2007 Employee Handbook

1. Doane College Employee Handbook

This Employee Handbook ("Handbook") is provided to educate employees about the personnel policies of Doane College ("College"). This handbook applies to all college employees, including those on the college's Lincoln campus, unless contradicted by the terms of a specific handbook applicable to a particular class of employees such as faculty. Any such handbook shall control the terms of employment for the given class of employees. This handbook does not create a contract for employment and does not alter any employee's status as an "at will" employee. Either the employee or the college may terminate the employment relationship at any time. The provisions of this handbook, including the provisions creating an "at will" employment relationship, can be altered only by a statement in writing signed by the president of the college. Employees may not rely on any other oral or written statement which would purport to alter the terms of this handbook or the "at will" employment relationship. Further, the college retains absolute authority to interpret the provisions of this handbook and to determine applicability or inapplicability of its provisions to the particular facts of any given situation. If you have any questions with regard to the policies contained herein, please contact your supervisor, or the vice president for finance.

PREFACE

This handbook supersedes previous handbooks for employees. The college reserves the right to amend this handbook as the college deems necessary or advisable. This handbook was published and became effective December 7, 2001, and is written to comply with existing state and federal laws.

NOTICE OF NONDISCRIMINATION

Applicants for admission and employment or professional agreements with the college are hereby notified that this institution does not discriminate on the basis of race, color, religion, sex, national origin, disability, age, marital status or sexual orientation in admission or access to, or treatment, or employment in its programs and activities. Any person having inquiries concerning the college's compliance with the regulations implementing Title VI, Title IX, or Section 504, is directed to contact the human resources coordinator, (402) 826-8583. This office has been designated by the college to coordinate the institution's efforts to comply with the regulations implementing Title VI, Title IX, and Section 504. Any person may also contact the assistant secretary for civil rights, U.S. Department of Education, regarding the institution's compliance with the Regulations implementing Title VI, Title IX, or Section 50.

MISSION STATEMENT

The board of trustees adopted the following Mission Statement on May 5, 1995.

Doane College, a comprehensive college in the liberal arts tradition, offers an academic curriculum to stimulate inquiry, enhance knowledge, and promote examination and development of values and perspectives through majors and the liberal arts. The college prepares students by offering academic and co-curricular opportunities to develop abilities and skills needed in and out of the workplace. Doane also provides opportunities for students, faculty, and staff to develop and practice leadership skills.

Doane College is a private, independent, coeducational college serving both traditional and nontraditional students. The college continues its historical relationship with the United Church of Christ and its tradition of promoting free inquiry. The college offers instruction in the liberal arts and related professional and pre-professional areas leading to the Bachelor of Arts, Bachelor of Science, Master of Arts in Management, Master of Arts in Counseling, and Master of Education degrees. At both the undergraduate and graduate levels, Doane is committed to student-centered education characterized by close student-teacher relationships. The college serves students through residential campus programs, off-campus programs, and graduate programs. Doane seeks to attract students, faculty, and staff with diverse geographic, racial, ethnic, religious, economic, and cultural backgrounds.

As the college pursues its mission, students will demonstrate the ability:

1. to read, listen, write, and speak effectively.
2. to think critically.
3. to integrate theories with practice.
4. to collect and process information by selecting methods to improve understanding and solve problems.
5. to use problem-solving skills effectively.
6. to work with others.
7. to act ethically and to lead responsibly.

PERSONNEL ISSUES

Questions regarding personnel policies and benefits should be addressed to the human resources coordinator who is designated as the college's personnel officer.

THOUGHTS TO WORK BY

COURTESY

Every student and fellow employee deserves your sincere, friendly attention. The college depends on your professionalism. We have no tangible product to sell. We have no monopoly on education. We do know that students appreciate and deserve being educated in a friendly, courteous and competent manner and that is why they chose Doane. If the students quit coming, there will be no college and no jobs. It is as simple as that.

A good attitude to adopt toward people is this:

Treat all people with the same courtesy, friendliness and respect that you would like if you were in their place and they were in yours.

RELATIONSHIPS

Good relationships with your fellow workers are a priority and call for thought and consideration. 

Be willing to help out or lend a hand to fellow workers whenever necessary.

Be willing to make allowances for others. If someone seems curt or gives you a gruff answer, try to realize that the person may have problems of which you are not aware. There are reasons for every person's actions, so look for and try to understand those reasons.

Avoid gossip about anyone, and be careful about ribbing or practical joking. All of us like to have fun - but remember many people are sensitive and easily hurt and a thoughtless remark can turn a person against you forever.

Finally, take orders or give them intelligently and cheerfully.

CONFIDENTIALITY

We must all keep confidential information to ourselves.

You would not want your private affairs shared at liberty. Remember you can seriously harm a person and yourself by disclosing information with which your office has been entrusted. The Family Educational Right to Privacy Act mandates confidentiality of information concerning students.

FAMILY EDUCATIONAL RIGHT TO PRIVACY ACT (FERPA)

FERPA applies to the college as an institution receiving federal funds and includes the provisions described below.

STUDENT RECORDS

• Penalty for unauthorized disclosure of information is withdrawal of federal funds.   
• Applies to the "educational records" of students formerly and currently enrolled. Records include grades, files, documents, and data directly related to students whether handwritten or in the form of print, tape, film, electronic or some other medium.
• Students have access to all of their educational records except those specified as exempt.
• Exempt records not accessible for release include:          

1.  
   1. Private notes or records kept in the sole possession of a teacher or administrator.
   2. Campus law enforcement records kept separate from the student's other records and disclosed only to law enforcement officers or as otherwise required by law.
   3. Student medical and psychiatric records used solely for treatment purposes.
   4. Student employment records maintained in the normal course of business.
   5. Parent's financial information.
   6. Records containing information obtained post-enrollment.
   7. Information used for research with no personally identifiable characteristics.
   8. Confidential letters and statements filed prior to January 1, 1975.

• Public directory information, identified annually in the student handbook, includes: Name, address, phone number, date/place of birth, major, participation in officially recognized activities and sports, weight and height of members of athletic teams, dates of attendance, class, degrees and awards received, and other institutions attended. (Exception: When a student signs and submits a request to prevent disclosure form.)
• Except in the case of dependent students, parents have no access to the records of students. In the case of divorced parents an institution assumes that both parents of a student have FERPA right of access unless a court order specifies differently.
• Only faculty and employees of an educational institution who have a "legitimate educational interest" in the student's record will be permitted access.
• In the case of court ordered disclosure of documents, the institution must make a reasonable attempt to notify the student before compliance with the subpoena.
• In an emergency, information may be released if a person's health or safety is at stake and if the person receiving the information is in a position to act on it.
• Harmful and improper college disclosure of a student's record may sustain a claim of violation of privacy rights in states whose laws extend the right of privacy to student records.
• Compliance requirements include the documentation of all external requests for information.
• Compliance requirements include that, except the specified exemptions, an institution must obtain written consent before disclosing personally identifiable information from an educational record.

EMPLOYEE RECORDS AND EMPLOYMENT REFERENCES

College policy is to disclose only a verification of employment for past and current employees. Requests for references must be accompanied by signed releases giving a supervisor permission to disclose information about past or current employees. All inquiries for verification of employment should be directed to the vice president for finance or the human resources coordinator. A supervisor may disclose job performance information only upon receipt of a release signed by the employee. If you receive a request for information and are unsure concerning the sufficiency of the release, contact the human resources coordinator. References made outside this policy are the references of the individual making the reference, and not of the college.

GENERAL PERSONNEL POLICIES

YOUR PAY

Each position is designated in a particular category of the college budget. Every effort is made to be fair and impartial in salary decisions. The college's policy is to consider such things as education, experience, productivity and merit in computing an individual's compensation.

Funds for your compensation come from the regular college budget or the college grants budget. The college budget is prepared annually and, after approval by the board of trustees, becomes effective for the fiscal year starting each July 1. Except in rare circumstances, any changes in salaries will occur annually at the beginning of the new fiscal year.

All employees will receive their pay on the last business day of each month through automatic deposit to their bank account. Our payroll is calculated by computer and transmitted electronically. You will not be permitted to receive your pay in advance of the regular pay date. At times you will be requested to estimate the number of hours you will work through the end of a pay period. Estimated hours at the end of one month will be adjusted to actual the next payroll.

The college recognizes, however, that emergency needs do arise. Allowances for emergency advances against wages, not to exceed $500, for basic needs such as housing, food, clothing and medical care can be arranged by contacting the Payroll Office. The college may charge an interest rate on advances that are paid back over-time. The college will not routinely fund repeated requests for advances.

DEDUCTIONS

Withholdings required by law will be deducted from your regular check. Other written deduction requests you submit that have the approval of the vice president for finance will also be deducted from your paycheck. This may include insurance, donations, savings plan and others.

RECORDING TIME - CLASSIFIED EMPLOYEES

Classified employees are those employees who are not exempt from the provisions of the Fair Labor Standards Act (FLSA) and its provisions regarding wages and hours. Generally, employees paid by the hour are considered classified employees for purposes of the FLSA, but some salaried employees are considered as classified employees as well. If you do not know whether you are considered a classified employee, please contact the Payroll Office. Classified employees must personally enter their exact hours worked, or punch their time card daily. Time punched in or out which differs more than seven (7) minutes from your normal starting or ending time must have supervisor approval. Punched in or out hours that result in overtime pay must have prior supervisor approval and the approval of the vice president for finance. At the end of each month you must sign and date the time card in the spaces provided and give the time card to your supervisor for signed approval.

