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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:
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 campus is located on Highway 20 just off Interstate 75. The current 100,000 square-foot building is the first of several planned for the site. Projections indicate the Atlanta region, including Bartow County, will grow by up to 1,127,000 people by 2020. Georgia Highlands is working to address the education needs of an increasing population in the region. The college first began operating in downtown Cartersville in 1988 and broke ground on the new facility in 2003. When the new Cartersville campus opened in 2005, enrollment for the location was approximately 1,200. Now enrollment has reached nearly 2,000 students. The campus includes 21 classrooms with state-of-the-art audio-visual equipment, four science labs, a library, a bookstore, computer labs and administrative and student-services offices.
This is a Satellite Campus for Georgia Highlands College in Rome. Courses are offered in the areas of Cooperative Degree Programs, Career Programs, and Transfer Programs.
The Dallas site is a satellite location for Georgia Highlands College, which is headquartered in Rome. Classes begin fall semester 2009 at the Dallas site.
The Douglas site is a satellite location for Georgia Highlands College, which is headquartered in Rome. Classes beginning date is to be determined. 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. 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 as well as the Heritage Hall, Cartersville, Marietta, Douglasville and Paulding campuses. 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. 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. President's Statement Sexual harassment is antithetical to the collegiate atmosphere of the Georgia Highlands College community and will not be condoned or tolerated. 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 INFORMATIONGeneral 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. 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]. 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. 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. 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. 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. 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 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. 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. ANNUAL LEAVE FOR PERSONNEL EMPLOYED BY OTHER THAN STATE APPROPRIATIONS All persons employed at Georgia Highlands College on contracts supported by funds other than state appropriations are required to take any and all accrued vacation leave during the contract year if the grant is not renewed. If the grant is renewed for another year, all leave can be carried over into the next year. All annual leave must, however, be taken while the grant is active. Any person employed by Georgia Highlands College on a sponsored operation is to be informed of this Policy at the time of interview and employment. A statement is to be included in his or her contract to the effect that the position is dependent upon availability of funds. No annual leave will be paid after the expiration of a sponsored program. The Health Insurance Portability and Accountability Act of 1996 requires that all affected entities create a plain language policy concerning the use and access of Personal Health Information (PHI). Georgia Highlands College, in its responsibility as a covered entity concerning employee personal health information will:
The Director of Human Resources will be designated as the Privacy Officer concerning PHI. Documented privacy related communication, actions, decisions; activities, as well as signed authorization, must be retained for a period of six (6) years. The employee workforce of Georgia Highlands College must be trained annually concerning HIPAA and their rights concerning PHI. This training must be documented, either electronically or written, and kept on file. New employees must undergo training concerning HIPAA within 30 days of employment. Before any PHI is distributed electronically to outside vendors or other covered entities, the affected employee must sign and complete a Georgia Highlands College authorization form. Only the Privacy Officer or designate will use the authorization form for its specific purpose. Reasonable request for copies or viewing of PHI by the employee may be granted by the Privacy Officer or designate. Reasonable request for PHI by immediate family members may be granted with prior written notification and acknowledgement by the Georgia Highlands College Privacy Officer or designate. Personal Health Information concerning Workers Compensation may be disclosed to the extent necessary for complying with state laws concerning injuries or illnesses without regard to fault or prior authorization. Personal Health information affected under this policy will be stored in the employee file. This information is under limited access in the Human Resources department and only authorized employees are allowed access to this area. Requests for PHI by other parties must be in writing and with prior authorization from the affected employee. Personal Health Information gathered from outside vendors will be received via secure fax in the HR department. Failure to comply with the standards and procedures in this policy and other Privacy Rule regulations may lead to disciplinary action up to and including termination.
This policy may be amended, updated or revised at the request of the Privacy Office upon approval of the Presidents Cabinet. Georgia Highlands College has established a variety of employee benefits programs designed to assist the employee and eligible dependents in meeting the financial burdens that can result from illness, disability, and death, and to help the employee plan for retirement, deal with job-related or personal problems, and enhance job-related skills. An employee who is employed at least half time or more in a regular position is eligible for benefits. Eligible dependents include the employee’s spouse and unmarried children. Children are covered up to the age of 19. A child can continue up to the age of 26 if full-time student status is maintained. Georgia Highlands College has established a variety of benefit programs designed to assist the employee in meeting financial as well as personal goals.
