This website publishes administrative rules on their effective dates, as designated by the adopting state agencies, colleges, and
universities.
| Rule |
Rule 3358:5-5-02 | State-approved retirement systems.
Effective:
October 23, 2015
(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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
3/13/1978, 7/1/1994
|
Rule 3358:5-5-03 | Professional improvement leave program policy.
Effective:
October 23, 2015
(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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
|
Rule 3358:5-5-04 | Emeritus status policy.
Effective:
October 23, 2015
(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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
5/1/1997
|
Rule 3358:5-5-05 | Employee recognition and rewards policy.
Effective:
October 23, 2015
(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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
1/6/2003
|
Rule 3358:5-5-06 | Sick leave policy.
Effective:
October 23, 2015
(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 employees 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 employees 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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
11/8/2002
|
Rule 3358:5-5-07 | Leave policies for regular employees.
Efficient operation of the college requires employees to attend work regularly and to be on time daily. When this is impossible, the employee should inform his/her immediate supervisor as soon as possible so that plans can be made to cover his/her duties. During prolonged absence, periodic contact should be made with the employee's immediate supervisor. The college recognizes justifiable causes for absence and follows a policy of granting reasonable requests for time off from work as follows: (A) Personal leave (1) Three days personal leave with full pay is granted each fiscal year. The absence must be submitted to the immediate supervisor within five days prior to the leave but no later than three days after the leave (in those situations where prior approval is not possible). Up to one day of unused personal leave (up to eight hours) may be rolled over at the end of the fiscal year to the next fiscal year. (One personal leave day is determined by an employees FTE status). Personal leave balances are not paid out upon separation from the college. (2) Personal leave must be taken in thirty-minute increments. Accurate and timely reporting of leave used is the responsibility of the employee and their immediate supervisor. (3) Personal leave for employees hired after the beginning of the fiscal year shall be prorated as follows: (a) Employees hired in July, August, or September shall receive three days. (b) Employees hired in October, November, or December shall receive two days. (c) Employees hired in January, February, or March shall receive one day. (d) not receive a personal day for that fiscal year. (B) Bereavement (1) Accumulated sick leave may be used for an employee's absence due to a death in the employee's immediate family. (2) 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. (3) Bereavement leave due to a death not in the employee's immediate family shall be taken as personal leave, or vacation leave, or unpaid leave. (4) Employees shall document this leave to the immediate supervisor within five days prior to the leave but no later than three days after the leave. (C) Jury duty (1) In order to fulfill their civic responsibilities as jurors and/or court witnesses, leaves of absence for this purpose will be granted. Jury duty or duty as a court witness is that service and time spent away from the job as a result of an order or subpoena issued by the court. (2) Payment for this leave will be regular pay less the amount received for jury or witness duty. This leave may be taken in addition to any vacation time earned (for those employees who are eligible for vacation leave). (3) Requests for approval of this leave should be directed to the immediate supervisor within five days prior to the leave but no later than three days after the leave. Employee is required to provide a copy of his/her military orders for military training/active duty to human resources before the leave begins. (D) Military training (1) Members of the reserve branches of the armed forces' national or state guard or reserve units who are required to attend two weeks active duty training will be granted a military leave for such training. (2) These military leaves of absence will be granted with pay based on the schedule used to compute the regular pay less any compensation received from the government for such training. This leave may be taken in addition to any vacation time earned (for those employees who are eligible for vacation leave). (3) Requests for military leaves of absence should be directed to the immediate supervisor within five days prior to the leave but no later than three days after the leave. (E) Professional leave Professional leave to attend meetings or conferences may, at the discretion of the immediate supervisor, be granted whenever attendance would directly contribute to the professional development of the employee, or as otherwise considered to be in the best interest of the institution. (F) Rest periods (applies to non-exempt employees only) (1) The college does not designate a formal rest period for its employees. Rest periods depend on the department/division involved and whether or not the work of the department is of such a nature that it can be interrupted at some time during the day for employees to have a rest period. (2) When rest periods are allowed, they are limited to two fifteen-minute breaks per day -- one in the morning and one in the afternoon. Rest periods are not cumulative and may not be taken at the beginning or end of the day. (G) Unpaid leave of absence (1) Requests for approval for an unpaid leave of absence (i.e., professional, personal, etc.) shall be sent to the immediate supervisor, executive council officer, and the human resources office no later than thirty days prior to the first day of the requested leave. Requests will be acted upon by the board of trustees or the college president. Employees whose positions are contracted and/or funded by outside sources are not eligible for unpaid leaves of absence. The college assumes no financial obligation for unpaid leaves of absence. (2) For unpaid leaves that fall under the "Family Medical Leave Act" (FMLA), the employee shall be responsible for continuing to pay, on a bi-weekly basis, the employee share of insurance premiums under which they are covered as well as other debts owed to the college that would normally be satisfied through payroll deduction. For unpaid leaves not eligible for FMLA, the employee shall pay, on a bi-weekly basis, the full amount of insurance premiums under which they are covered as well as other debts owed to the college that would normally be satisfied through payroll deduction. While on an unpaid leave of absence, other than FMLA neither sick leave nor vacation leave shall be accrued. (3) Unpaid leave requests shall be approved for a maximum of thirty days. If, after three consecutively approved unpaid leaves of absence (or the expiration of the twelve-week period under FMLA for those leaves which are FMLA eligible), the employee does not return to work, the college may choose to terminate employment and re-fill the employees position. (H) Voting leave Since employees can usually vote without inconvenience before or after their regular working hours, the college does not make provisions for time off taken to vote. (I) Sick leave Please refer to rule 3358:5-5-06 of the Administrative Code for the details of the sick leave policy. (J) Family and medical leave Please refer to rule 3358:5-5-20 of the Administrative Code for the details of the family and medical leave policy. (K) Vacation leave Please refer to rule 3358:5-5-09 of the Administrative Code for the details of the vacation leave policy.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
6/7/2006
|
Rule 3358:5-5-08 | Employee complaint and grievance policy.
