GHC Employee Handbook
Table of Contents
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HISTORY, ORGANIZATION AND MISSIONFounded in 1970 as Floyd Junior College, Georgia Highlands College is a two-year unit of the University System of Georgia. It serves students who commute from locations throughout a large portion of northwest Georgia and northeast Alabama. In 1968 the Board of Regents of the University System of Georgia authorized the establishment of Floyd Junior College in Floyd County. Under the Board's policy, the local community would provide a campus site and funds for the construction of the initial facilities. Led by the Junior College Committee headed by Rome attorney J.D. Maddox, Floyd County citizens responded enthusiastically by approving a $3.2 million bond issue by a margin of nearly three to one. Construction began in early 1970. The College's first classes were offered during the fall quarter of 1970 in temporary facilities, but the end of 1970 moved all operations on campus. Dr. David B. McCorkle became the first president of Floyd Junior College on January 1, 1970, and served in that position until June 30, 1991. In recognition of his long and distinguished service to Georgia Highlands College and the community, the Board of Regents named him President Emeritus of Georgia Highlands College effective January 1, 1991. Following Dr. McCorkle's retirement, Dr. Richard Trimble was appointed Acting President of Georgia Highlands College and served until the November 1992 selection of Dr. H. Lynn Cundiff as the College's second president. In 2000, Dr. Cundiff resigned, and Mr. Rob Watts, Executive Vice President for Financial and Administrative Affairs at Georgia Perimeter College was named Interim President. Now enrolling approximately two thousand students in academic programs, Georgia Highlands College also offers a large and varied community-education program and operates extension centers in Cartersville, Haralson County, and Acworth. The College pioneered the development of cooperative programs with Coosa Valley Technical Institute as early as 1972 and now also offers joint programs with North Metro Technical Institute in Acworth. In 1994, Georgia Highlands College continued its expansion and outreach by acquiring the East Rome Junior High School facility in downtown Rome. Called Heritage Hall, the building houses the Northwest Georgia Small Business Development Center, and a television studio through which academic classes are broadcast over local cable channel 99. Classes were begun at the facility in the fall of 1994. I. CONTEXTUAL PREFACE (HISTORICAL AND PHILOSOPHICAL PERSPECTIVES) Georgia Highlands College, a two-year unit of the University System of Georgia under the governance of the Board of Regents, was founded in 1970 to provide educational opportunities for the physical, intellectual, and cultural development of a diverse population in seven northwest Georgia counties. With the advent of distance learning technologies, specialty programs, off-campus centers, collaborative arrangements, and cooperative degree programs with technical institutes, the College has expanded its scope of influence beyond the institution's original geographical area. The philosophy of Georgia Highlands College is expressed in the beliefs that education is essential to the intellectual, physical, economic, social, emotional, cultural, and environmental well being of individuals and society and that education should be geographically and physically accessible and affordable. In support of this philosophy, the College maintains a teaching/learning environment which promotes inclusiveness and provides educational opportunities, programs, and services of excellence in response to documented needs. II. MISSION STATEMENT FOR UNIVERSITY SYSTEM OF GEORGIA The MISSION of the University System of Georgia is to contribute to the educational, cultural, economic, and social advancement of individuals within its scope of influence; thus, Georgia Highlands College, in conjunction with the other institutions in the University System, supports this MISSION by exhibiting the following characteristics and purposes:
III. CORE MISSION STATEMENT FOR TWO-YEAR COLLEGES IN THE UNIVERSITY SYSTEM OF GEORGIA Within the context of the MISSION of the University System of Georgia, Georgia Highlands College shares with the other two-year colleges in the University System the following characteristics and purposes:
Institutional Mission and GoalsIn support of the mission of the University System of Georgia and the core mission components for two-year colleges in the University System, Georgia Highlands College, possessing a degree authority to award the Associate of Arts, the Associate of Science, and the Associate of Applied Science, is committed to student success. Georgia Highlands College is a collegial community that values academic excellence, individualized quality service, and community outreach. The institution emphasizes an education based on the college's student learning outcomes, which promote diversity and global awareness in a technologically enhanced environment through multiple instructional sites that include distance-learning delivery systems. To achieve this mission of being a gateway to success for students, Georgia Highlands College has articulated the following goals:
VISION OF THE UNIVERSITY SYSTEM OF GEORGIA The mission of the University System of Georgia is included in the Georgia Highlands College Mission statement listed above. The Vision of the University of Georgia is provided below. ACCESS TO ACADEMIC EXCELLENCE FOR THE NEW MILLENNIUM A VISION FOR THE UNIVERSITY SYSTEM OF GEORGIA As Georgia emerges as a leader in a global society, the University System of Georgia will lead access to academic excellence. Among the nation’s public universities and colleges, Georgia’s will be recognized for first-rate undergraduate education, leading-edge research, and committed public service. Georgians will appreciate the System’s prestige and leadership in public higher education, including its graduate and professional programs, as fundamental to the state’s economic, social, technological, and cultural advancement. The University System of Georgia and its component colleges and universities will sustain close contact with the people of Georgia, be responsive to the needs of Georgians first and foremost while raising their aspirations, and generate a more highly educated populace throughout the state. It will seek to create for students from various backgrounds every possible avenue to intellectual achievement without compromising academic excellence, and challenge them to their full potential for leadership. Its students, who are its heart and soul, will therefore be its strongest supporters. To these ends, the University System of Georgia will be characterized by: A whole that is greater than the sum of its parts, in which each campus has a clearly focused and valued mission, and all contribute their strong, bright threads to a network of programs that covers Georgians’ diverse needs for higher education. Students who master their majors and the basic skills of critical reasoning, independent thinking, computation, communication, collaboration and creativity needed to enter the workplace with confidence, to move beyond entry-level jobs, to pursue lifelong learning, and to exercise leadership as contributing citizens who advance their families, communities, state, nation and world into the new millennium.
The University System of Georgia will hold itself accountable to the citizens of Georgia for the effective and efficient use of every available material resource, new technology, and human insight and activity to achieve access to academic excellence for all citizens, and to charge its collective intellectual power on behalf of the state. Georgia Highlands College CAMPUSESGeorgia Highlands College’s main campus is located on U.S. Highway 27, six miles south of Rome, Georgia. Heritage Hall, located in downtown Rome, is an extension center of the Main Campus. In addition, the College operates three off-campus centers: Cartersville, Haralson County, and Acworth/North Metro Technical Institute.