This section of the handbook highlights Georgia Highlands College’s benefits programs. Group insurance plans and retirement-related programs are described more fully in the individual summary plan booklets provided to all benefit eligible employees during the initial hire process with the Human Resources Department. If information in this handbook contradicts information in these documents, these contracts/documents shall govern in all cases. Employee who serve one-half-time or more may purchase life insurance for eligible dependents. Dependents can be covered by life insurance in an amount of $10,000. For more detailed information, consult your plan booklet. LONG-TERM DISABILITY INSURANCE Eligible employees have a choice of tow options for disability insurance. One option has a 3-month waiting period. The other option offers a 5-month waiting period. When a covered employee is disabled, the LTD benefit provides 60% of monthly salary up to a maximum of $7,500 per month after the designated waiting period. Please consult you plan booklet for detailed information. Teachers Retirement is a defined benefit program. The retirement benefit is calculated and guaranteed based on years of service and salary. Years of service is multiplied by a 2% factor, which in turn is multiplied by her average monthly salary for the member’s two highest consecutive years. (For example, a member with 20 years of service would receive 40% of the calculated highest average monthly salary as a benefit at retirement). A member is vested after 10 years of service. A member can retire at age 60 with at least 10 years of service or at any age with 30 years of service. A member of Teachers Retirement is eligible to receive disability benefit with at least 91/2 years of service. Faculty and principal Administrators have to option of choosing to participate in either Optional Retirement Program or the Teachers Retirement System. An irrevocable choice must be made at the time of employment. Unlike Teachers Retirement, the Optional Retirement Program is a defined contribution plan, rather than a defined benefit plan. Members of this plan are offered varied investment option for their contributions and the schools contribution. Four companies provide investment vehicles for this program. The companies are TIAA-CREF, VALIC, American Century and Fidelity. Vesting is immediate with all monies going directly to the members account. The retirement benefit is determined by the amount in the account at the time of retirement, which in turn is affected by the return on the investment made by the member. Status at the time of employment determines eligibility for the Optional Retirement Program. Promotions or status changes do not affect eligibility. GEORGIA DEFINED CONTRIBUTION PLAN (GDCP) The Georgia Defined Contribution Plan was created by the 1992 Georgia Laws Act 996, effective July 1, 1992. The purpose of the law is to provide a retirement plan or program for temporary, seasonal, and part-time employees of the State of Georgia who are not eligible for membership in the Employees’ Retirement System or the Teachers Retirement System. Participation in is mandatory. Georgia Highlands College is covered under the Georgia Employee Security Act, which is commonly referred to as Unemployment Compensation. This insurance program is designed to assist eligible employees who are temporarily unemployed through no fault of their own, who are able and available for work, and who have been unsuccessful in finding work. COBRA (Consolidated Omnibus Budget Reconciliation Act) Federal law requires that Georgia Highlands College offer employees and their families the opportunity for a temporary extension of health/dental coverage (called "continuation coverage") at group rates in instances where coverage under the plan would otherwise end. Complete information will be given at the time of employment, departure or by request from the Human Resources Department. All status changes must be reported immediately to Human Resources so that COBRA coverage can be offered if appropriate. The Georgia Highlands College Open Enrollment period occurs during the last half of October and the first half of November. During this time the employee may make changes in sheltered insurance coverage not allowed at other times. Health coverage may be changed or acquired during open enrollment. There is no open enrollment for Dental coverage. Dental coverage must be acquired at the initial time of employment. Spending Account options do not renew themselves; employees must sign-up for Spending Accounts each year during open enrollment. Changes made during open enrollment become effective at the beginning of the coming calendar year. OPTIONAL TAX SHELTERED ANNUITY PROGRAM SUPPLEMENTAL RETIREMENT PROGRAMS Employees have to option to make additional contributions to a 403b or 457 Supplemental Retirement Plan in addition to the regular retirement program. The Human Resources Department has a list of vendors who offer Tax Sheltered Annuity plans approved or payroll deduction. Georgia Highlands College offers both Health Care and Child Care Spending Accounts. An employee participating in these plans must designate a specific amount to be withheld from each paycheck, which in turn is posted to a holding account. These funds are treated as salary reductions and are sheltered from Federal, State and Social Security taxes. When an appropriate expense is incurred, the employee requests a reimbursement from his/her account. An employee must incur expenses equal to the total contributions to the plan during the calendar year in order to receive all funds back from the holding account. Funds not covered by expenses are forfeited at calendar year end. To participate in the Flexible Spending Accounts, employees must sign-up each year during Open Enrollment. Changes cannot be made to the plan during the calendar year, with the exception of the occurrence of qualified status changes. EMPLOYEE ASSISTANCE PROGRAM (EAP)
