New Hires

SMN, Kentfield Campus

For over 90 years, the College of Marin has served the needs of Marin County’s diverse student population. The College has two campuses located in Kentfield and Novato, both with close proximity to San Francisco, the Pacific Ocean, and Sonoma/Napa. The Kentfield campus sits at the base of Mount Tamalpais and is undergoing a physical transformation with several new buildings and modernized learning environments. The Indian Valley Campus is located in the picturesque hills of Novato and also has two fully modernized or new facilities.

We welcome you to explore the employment opportunities at College of Marin. Our fine faculty, staff, and administrative professionals have a long history of supporting the educational goals of our students in transferring to baccalaureate institutions, training for a new career, learning basic skills, or enjoying the many benefits of lifelong learning.

The College provides its employees with competitive compensation packages, comprehensive benefit plans, and the opportunities for professional development.

The Human Resources Department is an excellent resource for employees and the public to obtain information and assistance with current employment opportunities, benefits, policies, procedures, and general inquiries.

We strive to consistently attract, retain, train, and develop, a skilled and diverse workforce in support of the mission of the Marin Community College District.

Thank you for your interest in joining the College of Marin.


SHORT-TERM HOURLY EMPLOYMENT

Student

Student (6 units or more – MCCD): A short-term employee is considered a student if in the semester they are working have at least 6 or more units at College of Marin (Marin Community College) AP 7270 – Student employees: A student enrolled in 6 or more units per semester may work part‐time as a student employee for no more than 25 hours per week and no more than 194 working days in an academic year.

Non-Student

Sub/Leave Replacement (less than 195 (194) working days)
Refers to an hourly employee that is temporarily replacing a classified employee while that employee is temporarily absent from duty. A temporary employee cannot work more than 194 days) AP 7236: Any person employed to replace any classified employee who is temporarily absent from duty.

Vacancy Replacement (60 calendar days only)
Refers to hourly employees hired to fill a vacancy while a recruitment is in progress to fill the vacant position. AP 7236: If the District is engaged in a procedure to hire a permanent employee to fill a vacancy, one or more substitute employees may be hired for not more than 60 calendar days. Exceptions will be addressed with the appropriate bargaining unit.

Short-term (less than 194 working days)
Refers to all other non-student, short-term employees that are not Sub/Leave or Vacancy Replacements. AP 7236: Short‐Term Employee: A. Any person employed to perform a service for the District upon the completion of which the service required or similar services will not be extended or needed on a continuing basis. B. The Education Code allows the employment of short‐term employees outside the Classified Service under specified conditions:

  • The person can only be employed to perform a short‐term service, upon the completion of which, the service will not be extended, and
  • Short‐term employee services shall not exceed 194 working days, including holidays, sick leave, vacation, and other leaves of absences, irrespective of a number of hours worked per day.
  • Short‐term employees may not exceed 37.5 hours per week. Short‐term and substitutes may be granted overtime only with the authorization of their manager.
  • Commercial temporary employment agency services may be used
  • No short‐term employee may be assigned or allowed to begin work prior to the completion of appropriate Human Resources requirements.

High school (work permit required)
If the short-term employee is under 18 years of age, they must provide a signed work-permit from their high school. (e.g. lifeguards during the summer)


DEPARTMENT FREQUENTLY ASKED QUESTIONS

  1. I want to hire an hourly employee, what do I need to do?
  2. When can a new hire start?
    A short-term hourly employee may not start until all District requirements have been met, including HR onboarding, Livescan and TB clearance. Non-student hourly employees must also have Board approval.
  3. Does the position need Board approval? If so, how do I obtain approval?
    All non-student hourly positions require board approval at a regularly scheduled Board of Trustees meeting. Budget managers must submit a Short-Term Hourly Board Action Form to Human Resources. Sub/Leave replacements and Vacancy Replacements also require Board approval. Please contact Human Resources for guidance on these types of hourly positions.
  4. I am rehiring a short-term hourly employee who has worked here before, what new hire paperwork is required for the employee?
    If there has been a significant length of time between employment with College of Marin for a continuing short-term employee; updated paperwork (i.e. tax forms, TB/Fingerprint clearances, etc.) may be required prior to the start of employment. Please check with Human Resources if you are unsure so that we can pull the personnel file.
  5. What is a PAF?
    How do I route a PAF? The Personnel Action Form is required for all hourly employment actions. The Department should initiate the PAF. Be sure to obtain the employee’s signature and the signature of the Budget Manger. Route the original PAF to Fiscal. After Fiscal verifies the FOAP and signs the PAF, it will be sent to HR for processing.
  6. Where do I get the position number for an hourly employee’s timecard?
    Please contact your Department Administrative Assistant who will have received this information from Human Resources when the PAF was processed.
  7. How long can a short-term hourly employee work for the District?
    According to Ed. Code 88003: non-student, short-term employees are limited to working 75 percent of a college year which means 194 working days, including holiday, sick leave, vacation and other leaves of absences, irrespective of number of hours worked per day. Non-student, short-term employees must be tracked for compliance to the 194 day rule. Tracking is encouraged via timecards by the department prior to sending them to payroll for processing each month.
  8. How many hours can an employee work each week?
    Can a short-term hourly employee work over-time? Non-student employees may work up to 37.5 hours per week, depending on the position’s board approved status. Student employees may work up to 25 hours per week. Overtime may only be authorized by the manager.
  9. What rest breaks and lunch periods are required for short-term hourly employees?
    Under California law (IWC Orders and Labor Code Section 512), employees must be provided with no less than a thirty-minute meal period when the work period is more than five hours. Additionally, hourly employees are entitled to a 10-minute paid rest period for every four hours worked or major fraction thereof. The rest period should be approximately in the middle of the work period.

SHORT-TERM HOURLY NEW HIRE PAPERWORK
(Student and Non-Student)