Georgia Highlands College’s modern 226-acre campus includes numerous buildings, ample space for parking, athletic activities and future expansion. The Administrative Building and Administrative Annex house administrative offices, faculty offices, classrooms, an art laboratory and a language laboratory. The student center complex, located in the Administrative Building includes the student activities’ offices, college bookstore, cafeteria, and student center area. The College bookstore located in the Administrative Building stocks all textbooks, supplements, equipment and supplies needed for academic or continuing education courses. The bookstore also carries a selection of souvenir and gift items. The cafeteria serves hot meals and short orders. A spacious student center area provides for dining, meetings, and studying. Overlooking the lake, the solarium serves as an informal lounge and a television viewing area. The Wesley C. Walraven Science and Math Building includes science and computer laboratories as well as faculty offices and classrooms. The computer support services offices are located in this building. The Physical Education Complex includes a gymnasium, dressing rooms and showers, fitness laboratory, CPR laboratory, tennis courts, softball fields, soccer field, walking trails and a three-hole golf teaching area. The 56-acre lake provides both scenic beauty and a teaching laboratory for canoeing, sailing, and water safety. Currently enrolled students, faculty, staff and their guests may use the lake and outdoor recreation areas. The College Library houses learning resources, the tutorial Center, and a Computer Laboratory. A Physical Plant Building and warehouse houses Plant Operations personnel and equipment. Construction will begin on a new student center/classroom building during 1996-1997. Ample parking areas are provided for students, faculty, staff and campus visitors. Students should note that certain areas are designated for reserved and visitor parking. All students enrolled for academic or community service are responsible for knowing and adhering to parking regulations.
Heritage Hall is located approximately six miles from the main campus and serves as an extension center for the main campus facility. Heritage Hall houses the Division of Health Sciences (including Nursing and Physical Therapist Assistant), the Department of Continuing Education, the Small Business Development Center, and GHTV (Georgia Highlands College’s local cable television station). The downtown Rome location offers quick access to area employees for both academic classes and Continuing Education offerings for professional enrichment and personal development. Centre Stage is a state-of-the-art dramatic and business presentation facility. Students taking classes at Heritage Hall share student services and learning resources access with the main campus.
The Georgia Highlands College Cartersville Center is located in downtown Cartersville, approximately four miles from Interstate 75 and about 30 miles from the main campus in Rome. Administrative services are available to students at this site. The center houses five general-purpose classrooms, a GSAMS classroom (which utilizes interactive technology to connect to remote sites), a science laboratory, a nursing laboratory, and faculty offices. A student study/lounge area and a bookstore also occupy the building. Transfer and career classes applicable to a wide variety of program areas are available at this location. Library resources are available at Cartersville High School and at the North Metro Technical Institute.
The Georgia Highlands College Center at North Metro Technical Institute is located in Acworth, approximately ten miles south of Georgia Highlands College’s Cartersville Center and forty miles from the main campus. Administrative services are available to students at this site. The College utilizes classrooms, computer laboratories, physics laboratories, faculty and administrative offices in the Technical Building at North Metro Technical Institute. A library and media center operated by the College on the technical institute campus serves the student body of both institutions and students from the Cartersville campus. The general education core for cooperative degrees with North Metro provides the basis for course offerings at the Center. Additionally, coursework toward other career and transfer degrees is available at this site.
Floyd at Haralson offers a limited number of courses applicable to career and transfer degrees. Administrative services are available at this 27,000 square foot site, a renovated elementary school. In addition to 7 classrooms (of which 5 are internet accessible) and an interviewing lab for Human Services students, the facility offers a 2,000 square foot student center, three administrative offices, a teacher workroom, help desk, library, part-time bookstore, a testing center, and a GSAMS facility. GENERAL POLICIES AND INFORMATIONThe policies, procedures, rules, regulations and content of this Employee Handbook apply to all employees of Georgia Highlands College; Faculty, Staff, Administrators, Students, and other persons presumed to be employees of the College, such as volunteers. The content of this handbook applies to employees at all campuses of the College, unless specifically indicated otherwise. It is incumbent upon the Employee to read and understand the content of the entire handbook. If assistance is needed in reading or understanding the handbook for any reason, please contact Human Resources. AVAILABILITY OF HANDBOOK & POLICIES All employees are given an Employee Handbook at their initial time of employment. If an Employee loses his or her handbook, he or she will be charged $10 to cover the cost of reprinting the handbook. Additional copies of the handbook will be placed in the Library, Human Resources Office and the President’s Office for review. Georgia Highlands College encourages all employees to become fully involved in the day-to-day operations and affairs of the College. All employees are encouraged to participate, make suggestions and develop new and better ways of educating and serving our students and community. Each employee is an important part of our collective success and will be treated fairly and equitably, and as such should take full ownership in the mission and goals of the College. Consistent with Board of Regents Policy, Georgia Highlands College is allowed 12 paid holidays per calendar year. The President’s Cabinet will assign the holidays. Holidays will be announced in advance of the Fiscal Year. (Revised 9/16/02) Georgia Highlands College maintains tobacco-free facilities. As such, we are committed to your health and safety. Please help us fulfill this commitment by refraining from using tobacco products inside or outside our buildings. The use of tobacco products is prohibited in all areas, buildings, covered walkways, overhangs and passageways on the main campus, Heritage Hall, Cartersville and the Haralson County campus. Tobacco use at the North Metro Tech campus is governed by the rules and regulations of the North Metro Technical Institute. Recycling is an issue that involves everyone, requiring a commitment from each person to be successful. The administrators of Georgia Highlands College are dedicated to the recycling program implemented in September 1991 and will continue to encourage the faculty, staff and students to support the program. Every office and classroom has a "recycle paper only" container. The cafeteria and various other places around the campus have "recycle aluminum here" containers. Corrugated boxes and used motor oil are also recycled. Georgia Highlands College is committed to the recycling program and plans to expand this idea to other types of recyclable material in the future. TELEPHONES AND OTHER COMMUNICATIONS EQUIPMENT All electronic equipment, telephone systems and all communications and information transmitted by, received from, or stored in these systems are the property of Georgia Highlands College and as such are to be used solely for job-related purposes. The use of any software and business equipment, including, but not limited to e-mail, facsimiles, computers, and copy machines for private purposes is strictly prohibited. Employees using this equipment for personal purposes do so at their own risk. Each vehicle brought onto campus will need to display a parking tag on the left rear bumper. Employees may obtain a tag for their car. Employees may park in any space on campus marked “reserved.” Parking tags are available in the Office of Finance and Administration. EQUIPMENT AND PROPERTY CHECKOUT AND RESPONSIBILITY There are a number of pieces of equipment or property Georgia Highlands College entrusts to its employees. These items must be cared for with all due responsibility. An Employee Handbook can be obtained from Human Resources. Keys to your office or work space can be obtained from the Physical Plant. Telephone Cards for long distance calls when away from campus and American Express Corporate Cards are available for certain employees and may be obtained in Computer Services and the Office of Finance and Administration, respectively. Picture Identification/Data Cards are available in Student Life Office in conjunction with services provided by the Office of Finance and Administration. As a recipient of Federal funds, Georgia Highlands College supports and complies with provisions of the Omnibus Anti-Drug Abuse Act of 1988. Georgia Highlands College is and remains a drug-free workplace. Georgia Highlands College expects faculty and staff to meet appropriate standards of performance, to observe basic rules of good conduct, and to comply with institutional personnel policies and procedures. In the discharge of its responsibilities as an employer, Georgia Highlands College promotes and requires a drug free work place among its Faculty and Staff. The unlawful manufacture, distribution, dispensation, possession or use of illegal drugs by Georgia Highlands College employees is prohibited by institutional policy. Violations of the policy including felony and/or misdemeanor drug convictions during the course of employment with Georgia Highlands College may result in appropriate disciplinary penalties being imposed by the College, up to and including termination. The Human Resources Department shall communicate the policy to new employees. The following requirements are made to comply with the published policy.
