This law states that the governing board of a community college district is responsible for deciding and paying the salaries of their academic staff, unless another law specifies differently.

This law requires that the governing board of every community college district must create, print, and provide a salary schedule for all their academic employees. This ensures transparency and clarity about the salaries being offered.

This law allows community college districts to hire temporary employees as needed. It requires these districts to create and publicly share the pay rates for these temporary positions.

It also clarifies that this does not change any existing laws regarding minimum annual salaries for district employees.

This rule allows the governing board of a community college district to raise the salaries of academic staff at any point in the school year. The salary increase takes effect on the date the board decides.

This law says that if you're working in an academic position at a community college and the college district requires you to take extra classes or training, your salary cannot be reduced because you didn't complete those requirements.

This law states that if a community college district does not pay the salary of an academic employee, even though their employment contract is legally approved, the county superintendent of schools can take money from the district's funds to pay the salary through the county school service fund.

In California, if someone worked in a teaching position without the proper qualifications, their employment and actions can still be considered legal if the board of governors approves it. The board of governors will review the case and decide if the work should be approved as legal based on certain criteria.

The board can approve the work as legal if they find the person did have the necessary qualifications during their service. Alternatively, the local school district's board might determine the person had qualifications at least equivalent to what's required, based on reasonable evidence, which would also make the employment legal.

If you have an academic job and you work less than a full school year, your salary will be a proportional amount based on how long you worked compared to the whole school year. If you work an entire semester, you must be paid at least half of the annual salary. This law doesn't stop you from getting paid while you're on authorized leave.

If someone in this position dies during the school year, their estate gets a salary that reflects the time they worked up to their passing, minus what they have already been paid.

This law allows community college districts to use a different method to calculate salaries for academic employees who work less than a full school year. Instead of their regular salary, only the amount paid to a substitute, or what would have been paid if a substitute was hired, is deducted from the employee's pay. The possible substitute pay amount is determined by the district's official salary schedule for substitutes. This alternative salary calculation can only be used if approved by the community college board and is limited to five days per school year per employee.

This law discusses what happens when a community college district in California decides to increase the salaries of its academic employees starting in the second semester of the school year. It states that during the first semester, employees can't earn more than half of their old annual salary. In the second semester, they must earn at least half of the new, higher annual salary. Finally, this law doesn't affect when a salary increase can officially start; that's up to the governing board to decide.

This law explains when salaries should be paid to employees in community colleges. Most employees are paid at the end of the month, but no later than the fifth day of the next month. Part-time faculty working in day or evening classes for adults are to be paid by the 10th of the next month. If salaries are paid on a different schedule, like every two weeks, the paycheck can be issued by the last working day of that period but not later than the eighth day of the next period.

The law also allows districts to pay employees before the last working day of a month or payroll period.

This law states that when a community college district in California hires an academic employee for extra duties beyond their regular tasks, or for teaching in the district's summer school, they must be paid accordingly. Payment can be made as a lump sum or at various intervals like hourly, daily, or monthly. If paid in one lump sum, it must be delivered within 10 days after the service ends. For other payment schedules, employees must be paid within 10 days after each month or pay period ends.

This law allows a district to issue a single payroll warrant that covers the salaries or wages of two or more employees, instead of issuing separate warrants for each employee.

This law states that when a payroll warrant, which is a type of payment form, is used, it needs to be approved first. Once approved, it should be sent to the county treasurer, who then ensures the employee gets paid.

This law states that if a payroll warrant is being used, the list must include the names of each employee.

In simple terms, a paycheck (or warrant) for an academic employee won't be issued unless the person responsible for issuing it is sure that the employee has properly completed all their required duties. There can be exceptions, but they need to be specifically outlined elsewhere in the education code.

If an academic employee in a district that can issue warrants doesn't submit required reports to the county superintendent, the superintendent can instruct the district to hold back that employee's salary until the reports are filed and the superintendent gives written approval to release the payment.

This law explains how a community college employee’s salary is calculated for the first 30 days if they're on military or naval duty. If the employee is in an academic position, their 30-day pay is one-tenth of their annual salary. For employees in classified positions, they receive one month's salary.

This section of the law outlines the rules for how community college district boards in California handle payroll deductions for employees' membership dues to professional organizations. If an employee authorizes it in writing, their salary can be reduced to pay membership dues or other services. The authorization can be revoked in writing as specified in the terms of the authorization. The governing board must send these payments to the designated organizations by specific deadlines each pay period. If the dues amounts change, organizations must inform both employees and the college in advance. Additionally, the board can't demand new authorizations for changes in dues unless approved by the employee's organization. Requests to cancel or change deductions are handled by the employee organizations, which must indemnify the district against any claims of improper deductions.

This law explains how community college districts in California handle salary deductions for academic employees. It says that when paying salaries, the district can reduce the payment by the amount of service fees owed to an employee organization, following a security agreement between the school and the organization. Employees can also choose to pay these fees directly instead of through automatic deductions.

If employees don't allow the school to deduct and pay these service fees themselves, the district may deduct the actual cost of processing the payment from what is sent to the organization. However, the fee deducted cannot be more than the actual cost incurred by the district. These costs include both initial setup and ongoing processing expenses.

This law requires community college districts in California, when they deduct dues or fees from an academic employee's salary for employee organizations, to send that money to the respective organization within 15 days of issuing the paycheck.

If the college district fails to do this, the employee or the organization can file a lawsuit. If they win the case, they could also have their legal fees and court costs covered.