Georgia Highlands College recognizes that a wide range of problems, such as marital or family distress, alcoholism, drug abuse, stress and other personal factors may interfere with an individual’s ability to perform his or her job. Consequently, we believe it is in the interest of employees and Georgia Highlands College to provide an effective program to assist employees and their families in resolving problems such as these when the need arises. To this end, the Employee Assistance Program provides short-term counseling services by licensed counselors. If additional or longer-term help is needed, our EAP Counselors will coordinate referrals to local community treatment sources. All employees and their dependents are eligible to use this program at no charge and are encouraged to do so. Employee visits to the employee assistance program are held in confidence by the EAP Counselors. The College is never informed about who is using the counseling services. GEORGIA HIGHER EDUCATION SAVINGS PLAN The Georgia 529 Savings Pan is not considered an employee benefit but an employee opportunity. This plan is directed to helping Georgia residents save money for college. To learn more about the 529 College Savings Plan, go to their website at www.GAcollegesavings.com Georgia Highlands College is interested in promoting professional development for its employees. Training and Development is administered by the Human Resources Department offers a variety of professional development and personal enrichment courses. Examples of the types of courses include seminars on financial planning, professional secretarial skills, supervisory skills, computer classes, and courses on working with College policies and procedures. Periodic needs surveys are conducted to solicit input from employees on the type of training and development opportunities employees feel are needed for their position. Also, career assessment and career development resources are available through the Human Resources Department. Employees with suggestions should contact the Human Resources Department. Announcements for training will be sent through the Campus Mail, via e-mail and posted about campus. Employees are encouraged to take advantage of the training as it is made available. Attendance at seminars is voluntary and is considered part of the regular workday, subject to the approval of the supervisor. EDUCATIONAL OPPORTUNITIES ON AND OFF DUTY Georgia Highlands College encourages both Faculty and Staff members to pursue educational opportunities. Georgia Highlands College employees may take a course during normal working hours subject to the discretion of the supervisor with approval by the President, with the assistance of the President’s Cabinet when requested. Work hours the employee missed must be worked at a time to be determined by the supervisor. Generally, courses should be taken at the very beginning or the end of the workday or during the employee’s lunch hour, with the missed time to be worked later that same day. Tuition Remission/Reimbursement has been approved for the University System of Georgia and Georgia Highlands College employees and will become effective in September of 1997. Please contact Human Resources for more information about the program at that time. Georgia Highlands College honors several of its employees annually with four specific awards that are traditionally tendered during graduation ceremonies at the conclusion of spring term. The standing awards given by the College are the Presidents Award, which recognizes noteworthy service and contributions to the College; the Wesley Walraven Award that recognizes contributions to instruction; the Vivian Benton Staff Award which is awarded to a Staff Member with a long history of outstanding service to the College; and the Outstanding Administrator Award which is awarded less frequently to an Administrator who significantly contributes to the development of his or her staff and improves administrative processes. The Georgia Highlands College Bookstore carries a variety of items including personal care items and a complete line of greeting cards for the convenience of employees. Employees receive a 20% discount on everything except books. Employees can special order books through the bookstore. A complete line of school supplies, including backpacks and clothing, is also available in the bookstore. The bookstore staff takes special pride in providing individualized service to any employee who requires assistance. The Georgia Highlands College Library provides employees with various services including GALILEO (an on-line library information resource), which allows access to the Internet and other databases. Employees also have special checkout policies. An inter-library loan system is available for borrowing books from other libraries across the U. S. Access to document delivery services such as CARL, UNCOVER, ERIC, or the British Library is provided for employees. The Library Staff can provide assistance with your reference and recreational reading needs as well. CAMPUS FITNESS AND RECREATION FACILITIES The Physical Education Department has a complete workout/fitness room that is available to Georgia Highlands College employees. Faculty in this department will assist employees by outlining individual fitness programs and monitoring progress. Special emphasis is placed on any medical restrictions an employee may have. The department also coordinates a Walk/Run Program for faculty, staff and students. Other amenities available to Georgia Highlands College employees include the gym, golf course, lake and fitness trail. Employees are also encouraged to participate in the intramural sports program as well. Georgia Highlands College FOUNDATION The Foundation is the primary continuing link between the College and the community it serves. In broad terms its purposes are to give community input to enable the College to better serve the community, to expand educational opportunities, and to finance projects, which are not fundable with state money. The Georgia Highlands College Foundation was chartered in 1973 as a tax-exempt, non-profit corporation to assist the College in its development program and provide a vehicle for securing funds for scholarships, special needs, and enrichment programs. The Foundation is made up of public-minded citizens who have been willing to devote time and energy to enlarge the scope and influence of the College, its personnel and programs. Georgia Highlands College expects every employee to meet certain standards of satisfactory work performance and to observe basic rules of good conduct. Employees are expected to learn the policies and procedures that govern Georgia Highlands College. The following are examples of actions which are unacceptable to the College and which may result in disciplinary action or eventual discharge; the list is illustrative not exhaustive:
Georgia Highlands College expects all employees to assume diligent responsibility for their attendance and promptness. Recognizing, however, that illnesses and injuries may occur, Georgia Highlands College has established sick leave for certain time lost for legitimate medical reasons, including time-off to secure necessary treatment. If an employee is unable to work because of illness, he or she must promptly notify his or her supervisor or department head each day of the absence unless you are granted an authorized medical leave, in which case different notification procedures apply. If the employee is absent for more than five consecutive workdays, a statement from a physician is required when he or she returns to work. In such instances, Georgia Highlands College also reserves the right to require the employee to submit to an examination by a physician indicating the employee is able to return to work. In addition, Georgia Highlands College may require the employee to either submit a statement from his/her physician or to be examined by a College-designated physician in other instances at its discretion, such as where abuse is suspected (e.g., where an employee's record indicates a pattern of short absences and/or frequent absences before or after holidays and weekends). Absenteeism or tardiness that is unexcused or excessive in the judgment of Georgia Highlands College is grounds for disciplinary action, up to and including dismissal. PERSONAL APPEARANCE AND DEMEANOR Discretion in style of dress and behavior is essential to the efficient operation of Georgia Highlands College. Employees are, therefore, required to dress in appropriate business attire and to behave in a professional, businesslike manner. Employees should use good judgment in choice of work clothes and should conduct themselves at all times in a way that best represents Georgia Highlands College. Georgia Highlands College maintains a business casual dress policy during the academic year; that is, traditional business attire (e.g., a business suit) is not expected. Employees should however dress appropriately for their work activities. For some events and visitors traditional business attire may be appropriate. Specific departmental dress policies will vary to meet the needs of different departments. In general, short and jeans are not appropriate business casual attire. Each supervisor is expected to assure that all employees are dressed appropriately. On Fridays, however, this more casual attire must still be professional, business like, and appropriate for the workplace. In certain offices where staff regularly meet the public on Fridays, semester breaks, or during the summer, the supervisor may extend the business casual dress code as appropriate. Casual clothing of student employees must also be appropriate for the work setting.
Employees should keep their work environment clean and orderly. Workspaces should appear professional. Whether on or off duty, employees reflect Georgia Highlands College. Consequently, employees are encouraged to observe the highest standards of professionalism at all times. As a place of employment, the College is an inappropriate environment for children. Employees are not permitted to baby-sit during normal working hours. Supervisors will determine whether the presence of children is disruptive to the normal flow of business. Georgia Highlands College supports the laws of Georgia with respect to the sale, use, distribution and possession of alcoholic beverages on College campuses and at Off-campus College related events. Toward this end, alcoholic beverages may not be sold, used, distributed or possessed by employees or students of Georgia Highlands College in violation of State or local law or of University System Policy. Any employee, including tenured faculty, may be dismissed for teaching or working under the influence of alcohol. A conviction or admission of guilt in a court proceeding is also cause for dismissal for violating the College’s Alcohol policy. As responsible and interested citizens in a democratic society, employees of Georgia Highlands College are encouraged to fulfill their civic obligations and otherwise engage in the normal political processes of society. Nevertheless, it is inappropriate for Georgia Highlands College personnel to manage or enter political campaigns while on duty to perform services for the College or to hold elective political office at the state or federal level while employed by the College. Therefore, the following policies governing political activities have been adopted by the Board of Regents [Board or Regents Policy 802.1603]. Employees may not manage or take an active part in a political campaign, which interferes with the performance of duties or services for which compensation is received from the College. Employees may not hold elective political office at the state or federal level. Employees seeking elective political office at the state or federal level must first request a leave of absence without pay beginning prior to qualification as a candidate in a primary or general election and ending after the general or final election. If elected to a state or federal office such person must resign prior to assuming office. Employees may seek and hold elective office at other than the state or federal level, or appointive office, when such candidacy for or holding of the office does not conflict or interfere with the employee’s duties and responsibilities to the institution or the System. Georgia Highlands College considers the acceptance and settlement of just and honest debts to be a mark of personal responsibility. Upon receipt of a garnishment, subpoena, Georgia Highlands College will remit appropriate monies to the court of jurisdiction. However, Georgia Highlands College has established procedures to counsel with employees whose failures to meet their personal financial obligations cause discredit to the institution. Repeated instances of default in payment by employees of Georgia Highlands College, after appropriate counseling, shall be considered sufficient grounds to terminate for cause [Board or Regents Policy 802.15].
