Clarendon College Policy Manual

3000 SERIES

PERSONNEL AND HUMAN RESOURCE POLICIES

EQUAL EMPLOYMENT OPPORTUNITY

3110

It is the objective of Clarendon College to provide equal opportunity to all employees with regard to all institutional activities related to employment. This policy includes the following points:

Non-discrimination

Clarendon College shall adhere to a policy of equal employment opportunities for all employees, and shall not discriminate against any individual because of an individual's age, gender, color, national or ethnic origin, race, religion, creed, and/or disability. The College shall not fail or refuse to hire or discharge, nor shall it otherwise discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment; nor shall the College limit, segregate, or classify its employees, or applicants for employment, in any way that would deprive any individual of employment opportunities or otherwise adversely affect the individual's status as employee.

Disability

No qualified disabled person shall, on the basis of disability, be subject to discrimination in employment at Clarendon College.

With respect to employment, a "qualified disabled person" is a disabled person who, with reasonable accommodation, can perform the essential functions of the job in question.

Compliance Coordinator

The President of Clarendon College shall have full responsibility for implementing the institution's EEO policy. The President may appoint an employee of his/her choice to serve as a compliance coordinator to insure compliance with this policy, Title II, Subtitle A of the Americans with Disabilities Act, Title VII, Title IX, Section 504 of the Vocational Rehabilitation Act of 1973, and the implementing regulations.

Notice

Clarendon College shall take appropriate continuing steps in conformity with the disability regulations to notify applicants and employees that it does not discriminate on the basis of disability in violation of Title II of the Americans with Disabilities Act, in violation of Section 504 of the Vocational Rehabilitation Act of 1973, and in the implementing regulations. The notification shall include identification of the designated coordinator.

RECRUITING AND SCREENING APPLICANTS FOR PROFESSIONAL POSITIONS

3210

All policies and practices of Clarendon College for recruiting, selecting, and appointing members of the professional staff shall insure equal employment opportunities for all applicants regardless of race, creed, color, national origin, age, gender, or disability.

Vacancies

When a new position is created or a vacancy occurs in an existing position, at the discretion of the President, an announcement of the available position may be announced in-house or opened immediately to the general public. If announced in-house, the announcement of the available position is posted in the Clarendon College Administration Building in Clarendon and in the administration offices at the Pampa Center for three days.

Any qualified College employee (full- or part-time) may apply for the vacant position during the three-day in-house posting. If any College employee who applies is interviewed and determined to be a qualified and an acceptable candidate for the position, and is offered the position and accepts the position; the position is not advertised to general public. If the position is to be advertised to the general public, the following steps shall be taken:

1. President authorizes budgetary allocation for the position to be filled.

2. The appropriate dean, in conjunction with the President, shall develop a detailed position description with the assistance of the division director and/or program coordinator.

3. The Office of the President shall distribute a position announcement to a broad range of possible employee sources. All qualified applicants who have credentials and inquiries on file will be notified of the opening.

4. Each candidate shall fill out a standard application for employment form and shall list at least three references.

5. A committee of not fewer than three members shall be recommended by the appropriate dean to the President to act as an ad hoc search and screening committee.

6. This committee shall review all written materials, and on the basis of apparent qualifications and job requirements, narrow the field to those that will be asked to come for an interview.

7. References may be interviewed by phone and/or asked to submit a written evaluation of the candidate’s abilities. Other supporting materials may be collected.

8. The candidate(s) (normally two to five applicants) shall be invited to the campus to meet with the committee, faculty and staff members, and administrators.

9. The appropriate administrator shall then recommend the finalist(s), (normally three) to the President.

10. After reviewing all documentation of the finalist(s) and interviewing the finalist(s), the President will then make a final recommendation to the Board of Regents.

RECRUITING AND SCREENING APPLICANTS FOR CLASSIFIED POSITIONS

3220

All policies and practices of Clarendon College for recruiting, selecting, and appointing members of the classified staff shall insure equal employment opportunities for all applicants regardless of race, creed, color, national origin, age, gender, or disability.

Vacancies

When a new position is created or a vacancy occurs in an existing position, at the discretion of the President, an announcement of the available position may be announced in-house or opened immediately to the general public. If announced in-house, the announcement of the available position is posted in the Clarendon College Administration Building in Clarendon and in the administration offices at the Pampa Center for three days.

Any qualified College employee (full- or part-time) may apply for the vacant position during the three-day in-house posting. If any College employee who applies is interviewed and determined to be a qualified and acceptable candidate for the position, and is offered the position and accepts the position; the position is not advertised to general public. If the position is to be advertised to the general public, the following steps shall be taken:

1. President authorizes budgetary allocation for the position to be filled.

2. A detailed position description will be developed.

3. The Office of the President shall distribute a position announcement to a broad range of possible employee sources.

4. Applicants who have previously completed applications for similar positions will be notified of the opening.

5. Each candidate shall fill out a standard application for employment and shall list at least three references.

6. References may be interviewed by phone or asked to submit a written evaluation of the candidate’s ability.

7. Other supporting materials, as appropriate, will be gathered.

8. The President shall make the recommendation on employment.

DRUG AND ALCOHOL SCREENING/TESTING

3226

The primary purpose for drug or alcohol screening shall be to ensure that public safety and the personal safety of College employees and students are not endangered as a result of drug or alcohol use by College employees. The College has determined that a healthy and productive workforce and safe working conditions free from the effect of drugs and alcohol are important to employees, students of the College, and the general public. College policy therefore balances the interests of its students and employees together with the welfare of the general public in administering fair and equitable drug and alcohol testing procedures in accordance with this policy in the best interest of all parties.

The College is committed to maintaining a drug‑ and alcohol‑free environment, especially in "safety sensitive employment areas" defined as physical plant operations; maintenance; building and grounds maintenance; custodial services; safety and security; areas involving confidential and/or classified data; transportation involving College activities; supervision of students in

situations involving working with and/or handling dangerous chemicals, high‑voltage electrical equipment, and physical education, intramural, or athletic activities.

College employees shall be required to be alcohol‑ and drug‑free during working hours. Current College employees in safety sensitive employment areas and employees employed from and after the effective date of this policy in safety sensitive employment areas may be required to be tested if the College has a reasonable suspicion that the employee is using illegal drugs, controlled substances, or prescription drugs beyond the directions of a physician, or is under the influence of alcohol during working hours (i.e., having any level of alcohol concentration in the bloodstream).

Applicants for employment in safety sensitive employment areas, to whom an offer of employment is made may be required to submit to urine or blood tests to demonstrate that they are alcohol‑ and drug‑free.  The College shall not require an employee to undergo drug or alcohol testing on an arbitrary or capricious basis.

Drug and Alcohol Screening/Testing may be triggered by any one of the following events:

    1. An applicant applies for employment, transfer, or is promoted to employment within the College involving a "safety sensitive employment area."

    2. There is reasonable suspicion of impairment based upon visible evidence of erratic job behavior including, but not limited to, decline in an employee's productivity, repeated lateness or absence from work, violent behavior, emotional unsteadiness, sensory or motor skill malfunctions, or possession of a controlled or dangerous substance. A reasonable suspicion may also be based upon evidence of any kind that an employee may be impaired or presents a safety risk to himself/herself or another person.

    3. An employee is involved in an accident or damages College equipment while on duty.

    4. An employee is criminally charged with selling drugs or charged with illegal drug or alcohol consumption or illegal possession of drugs.

    5. An employee has violated policy #3670, Drug-Free Workplace, that prohibits the use, possession, sale, or transfer of drugs by an employee upon the College premises.

    6. The employee has sustained a personal injury or caused another employee to sustain a personal injury.

Providing Policy to Employee or Applicant

Before requiring an employee or job applicant subject to this policy to submit to drug or alcohol testing, the College shall provide the employee or applicant with a summary of this drug‑testing policy.  The employee or applicant shall acknowledge in writing that he/she has received a copy of the summary of such policy.  At the time of testing, the employee or prospective employee shall be afforded the opportunity to list all over-the-counter and/or prescription medicines and any other information  that they may consider relevant  to reliability of the testing results.  (See Procedure for Testing)

Notice of Policy

The College shall, within 30 days after adoption of this policy, deliver a copy of it to each employee subject to the policy at that time. Copies of the policy will be made available on the Collegeís Web Site.  Application forms shall advise applicants that Clarendon College is a drug/substance free workplace and of he Collegeís drug testing policy.

Rights of Employees and Job Applicants

An employee or job applicant who is asked to submit to drug or alcohol testing under this policy is entitled to refuse to undergo such testing. However, should an employee refuse a blood or urinalysis test, the refusal will be treated as insubordination and failure to obey a direct order. The refusal will furthermore be considered good cause for termination of an existing employee and good cause not to employ a job applicant.  The College shall not use an initial drug‑screening test's positive result, unverified by a confirmatory test, as outlined below, as grounds to refuse to

employ a job applicant or dismiss or otherwise discipline an employee.

Procedure for Testing

On the occurrence of one of the conditions set forth above, the employee's supervisor may recommend to Human Resources that the employee submit to a drug or alcohol test. Human Resources will arrange for testing to be performed in accordance with the following conditions:

    1. The collection of samples shall be performed under reasonable and sanitary conditions.

    2. Samples shall be collected with due regard to the privacy of the individual being tested, and in a manner reasonably calculated to prevent substitutions or interference with the collection of reliable samples.

    3. The employee or job applicant shall, under circumstances consistent with verifying the origin of the sample, give a urine or blood sample.

    4. Sample collections shall be documented, and the documentation procedures shall include the following:

                a. The sample shall be sealed and clearly marked to show the name of the donor, the social security number of the donor, the date and time of taking,  and the names of any witnesses to the taking.

                b. Each person responsible for the sample shall record on a label on the sample the date and time of receipt and the person to whom it is delivered  together with the date and time of delivery.

