Chapter 3358:5-5 Benefit Policies

3358:5-5-01 Employee salary adjustment policy.

(A) The president shall present salary recommendations to the board of trustees at the June board meeting for all employees.

(B) Salary increases shall be subject to an adjustment in accordance with length of employment during the current academic year.

(C) The board of trustees shall make the fourteen pre cent contribution which is required by the appropriate retirement systems and the 1.45 per cent contribution which is required by the social security administration for certain employees.

(D) Employees who will or have reached the top of their salary range shall receive any amount over their range in a one-time lump sum not added to their base salary.

(E) The board has empowered the president, through implementation of salary increases, to uphold their commitment to external economic and pay equity issues.

Replaces: 3358: 5-5-01

Effective: 3/18/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 2/25/81, 1/1/82, 2/7/83, 1/9/84, 1/1/85, 3/9/85, 2/27/88, 2/23/89, 12/20/89, 1/7/91, 2/3/92, 1/1/93, 1/1/94, 1/1/95, 2/10/96, 1/1/97, 1/3/98, 7/1/98, 3/19/99, 10/27/99, 2/25/00, 9/1/00, 10/8/01, 9/1/02, 2/5/04, 9/1/04, 9/1/05, 9/1/07

3358:5-5-02 State-approved retirement systems.

(A) Eligible employees are required to establish membership in either the Ohio state teachers retirement system (STRS) or the Ohio school employees retirement system (SERS). Generally, instructional faculty and adjunct faculty employees participate in and contribute to STRS while staff employees participate in and contribute to SERS.

(B) The amount of contribution, retirement, and other benefits which accrue to employees are subject to the provisions of these respective retirement systems.

(C) The employee's contribution is supplemented by the board of trustees' contribution which is in addition to the employee's annual salary.

(D) The board of trustees, in recognition of the tax benefit to employees, pays the employee share to the respective retirement system through a salary reduction agreement. This institutional payment, on behalf of employees, is in accordance with existing laws and current rulings and interpretations.

(E) Information concerning rules associated with the retirement systems including eligibility for retirement and benefits available can be secured from the human resources office or STRS/SERS.

Effective: 10/23/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 3/13/78, 6/15/02, 1/15/84, 3/15/84, 7/1/94, 7/1/98, 3/27/2015

3358:5-5-03 Professional improvement leave program policy.

(A) The board of trustees in accordance with the provisions of section 3345.28 of the Revised Code may grant professional improvement leaves (sabbaticals).

(B) Professional leave is granted to provide an opportunity for improved service at Clark state community college. Full time exempt staff and instructional faculty may use professional leave for study, research, professional writing, travel, or other activities recommended by the president of the college and approved by the board of trustees.

(C) The president is directed to establish administrative procedures for the implementation of this policy.

Effective: 10/23/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 12/15/06, 7/1/98, 1/6/03, 3/27/2015

3358:5-5-04 Emeritus status policy.

(A) The college is committed to recognizing individuals for their distinguished level of service to the college and the community while employed with or in its service. This recognition goes beyond promotions, individual achievements, commendations, and years-of-service awards. This recognition is the bestowal of emeritus status to the deserving individual.

(B) Emeritus status is an honorary title awarded for distinguished service to the academic community. At Clark state community college, the emeritus title may be bestowed on a faculty member, an exempt or non-exempt staff member, president, or a college trustee who has served the college with distinction. The bestowal of emeritus status is recognition of the value the college places on the experience, knowledge, ability, performance, and service of these individuals. Receiving the emeritus status is a distinctive honor, not a right.

(C) This policy shall be administered as set forth in the associated emeritus status procedures.

(D) The office of human resources shall be assigned the responsibility of developing, implementing, and maintaining the emeritus status policy and procedures.

Effective: 10/23/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 1/28/78, 5/8/95, 5/1/97, 7/5/97, 7/1/98, 3/19/99, 5/26/00, 1/6/03, 6/1/12, 3/18/2015

3358:5-5-05 Employee recognition and rewards policy.

(A) Recognizing employees' contributions to the success of the college is a core value of Clark state community college. As such, our "Employee Recognition and Rewards Policy" provides an avenue to recognize individuals and groups/teams for their contributions to the overall success of the college, the students we educate, and for their positive impact on the communities we serve. This policy is designed to promote individual/team spirit and unity of purpose within the college based on shared achievement and meeting organizational goals. This noteworthy recognition is for those contributions made beyond those acknowledged during the annual/periodic performance management process.