The Fair Labor Standards Act mandates that you record all your time when you are on the job and that you be compensated for that time. To be clear about this, you must punch in and out, or record your non-standard time accurately (for employees recording their time manually) whenever you are working for the college. If you arrive early to work and your supervisor requests that you perform a task, you must be paid for that work. If your supervisor requests that you take work home, you must be paid for the time spent working at home for the college. To also delineate the time that you are clearly not at work, college policy requires that you not eat lunch at your desk.

RECORDING TIME - NON-CLASSIFIED EMPLOYEES

Non-classified employees must report all time off to the payroll office on a monthly basis. Time-off includes vacation time and sick leave. Generally, non-classified employees are those employees in salaried, administrative positions and they are exempt from the provisions of the Fair Labor Standards Act.

TRANSFERS

You will be subject to transfer to another position at any time either on a temporary or permanent basis as the college deems necessary or advisable.

HOURS OF WORK

Doane College continually strives to meet the needs of our students. Normal business hours for all offices are Monday - Friday 8:00 a.m. until 5:00 p.m. during the school year (beginning the second Monday in August through May 31^st.) Flexible schedules within the hours of operation are necessary, based on the needs of the department. Full-time employees are typically scheduled to work 8 hours per day and receive a thirty minute unpaid lunch break. Some employees will work 7:30 a.m. - 4:00 p.m.; some 8:00 a.m. - 4:30 p.m.; some 8:30 a.m. - 5:00 p.m.; hours will be determined based on needs of department. Some employees are assigned to work weekends. Standard hours commencing the day following graduation to the start of the fall semester are 7:30 a.m. until 4:30 p.m. Some employees will have different hours depending upon the needs of their job. Custodial and maintenance employees generally work 7:00 a.m. until noon and from l:00 p.m. to 4:00 p.m. Monday through Friday. The work hours that will be normal for you will be outlined by your employment letter or your supervisor.

Classified employees will receive overtime pay for hours worked in excess of 40 hours in any one workweek. The normal workweek for college employees is Monday through Sunday. Workweeks may be adjusted for specific groups of employees to serve the needs of that workgroup by obtaining approval through the human resources coordinator. Vacation time, sick leave, and holiday pay is not considered work time for purposes of calculating overtime. Rather, overtime is calculated based on actual hours worked. Notwithstanding the above, there may be instances like graduation or homecoming weekends when the college pays all employees time and one-half pay for special hours worked to reward employees in preparing for these special events or special call-in situations. Overtime work must be authorized in advance by your supervisor and the vice president for finance.

With supervisor approval, employees may take comp time in lieu of overtime if the employee works hours that would otherwise result in overtime provided there are workdays remaining in the workweek. For example, an employee scheduled to work 8 hours per day Monday through Friday who worked 10 hours on Wednesday could take comp time of two hours on either Thursday or Friday. To ensure compliance with wage and hour laws, an employee who has overtime at the end of the week will be paid overtime for that workweek and may not take the overtime as comp time in any subsequent workweek.

The compensation for overtime is overtime pay. Fringe benefits do not accrue on overtime compensation.

The college reserves the right to change hours, days of employment and workweek as needed to serve our students. Flexible work schedules may be arranged within departments with supervisor approval as long as student service and workflow are not interrupted.

A FULL-TIME JOB

As a full-time employee, you are expected to devote your full attention to the duties of your position. Part-time or temporary employment outside of the college requires the approval of your supervisor and the vice president for finance.

ATTENDANCE

Being absent or tardy places an unfair burden on your fellow workers who must do your work during your absence. Continued absence and tardiness, for insufficient reasons, will limit your chances for advancement and may result in dismissal. Absence without notice to your supervisor for three (3) days is grounds for dismissal.

If you will be delayed in arriving on time, or if you will not be present because of illness or other unavoidable cause, notify your supervisor early so your work will not be delayed. If you are tardy more than five times without excuse or notice to your supervisor, you will receive a written complaint. If you are tardy an additional two times you will be released.

EMPLOYMENT AT WILL

All employees are "at will" employees. This means that employees may resign at any time and the college may terminate their employment at any time with or without notice for any or no reason. This policy of "at will" employment may be modified only in a written document signed by the president of the college. Nothing in this handbook alters an employee's "at will" status. An employee may also be discharged for cause at any time. Examples of conduct which will normally result in discharge include, without limitation, the failure to follow written procedures which may endanger the safety of the employee, students or other employees, frequent lateness, insubordination, theft, unexcused or excessive absenteeism, abuse to students, submission of an intentionally incorrect timecard, falsification of application for employment or breach of any policy contained herein.

PROMOTION

Whenever ability and qualifications are substantially equal, college policy is to fill job vacancies by promotion or transfer from within the college. Also assuming substantially equal ability and qualifications, promotions normally shall be governed by seniority. The college will attempt to notify the campus of available vacancies when they occur.

USE OF EQUIPMENT AND VEHICLES

Equipment and vehicles used in the college's business are expensive investments. When using college property, employees are expected to exercise care, comply with maintenance requirements, and follow all operating instructions, safety standards, and use guidelines.

You must notify your supervisor immediately if any equipment, machines, tools or vehicles appear to be damaged, defective, or in need or repair or maintenance. Your supervisor can answer any questions about an employee's responsibility for maintenance and care of equipment or vehicles used on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic or parking violations, can result in disciplinary action, including termination of employment.

Spouses and children of employees shall not regularly operate college vehicles or equipment unless they are directly involved in a college-related task.

A college employee may not take a college-owned vehicle from work to home or keep a college-owned vehicle at home overnight, unless authorized by the employee's supervisor. An employee authorized to drive a college vehicle from work to home shall take the shortest route. If an employee is authorized to drive a college vehicle from home to work or keep the vehicle at home overnight, they shall be required to record personal miles on a monthly summary sheet.

Personal use of college vehicles is taxable income to the employee. An employee may not use college vehicles or equipment for personal use unless prior authorization has been obtained from the employee's supervisor.

At no time shall an employee operating a college vehicle stop at any place for the sole purpose of obtaining or consuming alcoholic beverages nor drive the vehicle after consuming alcoholic beverages, unless in the course of duty of a college event.

An employee may use a college vehicle in the performance of duties as a member of a fire department or rescue squad only as authorized by the employee's supervisor. Other unusual situations will be handled on a case-by-case basis.  

PROGRESSIVE DISCIPLINE PROCEDURES

Certain standards of performance and conduct must be maintained in any work group. Generally these standards are recognized and observed by individual members of the work group without any need for action by a supervisor. However, correcting unsatisfactory performance is a vital function of management.

Except in cases of flagrant misconduct, the following procedures should be followed when dealing with performance or behavior problems. The steps are aimed at rehabilitating the employee and supervisors should assume that all employees want to be productive. The first step is counseling the employee regarding the unsatisfactory performance. In most cases, no further action will be required. If, however, the unsatisfactory performance has not been corrected, the employee should receive a written reprimand emphasizing the importance of the situation, describing the deficiency, specifying the time to correct the deficiency, and describing the consequences of failing to correct the deficiency, including possible loss of pay or discharge. If the deficiency has still not been corrected, a final warning should be given with continued unsatisfactory behavior resulting in formal discipline including, without limitation, loss of pay or discharge. Ultimately, the immediate supervisor determines the appropriate discipline based upon the circumstances in each case. No two cases are identical.

In cases involving dereliction of duty or serious misconduct, you may be suspended without prior notice, pending review within three (3) working days. In such cases, your salary may be terminated immediately.          

GRIEVANCE PROCEDURES

Any staff member has the right to present any personal concern or dissatisfaction regarding his/her employment to the college and have the matter considered on its merits. Such matters may be handled formally or informally. Employees are encouraged to attempt to first resolve workplace issues informally through communication with the persons involved and to involve their supervisors in the process. Most issues will not need further attention. Employees are also encouraged to make suggestions to improve the workplace or to direct questions regarding the workplace either directly to their supervisor or to the human resources coordinator.

If the matter is not resolved through such informal procedures or an employee believes that informal procedures are inadequate to address the conduct involved, employees may file a written grievance with the vice president for finance. Fair and prompt consideration shall be given to employee grievances. Grievances should be made within five (5) days after the occurrence of the event claimed to have given rise to the grievance. The vice president for finance or a person appointed by the vice president for finance will investigate the circumstances giving rise to the grievance. Any person accused of misconduct will have an opportunity to provide a written statement describing the circumstances involved. Where appropriate, the vice president for finance may attempt to mediate a solution satisfactory to all parties involved, including the college.

If the matter cannot be resolved to the satisfaction of all parties involved, the vice president for finance will make a written report describing the circumstances, his or her findings with respect to the grievance, and the discipline to be imposed, if any. The report will be provided to the person making the grievance and any person accused of misconduct.  

All grievances shall be confidential except as necessary to fairly investigate the grievance. Employees can be assured that no negative consequences will result as a consequence of making a grievance. All employees involved in the investigation of a grievance shall keep the matter confidential and failure to keep the matter confidential shall subject the offending employee to disciplinary action. Any employee taking retaliatory action against any employee who has filed a grievance shall also be subject to disciplinary action

APPEALS

Any person accused of misconduct as well as the person making the grievance may appeal the decision of the vice president for finance to the president. This appeal shall be in writing within 48 hours after the vice president for finance has communicated his findings to the individual. The president will promptly review the appeal and respond in writing. Any discipline imposed by the vice president for finance shall remain in force during the pendency of the appeal unless rescinded in writing by the president. The decision of the president with respect to the appeal shall be final.