    5. Each employee or prospective employee shall be afforded an opportunity to provide notification of any information which he or she considers relevant to the test, including identification of currently or recently used prescription or nonprescription drugs, or other relevant medical information.

    6. All sample collection, storage, and transportation to the place of testing shall be performed so as reasonably to preclude the probability of sample contamination or adulteration.

    7. Sample testing shall conform to scientifically accepted analytical methods and procedures. In the event the test results are positive, a second test using gas chromatography/spectrometry or a generally accepted scientifically equivalent method shall be conducted within 24 hours. The testing laboratory shall preserve all positive samples for 90 days to allow accurate retesting.

    8. All fees for any tests performed under this policy shall be paid by the college, except, of course, any retest of a positive sample requested by the employee as stated below.

Preservation of Sample

The independent laboratory testing for the College shall provide Human Resources with the following information about any employee drug or alcohol test:

    1. The name and social security number of the employee.

    2. The results of the test.

    3. In case of positive test results:

                a.     The name of the drug or drugs.

                b. The level of such drug(s) or alcohol.

Before any action may be taken against any employee, both tests must be positive. An employee shall be given the opportunity to explain any positive tests and to present medical evidence justifying the use of therapeutic drugs. An employee shall be allowed, at the employee's expense, to retest any positive sample. Any employee whose confirmation test is positive shall be informed within 72 hours of the final confirmation test result.

Grounds for Termination

If the results of a confirmatory test are positive, the employee shall be subject to immediate termination, and the job applicant will not be employed. However, employees may:

    1. Offer a written explanation for the positive results which may be considered in any employment decision concerning the employee.

    2. Be allowed to participate in a voluntary drug abuse treatment and rehabilitation program as provided by College policy.

Employees who enter a College‑approved voluntary drug abuse treatment and rehabilitation program outlined below and do not follow the preventive maintenance prescribed by their drug or alcohol counselor or physician, or fail to remain drug‑ or alcohol‑free or engage in drug or alcohol abuse, shall be subject to immediate termination. Employees will have only one opportunity to go through such a voluntary rehabilitation program.

On‑premises or on‑duty use, possession, or distribution of illegal drugs or alcohol by College employees will be good cause for termination. All employees are required to report for duty free of prescription drugs (beyond the direction of a physician), controlled substances, dangerous drugs, and alcohol. Failure to meet this job requirement shall constitute good cause for termination.

Voluntarily and Rehabilitative Treatment

After or prior to detection of drug or alcohol abuse as provided under this policy, all employees who admit they have a substance abuse problem and who agree to go through a drug or alcohol rehabilitation program may be conditionally reinstated to their previous positions after successfully completing a College‑approved substance abuse rehabilitation program and maintaining the preventive course of conduct prescribed by the employee's drug or alcohol counselor or physician including, but not limited to, regular attendance at Alcoholic Anonymous (AA) or Narcotics Anonymous (NA) meetings and rehabilitation aftercare programs.

PERSONNEL APPOINTMENTS

3230

The President of Clarendon College shall serve as the chief executive officer of the College. All other administrative Officers, all full-time instructors, and other professional employees shall be employed upon recommendation of the President. All administrative officers, all faculty members, and other professional employees shall be dismissed upon recommendation of the President, with concurrence on the part of the Board of Regents. The President shall have the authority to fill temporary vacancies without the approval of the Board and to make emergency appointments with the subsequent approval of the Board of Regents.

EMPLOYMENT REQUIREMENTS AND SELECTION

3240

Selection for employment at Clarendon College will be based on knowledge, skills, abilities, and other qualities required for the position. In addition, at a minimum, all faculty members (full- and part-time) at Clarendon College must meet the qualifications and comply with the guidelines outlined by the Texas Higher Education Coordinating Board and the Commission on Colleges of the Southern Association.

MEMBERS OF THE SAME FAMILY

3250

Two or more members of the same family may be employed by Clarendon College provided one family member does not supervise the other. In addition, no employee may be involved, either directly or indirectly, in the process of screening, selecting, or employing another member of the employee's family. All procedures designed to ensure equal employment opportunity must be followed in each employment decision, and all applicants must be judged on their qualifications.

For purposes of definition, members of the same family include grandparents, father, father-in-law, mother, mother-in-law, brother, sister, spouse, child, or other members of the family living in the same household.

EMPLOYMENT OF MINORS

3260

As a general rule, Clarendon College will not employ anyone under the age of sixteen. However, persons below this age may from time-to-time be employed for odd jobs and on a part-time basis during public school vacation periods. Under no circumstances will minors be allowed to operate or work in the area of operation of machinery which might present a hazard or risk of injury.

NEPOTISM

3270

No person shall be employed in the district who is by blood relation (consanguinity) within the third degree or by marriage relation (affinity) within the second degree to a member of the Board. However, this policy shall not affect any person who has been employed by the district for a continuous period of two years prior to the date of the election or appointment of the Board member to whom that person is related.

Continuous Employment

Although an employee with two continuous years of service may continue in the position after election of a relative to the Board, such employee may not be appointed to a different position.

Trading Prohibited

It is illegal to evade the provisions of this policy by trading. An example of trading would be if a Board member employed the relative of a person covered by the nepotism policy, in return for which that person employed a relative of the Board member, given the fact that neither employer could legally employ his/her own relative.

Federal Funds

The rules against nepotism apply to employees paid with public funds, regardless of the source of those funds. Thus, the rules apply in the case of an employee paid with funds from a federal grant.

CONTRACTS

3310

All professional employees of Clarendon College, including instructors, counselors, librarians, coordinators, directors, deans, and the President, shall be appointed by written contract.

Professional employees shall be elected each year on an annual basis and new contracts issued. Faculty shall be elected during a regular Board of Regents meeting in April of each year. The administration shall be elected in March. Non-teaching personnel, such as custodians, grounds and building maintenance personnel, business office, and all other employees not under contract, will be considered employed until such time as either party, with thirty days notice, terminates their service.

Special Contracts

All part-time, extra-assignment, and overload work shall be governed by a letter of appointment or a Special Assignment Contract which defines the nature of the task, inclusive dates, rate of compensation, and other pertinent details. A letter of appointment or a Special Assignment Contract will also be used to define the relationship between the institution and an employee whose salary is funded by any source outside the College. The letter of appointment or the Special Assignment Contract shall be signed by the employee and the President with copies routed to the employee, payroll office, and personnel file.

CONTRACTUAL AGREEMENTS

3315

It is the policy of Clarendon College that all employees serve at will or pursuant to term contracts. Employees who are paid on an hourly basis or as a classified employee serve at will and shall not be considered contractual employees. Contractual employees shall be employed on a term contract basis.

Term contracts of employment with Clarendon College shall specify the terms of employment, special conditions, special responsibilities, special prerequisites, salary, and inclusive dates of the term of service.

Term contracts of employment with Clarendon College create a property interest in the position only for the period of time stated in the contract. Such a contract creates no property interest of any kind beyond the period of time stated in the contract.

Notification of intent not to renew an employment contract shall be made by April 1 of each year for faculty (not later than January 1 for faculty members currently holding tenured status) and by March 1 of each year for employees holding an administrative contract.

The deadline for acceptance of a contract shall be stated in the contract. The offer of employment shall be void if the contract is not signed and returned on or before the deadline specified in the contract.

Commensurate with this policy, a termination of the contractual employment relationship with Clarendon College may occur by resignation, by non-renewal of the term contract upon its expiration, or through suspension and dismissal procedures as provided for in this policy manual.

PRELIMINARY EMPLOYMENT REQUIREMENTS

3320

Prior to assuming the duties of the appointed position, all employees will complete the following requirements:

1. File an IRS withholding tax form (W-4) and I-9 with the payroll office;

2. Complete all required forms for enrolling in the Texas State Teachers Retirement System or an alternative retirement plan;

3. Complete the necessary forms for participation, if desired, in the hospital-surgical and group life insurance plans sponsored by the College;

4. Complete the institutional questionnaires and required forms;

5. File with the President's Office all official transcripts of college work and any other documentation necessary for to verify previous training and experience.

PERSONNEL RECORDS

3325

The personnel records of each faculty member, of each professional employee, and each staff member are maintained by the Office of the President.

These records contain confidential information and are protected from public disclosure by Art. 6252-17a of the Texas Civil Statutes.

As a minimum, each professional personnel file shall contain a completed application form, a resume, and an official transcript(s) showing all credits earned and degrees granted, and reference materials. In addition, all correspondence, evaluations, and other information relative to re-employment or advancement will be placed in this file.

The personnel file is the property of Clarendon College and shall be kept indefinitely. An employee may review his/her file at any time under the supervision of the President or his/her designee. With reasonable notification, employees may request copies of all documents in the file.

The personnel folder will be available to those persons within the institution who have authority to recommend and approve employment, re-employment, and/or advancement.

Statistical information may be compiled from personnel records and made available for research purposes. However, no individual will be identified in any way without his/her written consent.

The names, gender, ethnicity, salaries, title, and dates of

employment of all employees of Clarendon College shall be public information.

ASSISTANCE TO FACULTY WHOSE PRIMARY LANGUAGE IS NOT ENGLISH

3330

New Personnel

In accordance with the Texas Education Code, candidates will be asked to identify his or her primary language. Once the selection process is complete and the employment paperwork is processed, candidates who identified their primary language as a language other than English will be asked to take the "Test of Spoken English" of the Educational Testing Service or other similar test as may be approved by the Texas Higher Education Coordinating Board. Faculty who do not self identify and/or who can not prove English to be their primary language shall be tested with an approved assessment instrument. Any instructor who fails to achieve a satisfactory score on the test will be required to take one or more appropriate courses to remove the deficiency.