(B) This policy applies to all regular employees (staff and instructional faculty) and adjunct faculty. Executive cabinet members are not eligible for recognition under the provisions of this policy.

(C) This policy seeks to recognize deserving staff, instructional faculty, and adjunct faculty members with performance recognition and monetary awards during the annual charter night recognition event or any other time deemed appropriate by the president. This policy includes but is not limited to the:

(1) " Staff professional excellence for outstanding service (for regular staff members)

(2) "Faculty Professional Excellence Award"

(3) Adjunct faculty professional excellence award

(D) This policy shall be administered as set forth in the associated procedures established by the president or his/her designee.

(E) The office of human resources shall be assigned the responsibility of developing, implementing, and maintaining the employee recognition and rewards program.

Effective: 10/23/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 6/15/82, 2/4/88, 12/33/89, 3/23/90, 7/1/98, 1/6/03, 10/24/06, 12/8/10, 3/18/2015

3358:5-5-06 Sick leave policy.

(A) Each regular employee of Clark state community college with an FTE of.50 and above is entitled up to fifteen days sick leave with , each year (accrued at 4.61 hours per pay period)., There is no maximum limit of sick leave days an employee can accrue.

(B) Sick leave may be used for absence due to personal illness, pregnancy, injury, exposure to contagious disease which could be communicated to others, and for absence due to illness, injury, or death in the employee's immediate family (as defined in paragraph (B)(2) of rule 3358:5-5-07 of the Administrative Code).

(C) Forty hours sick leave credit on an FTE basis is granted initially to a new full-time regular employee who has no prior accumulated sick leave. No additional sick leave days are accrued during the first four months of employment.

(D) Regular employees who transfer from an Ohio public agency shall be credited with the unused balance of their accumulated sick leave provided the person is employed within ten years of the date of the last termination from public service.

(E) Regular employees using sick leave shall be required to document their absence on their bi-weekly timesheet. Sick leave must be taken in thirty-minute increments.

(F) When a legal holiday, as noted on the official college calendar, falls in the midst of an employee's paid sick leave, the employee shall be paid for the holiday by not having the holiday charged against their accrued leave balance.

(G) Sick leave shall not be accrued while on an unpaid leave of absence, unless under an approved FMLA absence.

Effective: 10/23/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 1/28/78, 3/13/78, 6/15/82, 7/1/94, 7/1/98, 11/8/02, 4/24/06, 6/7/06, 6/1/11, 3/27/2015

3358:5-5-08 Employee complaint and grievance policy.

(A) The college recognizes disputes may arise in the employment setting. Parties involved in a dispute are encouraged to seek informal resolution as soon as possible. Any employee on campus may orally present and discuss a complaint with his/her supervisor and it shall be entirely informal. In the event informal resolution is not possible, all employees may pursue a formal resolution process. It is management's responsibility to facilitate fair, equitable, and appropriate resolution of disputes.

(B) Definitions

(1) Grievance: A grievance is defined as a dispute or disagreement submitted in writing by an employee involving the interpretation or application of a Clark state community college policy and/or procedure.

(2) Complaint: A complaint is anything that does not satisfy the definition of a grievance.

(C) This policy applies to all Clark state employees to include, exempt, non-exempt, faculty, adjunct faculty, student workers, substitutes and/or temporary employees.

(D) No reprisals of any kind shall be taken against an employee for participating in a complaint or grievance.

(E) The president shall inform the board of trustees of all grievances that are appealed to the president and the disposition of those grievances.

(F) This policy shall be administered as set forth in the associated employee complaint and grievance procedures.

(G) The office of human resources shall be assigned the responsibility of developing, implementing, and maintaining the employee complaint and grievance policy and procedures.

Effective: 10/23/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 3/13/78, 7/1/98, 3/18/2015

3358:5-5-09 Vacation leave.