FRINGE BENEFITS

The college offers a wide variety of employee benefits. The benefits are for employees working on a continuous basis and are not available to temporary employees. Eligibility for benefits for part-time employees is described on a benefit by benefit basis below.

VACATION WITH PAY

Doane College offers its full-time and eligible part-time employees paid vacation on an accrual based system.  Vacation time must be requested and approved in advance (the sooner, the better) of the desired day(s).

Each department coordinates vacation time according to the college's needs. If more than one employee in a department or area requests the same vacation period, schedules may be adjusted by the supervisor. Typically, employees shall not take in excess of 2 weeks of vacation consecutively.

Employees qualifying for Family and Medical Leave Act (FMLA) must use sick and vacation paid time off prior to using unpaid time.

Maximum Vacation Earnings:

Doane College encourages employees to use their vacation time so they can recharge, restore and take time off for personal reasons. Therefore, based on status and years of service, employees will have a cap on the number of hours they will be eligible to earn. Once the employee reaches their maximum earning cap, they will stop earning vacation hours until they use vacation time and drop below the maximum earning cap.

New Employees:

Earning of paid vacation begins the first pay period following their date of hire; however, employees must complete three months of service prior to taking paid vacation. New employees receive a pro-rated vacation accrual amount based on their hire date for their first pay period.

Tracking Time Off:

All employees will be required to track vacation usage. Classified non-exempt employees will track used vacation on their time cards. Exempt employees will complete a "Time Off Request Form" and present it to their manager for approval. Once approved, the manager will send the form to the payroll office.

Anniversary Dates:

Employees will begin earning vacation at the appropriate accrual rate (based on the employee vacation accrual schedule below,) the pay period following the employees' anniversary date. This means that when an employee reaches a "milestone" anniversary (5 or 10 years of service) and they are eligible for a higher accrual rate, they will begin earning at the new rate the pay period immediately following their anniversary date.

Separating employees:

When employees terminate (either voluntary or involuntary) from Doane College, they will be paid their earned, unused vacation time the pay period following the termination date or within two weeks, whichever comes first.  They will be credited through the last complete pay period that they work regardless of whether they leave voluntarily or involuntarily.

Non-exempt (Hourly) employees who have completed at least three months of service may schedule and take vacation time once it has been earned.

Exempt employees may be advanced up to five days of vacation leave, which has not been earned.

If any employee leaves the college and has taken more vacation time than has been earned at the time of termination that amount will need to be refunded at the time of exiting the college.

Non-exempt employees scheduled to work 20 hours or more per week shall earn vacation based on actual hours worked per pay period. Part-time non-exempt employees' maximum earning caps are figured in a ratio equivalent to his/her percent of full-time employment. For Example:  A part-time employee employed for 2 years is scheduled to work 20 hours per week has a maximum earning cap of 60 hours and will earn 3.33 hours/pay period. Note: Vacation time does not accrue on overtime hours worked, unpaid time or sick leave.

Part-time exempt employees scheduled to work 20 hours or more per week shall earn vacation in a ratio equivalent to his/her percent of full-time employment. Maximum earning caps are figured in a ratio equivalent to his/her percent of full-time employment. Vacation time does not accrue on unpaid time or sick leave.

Temporary or seasonal employees and regular employees that are not regularly scheduled for 20 hours per week are not eligible for vacation benefits. Exempt employees working less than 12 months per year receive no paid vacation benefits. The date the employee becomes a regular employee scheduled 20 or more hours per week will be used to determine when employees are eligible for an additional week of vacation.

HOLIDAYS

The college recognizes that employees may suffer illness or injury precluding them from working. Paid sick leave can be used to care for the employees' own personal illness or those of immediate family members (see definition below).

Sick leave is calculated on an accrual system (see below accrual schedule) and continues to accrue until the maximum earning cap is met.

New employees begin accruing the first pay period following their date of hire; based on the hire date, the first month may be pro-rated. All new full-time employees will receive 240 hours or six weeks of sick leave in their "account."  Part-time employees will receive 120 hours or 3 weeks in their "account" on their hire date. Employees who work 40 hours per week and work for 10 months out of the year will earn sick leave during the months in which they are working. All new full-time 10-month employees will receive 200 hours or five weeks of sick leave in their "account." Employees who work 20-39 hours per week and work for 10 months out of the year will earn sick leave during the months in which they are working. All new part-time eligible 10-month employees will receive 100 hours of sick leave in their "account." Temporary or seasonal employees are not eligible for paid sick time

Paid sick leave is to be used strictly for absences due to personal illness or those of immediate family members. Unused, accrued sick time is not paid to the employee upon termination. At the supervisor's discretion, any absence may require a note from a physician. A physician's note is required for absences extending for more than 3 days. Excessive absences will be addressed through the normal performance improvement process. Every employee is expected to use sick leave for bona fide purposes only and this time must be recorded.

Sick leave Accrual Schedule:

Full-time (scheduled 40+ hours/week):
8 hours/pay period (1 day per month)
480 hours/ 12 weeks Maximum Earnings Cap

Part-time (scheduled 20-39 hours/week):
4 hours/pay period (1/2day per month)
240 hours/ 6 weeks Maximum Earnings Cap                    

Full-time 10-month:
6.66 hours/pay period
400 hours Maximum Earnings Cap

Part-time 10-month:
3.33 hours/pay period
200 hours Maximum Earnings Cap

All forms of paid sick leave shall run concurrently with any leave under the Family and Medical Leave Act below and both the college and the employee shall comply with all requirements of the act in the event of a paid sick leave. Paid leave shall be granted only to employees who agree to return to work following the paid leave. Vacation benefits do not accrue on sick leave time and sick leave time is not counted in calculating overtime.

Immediate Family Definition for Sick Leave plan purposes:  Spouse, dependent children, other dependents and parents who depend on you to provide their care.

FAQ's for Supervisors and Employees Illustrating the Paid Sick Leave Guidelines

Question: What is the general rule for determining if time missed from work is covered by the paid sick leave policy?

Answer: The general rule is that paid sick leave is granted when the employee is unable to render service because of sickness or disability. Paid sick leave can be used for maternity leave and will be treated as any other temporary disability. The disability will begin and end when medically indicated by the employee's physician.

Question: How are medical and dental appointments treated under the sick leave policy?

Answer: Routine dental and medical appointments must be scheduled outside normal working hours whenever possible. If this is impractical, sick leave may be used to cover such absences. In "emergencies," employees are encouraged to seek medical attention and sick leave covers the full amount of time needed to obtain the "emergency" medical assistance.

Question: How should I treat time off needed to take an immediate family member to a medical or dental appointment?

Answer: The same rules that apply to time off for employees apply to taking a family member to a medical or dental appointment. Routine dental and medical appointments must be scheduled outside normal working hours whenever possible. If this is impractical, sick leave may be used to cover such absences. In "emergencies," employees are encouraged to seek medical attention for immediate family members and sick leave covers the full amount of time needed to obtain the "emergency" medical assistance.

Question: If I need sick leave, what are my notification requirements?

Answer: When an employee is unable to report to work as scheduled due to illness, the employee must notify his/her immediate supervisor as soon as possible during the first day of absence. Normally, the employee should call prior to the time the employee is scheduled to report to work. When medical appointments are involved, the immediate supervisor should be notified as soon as the appointment is made. All employees, classified and exempt, are required to report sick leave time. Classified non-exempt employees will track used sick leave on their time cards. Exempt employees will complete a "Paid Leave Request Form" and present it to their manager for approval. Once approved, the manager will send the form to the payroll office.

FAMILY AND MEDICAL LEAVE ACT - revised January 28, 2008

FMLA requires the college to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons.  Employees may also be eligible because of a qualifying exigency arising out of the fact that the spouse, son, daughter, parent, or next of kin of the employee is on active duty or has been notified of an impending call or order to active duty. Employees are eligible if they have worked for the college at least one year and for 1,250 hours over the previous 12 months.

REASONS FOR TAKING LEAVE: Unpaid leave must be granted for any of the following reasons:

• To care for your child after birth, or placement for adoption or foster care.
• To care for your spouse, son, daughter or parent, who has a serious health condition.
• For a serious health condition that makes you unable to perform your job. 
• Notification of an employee's spouse, son, daughter, parent or next of kin of an impending call or order to active duty in the military.

Certain kinds of paid leave may be substituted for unpaid leave, but will run concurrently with the period of unpaid leave available under the act.  The FMLA year runs on a "rolling calendar" year.

ADVANCE NOTICE AND MEDICAL CERTIFICATION: You may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met.

• You ordinarily must provide 30 days advance notice when the leave is "foreseeable."  When this is not possible, your obligation is to provide as early of notice as is practical.
• The college may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at college expense) and a fitness for duty report to return to work.
• Upon notice of a request for leave and determination of the employee's eligibility for FMLA leave, the human resources director will notify the employee of the eligibility determination. For eligible employees, the notice will include the date the leave begins, the maximum amount of FMLA leave available, any requirements to provide medical certifications, and other information as required by law.
• For active duty leaves, you must provide a copy of the military orders once they have been received, your obligation is to provide as early of notice as is practical.

JOB BENEFITS AND PROTECTION:

• For the duration of FMLA leave, the college must maintain your health coverage under any "group health plan". The college and the employee continue to pay their respective portions of the premium during FMLA leave.
• Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
• The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of your leave.