The instructor will continue to participate in the course or courses until he or she achieves a satisfactory score on the test.

ABSENCES

3335

Employees of Clarendon College are expected to fulfill all contractual requirements including attendance to required duties and work schedules. Absences from work must be reported promptly.

Classified personnel will report all work absences directly to their supervisor. The supervisor is responsible for reporting absences to the appropriate Dean who is responsible for informing the Business Office. The Business Office, in conjunction with the appropriate Dean, will make the appropriate adjustment to the employee's salary, if required.

Salaried employees, including faculty and administrators, must report all absences which are not a result of official college business.

Faculty members will not allow a class to meet without supervision or without proper and timely notification of the division director and/or the Dean of Instruction.

In the event of unauthorized absence by a faculty member for any reason after the beginning date of the contract, the absence may cause forfeiture of the entire remuneration for the period of such absence.

HOLIDAYS

3340

Clarendon College provides several holidays throughout the working year for the benefit and pleasure of its employees. The following procedures have been established to support the taking of holiday leave.

1. ADMINISTRATIVE AND OFFICE PERSONNEL employed on a twelve-month basis will observe and receive pay for the following holidays. All college offices will be closed for official business according to this schedule:

Labor Day	First Monday in September
Thanksgiving	Wednesday, Thursday (Thanksgiving Day) and Friday
Christmas and	Close of Fall Semester through New Years
New Year's Day	(or as adjusted and adopted by the Board of Regents)
Spring Break	As set in College Calendar
Easter	Good Friday
Memorial Day	Last Monday in May
Independence Day	4th of July if it falls on a work day

2. FACULTY MEMBERS WITH TEACHING ASSIGNMENTS will observe student holidays as published in the current College Calendar. Faculty contracts will govern the beginning and end of the contract year.

3. MAINTENANCE AND HOUSEKEEPING PERSONNEL employed on a twelve-month basis will be expected to work during certain periods observed as holidays by other employees in order to perform required maintenance, repair, and custodial services. At a minimum, these personnel will observe and receive pay for the holidays listed below. Additional holidays, similar to administrative and office personnel may be granted by the President if all routine maintenance and between-semester deep-cleaning projects have been completed or are on schedule to be completed.

Labor Day	First Monday in September
Thanksgiving	Thursday (Thanksgiving Day) and Friday
Christmas	Christmas Eve and Christmas Day
New Years	New Years Eve and New Years Day
Easter	Good Friday
Memorial Day	Last Monday in May
Independence Day	4th of July if it falls on a work day

4. PART-TIME PERSONNEL. All classified personnel working less than 40 hours per week are part-time. Part-time personnel will observe all holidays taken by the department of employment.

TERMINATION OF EMPLOYMENT

3345

The strength of any institution, and especially of an educational institution, depends in large measure on the quality, integrity, and productivity of its employees. It is the policy of Clarendon College to recruit, select, and retain the most effective employee possible. Every effort will be made to insure that each employment experience is a successful one both for the employee and for the institution. Any termination of employment will be carried out with sensitivity to the rights and emotions of the employee and to the demands of the institution.

RESIGNATIONS

3350

1. Any employee of Clarendon College holding a professional, tenured, probationary, continuing or special contract may relinquish the position and leave the employment of the College at the end of any contract year without penalty by (a) not returning a signed contract offering employment for the subsequent academic year within the time specified on the offered contract or (b) by written resignation addressed to and filed with the President of the College not later than June 1, preceding the end of the fiscal year in which the resignation is to be effective.

2. Any employee holding a professional, tenured, probationary, continuing or special contract may resign, with the consent of the Board of Regents of Clarendon College, at any other time which is mutually agreeable.

3. Any employee who fails to resign within the time and in the manner allowed under Subsections (1) and (2) of this policy shall be regarded to have committed a breach of contract and will not receive a favorable recommendation for subsequent employment and shall not be eligible for reemployment with the College.

4. An exit interview for any employee terminating employment with Clarendon College for any reason should be conducted by the appropriate dean.

SUSPENSION AND DISMISSAL

3355

1. Dismissal and Reassignment of Non-Tenured Personnel The President may, at his discretion, terminate the employment of any non-tenured employee at the end of the contract period, or where there is no contract, with notice of at least one month, unless such termination is for cause, in which case no notice shall be required.

Any employee who is terminated or whose contract is not renewed shall be subject to review by the Board of Regents if the employee so requests in writing.

The President, at his discretion, may reassign a person to duties other than those for which he was employed pending termination of employment.

2. Suspension for Cause After considering charges and/or evidence, the President may suspend any employee, regardless of tenure status, if in his/her judgment formal inquiry is likely to provide the basis for disciplinary action. Such suspension shall follow the President's careful preliminary inquiry and deliberation and shall come after failure of his/her informal efforts to bring about a satisfactory adjustment of the matter, which efforts shall include informing the employee in writing of specific charges.

Justifiable cause for disciplinary action and/or causes for termination shall include, but not be limited to, the following:

a. Fraud in securing employment.

b. Inefficiency or neglect of professional responsibilities.

c. Incompetency.

d. Inexcusable neglect of duty.

e. Insubordination.

f. Dishonesty.

g. Being under the influence of alcohol or controlled substances while on duty.

h. Inexcusable absences and/or abuse of the sick leave policy.

i. Conviction of a felony or conviction of a misdemeanor involving moral turpitude.

j. Discourteous treatment of the public or other employee.

k. Misuse of college property.

l. Refusal to take and subscribe to any oath or affirmation which is required by law in connection with his or her employment.

m. Unprofessional/unethical conduct.

n. Behavior which is of such a nature that it causes discredit to the College.

o. Failure to adjust to college organization, failure to abide by its policies, rules, and regulations, or failure to comply with Board and/or administrative directives.

p. Sexual harassment.

q. Racial harassment.

r. Financial exigency.

s. Violation of the conditions stipulated in the annual employment contract.

t. Failure to actively and successfully recruit for a program or activity, as required.

Suspension of an employee on contract shall be effected by the President by written notice. The notice shall state the charge(s) against the employee. The effective date and hour of suspension shall be recorded in the notice. This notice shall be delivered or forwarded to the employee by registered mail with receipt requested. The attempt to notify the employee prescribed above satisfies the requirement of notification. Failure of the employee to receive notification does not invalidate the suspension nor its effective date. It shall be incumbent upon the President to see that a continuing effort is made to effect notification.

3. Action by the President

The President shall see that a thorough investigation is made of charge(s) against the employee. He/she may form a committee of three members of the professional staff of the College to investigate all charges and submit to him/her a transcript of the committee findings. The President, after reviewing the findings of the committee, may elect one of the following actions:

a. Reinstatement

b. Reinstatement with appropriate counseling.

c. Recommendation to the Board of Regents of the immediate dismissal of the employee.

Within ten (10) working days of receiving the findings of the committee, the President shall notify the employee in writing of his/her action. A copy of this communication shall be forwarded to the President of the Board of Regents.

If the President's action is other than reinstatement, the President shall, at the same time, inform the employee of his/her right to appeal to the Board of Regents.

If the Board of Regents is not satisfied with the action of the President, it may initiate other action as it may deem necessary in the matter.

4. Appeal to the Board of Regents.

The employee shall have the right to appeal the action of the President to the Board of Regents within ten (10) working days of the date of the action of the President. He/she may exercise the right of appeal by filing a request in writing with the President for transmission to the President of the Board of Regents.

The Chair of the Board of Regents shall appoint a hearing committee of three members of the Board to receive and review the record of the case, to identify and examine additional evidence and witnesses, to hear the employee involved, and to recommend final disposition of the case to the Board of Regents.

The Board Committee shall keep an accurate record of its deliberations.

The Board Committee may, at any time, go into executive session and exclude persons not directly involved.

The public release and/or publication of the Board Committee's recommendations shall be deferred until the Board of Regents has considered and disposed of such recommendations.

5. Report of the Committee.

The Committee shall keep a record of the proceedings for review by members of the Board of Regents.

The Board Committee shall, at the completion of the hearing, transmit to the Chairman of the Board of Regents its recommendations and the complete record of the case.

6. Review and Disposition of Committee Recommendations.

The Chairman of the Board of Regents shall review the case with the Board of Regents. The Board shall take such final action as it may deem just and proper and shall notify the employee and the President in writing of its decision.

The Board's final action shall be taken within fifteen (15) working days of the receipt of the report of the hearing committee.

If the Board of Regents, in reviewing the case, calls before it witnesses or other persons as may have information or bearing, the accused employee, if he/she desires, may be present. The Board may request the employee to testify, in which case he/she shall be entitled to be represented by counsel, present additional evidence and testimony, and cross-examine witnesses called by the Board of Regents.

7. Action of the Board of Regents to be Final.

Action of the Board of Regents shall be final and shall become effective immediately; in the event of dismissal, pay shall cease immediately.

8. Disposition of Record.

If the final decision is to reinstate the employee, the complete record of the case shall be sealed and placed in the employee’s file.

If the final action is to dismiss the employee, the complete record of the case shall become a part of the employee's personnel file.

REDUCTIONS IN FORCE

3360

Reduction in Force: Professional Employees

Definitions:

1. "Reduction in force (RIF)" means the dismissal of an instructor, professor, administrator, or other professional employee before the end of a contract term for reasons of financial exigency or program change. Non-renewal of a employee's in term contract is not a "reduction in force" as used in this policy.

2. "Financial exigency" means any decline in the college's financial resources brought about by decline in enrollment, cuts in funding, decline in tax revenues, or any other actions or events that create a need for the District to reduce financial expenditures for personnel.

3. "Program change" means any elimination, curtailment, or reorganization of a curriculum offering, program or school operation because of a lack of student response to particular course offerings, legislative revisions to program funding, or a reorganization or consolidation of two or more divisions or departments.