Georgia Highlands College is committed to maintaining a campus community that is drug and alcohol free. As part of our commitment to this goal, materials are available in Counseling and Career Services regarding the dangers of drug and alcohol use. Information regarding Georgia Highlands College’s policies and disciplinary procedures which may be invoked for illicit drug or alcohol use are printed in this Handbook and are otherwise available in the Human Resources Department. Should you have a problem with drugs and/or alcohol, please notify your supervisor who will help you seek assistance, or call our Employee Assistance Program (EAP) at 1 (800)523-5668. We urge you to carefully read this information and to join us in our effort to improve the health and well being of our campus community. Georgia Highlands College POLICIES ON DRUG AND ALCOHOL USE Georgia Highlands College stresses individual responsibility regarding the use of alcohol. In support of the philosophy and purposes of Georgia Highlands College, the illegal sale, possession, distribution, and consumption of alcoholic beverages is prohibited on Georgia Highlands College campuses and at institutionally approved events off campus. The unlawful manufacture, distribution, dispensation, possession or use of controlled substances is prohibited on the campuses of Georgia Highlands College and at institutionally approved events off campus. Georgia Highlands College additionally prohibits employees from working under the influence of alcohol or drugs. Failure to comply with these regulations and policies constitutes misconduct and will result in disciplinary actions. It should be further noted that Georgia Highlands College will fully cooperate and work with the civil authorities in the occurrence of felonious drug and alcohol offenses. The law requires that when such a felony has been committed, civil authorities shall handle the situation rather than college authorities. It is hoped that this statement will help our employees recognize the implications of full accountability and responsibility for their actions. Georgia Highlands College believes it is important to establish a clear policy that specifically addresses weapons in the workplace. Georgia Highlands College prohibits all persons who enter the college property from carrying a handgun, firearm, or prohibited weapon of any kind onto the property regardless of whether the person is licensed to carry the weapon or not. The only exceptions to this policy are police officers or other law enforcement persons who are on duty, in uniform and or performing in an official capacity. This policy also prohibits weapons at any College sponsored functions such as parties or picnics. Prohibited weapons include any form of weapon or explosive restricted under local, state, or federal regulation. This includes all firearms, illegal knives, or other weapons covered by the law. (Legal, chemical-dispensing devices such as pepper sprays that are sold commercially for personal protection are not covered by this policy.) You are responsible for making sure that any potentially covered item you possess is not prohibited by this policy. If you have a question about whether an item is covered by this policy, or if you become aware of anyone violating this policy, please report it to Security or Human Resources immediately. For additional and more detailed information on this Policy please consult the Georgia Highlands College Policy and Procedures Manual. Approved - President's Cabinet 7/28/08 Georgia Highlands College is an equal educational opportunity institution and, as such, students are admitted and treated on the basis of merit and performance only and without regard to race, sex, color, age, religion, national origin, or disability. The College is in compliance with the regulations of, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973 and the 1978 Georgia General Assembly Act 807. AMERICANS WITH DISABILITIES ACT (ADA) Georgia Highlands College is committed to the goals and objectives of the Americans with Disabilities Act. Georgia Highlands College also provides reasonable accommodation for employees with disabilities in accordance to law. Employees may self-identify any qualified disability (as defined under ADA) for which assistance is needed in carrying out their assigned duties. The offices of Disabilities Support Services, Human Resources and the Vice President for Finance and Administration are all responsible for some aspects of providing services to the disabled. Please contact either one of these offices for issues, services and programs for employees with disabilities. It is the policy of Georgia Highlands College to provide equal employment opportunities for all individuals on the basis of merit and performance only and without regard to race, sex, age, religion, color, national origin, or disability. All personnel actions involving employees, students, and other personnel contacts will be governed by an affirmative action program developed in compliance with the statutes and rules of the Board of Regents of the University System of Georgia and Georgia Highlands College and the applicable Federal Executive Orders, 11246 and 11375, as amended. Georgia Highlands College, a unit of the University System of Georgia under the jurisdiction of the Board of Regents, was established to provide opportunities for the physical, intellectual, and cultural development of the people in the community it serves. The offerings of the College are determined by available resources and are governed by policies established by the Board of Regents. Georgia Highlands College is committed to the principle of affirmative action, and shall provide equal opportunity for all otherwise qualified students, employees, and applicants without regard to their race, color, sex, religion, national origin, age, disability, or to their status as a disabled veteran or Vietnam-era Veteran in its recruitment, admissions, employment, facility and program access or services. Georgia Highlands College is in compliance with all applicable laws dealing with affirmative action and equal opportunity including Title VIII of the Civil Rights Acts, Executive Order 11246, The Equal Pay Act, The Rehabilitation Act and the Vietnam-Era Veterans Readjustment Assistance Act. Georgia Highlands College is committed to implementation of applicable measures set forth in the Georgia Desegregation Plan of October 6, 1983 and subsequent agreement by the Board of Regents of the University of Georgia. Georgia Highlands College’s affirmative action plan is intended to be consistent with Georgia Highlands College’s goal of academic excellence and to improve the relative position of minorities and women on the Georgia Highlands College Faculty and Staff. The Affirmative Action Officer at Georgia Highlands College is the Director of Human Resources. He reports directly to the President and has been assigned responsibility and authority for the program. Federal law provides that it shall be an unlawful discriminatory practice for any employer, because of the sex of any person, to discharge without cause, to refuse to hire, or otherwise to discriminate against any person with respect to any matter directly or indirectly related to employment or academic standing. Harassment of an employee on the basis of sex violates this federal law. It is the policy of Georgia Highlands College that no member of the College community may sexually harass another. Any employee or student who violates this policy will be subject to dismissal or other sanctions after compliance with procedural due process requirements. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