Effective:
October 23, 2015
(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 managements 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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
3/13/1978
|
Rule 3358:5-5-09 | Vacation leave.
Effective:
March 27, 2015
(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 employees 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 employees 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 employees 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 employees 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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
|
Rule 3358:5-5-10 | Advanced degree pay adjustment.
Effective:
March 18, 2015
(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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
1/28/1978, 4/24/1978, 1/1/1994
|
Rule 3358:5-5-11 | Proficiency examination compensation policy.
Effective:
October 23, 2015
(A) Clark state community college students (1) Faculty members/division deans need to assure that students have obtained the proper receipt from the cashiers office for proficiency fee payment prior to scheduling the proficiency examination. (2) After the faculty member has administered or developed the proficiency examination, he/she shall complete a additional pay form indicating the course name, course number, and date of examination and shall indicate the following rate(s): (a) Payment for administering a proficiency examination - twenty dollars. (b) Payment for developing a new proficiency examination - fifty dollars. (3) The additional pay form shall be signed by the faculty member and division dean and forwarded to the payroll office for processing. (B) Students at CTC and other tech prep sites (1) Payment for administering a proficiency examination off campus sixty dollars plus mileage. (2) The additional pay form shall be signed by the faculty member and division dean and forwarded to the colleges tech prep department so this expense can be tracked. The colleges tech prep department will then forward the additional pay form to the payroll office for processing.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
5/30/2003
|
Rule 3358:5-5-12 | College calendar/holiday pay.
Effective:
March 18, 2015
(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 employees 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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
3/13/1978, 6/14/2002
|
Rule 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) Tuition reimbursement is subject to
repayment to the college under certain conditions as identified in the
associated procedures. (F) This policy shall be administered as
set forth in the associated procedures established by the president or his/her
designee. (G) The office of human resources shall be assigned the
responsibility of developing, implementing, and maintaining the tuition
assistance program.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
7/13/2012
|
Rule 3358:5-5-18 | Previous service credit purchase.
Effective:
March 27, 2015
(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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
|
Rule 3358:5-5-19 | Computer purchase loan policy.
Effective:
August 14, 2016
(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 clark state employees. Qualifying technology items purchased under
this loan program are to benefit our employees, the students we serve, and
clark 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 1.0FTE regular employees of clark state
community college in the following categories: (a) Exempt
staff (b) Non-exempt
staff (c) Instructional
faculty (3) Must receive a paycheck from clark 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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
|
Rule 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 employees 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 employees 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 employees job position as certified by a health care provider; or (6) A qualifying exigency arising out of the fact that the employees 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 providers certification of the serious health condition or illness. This medical certification process is outlined in the colleges family and medical leave procedures. (6) Employees with questions regarding the types of health conditions or illnesses covered under this policy or under the colleges sick leave policy are encouraged to contact the colleges 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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
3/18/2015
|
Rule 3358:5-5-21 | Key control policy.
Effective:
March 18, 2015
(A) The purpose of the key control policy is to protect the property and privacy of the college; to promote the security of faculty, staff and students; and to facilitate appropriate access to college facilities and equipment. This is accomplished by limiting access to facilities on the basis of demonstrated need. (B) The office of the vice president for business affairs shall be assigned the responsibility of developing, implementing, and maintaining the key control function. This responsibility has been delegated to the dean for the Greene center.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
|
Rule 3358:5-5-24 | Compensation philosophy.
Effective:
March 18, 2015
(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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
10/19/2001
|
Rule 3358:5-5-25 | Salary administration program policy.
Effective:
October 15, 2015
(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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
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Rule 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.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
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