(A) Eligible employees earn vacation as follows:

(1) Eligible employees in grade levels seven through fourteen shall earn vacation at the rate of ( 6.15 ) hours per pay period ( twenty days per year). Part-time employees in these levels whose work schedule requires them to work fifty-two weeks per year shall earn vacation on a pro-rata basis based on a two hundred sixty day work year. Employees in these levels who complete a work schedule at the beginning of each fiscal year or those who work less than nine hundred sixty hours each fiscal year shall not earn vacation.

(2) Eligible employees in grade levels five and six shall earn vacation at the rate of ( 4.62 ) hours per pay period ( fifteen days per year). Part-time employees in these levels whose work schedule requires them to work fifty-two weeks per year shall earn vacation on a pro-rata basis based on a two hundred sixty day work year (exempt employees) or two thousand eighty hours work year (non-exempt employees). Employees in these levels who complete a work schedule at the beginning of each fiscal year or those who work less than nine hundred sixty hours each fiscal year shall not earn vacation.

Upon completion of five years of service, eligible employees in these grade levels shall earn one additional vacation day for each year to a maximum of twenty days.

(3) Eligible employees in grade levels four and below shall earn vacation at the rate of ( 3.08 ) hours per pay period ( ten days per year). Part-time employees in these levels whose work schedule requires them to work fifty-two weeks per year shall earn vacation on a pro-rata basis based on a two thousand eighty hour work year. Employees in these levels who complete a work schedule at the beginning of each fiscal year or those who work less than nine hundred sixty hours each fiscal year shall not earn vacation.

Upon the completion of five years of service, eligible employees in these levels shall receive one additional vacation day for each year to a maximum of ( twenty days).

(B) Eligible employees may accumulate up to a maximum of twenty-five days vacation. No vacation shall be accrued in excess of twenty-five days. Accurate and timely reporting of leave used is the responsibility of the employee and their immediate supervisor.

(C) Vacation leave may not be taken prior to being accrued. Vacation leave must be taken in thirty minute increments.

(D) All accrued vacation time, computed at the employee's per diem or hourly rate, shall be paid to the employee in the event of voluntary resignation, termination by the college, retirement, or to the employee's beneficiary in the event of death.

(E) Vacation should be scheduled as far in advance as possible. Such requests must be approved by the immediate supervisor. Consideration will be given to all vacation requests and an employee's preference will be granted whenever possible. However, the supervisor reserves the right to deny requests which jeopardize the operation of the department. Conflicts in vacation requests will be resolved by seniority.

(F) When a legal holiday, as noted on the official college calendar, falls in the midst of an employee's vacation leave, the employee shall not have the holiday charged against their accrued vacation balance.

(G) Vacation shall not be accrued while on an unpaid leave of absence.

Relaces: 3358: 5-5-09

Effective: 6/1/2011
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 3/13/78, 6/15/82, 7/24/87, 3/10/94, 7/5/97, 7/1/98, 10/8/01, 4/24/06, 7/7/06, 7/7/08

3358:5-5-10 Advanced degree pay adjustment.

(A) The Clark state community college board of trustees encourages faculty members to pursue additional education to enhance their professional status and to achieve greater expertise within their respective disciplines.

(B) It is the belief of the board of trustees that this incentive should also be provided to all regular exempt and non-exempt employees to continue to upgrade themselves through advanced training and additional degree attainment.

(C) Upon the presentation of evidence that a faculty or staff member has earned a degree subsequent to employment by Clark state community college from an institution of higher education whose degree has been recognized by a regional accrediting association, an amount according to the following schedule will be added to the faculty or staff member's base salary:

Instructional Faculty

Master's Degree

$500

Doctoral Degree

$900

  

Regular Exempt and Non-Exempt Employees

Associate Degree

$250

Bachelor Degree

$375

Master's Degree

$500

Doctoral Degree

$900

(D) The faculty or staff member's base salary including any advanced degree pay adjustment is not to exceed their range limit.

(E) The advanced degree pay adjustment shall be prorated for instructional faculty and regular exempt and non-exempt employees who are employed less than full-time.

Effective: 3/18/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 1/28/78, 3/13/78, 4/24/78, 1/29/79, 6/15/82, 2/7/83, 1/1/94, 7/1/98, 1/1/03, 3/12/04

3358:5-5-12 College calendar/holiday pay.

(A) The board shall adopt a two-year calendar in odd-numbered years to include the following holidays.

(1) Ten holidays as determined by the Ohio Revised Code.