III. Examples of Sexually Harassing Behavior Behaviors which constitute an example of the first part of the definition include those which imply that the receipt of employment and educational enhancements depend on the employee's or student's accepting such conduct from those in positions to bestow such enhancements. Behaviors that are examples of the second part of the definition include those that seek to require the actual submission to such conduct as the basis for employment or educational decisions. Those behaviors which are examples of the third part of the definition include such conduct as creates an employment and educational atmosphere which can detrimentally affect one's ability to perform one's duties. IV. Procedures for Handling Complaints of Sexual Harassment The following procedures are applicable to complaints against faculty or professional, non-faculty staff and shall be followed by students, classified employees, and other faculty or professional, non-faculty staff in reporting incidents of sexual harassment. Reports of inappropriate sexual conduct by a faculty member or professional, non-faculty staff should be made in writing to the Division Chairperson or Department Head who is the supervisor of the faculty member or professional, non-faculty staff involved. The Division Chairperson or Department Head, with consultation from the Director of Human Resources, will immediately investigate the allegation of harassment. Failure to do so is also misconduct subject to disciplinary action. The Division Chairperson or Department Head will immediately report the complaint of harassment to one’s respective Vice President. The Division Chairperson or Department Head, with collaboration from the Director of Human Resources, will conduct a complete investigation of the matter and submit a report of the investigation to the appropriate Vice President of the College who in turn will recommend a disposition of the case to the President. The following procedures are applicable to complaints against classified employees and should be followed by faculty or professional non-faculty staff, students, and other classified employees in reporting incidents of sexual harassment. Reports of inappropriate sexual conduct by a classified employee should be made in writing to the Human Resource Director. The Human Resource Director will investigate the allegation of harassment. Failure to do so is also misconduct subject to disciplinary action. The Human Resource Director will submit a report of the investigation and a recommendation for disposition to the President. The following procedures are applicable to complaints against students and should be followed by classified employees, faculty or professional, non-faculty staff, and other students in reporting incidents of sexual harassment. Reports of inappropriate sexual conduct by a student should be made in writing to the Vice President for Student Development. The Vice President for Student Development, with consultation from the Director of Human Resources, will investigate the allegation of harassment. Failure to do so is also misconduct subject to disciplinary action. The Vice President for Student Development will submit a report of the investigation and a recommendation for disposition to the President. Note: If the employee against whom the complaint is made is the supervisor of the person making the complaint, or if any other circumstances exist in which any member of the College community prefers to report the misconduct through other channels, this can be done by contacting the President, the Vice President of Academic Affairs, the Vice President for Finance and Administration, the Vice President for Student Development or the Director of Human Resource. An investigation will be made and, if necessary, appropriate action shall be taken. Plan For Educating Institutional community to Prevent Sexual Harassment. The text of the Sexual Harassment plan will be included in every issue of the Student Handbook and the Faculty/Staff Handbook. President's Statement Sexual harassment is antithetical to the collegiate atmosphere of the Georgia Highlands College community and will not be condoned or tolerated. ELECTRONIC COMMUNICATIONS POLICY The purpose of this policy is to assure that the Georgia Highlands College electronic mail (e-mail) user community is aware of College policies and laws concerning e-mail services and that these services are used in compliance with these policies and laws. This policy has been developed to ensure a quality e-mail service environment at Georgia Highlands College that furthers the academic distribution of information and service of the institution. Providing this environment assures resource distribution, network availability, personal privacy, and data integrity. Achieving these goals requires that every individual in the Georgia Highlands College family cooperate and adhere to these guidelines. Any electronic mail address or account associated with the College assigned by the college to individuals is the property of The University System of Georgia. Individuals that use the College’s e-mail systems are expected to do so responsibly, which means to comply with state and federal laws and other policies and procedures of the College. Individuals of the College who are taking advantage of the free e-mail services are expected to use the system with normal and professional courtesy and conduct. Access to e-mail services, when provided, is a privilege that may be wholly or partially restricted by the College when there is substantial reason to believe that violations of policy or law have taken place. Both law and College policy prohibit, in general, the theft or other abuse of computing facilities. Some prohibitions apply to electronic mail services and include but are not limited to: unauthorized entry, use, transfer, and tampering with the accounts and files of others; interference with the work of others and with other computing facilities. Under certain circumstances the law contains provisions for felony offenses. Users of electronic mail are encouraged to familiarize themselves with these laws and policies. Furthermore, no employee shall give their password for any e-mail system to an unauthorized person nor shall they obtain any other individuals password by any unauthorized means whatsoever. In addition to the above, no Faculty or Staff shall use e-mail for the personal amusement if it (1) directly or indirectly interferes with the College operation of computing facilities or electronic mail services; (2) burdens the College with noticeable incremental cost, or (3) interfere with the individuals employment or other obligations to the College. Furthermore, no employee shall use the Colleges e-mail systems or services for the purpose of transmitting fraudulent, defamatory, harassing, obscene, or threatening messages, or any other communications that are prohibited by law. E-mail services are to be provided by the College in support of the teaching, research, and public service mission of the College and administrative functions that support this mission. Users of the e-mail system or services will be limited to faculty, staff, and students. Part-time faculty and staff e-mail services will be limited to a generic account that represents the department or division where they are employed. Employees may use of the College’s e-mail services may be used for incidental personal purposes provided that it does not violates this policy. Since, e-mail is not a totally secure medium, employees should consider e-mail as an inappropriate vehicle for the transmission of extremely personal and/or confidential information. The Georgia Open Records Act applies to records stored in computers as well as on paper. Computer users must also obey laws against private use of state property, divulging confidential educational records, copyright infringement, fraud, slander, libel, harassment and obscenity. This is a draft policy and is subject to ratification by the President’s Cabinet. As such, this draft policy is included in this handbook for informational purposes only. Georgia Highlands College values and encourages the right of all members of our community to exercise free speech. The College