SERVICEMEMBER FAMILY LEAVE

Employees who qualify under this FMLA provision are eligible to receive up to 26 weeks of unpaid FMLA leave to care for your spouse, son, daughter or parent, who has a serious injury or illness that was sustained while on active duty in the Armed Forces.

UNLAWFUL ACTS BY EMPLOYERS: FMLA makes it unlawful for the college to:

• interfere with, restrain, or deny the exercise of any right provided under FMLA;
• discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

We urge both the employee and supervisor to be prudent and reasonable. The college wants an employee to be healthy and the college prefers to be as flexible as possible in achieving that end. Sick leaves must be discussed with the vice president for finance before they are communicated to the employee.

EMPLOYEE BENEFIT PLANS

Doane College offers various employee benefit plans to employees, including a retirement plan, a health insurance plan with various coverage options, a long-term disability plan, and a life insurance plan. The terms of these plans are summarized below. These summaries highlight the benefits under the various programs, but applicable law requires that the plans be operated in accordance with the plan documents. Accordingly, in the event of a conflict between the following summaries and the plan documents, the plan documents will control. The plan documents are available for inspection in the Business Office.

THE COLLEGE FLEX-COMP PLAN

The college's Flex-Comp plan allows employees to pay for certain health and dependent care expenses before taxes. This is a "cafeteria plan" under Section 125 of the Internal Revenue Code.

Employees must review or fill out an election form on an annual basis to participate in the Flex-Comp Plan.

A separate booklet describing the Flex-Comp Plan is available at the Business Office.

FAMILY MILITARY LEAVE ACT: Effective April 4, 2007

Under Nebraska's Family Military Leave Act, employees may receive unpaid family leave if a spouse or child of the employee is serving in the military under a state or federal deployment of 180 days or more.

Eligibility: To be eligible for family military leave, an employee must meet the following criteria:

(1)  The employee must have been employed by the college for at least 12 months and have worked at least 1,250 hours during the 12 months immediately preceding the request for leave.  

(2)  The employee must be the spouse or parent of a person called to military service lasting 180 days or more with the state or the United States under orders from the Governor of Nebraska or the President of the United States.

Length of Leave: Eligible employees may request up to 30 days of family military leave during the time that a deployment order is in effect.

Procedure for Requesting Leave:

(1) If an eligible employee wants to use family military leave of more than five consecutive work days, the employee must give at least 14 days' written notice of the date that the leave will commence and the anticipated length of the leave.  The employee should consult with the employee's supervisor so that the leave is not unduly disruptive to the college's operations.

(2) If an employee wants to use family military leave of less than five consecutive days, the employee must give as much advanced written notice as is practicable under the circumstances.

(3) The college may require the employee to obtain certification from the appropriate military authority to verify the employee's eligibility for the family military leave requested.

Effect on Other Employment Benefits:  Eligible employees will be restored to the position held or a similar position with equivalent benefits, pay, seniority, and other terms and conditions of employment upon their return and shall retain any benefits accrued at the time of the leave.  The college will continue employee benefits during an employee's family medical leave, which may be at the expense of the employee.

HEALTH INSURANCE

Hospital, dental, surgical and medical insurance is available to full-time (40 hours per week) and part-time (at least half-time) employees through Blue Cross/Blue Shield. For employees electing single coverage, the college pays 80% of the premium multiplied by the percent of full-time employment for the employee. The employee pays the remaining amount. For employees electing family coverage, the college pays 50% of the premium multiplied by the percent of full-time employment for the employee. The employee pays the remaining amount. New employees desiring enrollment in this plan should do so within 15 days after their first day of employment and normally prepay the first month's premium. More information about health insurance can be obtained from the Business Office. An employee must work at least half time to be eligible for health insurance.

LONG TERM DISABILITY

At the college's expense, a long-term disability program for employees who work 32 hours or more per week and are expected to work at least six months is provided. It pays up to sixty per cent of your salary if you become unable to perform your duties. Benefits begin after six months disability and generally continue during total disability until age 65. This plan contains a coordination of benefit clause providing for reduction of payments for any Social Security and certain other benefits.

LIFE INSURANCE

All employees who work 32 hours or more per week and are expected to work at least six months are covered by a term life insurance policy equal to $20,000. The college pays for this policy which becomes effective the first of the month following the date of your employment. You must complete an enrollment form to become eligible for this benefit.

RETIREMENT PLAN

To provide for your retirement, anyone who works more than 1000 hours per year for the college may participate in the college TIAA/CREF Retirement Plan.

Participation in this retirement plan may begin upon attainment of age 24 and after the first day of the first month following the completion of one year of continuous service at the college or another institution of higher education. Continuous service must be immediately preceding employment at the college. Employees who own fully-vested, fully-funded, TIAA/CREF individual retirement annuity contracts issued under the terms of an institutional retirement plan of a previous employer may begin participation in the college retirement plan, through the regular TIAA and/or CREF annuities used under this plan, on the first day of the first month following employment at the college.  Participation is not effective until one month after necessary enrollment forms are completed and submitted to the Business Office.

Participants in the TIAA/CREF retirement plan will be required to contribute 3-5 percent of their regular monthly base salary. (Overtime hours do not count.)  The college will contribute a matching amount plus 1%. Thus, an employee can save up to a maximum of 11% of their regular monthly salary base if the employee contributes the maximum 5% that will be matched by a contribution of 6% by the college. Contributions by participants will be deducted from salary payments or, if the participant desires, will be made on a tax-deferred basis under an agreement for salary reduction executed in accordance with Section 403(b) of the Internal Revenue Code. Plan contributions will be forwarded to TIAA/CREF to be applied as premiums on regular retirement annuity contracts owned by the participant and may be allocated by the participant between TIAA and CREF in any proportion that does not result in a fraction of a percent. Participants seeking additional information regarding TIAA/CREF can access the TIAA/CREF website at http://www.tiaacref.org/.

A summary document outlining the full program is available from the Business Office.

The college also makes available tax-deferred annuities for people who want to set aside extra retirement savings. These annuities are offered through the college's supplementary tax-deferred annuity plan. You arrange for a portion of your salary to be contributed to these plans on a before-tax basis by signing a salary reduction agreement. Contributions and any earnings grow on a tax-deferred basis until your benefits begin. Only one agreement can be signed each calendar year. The following companies are approved for your extra tax-deferred contributions:

American Century Group
Fidelity Investments
Putnam
American Express Financial Advisors
TIAA/CREF - SRA                                                    

ADMISSION TO ACTIVITIES

All employees are admitted to most college activities such as athletic events, plays and music events free of charge with your ID card. Spouses and children are admitted at student rates. If you carry your ID card, you can probably take advantage of reduced rates on other campuses as well.

USE OF LIBRARY AND OTHER FACILITIES

You and your family are invited to use the college Perkins Library without charge. It is understood that in your use of the library you will abide by the same rules and regulations as students.

Use of the fieldhouse and other recreational facilities are also governed by certain policies. Generally speaking, parents must accompany minor children and permission should be sought for use of the facility. Keys to facilities (if issued to you) must remain in your possession and you may not loan the keys to any other person.

PERRY CENTER DINING AND RECREATIONAL FACILITY

All employees may take advantage of the college dining hall and snack bar at rates applicable at the time.

EDUCATIONAL BENEFITS FOR EMPLOYEES AND DEPENDENTS

A. Rules Applicable to Both Employees and Dependents

Tuition benefits are available for both employees and dependents, subject to the terms and conditions described below.  To qualify for the benefit, all applicants (both employees and dependents) must satisfy the following prerequisites and the amount of the benefit is determined as follows: 

1. For purposes of determining eligibility for benefits, an employee's employment status and percent of full-time employment is determined by the vice president for finance.            
2. Tuition benefits are available to all full-time members of the faculty or staff and to their dependents the academic term following the employees' one year anniversary date*.  Part-time employees and their dependents are eligible for benefits the academic term following the employees' one year anniversary date*.  Benefits are based on their percentage of full-time employment if the employee works at least 1/2 time. Employees and dependents of employees employed less than 1/2 time are not eligible.  Temporary employees and their dependents are not eligible.  Adjunct faculty and their dependents are not eligible.
3. Eligibility for the benefit is determined based on employment status at the beginning of the term.  Benefits are provided only so long as an employee remains in service to the college.  If an employee terminates employment during an academic term, benefits are available only if the employee is employed through 3/4 of that term.
4. All degree-seeking applicants for benefits must qualify and be admitted pursuant to the regular admission process.
5. Applicants for tuition benefits are required to complete the Free Application for Federal Student Aid (FAFSA) form during the initial year of application to demonstrate eligibility for federal or state entitlement aid.  An applicant qualified or potentially qualified for federal or state entitlement aid is required to apply for such aid on an annual basis.  Failure to apply for entitlement will disqualify the applicant for the tuition benefit.
6. For students living on campus, the amount of the tuition benefit shall be the balance of the amount owed for tuition for the term after consideration of other institutional aid for which the applicant is eligible.  Federal or state entitlement aid and other governmental aid may be applied to reduce the amount owed for general fees, room and board, provided total aid from all sources cannot exceed the total cost of tuition, general fees, room and board.
7. For students living off campus, the amount of the tuition benefit shall be the balance of the amount owed for tuition for the term after consideration of federal or state entitlement aid and other governmental or institutional aid for which the applicant is eligible.  Total aid from these sources cannot exceed tuition charges. 
8. All applicants may apply outside scholarships to other costs of education such as room and board, books, fees, etc. unless the donor of the outside scholarship requires the benefit to be applied only to tuition.
9. Dependent students eligible to receive employee reimbursement from their employer are expected to utilize those benefits before they are eligible to receive educational tuition benefits from Doane College.  It is important to notify the college of their utilization of such employee educational benefits offered.
10. A recipient of tuition benefits shall be disqualified from the benefit upon failure to meet the academic or social/disciplinary standards of the college.
11. Educational benefits are not available for overseas study.