(a) Independence day

(b) Labor day

(c) Columbus day - holiday observed the day after Thanksgiving

(d) Veterans day

(e) Thanksgiving day

(f) Christmas day

(g) New years day

(h) Martin Luther King day

(i) Presidents day - holiday observed during winter break

(j) Memorial day

(2) The college shall observe a winter break commencing with December twenty-fifth and ending on January first, inclusive of the two holidays.

(B) To be paid for a holiday, exempt and non-exempt staff must accrue earnings on their scheduled work day preceding and their scheduled work day following such holiday. Part-time employees shall not be paid for a holiday that falls on a day of the week that they are not normally scheduled to work. Full-time employees whose normal work schedule is other than Monday through Friday and where the holiday falls on the day of the week that they are not normally scheduled to work shall take their first scheduled work day following the holiday as a holiday.

(C) Employees are paid for no more hours for a holiday than those hours they normally work each day.

(D) When a legal holiday, as noted on the official college calendar, falls in the midst of an employee's paid leave (i.e.. vacation, sick), the employee shall be paid for the holiday by not having the holiday charged against their accrued leave balance.

Effective: 3/18/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 3/13/78, 7/1/98, 7/1/99, 7/1/00, 6/14/02, 6/7/06, 2/6/13

3358:5-5-15 Severance pay for unused sick leave.

(A) Any employee with the equivalent of five or more years of full-time service at Clark state community college who indicates the intention to retire by either service and/or disability qualification and for whom the board has received an application for processing from a retirement system for benefits to such employee shall be eligible to be paid severance pay for accrued but unused sick leave pursuant to the following formula:

One-fourth of accrued, unused sick leave not exceeding one hundred twenty days (i.e.. maximum payment is for thirty days"

Such payment shall be based on the employee's rate of pay at the time of retirement and shall be disbursed following the employee's last regular payment of salary.

(B) Payment for unused sick leave on this basis shall be considered to eliminate all sick leave credit accrued by the employee at the time of retirement and such payment shall be made only once to any employee.

Replaces: 3358: 5-5-15

Effective: 7/1/1998
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 1/28/78, 1/9/84, 3/10/94

3358:5-5-16 Employee, insurance benefits.

Regular employees in the exempt, non-exempt and instructional faculty categories whose annual work schedule regularly exceeds nine hundred sixty hours are eligible for the following insurance benefits:

(A) Group health insurance (optional)

(B) Group dental insurance (mandatory)

(C) Group term life insurance (mandatory)) - Employees are covered at 1.5 times their annual salary rounded to the next one thousand dollars. Adjustments of an employee's coverage shall be made annually at September one.

(D) Supplemental term life insurance (optional)

(E) Disability insurance (optional)

(F) Cancer insurance (optional)

(G) Vision care insurance (optional)

(H) Universal whole life insurance (optional)

(I) Hospital confinement indemnity insurance (optional)

(J) Accident insurance (optional)

(K) Level term life insurance (optional)

(L) "Section 125 Plan" (optional)

Replaces: 3358: 5-5-16

Effective: 3/18/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 3/13/78, 1/29/79, 6/15/82, 7/1/82, 1/1/94, 7/1/96, 7/1/96, 7/1/98, 11/8/02, 7/6/04

3358:5-5-17 Tuition assistance program policy.

(A) The college is committed to recruiting and retaining a competent and diverse workforce. To that end, emphasis is placed on the education and competencies an employee brings to the college as well as identifying, growing, and developing those skills through a formal process of training and continuing education. The college encourages employees to pursue professional development in order to obtain competencies that support the growth and enrichment of the college and their personal needs and interests. In order to enhance and promote such skill development, the college provides a professional development program to eligible employees.

(B) This policy includes but is not limited to:

(1) Tuition reimbursement program - The college provides financial assistance to eligible employees who seek to further their education through coursework at an accredited educational institution. (All educational institutions must be properly accredited by the higher learning commission of North Central association or other regional accrediting associations having jurisdiction).

(2) Institutional fee benefit program - The college provides a tuition scholarship (instructional and general fees) for employees and eligible family members who seek to further their education through coursework taken at Clark state community college.

(C) This policy applies to the following employees as indicated:

(1) Tuition reimbursement program - All regular full-time and eligible regular part-time employees (staff and faculty) may participate.