maintains a position of neutrality as to the content of any written material or presentation displayed on its campuses under this policy In accordance with this right, and in order to responsibly protect the rights of all citizens, the College reserves the right to administer the time, place, and manner of certain free speech activities. Anyone wishing to hold a march, rally, make a speech or conduct any other similar expressive activity on Georgia Highlands College’s property that is not otherwise connected with the academic work or other activities authorized by the College shall contact the Director of Student Life. Requests will be reviewed on the basis of assuring equal opportunity of all persons; preserving order within the College’s property; and providing a secure environment to the individuals exercising freedom of expression. PERSONNEL AND EMPLOYMENT INFORMATIONPERSONNEL CLASSIFICATIONS AND DEFINITIONS Georgia Highlands College members are classified as follows according to USG guidelines. PROFESSIONAL AND ADMINISTRATIVE PERSONNEL: All employees who are exempt from the minimum wage and overtime provisions of the Federal Fair Labor Standards Act (FLSA). The FLSA establishes three sub-classifications of exempt employees: executive, administrative and professional. Exempt employees are paid on a monthly, salaried basis. Professional and administrative employees are also often referred to as non-classified employees. STAFF: All employees who are subject to the minimum wage or overtime provisions of the Federal Fair Labor Standards Act. Non-exempt employees are paid on an hourly rate basis. They are designated as staff employees and are paid biweekly. Staff members who are subject to the FLSA are also referred to as classified staff or classified employees. FACULTY: All employees who are members of the Corps of Instruction or holding faculty status. REGULAR: Personnel employed in a budgeted position for a continuous period exceeding one year are “regular” employees. TEMPORARY OR PART-TIME: Employees who are employed on a temporary basis without benefits are considered temporary employees. Temporary employees are usually employed for short defined periods but are not individually identified in budgeted positions. Temporary employees do not normally serve for more than six months and are restricted from working more than 11 months of continuous employment by Georgia Highlands College Policy. Temporary employees are not entitled to receive any insurance related benefits, are not eligible for retirement and do not accrue leave. All part-time employees and student assistants shall be and are classified as “temporary.” ACADEMIC: Personnel having faculty status. NON-ACADEMIC: Personnel not having faculty status. *Note: For purposes of this handbook, the term “Staff” refers to all personnel (Professional & Administrative and Staff) not having faculty status, unless otherwise indicated. STUDENT WORKERS: Student workers are employees of the College and are governed by the rules and regulations contained in this handbook. Student Assistants, whether employed as Work-Study Students or as 100% Institutionally supported are required to be enrolled at least six (6) hours. CWS and Student workers can work during periods of time that College is not in session provided they are pre-registered for the following quarter. Student Workers cannot work over 19 hours per week under any circumstances. VOLUNTEERS, INTERNS AND CO-OP STUDENTS: Volunteers, Interns and Co-op Students are generally covered by the provisions of this employee handbook and are subject to the policies and procedures of the College and the Board of Regents of the University System of Georgia. Volunteers, interns and co-op students can be employed only with the approval of the President, with the assistance of the President’s Cabinet when requested. An authority to hire form must be obtained from the Human Resources Department during this employment process to ensure all applicable rules and regulations are followed and appropriate documents are kept on these non-traditional employees. General Application Procedures: each person formally applying for a position at Georgia Highlands College must complete a written application form. Prospective Staff members must complete an Application for Employment and prospective Faculty members must complete a Faculty Application. They must also provide an unofficial copy of transcripts of all college work and three written letters of recommendation. Resumes may also be submitted in addition to a completed application. Applications are available in the Human Resources Department and via electronic means over the Internet. It is the supervisor’s responsibility, in their respective area, for assuring that the applicant’s background and experience are in line with the job description. Search committees are normally used to select and recommend qualified candidates to the employing supervisor. The Human Resources Director serves ex-officio on all search committees. Search committees are required for all Faculty, Professional and Administrative positions. Classified Staff positions, part-time and temporary positions can be filled without a formal search committee, but applications and interviews are conducted by the employing supervisor, the Human Resources Director and at least one additional Faculty or Staff member. The Georgia Highlands College General Guidelines for Employment Searches. An applicant will be disqualified for employment for any of the following reasons:
Vacancies in all positions begin with an Authority to Hire form obtained from the Human Resources Department. The Human Resources Department will assist the employing supervisor with all the steps of the recruitment, selection and placement process. A recommendation for employment will be made through normal administrative channels to the President after appropriate procedures have been followed. Only either the Human Resources Director can make a position offer or the employing supervisor after the President’s approval is received. Georgia Highlands College believes in promoting employees from within and has established a job-posting program to give all employees an opportunity to apply for vacant positions they are qualified to fill. To be eligible to apply for an Internal Candidates Only position, an employee must meet the minimum hiring specifications for the position, be capable of performing the essential functions of the job, with or without a reasonable accommodation, be in good standing in terms of overall work record, and ordinarily have been in the current position a minimum of six months. The employee is responsible for monitoring job postings and updating his or her employment file and resume and filing a letter of application with the Human Resources Department during the posting period for a specific opening. Internal Candidates: the employing supervisor with the consent of the President determines vacancies, with assistance of the President’s Cabinet when requested. The President also makes interim positions, acting positions, transfers and reassignments, with the assistance of the President’s Cabinet when requested. Former employees of Georgia Highlands College are eligible to be rehired except those with a record of unsatisfactory service to the College. Nonetheless, previous employment shall constitute neither an advantage nor a disadvantage for subsequent employment. The following forms, which are available in the Human Resources Department, must be completed before any employee begins the first day of employment [Board or Regents Policy 802.04]:
On the first day of employment, after all forms have been completed, the supervisor shall take the new employee on a tour of the facilities. The supervisor shall introduce the new employee to all Faculty and Staff members and provide an overview of the function of each area. The supervisor will also provide each new employee with the information on College policies, which will include his or her particular department, and any information pertaining to his or her position and the necessary equipment and supplies. Security positions and all positions utilizing a commercial drivers license are subject to pre-employment and in-service random drug screening as provided by Georgia Highlands College and Board or Regents policy. Extensive background checks are conducted on perspective employees at the discretion of the President, with the assistance of the President’s Cabinet when requested. EMPLOYMENT OF RELATIVES (NEPOTISM) The basic criteria for the appointment and promotion of faculty in the several institutions of the University System shall be appropriate qualifications and performance as set forth in the policies of the Board of Regents. Relationship by a family or marriage shall constitute neither an advantage nor a disadvantage. No individual shall be employed in a department or unit that will result in the existence of a subordinate superior relationship between such individual and any relative of such individual through any line of authority. As used herein, "line of authority" shall mean authority extending vertically through one or more organizational levels of supervision or management. For the purpose of this policy, relatives are defined as husbands and wives, parents and children, brothers, sisters, and any in laws of any of the foregoing. Exceptions are made only in the following situations: temporary or part time employment of children under age 25; any individual employed as of February 14, 1990 at any institution where a relative of such individual then holds a superior position at least one level of supervision removed from such individual in any line of authority; or exceptions approved by the Board of Regents upon recommendation of the Chancellor as being clearly in the best interest of the Institution and the in the best interest of the Institution and the University System [Board or Regents Policy 802.03]. All Georgia Highlands College employees, (except those under Faculty Contract) are required to serve the first six months of employment with Georgia Highlands College on a provisional basis to provide the employer an opportunity to evaluate the employee’s performance. If the work of the employee is satisfactory, the employment is continued. Should the work be unsatisfactory, the employee will be notified in writing prior to the completion of the six months provisional period and the employee may be terminated at that time without right of appeal. As Georgia is an Employment at Will and Right to Work State, it is presumed that Faculty probationary periods run the course of their initial employment contract with the College. Employees in an immigration status must notify Human Resources of their disposition. It is the responsibility of employees in an immigration status to file the appropriate paperwork to ensure that they are eligible to continue to work in the United States in an unrestricted status during his or her entire tenure with Georgia Highlands College. The employee in an immigration status must rely on their own efforts or hire an attorney to assist in resolving any dispute over his or her immigration status. The College does not have the staff, expertise or resources to resolve such disputes, but, the Human Resources Department will provide reasonable support. NON-TRADITIONAL WORK ARRANGEMENTS Non-traditional arrangements are utilized on the campuses of Georgia Highlands College from time to time and are determined on a case-by-case basis by the President, with the assistance of the President’s Cabinet when requested. The Board of Regents of the University System of Georgia has signed a form of compliance with the Civil Rights Act of 1964 for the colleges in the system. As a unit in the University System, Georgia Highlands College is in compliance with the Civil Rights Act of 1964: Summary of the Rights Guaranteed By Title VI and Title IX: All persons in the United States shall have the right to receive and service financial aid or other benefit under the federally-aided program regardless of their race, color, or national origin. Specific discriminatory practices prohibited include:
CONFORMITY WITH FEDERAL STANDARDS Policies of this manual concerning classified employees shall conform to such personnel standards as have been specified by Federal Departments from which Federal grants are obtained for institutions in the University System of Georgia. A personnel record is maintained on each employee to provide accurate and up-to-date information concerning the employee’s education, experience, employment, biographical information, salary changes and other documentation regarding all aspects of the employee's tenure with Georgia Highlands College. Other documents included are: performance appraisals, disciplinary warning notices, letters of commendation and awards. An employee may discuss and review his personnel record with his or her immediate supervisor and/or Human Resources Director at any time. All personnel records are the property of the College and may not be taken from the Human Resources Department without the written permission of the Human Resources Director. A separate file is maintained on medical matters related to employment, when necessary. To ensure that personnel files are up-to-date at all times, employees should notify their supervisor or the Human Resources Department of any changes in their name, telephone number, home address, marital status, number of dependents, beneficiary designations, scholastic achievements, the individuals to notify in case of an emergency, and other important information. In general, the office hours are scheduled from 8:00 a.m. to 5:30p.m. Monday through Thursday, with hours from 8:00-12:00 noon on Friday. Changes in this hourly schedule are made as conditions warrant and at the discretion of the supervisor. The College encourages the use of Flextime where it benefits the execution of duties and does not impair the mission of the respective department. Flextime and other non-traditional work arrangements are at the discretion of the supervisor with approval of the President, with the assistance of the President’s Cabinet when requested. Lunch periods are staggered in order that all offices will be covered during the working hours. A thirty-minute period is allowed for lunch. Regular lunch periods, in general, shall be scheduled between 11:30 a.m. and 1:30 p.m. It is the Policy of Georgia Highlands College to allow two fifteen minute coffee breaks during the working day, if needed or desired by the employee. The employee may elect to take an hour lunch period in lieu of a thirty-minute break and two fifteen minute break periods. TIME SHEETS AND ATTENDANCE RECORDS A continuous record of hours worked and attendance is maintained on all twelve-month employees. A report is submitted monthly or biweekly, depending upon the employee’s classification, to the Office of Finance and Administration. Each supervisor is responsible for signing and returning the time sheets for payroll and the posting of leave records. Time sheets are to be completed daily for hours actually worked and are to be submitted to the office of Finance and Administration as per schedule issued yearly. Time between submission of the time sheets and the end of the month will be paid at straight time and any difference or correction will be made the following pay period for those paid monthly. Employees paid biweekly will be paid for hours actually worked. COMPENSATORY AND OVERTIME POLICIES Generally, Georgia Highlands College expects employees to perform required work within the regular workweek. The necessity for overtime work occurs infrequently, but at times may arise when non-exempt employees area expected to work the additional time required. If additional time is required, overtime pay will be administered in accordance with the Fair Labor Standards Act and under the following guidelines.
