|
|
 |
 |
 |
 |
 |
 |
 |
|
|
|
|
||||||||
All students and full or part-time employees of the College are included in the provisions of this section. Members of citizens’ advisory committees, consultants and others rendering occasional services to the College are not included. Reviewed:
April 8, 1999 400.02 College Staff Personnel Staff of the College is composed of five groups: 1. The administrative staff: Appointments on an annual basis recommended by the President and approved by the Board to the positions of Vice President, Assistant Vice President, Dean, Associate Dean, Assistant Dean, Controller, Treasurer, Executive Director and Director. These positions are expected to work a minimum of 40 hours per week. 2. Technical, Professional, Exempt (TPE): Managers, supervisors, professional and selected technical positions appointed for an academic year with vested interests in all fringe benefits. TPE personnel are expected to work a minimum of 40 hours per week and are exempt from overtime. 3. Grant staff: Personnel approved by the Board for the number of calendar weeks and scheduled hours specified in the Grant from which they are paid. Employment with the College is contingent based upon renewal of grant funds. To participate in the fringe benefit program, these benefits must be specified in and paid for by the applicable grant. 4. The instructional staff:
5. The support staff: employees engaged in service, clerical or technical positions as defined in the current South Suburban College Support Staff Association contract. Revised:
Any person enrolled in any course offered and taught by a member of the College staff is a student of the College. There are three categories of students:
400.05 College Community Defined The college community of South Suburban College consists of all full and part-time employees, students, and residents of Community College District 510. Reviewed:
April 8, 1999 400.06 Student Reservists Called for Active Duty South Suburban College will allow students who are called for active military duty to drop courses without penalty. This shall include a 100% refund of tuition and fees upon evidence and notification to the College within the semester of the drop. In addition, the College supports faculty in enabling students who are called for active duty and who have substantially completed a course to complete said course without losing the time and effort they have already invested. No refund will be given if a credit for a course is awarded or if the course was paid for by a state/federal agency. The College is committed to assisting students as they transition back into the College community after they have fulfilled their military obligations. Adopted:
November 8, 2001 400.07 Employee Reservists Called for Active Duty
Employees who are called up for active military service must notify their immediate supervisor or the Office of Human Resources in writing and include a copy of their orders of the call to active duty. The College is committed to transitioning employees back into the College community after they have fulfilled their military obligations. Adopted:
January 10, 2002 401.01 Officials of the College Officials of the College include members of the Board, President of the College, Vice Presidents, Treasurer, and such other persons as may be named from time to time by the Board. Reviewed:
402.01 Appointment and Tenure of College Faculty Unless otherwise provided by specific action of the Board, College faculty shall be appointed for terms of one academic year during each of the first three consecutive years of probationary employment, unless otherwise removed from service by voluntary or involuntary reasons. Commencing with the fourth year of full-time employment, each instructor, counselor, and librarian may have tenure subject to the rules and regulations of the Board of Community College District No. 510 and the Public Community College Act. Revised:
Reviewed:
402.02 Instructors Assigned to Administrative Positions A tenured Instructor who has been given a specific administrative assignment is not considered to have tenure in that assignment, but does retain a tenured position as an Instructor. Reviewed: 404.01 Workshops, Seminars and Lectures The Board encourages all of its employees to grow in understanding and improve their skills in their various positions, and directs the administration to provide for such opportunities including, but not limited to:
Travel of College employees on College business must have prior approval of the College President or his designee. Travel of employees of the College for which College funds are expended or for which release from regular duties is required must be approved by the appropriate administrator. The College automobile insurance policy provides liability coverage for the insured owned automobiles, non-owned automobiles and hired automobiles. Adopted:
Revised:
405.02 Travel of College Students Subject to the approval of the President or his designee, the Board authorizes student travel to any workshop, conference, athletic event competition, field trip and other similar events which constitute a salutary, social and/or learning experience. All students traveling off campus for either a College-funded or student activity shall be required to sign a release form prior to traveling and said release shall be submitted at the time the request is made. Travel of students with the State of Illinois must be approved by the appropriate administrator. Out-of-state travel of students supported by College funds must be approved by the appropriate Vice President. Students who participate in organized athletics must adhere to the guidelines of the Athletic Department. Student travel supported by College funds must be under the supervision of a professional or instructional staff member. Revised:
405.03 Reimbursement for Travel Transportation, meals, lodging, fees, and other expenses incurred by authorized persons while on College-approved travel will be reimbursed by the College. Transportation will be reimbursed at the current authorized IRS rate, for private automobiles traveling up to, but not beyond, 350 miles in one direction; or full coach air fare or its equivalent; and up to $100 per day for real and necessary expenses, excluding registration fees, upon presentation of appropriate receipts for lodging, meals and other required expenditures. When College vehicles are available, they shall be used in preference to private transportation with the cost of fuel only being charged against the travel budget of the user. College funds may not be used for the purpose of traveling to partisan political or religious activities. Vouchers for reimbursement of expenses must be submitted for payment within 60 days after the date of actually incurring the expense. Travel will be reimbursed by the College upon presentation of appropriate receipts for lodging, meals, and other required expenses as outlined in the Travel Policies and Procedures Guide. Adopted:
Revised: 406.01 Termination of Employment – Administrative Staff and College Faculty A member of the administrative staff or College faculty, in service with tenure, may be removed if the Board, after a hearing (if one is requested by the staff member), finds one or more of the following causes: moral turpitude, gross insubordination, neglect of professional duties, physical or mental condition which incapacitates him from instructing or associating with students. The Board shall have the authority not to renew for the ensuing term, the contract of a member of the administrative staff or the instructional staff in service without tenure, and no reason for non-renewal need to be given, and no hearing is required. However, termination during the contract term shall be only for cause. Adopted:
Revised:
407.01 Reimbursement for Individual Memberships in Professional, Fraternal and Social Organizations South Suburban College supports the concept that its staff should be active in professional organizations as far as it is practical and appropriate to their respective responsibilities, and is in furtherance of a College-related purpose. Staff members shall not be reimbursed for individual memberships in any fraternal or social organizations, or associations not connected with a College-related purpose. Revised:
April 8, 1999 408.02 Rights of Employees and Students The Board recognizes these principles as intrinsic to the governance of the College:
409.01 Code of Conduct for Students and College Staff In the academic community of South Suburban College, each member has the right and respects the right of other members to be free from coercion and harassment. It is the intent of the Board to maintain conditions for optimum educational experiences for all members of the academic community. Therefore, codes that affect the conduct of students and staff of South Suburban College shall be established cooperatively by the administration for all members of the academic community. All codes must be approved by the President and must not violate Board policies. The Board shall adhere to the guidelines set forth in the collective bargaining agreements for those employees covered by such agreements. (See Student Code of Conduct in the College Catalog) Revised:
409.02 Possession, Use and Sale of Alcoholic Beverages and Illegal Drugs/Drug Abuse Education Program The Board is committed to complying with the Crime Awareness and Campus Security Act of 1990. The Board recognizes the dangers posed by the abuse of alcoholic beverages and illegal drugs. The Board intends to abide by and strictly enforce all state and federal laws governing possession, use and sale of alcoholic beverages and illegal drugs, including but not limited to the Drug Free Workplace Act of 1989 and the Drug Free Schools and Community Act of 1989. Accordingly, the following shall apply:
In keeping with South Suburban College’s commitment to provide a safe and healthful work environment, and in accordance with the Drug Free Workplace Act of 1988, the following policy was adopted. It is the policy of South Suburban College, District 510, to provide a “drug free workplace” as defined by the Drug Free Workplace Act of 1988. The use of illegal drugs is prohibited on South Suburban College property. The College will take strong disciplinary action against any employee who does not adhere to this policy. Strong disciplinary action includes, but is not limited to:
Employees are required by law to report any conviction of a state or federal criminal statutory offense occurring in the workplace within five (5) days of the date of the conviction to the Vice President of Administration. The College must report that employee to federal grant agencies within ten (10) days, as well as take appropriate disciplinary action within thirty (30) days from said date. From time to time, South Suburban College will sponsor seminars and will distribute informational materials dealing with the dangers of drug abuse. Employees are encouraged to attend these seminars and to read the informational materials provided. Employees who feel that they may benefit from drug counseling are reminded of the Employee Assistance Program of South Suburban College. Information regarding the Employee Assistance Program is available through the Office of Human Resources. Copies of this policy statement will be made generally available and specifically distributed to all federal grant employees. The College will make a good faith effort to continue and maintain a drug free workplace and implement the provisions of this policy. Revised:
April 8, 1999 The Board of Trustees of South Suburban College recognizes that the use of illegal drugs and the unauthorized use of a controlled substance poses a significant danger to the health and safety of all those at South Suburban College; it undermines public trust and adversely affects productivity. Therefore, it is the policy of the College that the use of illegal drugs and the unauthorized use of a controlled substance by employees is prohibited. All employees in positions requiring a Commercial Driver’s License (CDL) or other safety sensitive positions as defined by the Omnibus Transportation Employees Testing Act of 1991 shall be subject to random drug and alcohol testing in accordance with said Act. Also, drug and alcohol testing shall include:
The particulars of the testing shall be delineated in the South Suburban College Standard Operating Procedure Manual on Drug and Alcohol Testing incorporated herein as a part of this policy. Any individual refusing to submit to testing shall not be considered for employment or shall be removed from existing positions requiring driving, as the case may be. Any individual who becomes unqualified to hold the position for which he or she was hired as a result of a violation of this policy will be subject to disciplinary action which may include termination from the College. Adopted:
January 1, 1996 409.05 Violence and Threats of Violence in the Workplace The College is committed to providing a safe working environment free from violence and free from the threat of violence. Therefore, “zero (0) tolerance” for violence shall be exercised by the College. Violence is defined as any direct physical assault upon a member of the College community or visitor at the College, and a threat of violence is defined as any verbal or non-verbal communication which is designed to create the fear that a violent act may be committed against the recipient. The College shall assist members of the College community in reporting acts of violence and threats of violence, and the following procedures shall be applicable:
Adopted:
April 8, 1999 410.00 Confidentiality of Student Records South Suburban College adheres to the provisions under the Family Educational Rights and Privacy Act of 1974, granting each particular student in the College certain rights with regard to the records of such students maintained by the College. Provisions under the act pertain to the following:
The Board directs that every effort be made to keep student records confidential and out of the hands of those who would use them for other than legitimate purposes. At the same time, flexibility shall be allowed so that the student, the College, and or the community will not be hindered in their legitimate pursuits. Reviewed:
April 8, 1999 Sexual harassment is illegal under both state and federal law. In some cases, such conduct may be subject to prosecution under the criminal code of conduct law. Further, the Supreme Court of the United States has ruled that sexual harassment in the workplace may well violate an employee’s civil rights, even if such conduct does not result in the loss of a job or promotion within the workplace. In support of and in implementation of the law, and in an effort to provide an educational and employment environment free from condoned harassment, in any form and at any level, it is the policy of South Suburban College that no member of the College community, including, but not limited to, administrators, faculty, employees or students may sexually harass another at the College. Further, the courts have ruled that it may well be the duty of the employer to intervene after an alleged act of sexual harassment. Any such person, be they faculty, employee or student, will be subject to disciplinary action for violation of this policy. Unwelcome requests for sexual favors and other verbal or physical conduct of an unwelcome sexual nature constitute sexual harassment when:
Sexual harassment in any situation is reprehensible. It is particularly damaging when it exploits the dependence and trust inherent in the student/faculty, employee/supervisor or other similar relationships. When the authority and power inherent in these relationships is abused in this way, there exists the potential for great damage to the individual, to the person complained of, and to the general climate of the College. The President of the College is authorized and designated, as the representative of the Board, to establish a procedure, and to designate an administrator to implement said procedure and to review complaints relative to alleged sexual harassment. Such review and investigation by the designated administrator will be conducted in strict confidentiality with an effort by such administrator to informally resolve such complaints. The President of the College is further directed by the policy to implement a procedure wherein formal complaint or grievance may be made to affect formal resolution of such complaint. The President of the College is further directed to make certain that, in the informal and formal processes related hereto, every protection of the rights and the privacy of all parties shall be strictly maintained. The Board strongly states that in keeping with the spirit of the above guidelines, it reaffirms the belief that every student and every employee of South Suburban College must be treated with the dignity and respect due them regardless of their sex. Internal Procedures for Handling Complaints of Sexual Harassment: The College believes that a strong system to receive and resolve complaints of sexual harassment will encourage the reporting of complaints. Therefore, any employee or student participating in a College activity who believes that he or she has experienced or witnessed sexual harassment is encouraged to report the incident promptly utilizing the following guidelines.