(2) Institutional fee benefit program - All regular full and part-time employees (staff and instructional faculty) and adjunct faculty are eligible to participate. This program also extends to presidential and trustee emeriti and special nominees of the president.

(D) Eligibility requirements for this policy are outlined in the tuition assistance program procedures.

(E) This policy shall be administered as set forth in the associated procedures established by the president or his/her designee.

(F) The office of human resources shall be assigned the responsibility of developing, implementing, and maintaining the tuition assistance program.

Effective: 10/30/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 10/4/82, 10/14/84, 1/1/88, 1/1/97, 7/1/98, 6/1/99, 6/17/09, 9/27/02, 1/1/04, 7/13/12, 3/27/2015

3358:5-5-18 Previous service credit purchase.

(A) Section 414 (H)(2) of the Internal Revenue Code permits employer pick-up of the employee portion of contributions to a retirement plan thereby resulting in tax deferral of employee contributions.

(B) Effective November 3. 1999, Amended Substitute House Bill 15 was passed which permits the purchase of previous service credit by employees through tax-deferred payroll deductions.

(C) Employees may redeposit contributions previously withdrawn plus interest and/or purchase eligible service credit.

(D) Employees shall enter into a binding irrevocable payroll deduction authorization and shall not have the option of choosing to receive the amounts directly instead of having them paid by the college.

(E) Employees should contact their respective state retirement system in order to obtain information as to restrictions and requirements of purchasing service credit.

Replaces: 3358: 5-5-18

Effective: 9/1/2000
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 9/1/00

3358:5-5-19 Computer purchase loan policy.

(A) Purpose:

(1) The board of trustees has established an interest free, revolving loan program designed to help increase and maintain technology literacy, technology skills, and the availability of current technology for eligible dark state employees. Qualifying technology items purchased under this loan program are to benefit our employees, the students we serve, and dark state community college.

(2) A partial list of qualifying technology items for purchase under this loan program is available in the associated computer purchase loan procedures.

(B) Eligible employees:

(1) Must be employed as a regular employee by the college at lease twelve months at time of application

(2) Include all 1.0 FTE regular employees of dark state community college in the following categories:

(a) Exempt staff

(b) Non-exempt staff

(c) Instructional faculty

(3) Must receive a paycheck from dark state every two weeks

(C) This policy shall be administered as set forth in the associated computer purchase loan procedures.

(D) The office of human resources is responsible for developing and maintaining the computer purchase loan policy and procedures.

(E) The office of business affairs is responsible for administering the computer purchase loan policy and procedures.

Effective: 8/14/2016
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358

3358:5-5-20 Family and Medical Leave Act Policy.

(A) Clark state community college will grant eligible employees leaves of absence under qualifying circumstances as provided for in the Family and Medical Leave act (FMLA) of 1993, as amended. The college provides job-protected family and medical leave to eligible employees for up to twelve workweeks ( four hundred eighty hours) of leave during a twelve-month period based on qualifying events.

All periods of absence from work due to, or necessitated by the Uniformed Services Employment and Reemployment Rights Act (USERRA) covered service is counted in determining an employee's eligibility for leave pursuant to this policy. Eligible employees that care for covered military service members are eligible for up to twenty six workweeks ( one thousand forty hours) of leave in a single twelve-month period on a per-covered-service member, per-injury basis. An employee who is entitled to take leave due to a different fmla-qualifying reason may take leave during the same single twelve-month period in which leave is taken to care for a covered service member, but the total leave taken for any purpose during the single twelve -month period may not exceed twenty six workweeks overall. To the extent this policy is silent on a matter, federal law will prevail.

(B) Eligibility for leave under this policy requires an employee to be in one of the following categories: instructional faculty, exempt staff, or non-exempt staff; and

(1) Have worked for clark state community college for at least twelve months; and

(2) Have worked at least one thousand two hundred fifty hours during the twelve months immediately prior to the start of the leave; and

(3) Have an FTE of 60.1 or higher

(C) Qualifying events for leave

(1) The birth of the employee's child, and/or incapacity due to pregnancy or prenatal medical care;

(2) The placement with the employee of a child for adoption or foster care;

(3) The placement with the employee of a child for adoption or foster care;

(4) To care for an immediate family member with a serious health condition. (Immediate family is defined as brother, sister, mother, father, wife, husband, son, daughter, mother-in-law, father-in-law, sister-in-law, brother-in-law, stepchildren, stepparent, grandparent, step-grandparent, grandchildren, and step-grandchildren);

(5) A serious health condition of the employee that renders the employee incapable of performing the functions of the employee's job position as certified by a health care provider; or

(6) A qualifying exigency arising out of the fact that the employee's spouse, son, daughter, or parent is on covered active duty in a foreign country or has been notified of an impending call to active duty in a foreign country.