General Grounds:

All contracts shall, unless excepted by the Board, contain a provision that a reduction in force may take place when the Board determines that a financial exigency or program change requires that the contract of one or more teachers, administrators, or other professional employees be terminated. Such a determination constitutes the necessary cause for dismissal.

Employment Areas:

A reduction in force may be implemented in one, several, or all employment areas.

Employment areas shall be defined as:

1. Administration.

2. Associate degree programs.

3. Certificate degree program.

4. Remedial and other programs.

5. Academic support programs, such as library or computer programs.

6. Counseling and support programs.

Reductions in Force: Classified Employees

Definitions:

1. "Reduction in force (RIF)" means the dismissal of a classified employee before the end of the normal term of employment for reasons of financial exigency or program change.

2. "Financial exigency" means any decline in the College's financial resources brought about by decline in enrollment, cuts in funding, decline in tax revenues, or any other actions or events that create a need for the District to reduce financial expenditures for personnel.

3. "Program change" means any elimination, curtailment, or reorganization of a curriculum offering, program or school operation because of a lack of student response to particular course offerings, legislative revisions to program funding, or a reorganization of consolidation of two or more divisions or departments.

Employment Areas:

A reduction in force may be implemented in one, several, or all employment areas of classified employment.

Criteria For

Using the following criteria, the College President shall determine which positions shall be eliminated and shall submit the recommendation to the Board. These criteria are listed in order of importance; the College President shall apply them sequentially to the selected employment areas until the number of staff reductions necessary have been identified i.e. if all necessary reductions can be accomplished by applying the work/trade skills, criteria, it is not necessary to apply the performance or subsequent criteria.

1. Work/trade Skills: Appropriate work/trade skills required by the college for support of the operation of the institution.

2. Performance: Employee's effectiveness as reflected by the most recent written evaluations and/or other appraisal documentation.

3. Seniority: Years of service in the College District.

4. Experience: Accumulated trade and work experience related to the current assignment.

Board Action

After considering the College President's recommendation, the Board shall determine which employees shall be dismissed.

Right of Employees Subject to RIF

If an employee dismissed pursuant to this policy, is subsequently re-employed by the District, that employee shall be credited with the amount of local sick leave that had been accrued at the time of dismissal.

Re-Employment

Upon written request, an employee dismissed pursuant to this policy shall be notified in writing of any subsequent availability of the position, for period of one calendar year following the effective date of such dismissal. The notice shall be mailed to the address that was on file for the former employee at the time of dismissal, unless the College has been notified in writing of a change of address. A former employee so notified must respond in writing within ten calendar days of receipt of such notification if the person wishes to be considered for the position.

TENURE

3365

Clarendon College no longer offers a formal tenure agreement to faculty. Any faculty member currently holding tenure will remain on tenure until full-time teaching employment ceases at Clarendon College.

MANDATORY RETIREMENT

3370

Clarendon College shall not impose a mandatory retirement age on any employee.

SALARY ADMINISTRATION

3410

It is the policy of Clarendon College to determine a structure of job requirements and compensation which shall adequately reward the individual for work performed and provide opportunities for advancement, promotion, and transfer. All individuals shall be informed of compensation matters affecting the employee to ensure that the individual is treated equitably and consistently with respect to salary.

In order to provide for an effective and well qualified staff, Clarendon College shall make every effort to maintain competitive salary relationships with other agencies and organizations for similar job classifications.

OVERTIME PAY / COMPENSATORY TIME

3420

Eligible (nonexempt) employees of the College are entitled to receive overtime pay at the rate of one and one-half times the regular rate, or compensatory time off at 1-1/2 hours for each hour worked over 40 hours per week. The work week begins at midnight Sunday and extends through midnight the following Sunday, unless otherwise defined by the administration.

Employees may be asked to work overtime from time to time in order to carry out the functions of the College. Overtime will be rotated, when possible, among employees who wish to work overtime. Proper notice will be given, if practicable, whenever overtime is anticipated.

Hours accounted for funeral leave, vacation time, court appearances or holiday pay are considered a day worked for purposes of calculating overtime. There is no extra pay for employees scheduled to work Saturdays or Sundays as part of a work week.

Overtime must be approved in advance by the supervisor and the appropriate dean. Supervisors must keep clear and accurate records. Any overtime earned during a pay period must be turned in during that pay period. Time sheets and other records must be kept a minimum of four years.

An employee may elect to be awarded compensatory time in lieu of overtime pay. The choice must be made at the time payroll records are submitted each pay period. Compensatory time off may be taken in collaboration with the supervisor so as to not disrupt the efficient functioning of the College. No more than seventy-five hours of compensatory time may be accumulated. Compensatory time must be used in the current fiscal year (September 1 - August 31). Employees will not be paid for unused compensatory time.

An employee who is called out to work outside his or her regular 40 hour work schedule will be compensated for a minimum of two hours or actual time worked, whichever is greater. However, there is no compensation for being on call or on standby to be called to work.

PAY DATES AND METHOD OF PAYMENT

3430

Pay checks for all regular full- and part-time employees of Clarendon College will be distributed twice monthly in accordance with a schedule to be formulated annually by the college President. The 24-pay period schedule will be disseminated to employees prior to the beginning of each school year. Generally speaking, pay checks will be distributed on or about the 1^st and the 15^th of each month during the school year, although institutional holidays and other considerations (such as closing out college financial records at the end of the fiscal year) may cause some exceptions to this rule.

Adjunct or part-time faculty may be paid at the culmination of each semester of employment or in thirds with the last third paid at the culmination of the semester.

PAYROLL DEDUCTIONS

3440

The following payroll deductions will be made by the payroll clerk for all full-time employees. Only federally-required and state-required deductions will be made for part-time employees. All employees employed after March 1986 will be required to pay Medicare.

Required by Federal Government

1. Income Tax Withholding

2. Medicare

Required by Employer

1. Teacher Retirement System or

2. Alternative Retirement Plan

Authorized by Employee

Insurance, including group health, group life, disability plan, cancer plan, and annuities

Teacher Credit Union

Clarendon College

Charitable Donations

Others, as authorized

BENEFITS AND SERVICES

3450

Clarendon College strives to provide appropriate benefits and services to all full-time employees as a means of attracting and holding able men and women employees. The benefits and services available at the present time are listed below.

Health Insurance

Clarendon College currently pays the cost of the employee's group health insurance plan according to the State Employee Benefits Act. For purposes of this policy, all full-time and permanent part-time employees are eligible for benefits under this plan. Permanent part-time employees are defined as those employees who are working an average of 21 or more hours per week and have been authorized as permanent part-time by the college President.

Retirement

All employees of Clarendon College, excluding student workers, must participate in a retirement plan. Clarendon College currently offers three options:

1. All full-time and permanent part-time employees are eligible for participation in the Teacher Retirement System of Texas (TRS).

2. Employees meeting specific criteria (as outlined in Rules 25.171 and 25.172 in the TRS Laws & Rules) have a one-time opportunity during the first ninety (90) days of eligibility to exercise their option to participate in the Optional Retirement Plan (ORP). The decision to participate or not to participate in ORP is irrevocable.

3. All employees not meeting the criteria for TRS or ORP participation will automatically be enrolled in an alternative plan.

Additional information concerning retirement plans is available in the Business Office.

Retiree Health and Life Insurance

All persons who retire from service to Clarendon College through the Teacher Retirement System or an optional retirement plan will be eligible for health and life insurance. Those retirees not having continuing insurance coverage at the time of leaving Clarendon College and wish to obtain insurance are subject to the rules and guidelines in effect at the time of the request.

Payroll Deduction

Clarendon College provides all employees the convenience of payroll deduction for certain approved purposes, including retirement plans, group life insurance, teacher's credit union, cancer insurance, and income protection plans.

Workmen's Compensation Insurance

Employees of Clarendon College are covered by Workmen's Compensation which provides for the payment of doctor bills and hospital bills, a percentage of the employee's income, and in special cases, a specific cash award, when an employee is injured on the job.

VACATIONS

3460

All personnel (other than faculty who accept summer teaching assignments and/or a twelve month contract) employed on a twelve-month basis shall be eligible for two weeks of paid vacation time annually. Vacation time does not accumulate in excess of the two-week period and must be taken each year or forfeited. The two-week vacation period is defined as two work weeks (A normal work week is 40 hours per week).

The vacation schedule of eligible employees shall be approved by the appropriate Dean and the President.

EMPLOYEE SICK LEAVE AND LEAVE OF ABSENCE

3470

The following policies concerning sick leave and leave of absence have been established for all full-time employees of Clarendon College.

Sick Leave

All permanent nine-month to twelve-month full time employees are entitled to sick leave equal to one 8-hour day for each month of service, which may be accumulated on an unlimited basis beginning January 1998. (Employees of record on or prior to January 31, 1998 have a beginning ceiling of 50 days.) Nine- month employees will receive nine (9) days per year plus one day for each month worked during the summer months. Twelve-month employees will receive twelve (12) days per year. Sick leave is not accrued during the first 30 days of employment. All absences with pay must be approved by the appropriate dean or the President.

Sick-leave benefits are allowed for the illness of an employee or illness of a member of the employee’s immediate family. For purposes of this policy, “immediate family” is defined as: spouse, child, step-child, parent, sibling, or grandparent.

Sick leave extending beyond three (3) consecutive working days may require a written statement from a licensed physician. Clarendon College reserves the right to require such evidence for any absence where sick leave is claimed. Salary reduction will be made in the event accrued sick leave is exceeded. Sick-leave time must be reported to the Business Office on an authorized absence form for salaried employees, or on the monthly time sheet for hourly employees.

Unused sick leave will not be compensated to the employee on any occasion.