The Investigation: The Affirmative Action Officer shall initiate an investigation. The investigation shall include, but not be limited to receipt of:
The Appeal Process:
The College reserves the right to investigate circumstances that may involve sexual harassment regardless of whether a formal complaint has been filed, and may impose disciplinary sanctions where sexual harassment has been found. The Board shall adhere to the disciplinary guidelines set forth in the collective bargaining agreements for those employees covered by such agreements. The term “working day” shall mean weekdays (Monday through Friday), 8:00 a.m. to 5:00 p.m., unless said day is a holiday. Adopted:
Revised:
410.03 Employee and Student Assistance Program (ESAP)
Adopted:
March 11, 1987 410.04 Communicable Disease Policy South Suburban College places high priority on ensuring that students are given every opportunity to complete their education, and employees are given every opportunity to make positive contributions to the College. The College also places a high priority on the need to prevent the spread of communicable diseases on its campus and teaching sites. By adopting this policy, it is the intention of the College to promote the health and regular attendance of our students and employees so that students may attain their maximum potential for learning, and employees will be able to continue their participation in College activities. Students
with Communicable Diseases Employees
with Communicable Diseases PROCEDURE FOR REPORTED CASES OF INFECTIOUS DISEASE At the time of reported case(s) of chronic infectious disease, South Suburban College shall minimize the risk of transmission to others or further injury to the individual and to respect individual and institutional rights and obligations. The College President shall designate administrators to respond to public inquiry regarding health promotion processes and cases of health risk and to coordinate the College’s infectious disease response. The official designees shall be the Vice President of Administration and the College Privacy Officer. The designated health officials shall adhere to the following in coordinating the College’s infectious disease response:
Adopted:
March 4, 1988 411.01 Leaves and Absences of Administrative Staff and College Faculty It is the policy of the Board, upon recommendation of the President, to grant sabbatical leaves to all administrators and College faculty who have been employed by the College district for specified periods of time as mutually agreed by the Board and staff covered by this section. Remuneration shall be set by the Board according to established regulations. Sabbatical leaves will be granted for appropriate purposes, generally considered to be study and/or travel designed to lead to the professional improvement of the employees covered by this policy. From time to time, it may be appropriate to grant a leave of absence for a specified duration with or without pay to members of the administrative staff and College faculty for personal or professional reasons. These may be granted by the Board upon the recommendation of the President. Requests for and approval of leaves shall be in accordance with the procedures set forth in applicable collective bargaining agreements. Revised:
Reviewed:
411.03 Health or Hardship Leave of Absence for Administrators Administrators who have been employed by the College for a period of two (2) consecutive calendar years may receive an unpaid leave of absence for a period of time, not to exceed one (1) year, for the restoration of health or the alleviation of hardship for the administrator or the administrator’s immediate family. During said leave of absence, the administrator shall be allowed to participate in the College’s group insurance policies if permitted, provided the administrator pays the full cost for such participation. The health or hardship leave shall run concurrently with any other leave to which the administrator may be entitled by law or policy. Not more than one (1) leave provided herein shall be permitted in any five (5) year period. Adopted:
September 11, 1997 All employees will be hired by the Board upon recommendations from the President at a regular or special meeting of the Board. However, the President may authorize the hiring of an individual temporarily until the next regular or special meeting of the Board, should he determine that delaying the hiring is not in the best interest of the College. The President may hire temporary employees when it is determined such persons are required to carry out functions of the College, and when such positions have been funded in the official budget adopted by the Board. All such hires shall be in accordance with the collective bargaining agreements. No discrimination due to race, sex, color, creed, national origin, age, marital status, or disability or any other basis prohibited by law, assignment or transfer of employees. Adopted:
April 8, 1999 The Human Resources Department of the College shall maintain a file on all current employees of the College. All materials relating to the hiring and the continued employment of the employee will be included in the file, consistent with applicable collective bargaining agreements. Employees may request to examine their file by submitting a written request to the Office of Human Resources. Employees are permitted to review the contents of their personnel file in the Human Resources department. Employees may not mark, destroy, or remove any of the files’ content. Employees’ personnel files will be considered confidential information and will not be released to others without the employee’s consent, unless by court order. Personnel files of terminated employees shall be maintained for a period as required by law. Adopted:
April 8, 1999 413.02 Criminal Background Investigation POLICY: The Board of Trustees of South Suburban College recognizes its responsibility to protect employees, assets, property, and its reputation in the community. To facilitate compliance with this responsibility and the provisions of the Campus Security Act, all employees hired in security-sensitive positions must complete criminal background investigations prior to employment with the College. Background investigations consist of the following:
PROCEDURE: 1.0