*Grandfather Clause:  Eligible faculty and employees hired prior to July 1, 2007 are waived the one year wait period for eligibility of the Tuition Benefits offered.

B.  Details of the Tuition Benefit for Employees

Doane provides tuition scholarships to assist employees in their pursuit of an undergraduate degree.  Subject to the rules in A above, the amount of the tuition benefit is the cost of tuition for full-time employees.  To qualify for enrollment, an employee must meet all admission and academic requirements stipulated in the college catalogs. An employee may not take more than one full course (3-4 semester hours) per semester during normal work hours and the supervisor must approve the course.  The college does not pay salary for the time away from the job to attend classes and time missed to attend classes must be made up the same business day. Benefits are available at both the Lincoln and Crete campuses and are subject to space availability.  Registration is tentative, therefore, until the first day of classes.

Doane College also provides opportunities to pursue a graduate degree in its masters programs.  Subject to the rules in A above, the amount of the benefit is one-third of the cost of tuition for full-time employees.

C.  Details of the Tuition Benefit for Dependents

This benefit is applicable only to husband or wife and to natural, adopted or step-children.  In order for children to qualify, the following requirements must be met: 

• The child must be a dependent on the employee's federal tax return;
• The child must be living in the employee's home; and
• The employee or the employee's spouse must have custody and tuition responsibility for the child.

Foreign exchange students and foster children do not qualify.  Children or spouses are eligible for a tuition scholarship up to the full amount of tuition at the college, subject to the requirements described above.  The tuition benefit does not cover fees charged by the college or any special tuition charged by the college. 

A dependent who has already earned a four-year undergraduate or equivalent degree is not eligible for the benefit.  Enrollment is subject to admission standards in place at the time of matriculation. Graduate tuition benefits are not available to dependents.

Eligibility will not be terminated if the employee or faculty member retires under an approved college plan or if the employee or faculty member is an employee of the college at the time of total disability or death.

Tuition remission is not granted to any student not making satisfactory academic progress as defined by the institution.  This applies to full-time and part-time enrollment.  Tuition remission is available for eight (8) semesters only.  However, dependents who have not yet graduated from high school or received a graduate equivalency diploma may enroll in one or more college classes provided they satisfy admission standards without counting the enrollment against the eight-semester limitation.  With respect to transfer students, their eligibility for tuition remission shall be limited to the number of semesters under a full credit-hour load until graduation as determined by the Financial Aid Office.

MISCELLANEOUS ABSENCES

LEAVE OF ABSENCE (Not under the Family & Medical Leave Act)

The purpose of a leave of absence is to protect a regular employee's continuous service to the college. A leave of absence is granted only when you express an intention of returning to work at the end of such leave and after you have worked for at least three years at the college. Absence of one continuous month or more is considered a leave of absence. The college may grant shorter absences without pay, however, all leaves should be requested through the vice president in charge of your area.

No compensation is payable to you for the time you are on leave of absence. A leave of absence is not an earned right nor is it a guarantee of re-employment.

If a leave of absence is approved, all your benefits, including medical and dental insurance, will be continued for you. The college will continue to participate in payment of medical and dental insurance while you are on a leave of absence. If you are eligible to make after-tax retirement contributions under the terms of the college retirement plan, any contributions you make will also be matched. Contact the human resources coordinator for further information regarding retirement plan contributions. Disability and life insurance will also be paid.

Leave of absence may be granted under the following conditions:

• If you can be spared from your duties;
• If you agree to return to work and specify the date of your return; and
• If a replacement can be found.

DEATH IN THE IMMEDIATE FAMILY

In case of death of one of the following: mother, father, mother-in-law, father-in-law, sister, brother, son, daughter, wife, husband, son-in-law or daughter-in-law, you are paid for any time that you are absent from work commencing with the day of death through the day of burial.

DEATH OF OTHER RELATIVES

In the case of the death of any other blood relative, brother-in-law, or sister-in-law of the employee, you are paid for any time you are not at work on the day of burial only. If the deceased relative lived in your home at the time of death, the policy outlined above for immediate family member shall apply.

ABSENCE FOR JURY AND WITNESS DUTY

You are paid for the time absent for jury or witness duty. You may also retain any jury duty payments or witness fees that you receive.

If your services as juror or witness are not required for the entire day, you are expected to return to work the remainder of the day. You are also expected to report for work on any regularly scheduled working day when the court is closed for a holiday not recognized by the college.

OTHER ABSENCES

Full-time employees are paid for the time spent by them during regular working hours in fighting fires or in answer to other public alarms provided they are members of volunteer fire departments or emergency rescue squads.

OTHER GUIDELINES

Policy on Rest Periods

You will be allowed rest periods or coffee breaks of 15 minutes each per half-day worked (must work the four hour period), provided such interruption in the work does not interfere with the performance or efficiency of your department. At times your supervisor may request that you do not take a break during a heavy or emergency period.

The rest period is intended to be a recess to be preceded and followed by an extended work period. Consequently, a rest period may not be used to cover your late arrival or early departure or to extend a lunch period.

You will not be permitted to forego breaks to accumulate extra time off in the future.

Dress Code

The college requires work attire that reflects an efficient, orderly and professionally operated academic enterprise. Although the exact parameters of this policy will vary from department to department, the following guidelines are offered to assist you in meeting our high standards.

• Uniformed employees shall keep the uniform clean and in good repair. The college will replace damaged uniform items.
• Employees in administrative positions at the college should wear appropriate business attire during normal working hours. Options include blazers, suits, sport coats, tailored dress pants, dresses, blouses, skirts, ties, dress shirts, dress shoes, sweaters, and nylons/stockings. Check with your supervisor for appropriate attire in your area.
• The college permits casual attire on Fridays for office support staff. This includes shirts or blouses (i.e. polo, rugby, golf style, etc.) which may promote the college. T-shirts or other shirts are permitted if part of a coordinated look of an office and approved by the supervisor in that area. Jeans, jean shorts, and shorter shorts are not permitted.

SNOWSTORMS AND OTHER SEVERE WEATHER

Snowstorms

Generally, the college does not close down because of snowstorms. The Crete campus is a residential setting and most students are able to attend classes. Thus, situations may arise where the Crete campus is open even though the Lincoln campus is closed. Should conditions warrant closing either campus, the college will notify local radio stations KFOR, KDNE and KFAB and TV station KOLN. The college, if possible, will also record a message on the switchboard at the applicable campus alerting staff at that campus of the closing. Finally, a campus-wide email may be sent should conditions warrant a total closure of either campus.

A total closure of either the Crete campus or the Lincoln campus is extremely rare. Even in situations when classes are cancelled, offices and maintenance personnel are generally required to continue to work. Thus, you should always plan on coming to work. In case of doubt, contact your supervisor.

In the rare circumstance of a total closure, employees will receive pay for the hours they normally work on that day. In cases where a campus is not totally closed, employees are paid only for the actual hours worked. If an individual employee is not able to report to work due to severe weather, the employee may either make up the missed time in the same workweek, use vacation to make up for the missed time, or take the time as unpaid leave.

Severe Weather

Employees should be aware of signals for severe weather and the location of shelters in case of tornado sightings. Generally, fire and tornado procedures are posted in various work areas.

WORKER'S COMPENSATION

If you are injured while on the job, you are covered under the college worker's compensation insurance for medical and hospital expenses and payment of time lost from work for an extended disability, as provided under the Nebraska Worker's Compensation Law.

If you are injured on the job, first seek medical treatment if required then report all accidents, no matter how slight, to your supervisor and to the Business Office and payroll clerk. The payroll officer will furnish you with an accident report that should be filed at once. Failure to do so may result in loss of benefits. The college will investigate all workers' compensation claims.

SAFETY COMMITTEE

The college maintains a safety committee whose function it is to review and maintain the college's written injury prevention program. The safety committee coordinator is the vice president for finance who will schedule meetings to review and coordinate safety activities throughout the college. Employees are urged to bring safety-related issues to the attention of the Safety Coordinator. You may make suggestions by personal notification or by placing your suggestion in the suggestion box in the Service Bureau. All supervisors must report employee accidents to the Payroll Office. The safety committee will investigate all accident reports.

UNIFORMS

The college will provide annually the cost of uniforms, up to the amount determined by the vice president for finance, for full-time custodial employees. Part-time custodial employees will receive a prorated share based on their percentage of full-time employment. Uniforms are not a condition of employment, but an appropriate symbol of professionalism and identification. Uniforms must be kept clean and in good repair.

JOB PERFORMANCE EVALUATIONS

Supervisors are responsible for evaluating the employees who work under their supervision on a continuous basis. The style, content and frequency of the reviews will be tailored to the particular requirements of each job. Employees are responsible for cooperating in the review process and for taking any corrective action disclosed in the review process.

