of the reorganization involved the elimination of five positions.  Three of those positions are vacant.  The number of layoffs and eliminated vacant positions is included in the totals noted in the Budget Questions and Answers document (under “How are we going to fill that gap?”).

6-7-11 (answered 6-8-11)

Q. Parking Services is self-supporting and therefore, a 3% salary cut to Parking staff will not improve the college's operational budget. Is there a form that we can complete in order to be exempt from the cut or are we automatically exempt since we do not receive funding from the legislature or college reserves?

A. The 3% compensation reduction is not being applied based on funding source.  Parking Services, other auxiliaries and other activities with various funding sources are not exempted and there is no process through which they would become exempted.  Implementation of the 3% compensation reduction may vary somewhat based on employee category (e.g. classified, exempt, faculty), but there is no differentiation based on funding source. Even “self-supporting” auxiliary services and those activities with other funding sources occupy college facilities, use college services, consume college utilities, etc. and therefore contribute to the operational costs of the college.  Therefore all areas will contribute to addressing the budget challenges we’re facing. 

6-6-11 (answered 6-8-11)

Q. If the College implements the required furloughs (for those employees earning over $2500/month) of 7.8 days per year, would it be more likely that the College would select dates for closure, or rather that these would be staggered and we would attempt to maintain normal levels of service with staff absent?

A. We’re leaning toward a flexible approach where employees could take the time when they want (subject to supervisor approval).  We’ve debated the merits of closing the whole campus for one or more days, but the drawbacks seem to outweigh the benefits.

Some of the drawbacks of taking specific days off across campus:

  • Some employees are excluded based on income and would need to work even when everyone else was off;
  • Others, even if not excluded for salary reasons, would need to work those days to maintain basic facility operations and safety – and take a different day off;
  • Many services we provide for residential students can’t just stop for a day;
  • Slow times in some departments – e.g. Christmas/New Year’s period – are peak activity times in others; and
  • A concentration of furlough/temporary layoff days and reduced pay might not be workable for the budgets of many employees.