Personal Leave

All permanent nine-month to twelve-month full time employees are entitled to Personal Leave equal to 2 8-hour days with pay per year. These days may not be accumulated beyond the end of the fiscal year. Time off for personal business must be requested at dean’s level or higher, and should be approved in advance of the days to be taken.

Personal Leave must be reported to the Business Office on an authorized absence form.

Family and Medical Leave

Any employee with at least 12 months of service is entitled to 12 work weeks leave during any 12-month period for:

A severe health condition of employee or a member of an employee’s immediate family.

Leave may include intermittent leave as the medical situation requires or reduced work schedule - reduced hours per day or hours per week. The college requests 30 days advance notice or notice as soon as practicable.

Family/Medical Leave is in a non-pay status and may be used only when accrued sick leave has been exhausted. Family/Medical Leave is not designed for minor health problems.

Certification from a health care provider is required to include the following information:

1. the date the condition began,

2. other relevant facts regarding the condition, and

3. a statement of the purpose of the leave.

Upon return from Family/Medical Leave, the employee has a right to the job held prior to the leave or an equivalent position. The employee may retain the same health benefits enjoyed on the date of departure on leave. If the employee fails to return after the 12-week period, the College may recoup any and all payments for health care paid on behalf of the employee and/or dependents. If an employee is not able to return to work after exhausting all sick leave and family and medical leave, his/her employment with Clarendon College is terminated.

Sick Leave will not be accrued during the employee’s absence on Family/Medical Leave.

Jury Duty

An employee will be granted leave with pay and without loss of accumulated leave for jury duty. The employee will be required to present documentation of the service and will retain any compensation for this service.

EMPLOYEE POLITICAL ACTIVITIES

3510

Clarendon College encourages all employees, including faculty members, to become actively involved in political activities so long as these activities do not interfere with their work as members of the College staff. However, no employee of Clarendon College shall represent that any political party, political candidate, political cause, or partisan activity has the official or unofficial support of the College. The College name, seal, logo, or letterhead may not be used to support political activities or candidates. Employees should take care that political positions taken and political statements made are clearly their own and do not represent the official position of Clarendon College.

DEFINITION OF FACULTY

3520

Faculty status shall be awarded to all full-time professional personnel whose duties and responsibilities are directly related to the instructional program, or to activities directly related to the educational development of students. This definition of faculty is intended to include instructors, counselors, division directors, the director of the library, other certified librarians, and directors of special educational projects. Classified personnel and administrators (unless specifically listed above) are not members of the faculty.

RESPONSIBILITIES OF FACULTY

3530

The responsibilities of faculty members arise from their involvements with students, from their professional roles, and from their institutional relationship.

A. Student-Related Responsibilities

1. Responsibility to deal seriously and conscientiously with the teaching assignment, including careful planning of courses, preparation of lectures, regularity in meeting scheduled classes, clearly informing students of course requirements, and fair and impartial grading according to standards established by the institution.

2. Recognition that students deserve respect as individuals and have certain rights that must be protected. This encompasses an active interest in individual academic and personal problems of students, the giving of mature professional advice, courteous treatment of students in class, and keeping in confidence personal information about students which may come to the faculty member's attention in his/her role as advisor or counselor.

3. Recognition that the faculty member serves as a model and exercises a great influence in shaping young minds. This being true, he/she must try to set a high standard in academic and scholarly excellence, personal integrity, and professional ethics.

4. Recognition that in his/her influential classroom role he/she is morally bound not to take advantage of his/her position by repeatedly introducing into his/her classes discussions of subject matter outside the scope of the course and not within his/her field of professional competence.

B. Professional Responsibilities

1. Special responsibility to keep up to date with developing knowledge in his/her academic discipline through familiarity with recent publications and journals and participation in local or national professional societies and meetings where appropriate.

2. Responsibility to seek ways of improving his/her effectiveness as a teacher, exploring new ways of presenting academic subject matter, motivating students, and improving methods of evaluating student performance.

3. Responsibility to assist faculty colleagues in academic and college activities including:

a. Contributing to curriculum studies.

b. Participating in divisional and general faculty meetings for the better operation and strengthening of the educational programs of the institution.

c. Carrying a fair share of the burden of special faculty committee assignments, including participation in such bodies as curriculum committees and club sponsorships as well as sharing in joint faculty responsibilities such as registration, advising or counseling, and examination proctoring.

4. Responsibility to exercise an active role in protecting and enhancing the academic and professional standing of the faculty by:

a. Assisting with recruitment of competent new faculty members.

b. Giving appropriate recommendations regarding promotion for able faculty colleagues.

c. Recommending the removal of colleagues who, after fair hearing, have been proved incompetent, guilty of moral turpitude or gross misconduct, or lacking in personal or professional integrity.

5. Responsibility to demonstrate respect for the right of others in the College community to hold divergent opinions, including other faculty members, students, and administrators.

C. Responsibilities To The Institution

1. To conscientiously fulfill all the contractual obligations for the period of time agreed and that he/she will give the institution reasonable notice when resigning to accept another position

2. To make conscientious use of the funds of the institution entrusted to his/her care, such as those allocated to budgets of academic divisions or special projects

3. To make every effort to avoid professional and personal actions which may cause economic loss or legal embarrassment to his/her institution.

4. To give reasonable support to general institutional activities.

5. To commit himself/herself to a reasonable amount of service on college committees such as faculty committees, committees on student discipline, or other college committees.

6. In making a public statement of his/her views, to indicate clearly that he/she does not speak as a representative of the institution but as an independent scholar and citizen.

ACADEMIC FREEDOM

3540

Institutions of higher education are conducted for the common good. The following statements rest upon the belief that the common good depends upon a free search for truth and its free expression without intent to do personal harm.

Each faculty member is entitled to freedom in discussing the subject which he/she teaches. Limitations to this basic statement exist only within bounds of common decency and good taste. Each faculty member is also entitled to speak or write as a citizen of his/her nation, state, and community without fear of institutional censorship or discipline.

ACADEMIC RESPONSIBILITY

3550

The concept of academic freedom must be accompanied by an equally demanding concept of responsibility, shared by the Board of Regents, administration, and faculty members.

The fundamental responsibilities of a faculty member as a teacher and scholar include a maintenance of competence in his/her field of specialization and the exhibition of such competency in lectures, discussions, and publications.

Exercise of professional integrity by a faculty member includes recognition that the public will judge his/her profession and his/her institution by his/her statements. Therefore, he/she should strive to be accurate, to exercise appropriate restraint, to show respect for the opinion of others, and to avoid creating the impression that he/she speaks or acts for his/her college when he/she speaks or acts as a private person.

A faculty member should be selective in the use of controversial material in the classroom and should introduce such material only as it has clear relationship to his/her subject field.

GRIEVANCES

3560

Purpose

The grievance procedure at Clarendon College shall serve the following purposes: to determine whether an injury alleged by the grievant was the result of an error in the institution's policies and procedures or in their administration; to provide for due process; and if an error is established, to recommend to the President an equitable redress for the grievant.

Grievable Issues

If an employee feels that he/she can file a grievance based on age, gender, race, color, national origin, or disability, he/she may do so. The grievable issues shall also include policies and procedures for the recruitment and selection of all employees, their assignment, working conditions, promotions, salaries, layoffs, terminations, retirement, and fringe benefits. The responsibility of the grievance procedure of Clarendon College is to insure fair and equitable treatment to all persons involved, and to develop a clear documentation trail for each case arising out of institutional conflict.

Mechanism

When the grievant is an employee of Clarendon College, the grievance procedure shall consist of the following sequence of events:

Informal Meeting

All grievances voiced by employees of Clarendon College must first be aired in an informal meeting between the employee and the immediate supervisor. At this meeting a bona fide attempt must be made to resolve the issue(s) involved in a face-to-face meeting. It will be the responsibility of the grievant to:

1. meet with the supervisor within 10 working days of the time the employee first knew, or should have known, of the event or series of events causing the complaint,

2. explain fully the nature of the complaint,

3, when and under what conditions the alleged injustice occurred, and

if resolution is not possible at that level, to refer the problem to the grievance committee. It will be the supervisor's responsibility to document the meeting in writing to include date, location, person(s) involved, issues discussed, and results achieved.

Appeal to the Grievance Committee

When attempts at informal resolution of an employee grievance have failed, the employee has the right to appeal the case to the Grievance Committee in the following manner:

1. The employee must file a written complaint with the Dean of Instruction not later than ten (10) working days after meeting with the supervisor and not later than twenty (20) working days after the occurrence of the incident (injury alleged by the grievant).

2. The written complaint must contain at least:

a. the date(s) of the incident (injury alleged by the grievant),

b. the nature of the grievance or complaint,

c. the person(s) involved, and

d. the type of redress expected.

3. The Dean of Instruction shall notify the Chairperson of the Grievance Committee of the complaint immediately upon its receipt.

4. The Chairperson of the Grievance Committee shall set the date, time, and place of a hearing within five (5) working days after receipt of the written complaint with the hearing to be held not later than ten (10) working days after receipt of the written complaint and shall so notify the grievant and all committee members.

5. The grievant shall have the right:

a. to be accompanied by the advisor of his/her choice,

b. to have access to all records pertinent to the case,

c. to produce testimony in his/her behalf by calling witnesses or introducing relevant information.

6. The grievant shall receive a copy of all records produced as a result of the hearing before the Grievance Committee.

Appeal to the President

Cases may be appealed by the grievant or referred by the Grievance Committee to the President.

Appeal to the Board

The final appeal may be made to the Board of Regents.

Disposition of Records

If the grievance is found to have no merit, the records shall be sealed and placed in the appropriate files.

If the grievance is found to have merit, the complete record of the grievance shall not be sealed and shall be placed in the appropriate files.