(D) Definition of a serious health condition

(1) A serious health condition is defined as a condition which requires in-patient care at a hospital, hospice, or residential medical care facility, or a condition which requires continuing care by a licensed health care provider.

(2) Illnesses and injuries of a serious and long-term nature resulting in recurring or lengthy absences. Examples of a serious health condition include heart attacks or other serious heart conditions, most cancers, strokes, appendicitis, pneumonia, and ongoing pregnancy and prenatal care.

(3) Generally, a chronic or long-term health condition which results in a period of incapacity (defined as the inability to work, attend school, or perform other regular daily activities) for five or more consecutive days.

(4) A period of incapacity due to pregnancy, parental care, or placement with the employee of a child for adoption or foster care.

(5) The college may require an employee to provide a health care provider's certification of the serious health condition or illness. This medical certification process is outlined in the college's family and medical leave procedures.

(6) Employees with questions regarding the types of health conditions or illnesses covered under this policy or under the college's sick leave policy are encouraged to contact the college's human resources office.

(E) This policy shall be administered in accordance with the associated Family and Medical Leave Act policy procedures, and consistent with the fmla and related federal regulations in effect on the date that leave is being taken.

(F) The office of human resources is responsible for developing, implementing, and maintaining the family and medical leave act policy, procedures, and related forms.

Replaces: 3358: 5-5-20

Effective: 7/10/2017
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 10/12/96, 7/1/98, 3/18/15, 10/23/15

3358:5-5-22 Salary range adjustments.

(A) A system of salary ranges based on grade levels were established using job content evaluations for the exempt and non-exempt personnel groups. Salary ranges for instructional faculty have been established for each faculty rank. Comprehensive reviews of market data are conducted periodically and adjustments of salary ranges are made accordingly.

(B) When it is evident, based on the current marketplace, that certain positions require a premium to attract qualified personnel, the salary ranges for these positions may need to be adjusted to reflect these current market conditions. The president is authorized to make these additional adjustments in consultation with the human resources committee of the board of trustees.

(C) The minimum, midpoint, and maximum salary ranges for instructional faculty and exempt and non-exempt positions shall be increased as follows:

(1) Exempt and non-exempt positions

(a) Midpoint adjustment - 4 per cent from 2011-2012 midpoint.

(b) Minimum adjustment - 75 per cent of the new midpoint.

(c) Maximum adjustment - 125 per cent of the new midpoint.

(2) Instructional faculty

(a) Minimum adjustment - 1.5 per cent increase from the 2011-2012 minimum.

(b) Midpoint adjustment - 1.5 per cent increase from the 2011-2012 midpoint.

(c) Maximum adjustment - 1.5 per cent increase from the 2011-2012 maximum.

(D) These adjustments reflect a change to remain competitive in the market.

Replaces: 3358: 5-5-22

Effective: 8/13/2012
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 3/19/99, 1/6/03, 9/1/03, 9/1/04, 9/1/05, 9/1/06, 9/1/07, 8/26/08, 9/1/10, 9/1/11

3358:5-5-24 Compensation philosophy.

(A) Through its mission. Clark state community college (hereinafter "CSCC" or the "College") seeks to provide access to high-quality education and related services that foster individual and community success. Through its guiding principles of learning, community, partnerships, innovation, and diversity, the college seeks to use the power of education to change people's lives.

To that end, the college relies on a team of dedicated employees who contribute to its success, through their knowledge, expertise, and adherence to its mission, vision, and principles. CSCC's compensation and program is designed to help the college achieve these goals, which are consistent with the basic compensation objectives of attracting qualified job candidates, motivating current employees to be more effective, and retaining employees that can contribute to short- and long-term success. To ensure that CSCC's compensation program is consistent with its direction and stated mission, the college has adopted this compensation philosophy.