In addition to overtime, compensatory time may be granted at the rate of one and one-half hours of compensatory time for each hour of required overtime work (i.e. hours beyond 40 hours within the work week). Approved compensatory time is subject to a maximum accumulation of sixty –(60) hours and must be expended by the end of the succeeding colander quarter. The Fair Labor Standards Act allows public colleges this exception from overtime pay. When compensatory time is taken, it
is recorded on the timesheets as compensatory time. The employee an
supervisor then adjust the individuals records of compensatory time
accordingly. Salaries are paid biweekly for classified staff personnel, while Professional and Administrative personnel are paid monthly. All personnel are paid by check during the term of employment from the office of Finance and Administration. Nine-month faculty has an option of being paid one-twelfth of their nine-month contract per month plus three-twelfths at the end of the contract year or one-ninth of their contract per month from September through May. Summer school salaries are paid one-half at mid-quarter and one-half at quarter end. Part-time faculty are paid one-half of contracted amount at mid-quarter and one-half at quarter end. The Human Resources Department and various members of the College will conduct a New Employee Orientation session at the beginning of each academic term. During this program, new employees will receive important information regarding the College, its mission, organization and its policies and procedures. Also, topics about compensation, benefits, performance appraisals and other information necessary to enrich the employee’s experience and success at the College will be covered. This orientation session may occur some time after an employee has already been employed, therefore, he or she should feel free to ask questions at anytime from their supervisor, co-workers or the Human Resources Department. Also, each new employee shall be responsible for reading and familiarizing himself or herself with the contents of the Georgia Highlands College Employee Handbook and the Georgia Highlands College Policies and Procedures Manual. A copy of the Georgia Highlands College Policies and Procedures Manual is made available in every office, division, and department. The department head or supervisor will be responsible for explaining the duties and responsibilities of the job [Board of Regents Policy 802.06]. Georgia Highlands College has established a system of performance appraisal for all employees. This system of performance management is used for the purpose of transfer, promotion, demotion, merit increases, retention, supervisory assistance, training and development and future employment references. Initial appraisals of employee performance will be conducted after 3 months, 5 months, and 12 months of service with the College. Thereafter, performance management sessions are conducted annually with the staff members’ immediate supervisor. The performance management process is a critical tool in providing an employee with the opportunity to receive formal feedback on his or her job performance, In addition to providing the supervisor with a way of formally recognizing the employee’s accomplishments over the course of the evaluation period. The performance management process also seeks to identify performance gaps (differences between expected performance and actual performance). Specific goals for performance enhancement and improvement are also outlined at this time. Performance management seeks to develop the employee both personally and professionally. Performance management is a two-way interactive process with the supervisor assessing performance with the employee and identifying standards, expectations and performance goals. Performance management process is a critical element in identifying training and development needs. Any substandard performance management review will be followed by additional reviews of performance at 3 months and 6 months intervals following the substandard review. Other scheduled evaluations can substitute for the follow-up reviews of below satisfactory performance. Georgia Highlands College embraces the practice of progressive discipline. Unsatisfactory performance or behavior is followed progressively by verbal warnings, written warnings, counseling, suspension and finally dismissal. Some actions are so unsatisfactory actions are so acute that they warrant dismissal on first offense, such as stealing property or causing harm to others. Reasonable efforts will be undertaken by appropriate authorities to assist employees in narrowing the gap between unsatisfactory performance and satisfactory performance when possible. Faculty evaluations are conducted in accordance with the Faculty evaluation procedures published by the Office of the Vice President of Academic Affairs and in accordance with Board of Regents Policy. The Board of Regents Policy calls for third-year pre-tenure review and post-tenure review of Faculty members. Also, Senior Administrators will receive an evaluation by their colleagues’ one level down, once every five years in accordance with Board of Regents Policy. Salary increases for staff members are awarded based upon merit and in accordance with guidelines established by the Board or Regents annually. Institutional standards come in the form of performance definitions that are agreed upon by the Administrative Council. Inputs into the determination comes from the employee’s performance management review, the supervisor’s assessment, the review of the appropriate vice president and finally by the President, with the assistance of the President’s Cabinet when requested. Some consideration is also given to the salary of similar positions within the College and similar positions outside the College, as it is the general intent of the President to keep salaries at Georgia Highlands College internally equitable, based upon merit, and externally competitive. Salary increases for fulltime teaching faculty are awarded on the basis of merit. The criteria for the determination of the extent of such increases include: teaching ability, completion of significant professional development activities including the attainment of additional academic degrees, promotion in rank, seniority, research productivity, academic achievements and publications, academic honors and recognition, relevant professional achievements and recognition, and non-teaching services to the institution [Board or Regents Policy [803.1402]. Georgia Highlands College also has identified specific criteria, consistent with this Policy, upon which the determination of the extent of salary increases will be based. Academic Division Chairs have established consistent definitions of performance criteria to be used as standards against which all faculty members are evaluated. The division chairs reevaluate these performance criteria annually. Employees who are dissatisfied with their salary recommendations can appeal to the office of the President via normal administrative channels. The general policy of the President is to appoint a Board of Review to hear all salary appeals. The Georgia Highlands College Policies and Procedures Manual govern the conduct of Boards of Review. VOLUNTARY AND INVOLUNTARY PERSONNEL ACTIONS RESIGNATIONS: Employees who resign for any reason should give as much notice as possible. The minimum notice is two weeks, but a shorter period of time may be agreed upon in writing between the supervisor and the employee in consultation with the Human Resources Department. However, due to the time it takes to recruit, select, place, and train a new employee into the vacant position, it is the policy of the College to encourage employees to give up to a four week notice when possible. DISMISSAL, DEMOTION OR SUSPENSION: Dismissal, demotion or suspension of Staff members is at the discretion of the employee’s immediate supervisor in consultation with the Director of Human Resources. Such actions are taken when the supervisor determines that the employee’s performance of duty or personal conduct is unsatisfactory. The employee shall be informed in writing of the reasons for the action taken and notified of their right of appeal of the action to the next highest authority. The personnel action taken by the supervisor takes effect while the matter is being appealed. An employee who has been dismissed or suspended without pay and is later reinstated shall be entitled to recover back pay unless the President or his designee determines otherwise. Employees must make a request to appeal a dismissal, demotion or suspension within 15 working days following the adverse personnel decision of his immediate supervisor. The general practice of the College is to appoint an impartial Board of Review to hear the matter, however the President may elect not to appoint a Board of Review and support the personnel action of the supervisor. Boards of Review are appointed only after all administrative channels for hearing appeals have been exhaustive. REORGANIZATION, PROGRAM MODIFICATION OR FINANCIAL EXIGENCY: All employees who are terminated, demoted, or otherwise adversely affected by reorganization, program modification or financial exigency, as approved or determined by the President of Georgia Highlands College or