COVID-19 Updates: Read More

COVID19 Update for Employees: March 19

COVID19 Update for Employees: March 19

Thu Mar 19, 2020 at 05:16 PM

The Brazosport College Board of Regents met on Monday, March 16th and provided the authority to pay its full-time employees and part-time employees if the College has to close due to the COVID-19 virus emergency or has to ask certain employees not to report to work, unless any of that work time is scheduled to be made. The College will not be closing. Rather, Brazosport College will be moving to altered operations where we will be delivering courses remotely and asking many of our employees to work remotely.

We want our employees to know that we are proud of your work, commitment, and focus. We know that you will work to support the College and our students through this uncertain time. 

Brazosport College’s objectives in this situation are to:

  1. To protect the health and safety of our students and employees
  2. To be prepared by Monday, March 23, 2020, to begin completing the spring 2020 semester through online delivery
  3. To enable the majority of the College employees to work remotely, while continuing to provide necessary services, with the remainder (a small portion) of our employees working on site
  4. To retain full-time and part-time employees, reduce turnover, increase morale, help employees focus on work, and facilitate future return to normal operations
  5. Minimize the financial impact to BC while meeting the previous objectives

Keeping these objectives in mind, I want to explain the College’s plans about payroll and compensation during this period of altered operations. First, the College is committed to payroll being processed on the regular distribution schedule. The majority of our payroll is processed electronically directly to employees’ bank accounts, which allows for on-time delivery. I strongly encourage all employees who are not currently having their payroll deposited directly into their bank account to complete the appropriate paperwork to transition to direct deposit.

You may download the direct deposit form to get started.

Second, compensation during this altered operations period is intended to provide employees with their normal base compensation as described below. However, in order for that to occur, employees MUST be Available for Work.

The definition of Available for Work is as follows:

  1. Working onsite – These employees will include select areas such as Campus Safety, Facilities, Information Technology, and other core business functions.  These areas will be specifically requested and pre-approved by the Vice President over the work area.
  2. Working remotely – We are working remotely to increase social distancing and prevent further spread of the COVID-19 virus.  Although we are remote, employees must be responsive to calls, texts, and instant messages within one hour of contact; review and respond to emails; work with their supervisor for assignments and project completion and accountability; and be available for regular check-ins with their supervisor. No internet access may make someone “not available for work” unless remote work has been preauthorized by the supervisor and internet access is not essential. 

Availability to Report Onsite – Employees must be able to arrive onsite within two hours of being contacted to report. Vice President approval is required prior to a supervisor directing an employee to report onsite.

Based on the understanding that all employees will meet the requirements of the Available for Work expectation, please note the following details regarding compensation based on employee classification:

FULL-TIME EMPLOYEES

Full-time exempt (e.g., full-time faculty and staff at C41 and above) – Employees will be paid their regular monthly salary if they are available for work. If not available for work, employees must use personal or vacation leave time. Sick leave can be used under the sick leave provisions indicated in the current procedure.

Full-time non-exempt staff (e.g., full-time staff at B31 or lower) – Employees will be paid a minimum of 40 hours if they are available for work. If not available for work, employees must use personal or vacation leave time. Sick leave can be used under the sick leave provisions indicated in the current procedure.

Overtime will be paid when worked and must be authorized by the supervisor. Overtime will be restricted to those departments that have an absolute need to work, such as police and I.T. These employees will receive specific direction from their supervisor and Vice President informing them that overtime work is approved.

PART-TIME FACULTY

Part-time faculty paid by the course – These employees will continue to be paid for current courses.

Part-time faculty paid via timesheet submission (credit courses) – These employees will submit a timesheet for processing pay as the work is performed.

Part-time faculty paid via letter of agreement or timesheet (non-credit courses) – These employees will submit a timesheet for processing pay as the work is performed or will be paid for work performed pursuant to their letter of agreement.

PART-TIME STAFF

The following compensation provisions apply to part-time staff through this spring semester.

Part-time staff – These employees will be paid a minimum of 19 hours per week for anyone who was paid for the March pay cycle (pay date March 20) and is available for work. If assigned hours worked exceed 19 hours per week, they will be paid for all hours worked.

Student Assistants – Student Assistants will be paid for a minimum of 19 hours per week for anyone who was paid for the March pay cycle (pay date March 20) and is available for work. If assigned hours worked exceed 19 hours per week, they will be paid for all hours worked.

Human Resources/Payroll will be communicating details for submitting time and leave reporting.

We are working towards phasing employees to work remotely. If you are asked to work remotely, please complete and submit the attached Telecommuting Form if you have not already done so:

Please also complete and submit your remote Work Activity Log to your supervisor on a daily basis:

Your supervisors will notify you if you are considered essential personnel and are required to remain onsite such as Campus Safety, Facilities, and I.T.

I know we are all wondering when will we go back to normal?  That is an unknown.  We will continue to reassess daily, but I don’t suspect there will be significant changes in our decisions over the next few weeks.  

In closing, I am proud of the work that each of you are doing now and what you will continue to do during this COVID-19 altered operation period. We don’t have all of the answers.  We may not be 100% right on our answers, but we are making decisions with compassion and concern for our employees and our students.  We will adjust and change course as the circumstances change.  Please check your email and also the updates at brazosport.edu/coronavirus  We are building FAQ webpages for our students and employees.  Please send your questions to so we can continue to keep our FAQs current.

Please take care of yourself and stay well!

Marshall Campbell
Vice President, Human Resources