(1) CSCC will strive to provide competitive compensation that supports its mission and recognizes the labor markets from which it draws talent, while helping to attract highly qualified individuals necessary to continue to serve the college, its students, and the community. The compensation program shall be sufficiently flexible in response to changing conditions such as market demands, organizational structure, and human capital needs.

(2) Total compensation may consist of a variety of components that are designed to provide value in exchange for performing job duties, contributing to organizational success, developing new skills, etc. Each component of total compensation will reflect individual and organizational performance, competitive conditions, and CSCC's overall financial situation.

(3) The college will maintain a salary structure that establishes a pay range for base salary for each position that reflects on the value of the position against similar organizations, while accounting for internal equity. This salary structure will be reviewed at a minimum of every five years.

(4) Benefits offerings will be targeted at the competitive market, based on the college's ability to maintain such benefits.

(5) From time to time. CSCC may implement various recognition awards (either monetary or non-monetary)) that are intended to recognize behaviors and/or outcomes that are valued by the college and support the accomplishment of its business and strategic goals.

(6) The college strives to provide a quality, flexible, and supportive work environment with challenging career opportunities and the necessary resources to enhance growth in order to attract, retain, and motivate its qualified and experienced employees.

(7) The compensation program is governed and administered on the basis of merit qualifications, and competence and is not influenced or in any manner affected by race, religion, national origin, color, sexual orientation, age, disability, marital status, status as covered veterans, or any other characteristics protected by federal, state, or local laws and regulations.

(8) CSCC will conduct all business in a moral and ethical fashion, and maintain the highest levels of personal conduct and professional standards.

(9) Clark state community college commits to this compensation philosophy. The board of trustees will provide the college with vision and goals regarding compensation benchmarks, and the college will be charged with identifying strategies to achieve these goals, based on financial resources available.

Effective: 3/18/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358
Prior Effective Dates: 10/19/01

3358:5-5-25 Salary administration program policy.

(A) It is the policy of Clark state community college to develop and implement a fair, consistent, and competive Salary administration program so as to attract, motivate, and retain qualified employees. The program is specifically designed to compensate employees on the basis of their level of responsibility and performance, consistent with the college's business needs and financial capabilities. The college's performance management program, which is based on the individual's performance, is administered to include a performance evaluation for each employee at least once during any twelve-month cycle.

(B) The college will administer its compensation programs without regard to gender, age. race, color, religion, creed, national origin, disability, or any other protected group or status. The college will adhere to all applicable laws and regulations regarding job classification, amount of pay, and equitable compensatory treatment of employees.

(C) This program applies to all regular full and part-time employees (exempt non-exempt, and instructional faculty! of Clark state and its departments. This program takes the place of prior policies and procedures on salaries and compensation. This program does not apply to on-call employees, substitutes, independent contractors, contract employees, consultants/special assignments, or employees with a temporary status.

Effective: 10/15/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358

3358:5-5-26 Employee sick leave bank program policy.

(A) The college recognizes that employees who properly manage their paid time off, or have not yet earned enough paid time off, (sick leave, vacation leave, and personal time off), may deplete these benefits and find themselves with a hardship and an additional need for paid time off. To address these needs, the college has established an employee sick leave bank program. The purpose of the voluntary employee sick leave bank program is to help alleviate the financial hardship caused when employees have depleted their paid time off leave balances and are faced with needing more paid leave due to serious illness, injury, or some other qualifying event.

The employee sick leave bank serves as a depository into which eligible employees may voluntarily donate sick leave for allocation to other eligible employees. Eligible employees may request a withdrawal of a limited number of sick leave hours to help them through their hardship.

(B) Employees eligible to participate in the employee sick leave bank program are:

(1) All regular employees of clark state community college with an FTE of.50 and above, in the following employment categories:

(a) Exempt staff

(b) Non-exempt staff

(c) Instructional faculty

(2) Employees donating to the bank must have at least forty-eight hours of unused sick leave in his/her sick leave account.

(C) This policy shall be administered as set forth in the associated employee sick leave bank program procedures.

(D) The college office of human resources is responsible for developing, implementing and maintaining the employee sick leave bank policy, procedures and associated donation and withdrawal forms.

Effective: 7/10/2017
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 3358