RESIGNATIONS

If you wish to terminate employment and leave in good standing, you must file a written resignation form at least 14 calendar days prior to your departure date. The written resignation form must be filed with your department head and the Business Office payroll clerk and state the effective date of the resignation and your reason for leaving. Employees leaving the college are eligible for continuation of health insurance as defined by COBRA guidelines.

Unauthorized absence from work for a period of three working days in succession is considered a voluntary resignation without benefits.

If you do not give proper written notice of resignation, you will be considered as leaving in poor standing and will not receive a recommendation for future employment.

In the event of your resignation, you should also contact the Business Office to discuss your status with regard to insurance. Your final paycheck will be available on the last working day of the month and will generally be withheld until you have done each of the following:

• Submitted a resignation form in the form described above;
• Returned your keys; and
• Returned all college property in your possession.

TERMINATION

College policy is to provide two weeks' notice of termination of employment. The college reserves the right to cause an immediate termination with loss of all benefits and without termination pay.

ANTI-HARASSMENT POLICY

A fundamental policy of the college is that employees and students at the college should be able to work and study at the college in an environment free of discrimination and any form of harassment based on race, color, religion, sex, national origin, disability, age, marital status, or sexual orientation. To further this fundamental policy, the college prohibits the harassment of any person, student or employee and the prohibition extends to harassment based on race, color, religion, sex, national origin, disability, age, marital status, or sexual orientation. Harassment is counterproductive to the college's goals and will not be tolerated. Such behavior is unacceptable because it is a form of unprofessional behavior threatening to the academic freedom and personal integrity of others. Failure to follow this policy will result in disciplinary action up to and including termination.

The type of harassment that is prohibited may take many forms and includes, without limitation, verbal harassment (derogatory comments and/or slurs), physical harassment (assault or physical interference), visual harassment (posters, cartoons, drawings), use of the Internet or e-mail to harass or embarrass, and innuendo or false rumors. Further, harassment includes conduct that has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile, or offensive work or academic environment. Harassment is prohibited both during normal work or school hours and outside the normal work or school hours if such harassment is determined by the college to affect the normal working or student/faculty/staff relationships.

Harassment can take a number of forms, but of particular concern is sexual harassment, which is a violation of state and federal law. It includes unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct, and other verbal or physical conduct, or visual forms of harassment of a sexual nature.

Harassment includes, but is not limited to, the following forms:

• Unwelcome or unwanted advances, including sexual advances. This means patting, pinching, brushing up against, hugging, cornering, kissing, fondling, or any other similar physical contact.
• Unwelcome requests or demands for favors, including sexual favors. This includes subtle or blatant expectations, pressures or request for any type of favor, including a sexual favor, whether or not it is accompanied by an implied or stated promise of preferential treatment or negative consequences concerning academic or employment status.
• Verbal abuse or kidding that is oriented toward a prohibited form of harassment, including that which is sex-oriented and considered unwelcome. This includes offensive comments which harass an individual based upon his or her sex, race, age, national origin, disability, or marital status; telling "dirty jokes" that are inappropriate and considered offensive, or any tasteless, sexually oriented comments, innuendoes, or actions that offend.
• Creating a work or academic environment that is intimidating, hostile, abusive, or offensive because of unwelcome or unwanted conversations, suggestions, requests, demands, physical contacts, or attentions, whether sexually oriented or otherwise related to a prohibited form of harassment.

The college's concern is to provide a working and academic environment that is comfortable, conducive to the academic enterprise, and free from this type of behavior. This policy is written to be sure that everyone understands our intent to provide an academic and working environment free of harassment.

Obviously, the college cannot prevent violations of this policy unless such behavior is observed or the college is told of the violations. The procedures regarding complaints of harassment are described below.

All persons are assured that they will not suffer negative consequences as a result of bringing their concerns to the college's attention. Failure of any person involved in the investigation of a harassment complaint to keep the complaint confidential shall be a separate violation of this policy. A separate violation shall also occur if any retaliatory action is taken against or directed at any person who has made a harassment complaint. Violations will result in disciplinary action. The college reserves the right to provide information regarding any harassment complaint or retaliatory conduct to the necessary legal authorities if the college, in its sole discretion, believes illegal conduct has occurred. 

Procedures Regarding Complaints of Harassment

1. All members of the college community who believe that they have been the victim of harassment as defined above may bring the matter to the attention of the individuals designated to handle complaints of harassment. If the potential offender is a staff member, reports should be made to the vice president for finance. If the potential offender is a faculty member, reports should be made to the vice president for academic affairs. If the potential offender is a student, reports should be made to the dean of students. If the potential offender is an outside party, such as a vendor or contractor of the college, reports should be made to the vice president for finance and the procedures for handling complaints against staff members shall apply. Any person shall also have the option of reporting the concern to the college nurse in the health and wellness office or to the human resources coordinator who will inform the appropriate individual of the concern. If the person designated to receive the report is part of the problem, a report can be made to any other person designated to handle complaints of harassment.
2. The complainant should present the complaint as promptly as possible after the alleged harassment occurs.
3. The initial discussion between the complainant and the person designated to receive the complaint should be kept confidential, with no formal written record. The person receiving the complaint, however, can and should provide to the complainant a written memorandum advising the complainant that in order for the college to address the complaint, a written complaint is required in order that the college can further address the complaint under these procedures.
4. If the complainant, after the initial meeting with the person designated to receive the complaint, decides to proceed, the complainant must submit a written statement to the person designated to receive the complaint, describing with particularity the alleged harassment. The written statement should identify any persons with knowledge of any facts relevant to the harassment complaint.
5. Except as reasonably necessary to investigate the written complaint and to give the person accused of harassment an opportunity to respond, all written complaints of harassment shall be kept confidential.
6. The written complaint shall be promptly forwarded to the person accused of harassment and the person accused of harassment shall submit a written response to the allegations within seven days. The response should identify any persons with knowledge of any facts relevant to the harassment complaint.
7. Upon receipt of the response, the person designated to receive the complaint or an impartial investigator appointed by the person receiving the complaint shall promptly investigate the complaint. Normally, the investigation period should not exceed 21 days. During the investigation, the person receiving the complaint shall take whatever steps he or she deems appropriate to affect an informal resolution of the complaint acceptable to the college, the person making the complaint and the person accused of harassment.
8. Upon completion of the investigation and if an informal resolution has not been reached, the person receiving the complaint shall promptly provide a written statement of the findings of the investigation and any discipline to be imposed to both the person making the complaint and the person accused of harassment.
9. Either the person making the complaint or the person charged with harassment may appeal the findings or the decision to impose or not to impose disciplinary action by filing a written appeal within two business days of receipt of the findings.
10. If the person accused of harassment is a staff member, the appeal shall be directly to the college president in accordance with the grievance procedures set forth in the employee handbook.
11. If the person accused of harassment is a faculty member, the appeal shall be communicated to the college president who shall convene a committee to hear the appeal. The committee shall consist of three tenured faculty members from three different divisions, except that if the complainant is a student, an officer of the student body shall also sit on the committee. The committee may conduct its own investigation, call witnesses, and gather whatever information it deems necessary to assist it in reaching a determination of the merits of the allegation. Once such a determination has been reached, the committee shall communicate its findings in writing to the person making the complaint and the person accused of harassment. If the committee determines that no harassment has occurred, its decision shall be final. A finding that harassment has occurred requires a majority vote of committee members. Prior to communicating its decision, the committee shall also have the opportunity to seek an informal resolution of the matter satisfactory to the college and the other parties involved. If the committee finds harassment and further finds that reasonable cause exists for seeking sanctions against the faculty member, the committee shall forward its recommendations for sanctions directly to the college president. A recommendation for sanctions requires the majority vote of committee members. The college president, although not bound by the recommendations, shall promptly act upon the recommendations of the committee. If the person accused of harassment holds a tenured faculty position and the potential discipline includes dismissal, the college president, in reviewing the matter, shall comply with the procedures for dismissal proceedings for faculty on continuous tenure as set forth in the faculty handbook.
12. If the person accused of harassment is a student, the appeal shall be communicated to the college president who shall convene a committee to hear the appeal. The committee's composition shall be determined by the status of the complainant and the respondent (i.e. student to staff, student to faculty, etc). In any case where both the complainant and the person accused of harassment are students, the committee shall be comprised of captains of the peer judicial review panel as selected by the college president. The dean of students shall chair the committee.
    The committee shall observe the following guidelines:
    • An opening statement by the chair regarding the nature of the case, the identity of the parties, and the nature of the allegations.
    • Sequence of presentation of evidence:
      • Complainant presents evidence;
      • Person accused of harassment presents evidence;
      • Complainant presents rebuttal evidence;
      • Chair or investigator presents additional evidence from initial investigation of the matter;
      • Closing statements from complainant, person accused of harassment, and chair or investigator.
        
    • The committee shall then determine, by majority vote, if a violation of the harassment policy occurred. If a violation is found, the committee shall then determine, by majority vote, the appropriateness of the discipline to be imposed. The chair shall forward the committee's written findings regarding harassment and discipline to the complainant and the person accused of harassment. Either the complainant or the person accused of harassment may appeal the committee's findings regarding harassment or discipline to the college president by filing a written appeal within two business days or receipt of the findings. The president shall promptly review the matter and the president's decision is final.
13. All written records of harassment complaints shall be kept in a separate confidential file in the president's office and not in the faculty evaluation files, staff personnel files or student permanent records. All files shall be labeled generically by type of complaint.

