Compensation

BRCC offers a competitive pay scale for its curriculum full-time faculty according to a salary plan, which is used to determine the starting salary or any salary changes caused by promotion, attainment of further education or degrees, assignment of special duties, merit pay, or Presidential awards (See BRCC Policies and Procedures 3.8.1.). Full-time faculty employed for a minimum of nine (9) months per year and working a minimum of 30 hours per week are eligible for all standard fringe benefits including State Retirement, State Health Plan, supplemental health plans.

Full-time faculty are eligible for longevity pay if the faculty member meets the requirements of total qualifying service set forth in NC State Code (as amended). Total service for longevity pay is based on a month-for-month computation of full-time employment with the College. Annual longevity pay amounts are based on the length of total State service and a percentage of the faculty member’s annual rate of pay. See BRCC Policies and Procedures 3.8.3. for specific rates based on the years of service.

Adjunct faculty are paid a competitive wage, based upon market demand, qualifications of candidates, and job responsibilities. Compensation is based on the state mandated minimums. It is also understood that adjunct faculty do not receive any benefits available to full-time faculty such as medical coverage or retirement unless required by law (See BRCC Policies and Procedures 3.8.2.). Adjunct contracts are based on the number of course contact hours. For example: BUS 110 is a three (3) contact hour per week course that runs for 16 weeks. The contract for an adjunct would be calculated based on the hours per week times the number of weeks and based on the hourly rate per the adjunct’s highest level of credentialing. The adjunct teaching load is less than 30 contact hours per week, which is in compliance with the Affordable Care Act (ACA). In the rare case that an adjunct is asked to work more than 30 contact hours per week, he/she will need to seek dean approval and contact Human Resources.

All BRCC employees are required to use direct deposit to receive payroll related payments. Full-time and adjunct faculty receive monthly direct deposits on the last day of each month; when the last day falls on a holiday or weekend, every effort will be made to release checks on the last day preceding working day.