his designee, shall not be governed by the procedures described in the Dismissal, Demotion or Suspension section of this handbook or the Appeals section [Board or Regents Policy 805]. Such employees shall, however, have the right of appeal to the Board of Regents as provided in Article IX of the Bylaws of the Board of Regents. Employment actions in this section (Voluntary and Involuntary Terminations) regarding faculty members are covered in the Georgia Highlands College Statutes or are otherwise governed by Board or Regents Policy. APPEALS PROCEDURE: The President shall within 10 working days after written request take one of two actions: (1) Uphold the personnel action taken or (2) appoint in an impartial Board of Review to hear appeals from employees when appeals for dismissal demotion or suspensioncannot be resolved through normal administrative channels at the institution. Employees in a provisional status are not entitled to the right of appeal. This evidentiary hearing shall be informal in nature and shall not be conducted under strict rules of evidence or procedures applicable to proceedings in the Superior Courts of Georgia. Normally, attorneys are not authorized to participate in the hearing. However, the grievant may select an advisor other than an attorney to assist and advise the grievant at the hearing if it appears that the hearing will in any way involve, or relate to, an indictment of, or the existence of any criminal charge against the grievant. The recommendation of the Board of Review shall be forwarded to the President for final decision. If the matter is not resolved to the satisfaction of the grievant, he or she may file an appeal within 20 calendar days following the written decision of the President. This appeal shall state the decision complained of and the redress desired, and shall be filed and processed in accordance with the provisions of Article IX of the Bylaws of the Board of Regents. An advisor or an attorney may represent the grievant during the appeal process to the Board of Regents. EXIT INTERVIEWS AND CHECKOUT PROCEDURES The employee must schedule an Exit Interview with the Human Resources Department prior to the last day worked. The employee will be given an exit checklist that requires the signatures and initials of various officials on campus. The departing employee will also receive information concerning contributions to the Teachers Retirement System (TRS) or the Optional Retirement Program, and information regarding the continuation of health and dental insurance (COBRA), if applicable, and be given the opportunity to express his or her opinion about his or her employment with the College. During this process the departing employee will be required to return all college property to the designated office, including ID card, institutional credit cards, library books, keys, uniforms, laptop computer, other property and equipment and the Employee Handbook. The final check will not be released until all items are returned. If you are signed-up for direct deposit of your pay check, this will be changed for your final check. A regular check will be processed and arrangements will be made for the distribution of the final check with the Office of Finance and Administration. A. Regular Employee A regular employee, as defined in Business Procedures Manual (BPM), Volume 3A Revised, who works one-half time or more shall earn paid vacation/annual leave. A full-time regular employee shall be entitled to vacation/annual leave earned at the rate of:
The accrual rate of vacation/annual leave for an hourly employee will be
based upon his/her standard work commitment. The use of approved
vacation/annual leave shall be recorded on institutional leave records. B. Temporary Employee A temporary employee, as defined in Business Procedures Manual (BPM), Volume 3A Revised, is not eligible to accrue vacation/annual leave. C. Faculty and Administrative Officers The Policy Manual defines a member of the faculty and an administrative
officer in Sections 302.01, 302.02, and 302.03.
For regular full-time employees sick leave shall be granted at the rate of one working day per calendar month of service. Regular part-time employees working one-half time or more will accumulate sick leave in an equivalent ratio to their percentage of time employed. Sick leave for employees shall be cumulative. Nine-month faculty will accrue nine days of sick leave each academic term (at the rate of one day per month of service) and additional hours based on the number of courses taught during the summer session. Faculty members working less than one-half time will accrue no sick leave. Temporary faculty members will not normally accrue sick leave. Sick leave may be granted at the discretion of Georgia Highlands College and upon approval by the supervisor for any of the following reasons:
Any employee unable to return to work after exhausting all accumulated sick leave and accrued vacation may be granted sick leave without pay for a period not to exceed one year. Furthermore, such approved sick leave shall allow the employee the right to elect to continue his or her group insurance benefits, and the institution will continue its share of the costs. Such sick leave may be requested for each subsequent calendar period thereafter. All other benefits cease during the absence of the employee-patient. According to the Family and Medical Leave Act of 1993, any employee who has been employed on a full-time basis for at least twelve months (and has worked the requisite number of hours as required under the FMLA) is eligible for twelve workweeks of family leave during a twelve month period. The twelve-month period commences on the date the family leave begins and does not follow a calendar or fiscal year. Family leave shall be unpaid leave; however, an employee is eligible to use accumulated sick leave the employee, after obtaining permission from the College. The employee may also utilize any accrued sick and/or annual leave with the approval of the supervisor. Family leave shall be granted to an eligible employee in the event of: (A) the birth of the child of the employee; (B) the adoption of a child by the employee (C) a serious health condition of the employee’s child, spouse, parent or spouse’s parent necessitating the employee’s presence; or (D) a serious health condition of the employee which renders him/her unable to perform the duties of his/her job. With certain exceptions indicated in the Family Leave Act (Georgia Laws 1992, p. 1855; O.C.G.A. Title 45, Chapter 24), family leave entitles the employee to be restored to the position held prior to going on family leave or to an equivalent position with equivalent benefits and pay. Family leave allows the employee to maintain his/her employee benefits during the period of leave with institutional participation in the payment of premiums. Georgia Highlands College may grant educational leave without pay to a full-time employee for a period not to exceed one year at a time for the purpose of encouraging professional development. Such approved leave shall allow the employee the right to elect to continue his or her group insurance with institutional participation. Georgia Highlands College encourages the use of educational leave to seek diversified experiences that will enhance the employee’s role with the College upon his or her return. Leaves of absence may be subject to a 2-1 payback to the institution for time taken upon the employee’s return. For example, an employee who takes one year sabbatical must return to the College for at least two years after the sabbatical ends. Board or Regents Policy 802.0803 governs educational Leaves. “Military Duty” for the purpose of these regulations, shall include any ordered military duty in the service of the State or the United States. It shall include schools conducted by the armed forces of the United States. To be identified as “military duty” such duty must be performed by a member of one of the armed forces and must be of less than thirty (30) days duration. Regular employees shall be entitled to leave with pay while engaged in the performance of military duty and while going to and from such duty. The maximum length of military leave with pay shall be eighteen (18) work days in any one calendar year and shall not exceed eighteen (18) work days in any one continuous period, except when the Governor declaring an emergency and ordering an employee to State active duty as a member of the National Guard. Military leave shall not exceed thirty (30) days in any one continuous period of such State active duty service. MATERNITY LEAVE: Disability due to pregnancy shall be considered as any other disability in compliance with the Pregnancy Discrimination Act and appropriate sick leave provisions of these policies shall apply. COURT DUTY: Court duty leave with pay shall be granted regular employees for the purpose of serving on a jury or as a witness. Such leave shall be granted upon presentation of official orders from the appropriate court. VOTING: Employees of the University System are encouraged to exercise their constitutional right to vote in all federal, state, and local elections. When an employee’s normal working hours coincide with voting hours, the employee shall be granted leave as stipulated by his or her immediate supervisor, for the purpose of voting. |