Eligibility:
2.0 New Hires:
3.0 Miscellaneous
Adopted:
April 8, 1999 413.03 Employee Obligations Upon Separation of Employment All employees whose employment with the College is discontinuing for any reason, including resignation or termination, shall complete the necessary paperwork in the Office of Human Resources. The Human Resources Office shall also advise departing employees of their rights under COBRA and SURS and offer the opportunity for an exit interview. All College equipment and supplies, including, but not limited to, keys, parking key cards, pagers, cellular telephones, laptop computers, printers, diskettes, and College records in the employee’s possession must be returned to his/her immediate supervisor. Employees shall receive their final paycheck which shall include payment for services to date and for unused earned accumulated vacation time in accordance with the payroll schedule. Upon separation from the College, an employee may elect to convert any accumulated vacation days to medical on a one-to-one basis. Payments of all financial liabilities owed to the College must be paid upon separation. Adopted:
April 8, 1999 414.01 Positions and Job Descriptions All positions at the College are created only upon the approval of the Board. It is the Board’s intent to provide a sufficient number of positions to fulfill the goals and objectives of the College. Before any new position is established, the President will present, for the Board’s approval, a job description for the position which specifies the required qualifications, the job responsibilities and the rate of compensation. The Board shall adhere to the guidelines set forth in the collective bargaining agreements for those positions covered by such agreements. The Office of Human Resources shall maintain a comprehensive and current job description for all positions in the College. Adopted:
April 8, 1999 414.02 Promotions and Pay Raises All promotions and pay raises will be presented to the Board for its approval prior to any such promotion or pay raise taking effect. Where applicable, pay raises may be retroactive. The Board shall adhere to the guidelines set forth in the collective bargaining agreements regarding promotions and pay raises for those positions covered by such agreements. Adopted:
April 8, 1999 455.09 Grievance Procedure for Administrators and Technical/ Professional/Exempt Staff Definition: A grievance shall mean a complaint by an administrator or TPE that there has been a violation or misrepresentation of the specific terms of his contract, or employment plan, or of written Board policies, or of a rule and regulation which relates directly to wages, hours, or working conditions of administrators or TPE’s and which may, from time to time, be in effect. The term administrator or TPE shall also mean a group of administrators or TPE’s having the same grievance. Procedure: A grievance shall be processed as follows: Level 1: The parties agree that a bona fide effort should be made to resolve a grievance informally before it is put in writing. To this end, any administrator or TPE who has a grievance shall submit it orally to his supervisor or other person designated by the President for this purpose. The administrator or TPE, if he so desires, may be accompanied by another administrator or TPE. If the grievant is not satisfied, the grievant may submit the grievance in writing to his supervisor within five (5) working days of the oral presentation. The grievance shall set forth in detail all the relevant facts upon which it is based, the nature of the complaint, and the relief requested. The supervisor or person designated for this purpose shall give his written answer within five (5) working days after receipt of the written grievance. Level 2: If the grievance is not settled at Level 1, and the administrator wished to appeal the grievance to Level 2, it shall be referred in writing to the appropriate supervisor’s supervisor, or his designee, within ten (10) working days after receipt of the answer at Level 1 and shall be signed by the grievant. The appropriate supervisor’s supervisor, or his designee, shall give his written answer within ten (10) working days after presentation of the grievance in writing. Level 3: If the grievance is not settled at Level 2 and the grievant wishes to appeal the grievance to Level 3, it shall be referred in writing to the President within ten (10) working days after receipt of the answer at Level 2. Within ten (10) working days, the President, if practical, or his representative (provided said person has not been previously involved in Level 1 or Level 2), shall discuss the grievance with the grievant at a time mutually agreeable to the parties and, if no settlement is reached, the President, or his representative, shall give his written answer within ten (10) working days following such meeting. Level 4: If the President has been involved in either Level 1 or Level 2 and/or if the grievant wishes to appeal the President’s decision, the grievant shall submit in writing within ten (10) working days to the Board. The Board shall conduct a hearing at their next regularly scheduled meeting and shall give its findings in writing to the grievant within ten (10) working days from the date of the hearing. The decision of the Board shall be final. No grievance shall be entertained or processed unless it is submitted within ten (10) working days after the occurrence of the event giving rise to the grievance, or within ten (10) working days after the grievant had knowledge of the event giving rise to the grievance. Failure at any level of this procedure to appeal a grievance to the next level within the specified time limits will be considered to be acceptance of the decision rendered at that level. Failure at any level of this procedure to communicate the decision on a grievance within the specified time limits will permit the aggrieved party to proceed to the next step. The parties may, by mutual agreement in writing, extend any of the time limits set forth in this procedure. For the purpose of this procedure only, the term “working day” shall mean weekdays (Monday through Friday), 8:00 a.m. to 5:00 p.m. Adopted:
April 12, 1984 |
|
||||||||
| |
|||||||||
| |
|||||||||
| |
|||||||||
| |
|||||||||
| |
|||||||||
| |
|||||||||
| |
|||||||||