STATEMENT OF ETHICS AND PHILOSOPHY

3610

It is the policy of Clarendon College to apply the highest ethical standards to all members of the College community including the Board of Regents, administration, staff, and faculty in achieving its mission, and in managing its resources efficiently and effectively to reach its goals and objectives. The College seeks to treat each person of the College community as a unique individual and provide a positive, encouraging, and success-oriented environment. College policies and practices that protect the rights and development of each individual in the College community shall be enforced. Protection from unlawful discrimination, including conduct that constitutes sexual harassment, and freedom to develop as a student and/or College employee shall be promoted.

The College accepts its responsibilities to its students, to its employees, and to the members of the community. The College is committed to meet these responsibilities with balance, fairness, accountability, and ethical integrity.

EMPLOYEE ETHICS

3620

The employees of Clarendon College affirm the inherent worth and dignity of all persons and the right of all persons to learn. Learning best occurs in an environment devoted to the pursuit of truth, excellence, and liberty. These flourish where both freedom and responsibility are esteemed.

In order to more adequately express the affirmation of our professional responsibilities, we the employees of Clarendon College hold ourselves and each other subject to, the following Code of Professional Ethics:

1. We shall treat all persons with respect, dignity, and justice, discriminating against no one on any arbitrary basis such as ethnicity, creed, gender, disability, social station, or age.

2. We shall strive to help each student realize his or her full potential as a learner, a scholar, and as a human being.

3. We shall by example and action encourage and defend the unfettered pursuit of truth by both colleagues* and students supporting the free exchange of ideas, observing the highest standards of academic honesty, integrity, and seeking always an attitude of scholarly objectivity and tolerance of other viewpoints.

4. We, recognizing the necessity of many roles in the educational enterprise, shall work in such a manner as to enhance cooperation and collegiality among students, faculty, administrators, and non-academic personnel.

5. We shall recognize and preserve the confidential nature of professional relationships, neither disclosing nor encouraging the disclosure of information or rumor, which might damage or embarrass or violate the privacy of any other person.

6. We shall maintain competence through continued professional development, shall demonstrate that competence through consistently adequate preparation and performance, and shall seek to enhance that competence by accepting and appropriating constructive criticism and evaluation.

7. We shall exercise the highest professional standards and shall make the most judicious and effective use of the college’s time and resources.

8. We, recognizing the needs and rights of others as embodied in the institution, shall fulfill the employment agreement both in spirit and in fact, shall give reasonable notice upon resignation, and shall neither accept tasks for which we are not qualified, nor assign tasks to unqualified persons.

9. We shall support the goals and ideals of the institution and shall act in public and private affairs in such a manner as to bring credit to the institution.

10. We shall not engage in sexual harassment of students or colleagues and shall adhere to the College’s policy that prohibits sexual misconduct.

11. We shall observe the stated policies and procedures of the College, reserving the right to seek revision in a judicious and appropriate manner.

12. We shall participate in the governance of the College by accepting a fair share of committee and institutional responsibilities.

13. We shall support the right of all to academic freedom and due process, and defend and assist those accused of wrongdoing, incompetence, or other serious offense so long as the individual's innocence may reasonably be maintained.

14. We shall not support a colleague or an individual who is known to be persistently unethical or professionally incompetent.

15. We shall accept all the rights and responsibilities of citizenship, including participation in the formulation of public policy, always avoiding use of the privileges of his or her public position for private or partisan advantage.

*In this code the term "colleague" refers to administrators, teachers, nonacademic personnel, and any other persons employed by the College in the educational enterprise. Reference: TCCTA, 1997.

RACIAL OR SEXUAL HARASSMENT

3630

Statement of Principles

In order to educate Clarendon College students of diverse social, economic, racial, and ethnic backgrounds, it is essential that Clarendon College provide equal educational opportunities for all students. The College will strive to establish and maintain an environment free of racial or sexual intimidation, humiliation, and harassment.

Disciplinary Rules and Definition of Racial and Sexual Harassment

"Racial harassment" is defined as extreme or outrageous acts or communications that are intended to harass, intimidate, or humiliate an employee, a student, or students on account of race, color, or national origin, and that cause them to suffer severe emotional distress. Racial harassment of employees or students is expressly prohibited, and any student, faculty, or non-faculty employee who engages in such conduct is subject to appropriate disciplinary action.

"Sexual harassment" is unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

a. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic standing; Submission to or rejection of such conduct by an individual is used as the basis for employment decisions or academic decisions affecting the individual; or, Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or academic performance or creating an intimidating, hostile, or offensive working or academic environment.

Sexual harassment of anyone (employee to employee, employee to student, student to employee, student to student, same sex to same sex) is expressly prohibited, and any student, faculty, or non-faculty employee who engages in such conduct is subject to appropriate disciplinary action.

Procedure for Redressing Racial or Sexual Harassment Complaints

Anyone who believes that he/she has been subjected to racial or sexual harassment shall report the incident to his or her immediate supervisor or any Dean. The supervisor or dean receiving the complaint shall report the incident and/or formal complaint immediately to the Dean of Instruction. Under no circumstances, shall this policy require an employee or student alleging such harassment to present the matter to a person who is the subject of the compliant.

Upon the receipt of an allegation of racial or sexual harassment, the dean shall ascertain the facts and provide mediation services to assist the individual. These mediation services may include consultation with the individual and alleged wrongdoer, either separately or together, and if appropriate the administrator may consult with or bring in other deans, or other administrative officers of the College. If the individual files a formal complaint, the President or his designee will investigate and will follow established college policies and procedures. Disagreement with the resolution of the complaint may be pursued according to the College's established procedures for grievances.

Confidentiality in mediation, investigation, and resolution activities shall be maintained and the rights of individuals involved shall be protected.

CONFLICT IN INTEREST IN EMPLOYMENT

3640

Clarendon College must have first call on the energy, and efforts of the full-time contractual employee.

No employee of Clarendon College shall have any interest, financial or otherwise, direct or indirect, or engage in any business, transaction, or professional activity or incur any obligation of any nature that is in substantial conflict with the proper discharge of duties in the college’s interest.

Employees of the College who wish to hold additional positions or offices are subject to the following rules:

Incompatible Offices

One person may not occupy two legally incompatible offices. A college instructor is an employee and not an officer within the meaning of the Texas Constitution, Art. XVI, Sec. 40; therefore, he/she is not barred from serving in another governmental capacity so long as the two positions are not incompatible. Offices are legally incompatible when the faithful and independent exercise of one would necessarily interfere with the faithful and independent exercise of the other. Whether two positions are legally incompatible is a question to be determined by those having supervision over one or both of the positions held by the person in question, and ultimately, by the courts. In the case of a college instructor, it is the responsibility of the College President to determine whether any additional position or office is legally incompatible with the teaching position.

Exception

Employees shall not be barred from serving as members of the governing bodies of school districts (other than those in which they are employed), cities, towns, or other local governmental districts; provided, however, that such employees shall receive no salary for serving as members of these governing bodies.

Automatic Resignation of Office

When a person occupies two offices which he/she may not occupy for constitutional reasons or at common law, it is the common law rule that by accepting the second of such positions, the person automatically vacates the first.

Employee Standards of Conduct

The following standards of conduct shall apply to all employees of Clarendon College:

1. No employee shall accept or solicit any gift, favor, or service that might reasonably tend to influence the employee in the discharge of official duties or that the employee knows or should know is being offered with the intent to influence official conduct.

2. No employee shall accept employment or engage in any business or professional activity that the employee might reasonably expect would require or induce the disclosures of confidential information acquired by reason of the official position.

3. No employee shall accept other employment or compensation that would reasonably be expected to impair the employee's independence or judgment in the performance of official duties.

4. No employee shall make personal investments or knowingly solicit, accept, or agree to accept any benefit for having exercised the employee's official powers or performed official duties in favor of another.

INTELLECTUAL PROPERTY

3650

Clarendon College recognizes the significant merit of new inventions, increased knowledge and improved instructional materials as developed by College personnel and is mindful of the increased effectiveness, extension of resources, and productivity they afford. Employees of Clarendon College are encouraged to create, publish, invent, copyright, and patent materials of their own creation, which will contribute to the advancement of knowledge, increase productivity, and improve efficiency. However, when the intellectual property takes on commercial value, the College has an obligation to the public to share in the benefits derived from College support used in the development of intellectual property. This policy establishes the criteria concerning the disclosure, classification, ownership, equity, royalty participation, use, licensing, management, and marketing of intellectual property. This policy applies to all College personnel who develop intellectual property. All College personnel, authors, creators, or inventors, who develop intellectual property are free to benefit from royalties and monies accruing from such publications or inventions subject to the following:

A. Intellectual property is defined as inventions, discoveries, technologies, scientific and technological developments, processes, methods, trade secrets, computer software, instructional materials, publications, literature or literary works, art, dramatic and musical works, all audiovisual materials (including but not limited to video, film, photographs, and audio programs), and other original works and ideas that may have monetary value. Trade secrets are a form of intellectual property and are proprietary information defined as any information, whether or not copyrightable or patentable, that is not generally known or accessible and that gives competitive advantage to its owner. It is not intended that any intellectual property be excluded from this definition, including, but not limited to the definition of trade secrets continued herein.

B. Clarendon College personnel who, during their affiliation with the College, invent, author, create, or produce intellectual property of commercial value resulting from or through the affiliation shall disclose such developments to their supervisor who will forward the disclosure to the Comptroller. Employees who, subsequent to their affiliation, produce intellectual property which was supported in part by the College shall disclose the development to the Comptroller. Disclosure in either situation must be initiated within sixty (60) days after notification of the marketability of the intellectual property.