POLICY GUIDELINES FOR ACQUIRED IMMUNE DEFICIENCY SYNDROME(AIDS)

The purpose of this policy is to (1) inform and educate persons in the college community regarding AIDS; and (2) assist in offering services to persons with suspected or known cases of Acquired Immune Deficiency Syndrome (AIDS) in the college community. The policy is intended to be flexible in order to best address the changing parameters of the disease process of AIDS. It is also intended that the AIDS Policy for the college comply with the recommendations of the American College Health Association (ACHA). Given the current scientific findings the primary goal is to protect the confidentiality and health of anyone in the college community who has been diagnosed as having been exposed to AIDS without creating a health risk to the college community. The second goal of this policy is to provide education for the college community about AIDS. This education shall be multifaceted in nature involving speakers, written materials, and answering individual questions. The goal of the education will be to teach persons in the college community how to prevent exposure to, and transmission of, the AIDS virus.

The most current research indicates that the AIDS virus is not transmitted through casual contact. Exposure through intimate sexual contact or to contaminated needles or blood and blood products are the only known methods of transmission. The AIDS virus has been isolated in small amounts in other body fluids, such as tears and perspiration, but not in amounts sufficient for transmission. In addition to protecting the confidentiality of all people exposed to the AIDS virus, the greatest efforts will be in prevention education and efforts to avert "AIDS hysteria" or irrational fear of exposure to AIDS. This fear is often as disabling to a community as is the disease itself. The college will also make available referral for individual counseling and medical treatment for any student, faculty or employee exposed to the AIDS virus.

Administrative responsibility for this policy shall rest with the director of health services, dean of students, director of counseling, vice president for academic affairs, and vice president for finance.

Recommendations by the various health agencies (i.e., Public Health Service, American College Health Association, etc.) derived from the best epidemiological data available, will continue to be the basis for maintaining standards of infectious disease control that protect the college community without unduly restricting the academic and/or occupational pursuits of the infected person(s) or the daily operation of the campus.

• All students who have been exposed to the AIDS virus will be allowed regular classroom attendance in an unrestricted manner as long as they are physically able to attend class.
• If a student who is carrying the AIDS virus displays behavior (i.e. biting, aggressive behavior, sexual promiscuity, etc.) which could increase the risk of transmission, determination of appropriate action shall be made on a case-by-case basis by the college in consultation with appropriate persons who may include: the student's physician, the student or, if a minor, the student's parent or guardian, appropriate school personnel, vice president for academic affairs, dean of students, and the campus health service director.
• Infected employees may be allowed to continue their employment in an unrestricted manner as long as they are physically able. Infected employees are entitled to applicable benefits and information regarding supportive services.
• Infected students and/or employees shall inform the campus health authority of their condition. This information will be handled in a strictly confidential manner. No general or specific information concerning complaints or diagnosis will be made available without the expressed written permission of the patient. Following diagnosis the individual's medical condition will be monitored on a regular basis.
• The college will provide educational services for all students and employees. Referral to counseling services and medical treatment will be provided for all persons exposed to the AIDS virus. The college will provide information about the nature and transmission of AIDS, provide emotional support and financial information and provide information regarding community resources.
• Initial free testing to determine exposure to the AIDS virus will be provided for all students, faculty members and employees. Test results will be strictly confidential between the physician and patient. All persons tested will be required to read and sign an informed consent and waiver form prior to testing. Payment for further testing will be the responsibility of the individual.
• Final disposition for the enforcement of this policy rests with the president of the college.

DRUG-FREE WORKPLACE POLICY AND DRUG-FREE AWARENESS PROGRAM

I.  PURPOSE.

The purpose of this policy and program is to identify the college as a drug-free workplace, and to outline a continuing program of drug-free awareness for all employees.

II. POLICY.

The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the workplace is prohibited. Employees who violate this prohibition will be subject to immediate corrective action. Depending on the nature and circumstances of the violation, corrective action may include immediate discharge, disciplinary suspension, mandatory treatment and rehabilitation, some combination of the above or other action deemed appropriate to the circumstances. Other policies relating to corrective discipline or substance abuse may provide guidance in determining an appropriate response, but shall not limit the college's authority to implement any corrective action deemed appropriate.

This policy shall apply to all employees, and compliance shall be a condition of employment. In addition, it is specifically noted that employees engaged in the performance of a federal contract or grant shall, as a condition of employment, agree to abide by the terms of this policy, and agree to notify the vice president for finance of any criminal drug statute conviction no later than five days after such conviction.

III. PROGRAM.

The college will maintain an ongoing drug-free awareness program that will aim to educate employees about the dangers of drug abuse in the workplace, the college's drug-free workplace policy, the penalties that may be imposed for drug abuse violations, and the availability of counseling, rehabilitation, and employee-assistance services. The program will include:

• Circulation of the drug-free workplace policy to all employees at the time of its adoption, and inclusion of the policy in the employee handbook;
• Review of the drug-free workplace policy with all new employees at the time of hire and orientation;
• Listing of counseling centers to counsel and assist employees with drug or alcohol-related problems; and
• An ongoing program of communication and education on drug/alcohol awareness and related topics.

Employees who violate the Drug Free Workplace Policy or an employee who the college, based upon a reasonable suspicion, believes is under the influence of drugs or alcohol, may be subject to disciplinary action including, without limitation, dismissal. A reasonable suspicion of being under the influence shall be based upon behavioral observations including, without limitation, slurred speech, unsteady gait, staggering, alcohol on the breath, excessive absenteeism, excessive tardiness, unacceptable interrelationships with employees or students or decreased performance. As an alternative to, or in conjunction with, other disciplinary actions, the college may, at its sole discretion, offer an employee the opportunity to successfully complete a drug-abuse program sponsored by an approved private or governmental institution.

The following are the Federal Drug Trafficking Penalties for the specified drugs:

CLASS I AND II DRUGS: LOWER AMOUNTS

First Offense
1.  Not less than five years. Not more than 40 years.
2.  If death or serious injury, not less than 20 years. Not more than life.
3.  Fine of not more than $2 million individual; $5 million other than individual.

Second Offense
1.  Not less than 10 years. Not more than life.
2.  If death or serious injury, not less than life.
Fine of not more than $4 million individual; $10 million other than individual.

CLASS I AND II DRUGS: HIGHER AMOUNTS

First Offense
1.  Not less than five years. Not more than life.
2.  If death or serious injury, not less than 20 years. Not more than life.
3.  Fine of not more than $4 million individual; $10 million other than individual.

Second Offense
1.  Not less than 20 years. Not more than life.
2.  If death or serious injury, not less than life.
3.  Fine of not more than $8 million individual; $20 million other than individual.

OTHER DRUGS: ANY QUANTITY
(not including marijuana, hashish or hashish oil)
First Offense
1.  Not more than 20 years.
2.  If death or serious injury, not less than 20 years. Not more than life.
3.  Fine of $1 million individual; $5 million not individual.

Second Offense
1.  Not more than 30 years.
2.  If death or serious injury, life.
3.  Fine of $2 million individual; $10 million not individual.

OTHER DRUGS CLASS III: ANY QUANTITY

First Offense
1.  Not more than 10 years.
2.  Fine of not more than $250,000 individual; $1 million not individual.

Second Offense
1.  Not more than 10 years.
2.  Fine of not more than $500,000 individual; $2 million not individual.

OTHER DRUGS CLASS IV: ANY QUANTITY

First Offense
1.  Not more than three years.
2.  Fine of not more than $250,000 individual; $1 million not individual.

Second Offense
1.  Not more than six years.
2.  Fine of not more than $500,000 individual; $2 million not individual.

OTHER DRUG CLASS V: ANY QUANTITY

First Offense
1.  Not more than one year.
2.  Fine of not more than $100,000 individual; $250,000 not individual.

Second Offense
1.  Not more than two years.
2.  Fine not more than $200,000 individual; $500,000 not individual

MARIJUANA: 1,000 KG OR MORE; OR 1,000 OR MORE PLANTS
(mixture containing detectable quantity)

First Offense
1.  Not less than 10 years, not more than life.
2.  If death or serious injury, not less than 20 years. Not more than life.
3.  Fine of not more than $4 million individual; $10 million other than individual.

Second Offense
1.  Not less than 20 years, not more than life.
2.  If death or serious injury, not less than life.
3.  Fine of not more than $8 million individual; $20 million other than individual.

MARIJUANA: 100 KG TO 1,000 KG; OR 100-999 PLANTS
(mixture containing detectable quantity)

First Offense
1.  Not less than five years, not more than 40 years.
2.  If death or serious injury, not less than 20 years. Not more than life.
3.  Fine of not more than $2 million individual; $5 million other than individual.

Second Offense
1.  Not less than 10 years, not more than life.
2.  If death or serious injury, not less than life.
3.  Fine of not more than $4 million individual; $10 million other than individual.

MARIJUANA

First Offense
1.  Not more than 20 years.
2.  If death or serious injury, not less than 20 years, not more than life.
3.  Fine of $1 million individual; $5 million other than individual.

Second Offense
1.  Not more than 30 years.
2.  If death or serious injury, life.
3.  Fine of $2 million individual; $10 million other than individual.

MARIJUANA

First Offense
1.  Not more than five years.
2.  Fine of not more than $250,000 individual; $1 million other than individual.

Second Offense
1.  Not more than 10 years.
2.  Fine of $500,000 individual; $2 million other than individual.

Federal law requires the college to offer its employees and their families the opportunity for a temporary extension of health coverage, called "continuation coverage," at group rates in certain instances where coverage under the plan would otherwise end.  This notice is intended to inform you, in a summary fashion, of your rights and obligations under the continuation coverage provisions of the new law.  Both you and your spouse should take the time to read this notice carefully.

The college offers health coverage under Blue Cross/Blue Shield and HMO Nebraska, Inc. health insurance plans. If you are an employee of the college covered by one of the group health plans, you have a right to choose this continuation coverage if you lose your group health coverage because of a reduction in your hours of employment or the termination of your employment for reasons other than gross misconduct on your part.

If you are the spouse of a the college employee covered by one of the group health plans, you have the right to choose continuation coverage for yourself if you lose group health coverage under one of the group health plans for any of the following four reasons:

• The death of your spouse;
• A termination of your spouse's employment, for reasons other than gross misconduct, or reduction in your spouse's hours of employment;
• Divorce or legal separation from your spouse; or
• Your spouse becomes eligible for Medicare.

In the case of a dependent child of a college employee covered by one of the group health plans, the dependent child has a right to continuation coverage if group health coverage under one of the group health plans is lost for any of the following five reasons:

• The death of a parent;
• The termination of a parent's employment for reasons other than gross misconduct or reduction in a parent's hours of employment with the college;
• Parent's divorce or legal separation;
• A parent becomes eligible for Medicare; or
• The dependent ceases to be a "dependent child" under one of the group health plans.

The employee or a family member has the responsibility to inform, in writing, the Business Office within 30 days of a divorce, legal separation, or a child losing dependent status under one of the group health plans. The college will then provide you or your family members notice of your rights to continuation coverage under the law. The college will automatically provide notice to those involved in the case of an employee's death, termination of employment or reduction in hours, or Medicare eligibility.

Under the law, you have 60 days from the latter of:  (a) receipt of the notice or (b) the date on which plan coverage terminates because of the qualifying event, in which to elect to continue coverage under the plan.

If you do not choose continuation coverage, your group health insurance coverage will end.

If you choose continuation coverage, the college is required to offer you coverage that, at the time coverage is being provided, is identical to the coverage provided under the plan to similarly situated employees or family members. The law requires that you be afforded the opportunity to maintain continuation coverage for three years unless you lost group health coverage because of a termination of employment or reduction in hours. In that case, the required continuation coverage period is 18 months. However, the law also provides that your continuation coverage may be cut short for any of the following six reasons:

• The college no longer provides group health coverage to any of its employees;
• The premium for your continuation coverage is not paid;
• You become an employee covered under another group health plan;
• You become eligible for Medicare; or
• You were divorced from a covered employee and subsequently remarry and are covered under your new spouse's group health plan; or
• You become a dependent covered under another group health plan without a pre-existing condition clause or with a pre-existing condition clause that does not apply because of the provisions of the Health Insurance Portability and Accountability Act.

You do not have to show that you are insurable to choose continuation coverage. However, you have to pay the premium for your continuation coverage at the current group rate plus 2%. At the end of the continuation period, you must be allowed to enroll in any individual conversion health plan provided under one of the group health plans. Special continuation periods apply in the event of a disability commencing in the first 60 days after COBRA coverage begins and children born to or placed for adoption with the employee during the period of COBRA coverage are qualified to independently elect COBRA coverage.

If you have any questions about COBRA continuation coverage, please contact the Business Office.

HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY ACT

I. NONDISCRIMINATION. Health plans may not establish eligibility, enrollment, or premium contribution requirements based on health status, medical condition, claims experience, receipt of health care, medical history, evidence of insurability, genetic information, or disability of prospective insured. The prohibition applies to new employees and any permitted late enrollees.

II. RESTRICTIONS ON PRE-EXISTING CONDITION LIMITATIONS. Pre-existing condition exclusions may be imposed only for conditions for which medical advice, diagnosis, care, or treatment was recommended or received in the six months prior to the effective date of coverage, may not be longer than 12 months, may not be imposed on newborns or adopted children if enrolled in a timely fashion, may not be imposed on pregnancy, or in lieu of above, HMO's may substitute a waiting period for all conditions of not longer than 60 days.

III. CREDITING OF PRIOR COVERAGE. Pre-existing condition exclusions must be reduced for each day of "creditable previous coverage" the individual had under another group health plan of another employer, or various governmental medical programs including Medicare or Medicaid.

IV. CERTIFICATES OF CREDITABLE COVERAGE. All group health plans must provide a timely certification as to the length of time a person was covered under the plan.

If you have questions regarding these portability provisions or their impact on new or departing employees, please contact the Business Office.

SMOKING POLICY
SCOPE

In order to provide a safe and healthy work/study environment for all employees and students and to comply with the Nebraska Clean Indoor Air Act, the college prohibits smoking in campus buildings.

PRACTICE

Smoking is not allowed in areas to which the public has general access. The following are general access areas:

• computer rooms, supply areas, central locations for records or files, and entryways to all campus buildings;
• confined areas such as libraries, medical facilities, elevators, hallways, stairwells, copy rooms, classrooms, conference rooms, auditoriums, office reception areas, studios and athletic facilities;
• dining areas, except for certain closed events; and
• areas where combustible fumes can collect such as garage and storage areas, theater shops, scientific laboratories, and maintenance areas.

COMPLIANCE

All employees share responsibility for adhering to and enforcing this policy, and have responsibility for bringing it to the attention of visitors. Non-compliance will be addressed the same as other policy violations. Employee concerns about their treatment under the policy will be handled through the existing grievance procedures.

INFORMATION TECHNOLOGY ACCEPTABLE USE POLICY

The college's information technology is a valuable resource. Information technology includes, without limitation, computers, software, databases, files, computer accounts, networks, and electronic communications. All information technology is the property of the college and is subject to inspection and monitoring by the college. The following are guidelines for the acceptable and unacceptable use of information technology at the college.

• The use of information technology and resources is restricted to academic, educational, research or administrative purposes. Information technology may not be used for commercial, personal, political or business income purposes unless written authorization is provided by the vice president for finance.
• Use of information technology must not violate any federal or state law or any software or purchase agreements. Users of "outside" facilities such as libraries, Internet, or other electronic communication facilities must comply with acceptable practices and restrictions established by those facilities.
• Individuals may not use institutional resources without proper authorization from the assigned user of the resource. Individuals may not use another user's computer account or user ID or change another user's password without prior permission from the custodian of the resource. Sharing of any computer accounts or access to resources assigned to the user is strongly discouraged.
• Each user of information technology is responsible for their use of computer hardware, software, accounts, user ID's and passwords. Users are responsible for all resources assigned to them even if another person was using them. Information resources must be used for their intended purpose. For example, a class account must be used to support the course for which it was created.
• Users must not access, copy, view or change private files without authorization. Users may not change, create or delete public files or directories without proper authorization. Users do not have the right to create or receive unauthorized copies of software. Users must not attempt to modify software, data or systems in any unauthorized manner.
• Information technology must not be used to make unauthorized entry into other communications, computational or informational devices or resources. Accessing restricted databases requires prior authorization.
• Users must not misuse or abuse any information technology resources. Information technology resources must not be used to disrupt or interfere with other users, services or equipment. This prohibition extends, without limitation, to use of information technology resources to threaten or harass others, propagation of computer "viruses," posting or mailing obscene materials, distribution of unsolicited advertising, or random mailing of messages.
• No equipment, supplies, software or manuals may be removed from computing sites without proper authorization.
• All information technology resources of the college are the sole property of the college and are subject to inspection by the college at any time with or without prior notice.

A violation of this policy subjects the offending party to disciplinary action and the conduct may be referred to appropriate legal authorities. Violators may be billed for unauthorized use of information technology resources and may be dismissed and legally prosecuted. The college will cooperate with legal authorities in investigating criminal use of information technology resources to the fullest extent permitted by law.

INSPECTION OF WORK AREAS

All work areas are the sole property of the college and, therefore, employees have no expectation of privacy in these areas. The rule applies to desks and other storage devices provided for the convenience of employees. Accordingly, all work areas, desks, and other property located in work areas may be inspected by the college at any time with or without prior notice. Keys for any lockable spaces in a work area must be provided to the college immediately upon request.

The college desires to maintain an environment free of illegal drugs, alcohol, firearms, explosives, or other improper materials and prohibits the possession, transfer, sale or use of such materials on its premises. The college requires the cooperation of all employees in enforcing these prohibitions and in inspecting college property to ensure compliance.

ADDITIONAL EMPLOYEE RESPONSIBILITIES

In addition to the duties and obligations set forth in the preceding sections of this handbook, all employees assume the following responsibilities:

• Notifying their supervisor and the Business Office when their address or phone number changes.
• Notifying the Business Office when the number of tax exemptions changes.
• Notifying their supervisor when absence from work will be necessary because of illness or other reasons.
• Notifying their supervisor when accidents or injuries occur.
• Restricting telephone calls and 800 service to college business except in cases of emergency and insuring against charging personal long distance calls to the college.
• Restricting the use of college supplies, equipment, and postage to college business.
• Exercising care in preserving and maintaining college property and equipment.
• Reporting any crimes, including acts of theft or vandalism, to their supervisor and the vice president for finance and taking appropriate action to minimize further risk.
• Conserving energy by turning out unneeded lights and cooperating when building temperatures are adjusted to save energy.

This policy statement has been prepared to help you understand the rules and regulations under which you work. We welcome any suggestions you may have for improvement and encourage you to bring us any questions.