C. The Comptroller shall review the disclosure, gather necessary information, and recommend appropriate action to the President. The Comptroller or designee may conduct investigations into the substantiality of College support used to develop the property. The Comptroller shall forward a recommendation to the President concerning the intellectual property and the disclosure. The recommendation may include copyrighting, licensing, patenting, and/or royalty, equity, and business management components. Final review and approval of the recommendations shall rest with the Clarendon College Board of Regents.

D. The College or the employee may relinquish all or a portion of their rights to the property at any time during the entire process covered by this policy.

E. All classes of intellectual property (as defined in paragraph A) created on the employee's own time, and without the use of college facilities, equipment, materials, or support, shall be the sole property of the inventor, author, or creator (hereinafter “producer”).

F. Subject to the provisions of this policy, intellectual property created where the College provided the environment, specifically the minimal use of facilities, personnel, equipment, and/or College funds, shall be owned by the producer(s). [The use of the Library (Learning Resource Center) and/or the provision of office space shall not constitute minimal use of College facilities or equipment.] Equity in College-supported property, where minimal use of facilities and equipment is present, shall be divided 75 percent to the producer and 25 percent to the College, after subtracting 15 percent for a protection and infringement shelter.

G. Subject to the provisions of this policy, the ownership of intellectual property rights reside with the producer unless the work involves the substantial use of College facilities, personnel, equipment or funds. Intellectual property of this type shall be owned in total by the Clarendon College. The producer shall be entitled to an equity share of 50 percent and the College share of equity shall be 50 percent, after subtracting 15 percent for a protection and infringement shelter.

H. When work is commissioned by the College, the College shall have and retain all rights to and full equity in the intellectual property. College personnel are considered to be conducting commissioned work when they are assigned to do so as part of general satisfactory job performance, when they are relieved of normal duties, or when provided additional compensation (i.e. mini-grants).

I. The College claims no ownership of popular nonfiction, novels, poems, musical compositions, or other works of artistic imagination that are not institutional works. However, the College does NOT relinquish equity claims.

Independently developed or College-supported work completed after the producer became affiliated with the College and before the effective date of this policy shall be excluded from this policy. Work described in paragraph G completed by the producer after affiliation with the College shall be considered owned by the College with all rights to equity and use reserved. Property in development at the effective date of this policy shall not be excluded from this policy.

College personnel requesting a leave of absence may request an exemption from this policy as part of the request for a leave of absence. All exemption requests shall be reviewed by the Comptroller, who shall review the request and make a recommendation to the President.

J. Before any attempt is made to protect the intellectual property, the producer will certify in writing to the Comptroller that to the best of his or her knowledge the materials do not infringe on any existing copyright, or on the rights of others.

K. If the Board takes action to copyright, license, patent, and/or seek other available protection for the intellectual property, the administration shall proceed to assign all protection rights to Clarendon College. The College will pay the legal, filing, and all other expenses relating to receiving protection from the protection and infringement shelter. If the College does not exercise this option, the producer(s) is free to deal with the intellectual property at his or her own discretion.

L. The College shall have no rights to royalties or proceeds in which equity and ownership is held by the producer.

If the College decides to assert its interest in royalties or sale of work which received minimal college support (see paragraph F) and is owned by the individual, the division of royalties or proceeds shall be 75 percent to the producer and 25 percent to the College, after subtracting 15 percent for a protection and infringement shelter. If the proceeds are received directly by the producer, the Comptroller shall be notified and the producer shall pay the appropriate percentage to the College within fifteen (15) working days of receipt.

If the College decides to assert its interest in royalties or sale of intellectual property that was College supported (see paragraph G) and which is owned by the College, the division of royalties or proceeds shall be 50 percent to the producer and 50 percent to the College, after subtracting 15 percent for a protection and infringement shelter. If the proceeds are received directly by the College, the producer shall be notified and the College shall pay the appropriate percentage to the producer with fifteen (15) working days of receipt.

College personnel shall have no rights to royalties or proceeds in which equity and ownership is held totally by the College.

The College portion of the royalties or other related income shall be used first to supplement the product protection and infringement shelter, and thereafter, for the benefit of the College.

M. If the producer is going to license an external agency to reproduce and sell College-supported (minimal support) property, the terms of any agreement or sale shall be negotiated between the producer, the Comptroller or designee, and the external agency. Income derived shall be divided 75 percent to the producer and 25 percent to the College, after subtracting 15 percent for a protection and infringement shelter. If the producer personally markets the property, the division of the proceeds shall be the same as for licensing to an external agency, unless otherwise recommended by the Comptroller.

If the College licenses an external agency to reproduce and sell College-supported (substantial support) property or otherwise transfer rights to an external agency, the terms of any agreement or sale shall be negotiated between the producer, the Comptroller or designee, and the external agency. Income derived shall be divided 50 percent to the producer and 50 percent to the College, after subtracting 15 percent for protection and infringement shelter. If the College markets the property itself, the division of proceeds shall be the same as for licensing to an external agency, unless recommended otherwise by the Comptroller.

N. In circumstances where the production and distribution of intellectual property results in enterprise activities and business ventures, the producer shall be allowed a share of equity in the business and/or a share of the equity in fiscal returns and encouraged to participate in managing a business related to developing the intellectual property. Percentages and other details shall be negotiated on an individual basis between the producer and the College.

If more than one individual is entitled to an equity in the intellectual property and there is no agreement between such personnel, the Comptroller will work to negotiate the manner in which the equity award to the producers will be distributed.

O. The Comptroller or designee will investigate allegations of license or copyright infringement of College-supported property and will recommend appropriate action to the President. If such action is started alone or in concert with the producer, all costs of such action will be borne by the College. All proceeds in excess of such costs will be shared by the College and the producer following the appropriate percentage rate.

If the College decides not to act on an alleged unauthorized use of the property, the producer may initiate action to pursue redress. Costs of such action will be borne by the producer, who shall have the rights to all recoveries resulting directly from the action.

P. No College employee shall realize a profit from materials sold exclusively to Clarendon College students.

When instructional materials developed by the faculty of Clarendon College are sold in the College Bookstore for a profit, the publisher of the material must be approved by the College administration.

Q. Materials produced under an externally funded grant may be guided by the terms of the grant.

R. The College encourages students who produce intellectual property directly related to course assignments. Course-related activities may be carried out with access to College facilities and equipment provided appropriate channels and guidelines are followed. The student shall adhere to the laws governing the use of copyrighted materials. Students will be governed by the following:

1. Students shall have sole ownership and equity rights to property they produce at their expense.

2. The College will be the sole owner and equity holder of property developed by the student if the College initially agreed to fund, or later, to purchase the student’s project. In this case, the student may retain a copy of the project for personal use only and not for sale or distribution.

3. Any and all products of course assignments including paintings, sculptures, original musical compositions, video and audio productions, photographs, and literary works are the sole property of the student.

USE OF TOBACCO IN COLLEGE FACILITIES

3660

The use of tobacco products (including smokeless products) in college facilities and vehicles is prohibited. Smoking and use of other tobacco products is allowed only in areas outside of college buildings.

DRUG/SUBSTANCE-FREE WORKPLACE

3670

General:

The policy of the Clarendon College is to provide all students and employees with an environment that is free of substance abuse. The illegal use of controlled substances on Clarendon College campuses or centers subjects the College, its students, and employees to unacceptable risks of accidents, interferes with the learning and working environments, and is inconsistent with the behavior expected of persons associated with the College.

Purpose:

It shall be the purpose of this policy to establish guidelines for addressing substance and abuse by employees of Clarendon College.  The College takes a strong stand against substance abuse and takes the following initiatives to minimize it:

a. Screening / Testing. (See Policy #3226, Drug and Alcohol Screening/Testing)

b. Rehabilitation through education.

c.   Rehabilitation through counseling and referral.

d.   Discipline.

Policy:

Clarendon College strictly prohibits the use of intoxicating beverages by employees while on college property or while representing the college.  State law shall be strictly enforced  at all times on all property controlled by the District in regard to the possession and consumption of alcoholic beverages.

No employee shall possess, use, transmit, or attempt to possess, use or transmit, or be under the influence of (legal intoxication not required) any of the following substances on any property controlled by the College district.

     1.     Any controlled substance or dangerous drug as defined by law, including but not limited to marijuana, any narcotic drug, hallucinogen, stimulant, depressant , amphetamine or barbiturate.

    2.     Alcohol or any alcoholic beverage.

    3.     Any abusable glue, aerosol paint, or any other chemical substance for inhalation.

    4.     Any other intoxicant, or mood-changing, mind altering, or behavior-altering drugs.

The transmittal, sale, or attempted sale of what is represented to be any of the above-listed substances is also prohibited under this policy. 

An employee who uses a drug authorized by a licensed physician through a prescription specifically for that employee's use shall not be considered to have violated this rule.

Screening/Testing

Drug or alcohol testing of employees shall be administered if there is reasonable suspicion of substance abuse. The College retains the right to screen prospective employees in key employment areas through drug and/or alcohol test.  An employee who is determined by testing to be under the influence of a controlled substance, or who is involved in the sale, possession, distribution, purchase, dispensation, manufacture or transfer of controlled substances, as defined by state or federal law, on College property or property under College control will be subject to disciplinary action up to and including termination of employment.  Any employee who is convicted of, pleads guilty or nolo contendere, or accepts deferred adjudication to a controlled substance‑related violation in the workplace under state or federal laws must notify Human Resources within five days of such a conviction or plea. Failure to notify Human Resources is grounds for suspension and/or termination of employment. Employees who are convicted of, plead nolo contendere, or accept deferred adjudication to such drug related violation and whose employment is not terminated must successfully complete a rehabilitation program approved by the College as a condition of continued employment.

Student behavior with regard to substance abuse will be governed by the provisions contained in the Student Handbook and the Student Code of Conduct.

Prevention - Education:

Primary emphasis is directed at informing employees of the health risks associated with the use of illicit drugs and alcohol. 

Discipline:

Employees are not guaranteed chances for rehabilitation should their standards of conduct of job performance drop below tolerable levels.  In such cases, and in cases where rehabilitation is referred, disciplinary action could result in termination/dismissal.

Rehabilitation - Referral:

Employees with  substance abuse problems may, at the Collegeís sole election, be referred to rehabilitation resources  (All rehabilitation expenses to be the responsibility of the employee).  In any case, employees will be required to uphold normal standards of conduct and performance.

Substance Abuse Program

Clarendon College strongly believes that the abuse of alcohol and the use of illegal drugs and abuse of other drugs by faculty, staff, and students has a serious effect on their ability to meet the educational goals of the college.  Therefore, Clarendon College has implemented a  drug education/prevention and assistance program which is available to faculty, staff, and students.

Americans with Disabilities

3680

Whereas the U.S. Congress has enacted the Americans with Disabilities Act, the Board of Regents of Clarendon College intends to comply with the requirements of this act. Compliance with the ADA is an institutional priority. Clarendon College will prepare, publish, and distribute statements and procedures, as necessary, to comply with the letter and the spirit of ADA.

The President or his/her designee is designated as the ADA Coordinator for the institution. The Coordinator shall have the responsibility for the compliance with the ADA in all academic areas, student services, services to the public, extension activities, transportation, facilities, all other non-employment programs and services, Title I and Title II of the Americans with Disabilities Act for all employees, including administrative support, temporary employees, faculty, and student employees.

The Student Life Committee is charged with monitoring the institution's compliance with the Americans with Disabilities Act and reporting to the ADA Coordinator, as required.

ASSIGNMENT AND SCHEDULES

3710

All employees shall be subject to assignment and reassignment by the College President at any time.

TEACHING ASSIGNMENTS AND TEACHING LOADS

3720

A teaching load for full-time, academic faculty at Clarendon College is normally fifteen (15) instructional load hours or thirty instructional load hours for an academic year. The expected teaching load for full-time work force education (technical/occupational) faculty at Clarendon College is normally equal to the hours required of students for "normal" progress through a program. The combination of teaching hours, office hours, and other professional responsibilities must total a minimum of 5 hours per week.

Final determination regarding an individual faculty member's workload will be dependent upon specific variations and requirements of the assignment, including but not limited to the number of instructional load hours, number of student contact hours per week, number of preparations, and the nature of the subject. Teaching assignments and teaching loads are contingent upon approval by the appropriate division director and the Dean of Instruction.

Part-time Instructors

The maximum teaching load per semester for part-time faculty is nine (9) instructional load hours. Part-time instructors will be compensated at a rate established by the Board of Regents. On an emergency basis the Dean of Instruction in consultation with the President may authorize a part-time faculty member to teach more than nine instructional load hours during a given semester and, if necessary, to be compensated at a rate up to the equivalent of a beginning full-time instructor. Part-time faculty members employed on an emergency basis to teach more than nine instructional load hours in a long semester are (during this time term of employment) still regarded as temporary or part-time faculty. Assignments for part-time faculty are made on a semester-to-semester basis.

Division Directors

Division Directors will teach at least twelve instructional load hours during each long semester or at least twenty-four instructional load hours during the academic year.

Load Calculation

Computation of instructional load hours for full-time and part-time faculty members include the following: a lecture hour equals one instructional load hour and a laboratory hour equals .50 instructional load hour.

If two or more courses are taught in the same time period, load credit will be given for only one class. In cases where the load value of two classes is different, the class having the higher load value will be used to calculate the load.

Overload Assignments and Limitations

Some situations demand that full-time faculty be asked to teach an overload. And, whereas it is understood that overloads require additional class preparation time, additional teaching time, and additional office time for students, the following guidelines are designed to prevent faculty effectiveness from being diminished by overloads.

A one-course (3 instructional load hours) overload assignment must be approved by the Division Director.

The assignment of a two-course overload (6 instructional load hours)requires the approval of the Dean of Instruction.

Multiple overloads created by assignments outside the academic department (i.e., Continuing Education) or overloads greater than 6 instructional load hours will be considered on an individual basis and require the approval of the Dean of Instruction and the President.

First year faculty members should not teach overloads.

Instructional load hours should not exceed eight (8) instructional load hours per summer term or more than fourteen (14) instructional load hours for both summer sessions.

Overloads for full-time faculty will be compensated at a rate set by the Board of Regents.

Summer Employment

All classes taught during a special or summer session by faculty members on a nine-month contract will be handled as part-time or overload assignments and compensated on a per-instructional load hour basis. Employees on ten-, eleven-, or twelve-month contracts may be assigned summer teaching during the contract period at no additional compensation.\

Class Size

Restrictions on class size for some classes are governed by state requirements, room size, and availability of equipment. Classes not meeting the minimum enrollment of twelve (12) students will be offered based on administrative discretion.

Faculty Schedules and Conference Hours

1. Full-time Faculty: Each faculty member should determine, following publication of his/her teaching assignment, the best hours for student advising and student conferences, and post these outside his/her office. Class schedules and office hours should be posted outside the office door and should be on file with the Dean of Instruction. It is important that all students have the opportunity for assistance and counseling outside of the classroom.

2. Part-time Faculty: For each class taught, part-time faculty will be available one hour per week, i.e., thirty minutes before and thirty minutes after class.

ADMINISTRATIVE OFFICE HOURS

3730

Administrative offices at Clarendon College during regular/long semesters are normally open from 8:00 a.m. until 4:30 p.m. Monday through Thursday and 8:00 a.m. until 4:00 p.m. on Fridays. With the exception of the Office of Admissions, the Registrar’s Office, and the Business Office which are open during the lunch hour, offices are normally closed each day for lunch from 12:00 noon until 1:00 p.m.

Administrative offices at the Clarendon College - Pampa Center during the regular/long semesters are normally open from 8:00 a.m. until 4:30 p.m. Monday through Thursday and 8:00 a.m. until 4:00 p.m. on Fridays.

During the summer administrative offices are normally open from 7:30 a.m. to 5:30 p.m. Monday through Wednesday, 7:30 a.m. to 5:00 p.m. on Thursdays, and closed on Fridays.

Alternate or flexible work schedules and alternate hours may be established by the President each semester in order to provide appropriate support services to students who attend class at other than traditional times.

FACULTY ORGANIZATION

3810

An organization for faculty has been established at Clarendon College. The organization, known as the Clarendon College Faculty Senate, functions in the manner prescribed in its by-laws and/or constitution.

FACULTY MEETINGS

3820

As a rule, the general faculty should meet two or more times per semester. Any member of the College faculty or administration may suggest agenda items by submitting them in writing to the Dean of Instruction. Any item of business which may impact the affairs of the faculty or the well-being of the institution is a proper topic for discussion at the meetings.

Faculty meetings require the attendance of all faculty members. Prior approval of the Dean of Instruction will be required for absences from faculty meetings; otherwise, financial forfeiture of pro rata share of the teacher’s salary may occur.

FACULTY RANK

3830

Clarendon College does not utilize a system of academic rank, and hence, the use of various academic titles in vogue at senior colleges and universities is inappropriate. Faculty members are "teachers" or "instructors" regardless of length of service or educational attainment. Other titles are used at Clarendon College only when they are descriptive of the work performed, i.e., counselor, division director, program coordinator, or dean. These titles are assigned at the time of appointment by the President.

PROFESSIONAL GROWTH AND DEVELOPMENT

3840

Continuing professional growth and development for the faculty and other employees is recognized at Clarendon College as an institutional and individual responsibility. Individual faculty members (both full- and part-time) should take the initiative in promoting their own growth as teachers and scholars. Faculty members are expected to be actively involved in a program of professional development which addresses a variety of improvement goals. In an effort to support the professional development of all faculty members, The Dean of Instruction, with assistance from the Professional Development Committee, on behalf of the institution shall coordinate a planned program of professional improvement activities.

PROFESSIONAL DEVELOPMENT PART TIME FACULTY

3850

Although part-time faculty are not required to participate in professional development activities, Clarendon College does support and encourage all part-time faculty to participate in all faculty meetings, assignments, and activities. Each part-time faculty member is encouraged to participate in as many activities as possible; especially, faculty meetings and in-service training programs.

PROFESSIONAL DEVELOPMENT SABBATICALS

3860

A Leave of Absence or Sabbatical without pay may be granted to faculty members who wish to broaden their horizons and increase their depth and breadth of understanding in their discipline, provided such leave does not work an undue hardship on the College. A request for a Sabbatical must be filed with the Dean of Instruction no later than six months prior to the anticipated start date of the leave. The Leave of Absence or Sabbatical must be approved by the Dean of Instruction, the President, and the Board of Regents.

PROFESSIONAL MEMBERSHIPS

3870

All faculty members are encouraged to maintain membership and to be a part of their professional groups. Personal membership fees are the responsibility of the individual faculty member. Institutional membership fees will be the responsibility of the college and will require the approval of the President.

Faculty are strongly urged to become members or maintain membership in the Texas Community College Teachers Association and to attend the meetings.

FACULTY AND STAFF EVALUATION

3880

The performance of all members of the faculty and staff shall be evaluated annually. For members of the faculty, the Dean of Instruction shall have responsibility for developing and administering a comprehensive plan of performance evaluations. Results of the evaluations shall be shared with the faculty member. A summary of evaluation results shall be placed in the faculty member's personnel folder.

The performance of all professional employees, administrators, and staff members shall be evaluated on an annual basis. Evaluations shall be carried out by the employee's immediate supervisor and/or the appropriate dean. Results of the evaluation shall be shared with the employee and a summary of the results shall be placed in the employee's personnel folder.

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