Solicitations from profit or non-profit vendors are not permitted on Georgia Highlands College campuses with the exception of recognized State, University System of Georgia and Georgia Highlands College organizations. Requests for exceptions must come through the office of the President. STATUTES OF Georgia Highlands College These Statutes are expressly subject to The By-Laws and Policies of the Board of Regents and the amendments thereto. In the case of any conflict with official policy of the Board of Regents, the official policy of the Board of Regents shall prevail. Section A. A Unit of the University System Georgia Highlands College is a unit of the University System of Georgia and is under the jurisdiction of the Board of Regents and the Chancellor of the University System of Georgia. As a two-year institution, Georgia Highlands College confers the Associate in Arts, Associate in Science, Associate in Applied Science, and Associate in Science in Nursing degrees. ***[NOTE: The Institutional Mission is a normal part of the Faculty Statutes but is omitted here in this case, since it appears in section one of this Employee Handbook]*** The President shall be elected by the Board of Regents upon the recommendation of the Chancellor. The President shares responsibility for the definition and attainment of goals, for administrative action, and for operating the communications system, which links together the components of the academic community. The President represents the institution to its many publics. The President's leadership role is supported by delegated authority from the Board of Regents, with the support of the Faculty and the students. The powers and duties of the President shall be those ordinarily implied for this office, including but not limited to the following:
The Faculty shall consist of the corps of instruction (all full-time personnel who hold the rank of Professor, Associate Professor, Assistant Professor, or Instructor) and the following officers: the President, the Vice President for Academic Affairs, the Head Librarian, and other personnel designated by the President. Persons holding adjunct appointments or other honorary titles, special lecturers, and part-time personnel shall not be considered to be members of the Faculty. The Faculty shall make statutes, rules and regulations for itself and for the students and provide such committees as may be required. It shall prescribe regulations regarding admission, dismissal, discipline, scholarship, classes, course of study, and requirements for graduation, and make such other regulations as may be necessary or proper for the maintenance of high educational standards. The Faculty shall prescribe rules for regulation of student publications, athletics, intercollegiate and intramural games, musical, dramatic and literary clubs, fraternities and sororities, and all other student activities and affairs. All actions shall be subject to the approval of the President, the Chancellor, and the Board of Regents.
Section D. Appointment, Renewal of Contract, and Resignation
(a) Persons of special learning and ability;
(a) At least three months before the date of termination of an initial one-year contract. This schedule of notification does not apply to persons holding temporary or part-time positions, or persons with courtesy appointments, such as adjunct appointments.
Section E. Employment of Relatives
All full-time faculty members who hold the rank of Instructor, Assistant Professor, Associate Professor, or Professor shall be evaluated annually by their supervisor in accordance with the guidelines listed below. Annual evaluations shall be utilized in preparing recommendations concerning salary, tenure, and promotions.
Should the faculty member elect to prepare a written response, the supervisor will acknowledge in writing receipt of this response, noting changes, if any, in the annual evaluation made either as a result of the conference or the faculty member's response. This response shall become a part of the record. Within two weeks of the above dates the evaluation, together with the faculty member's response, if any, shall be forwarded to the Vice President for Academic Affairs' Office by the supervisor. The supervisor shall retain a copy of the evaluation and permit access by a faculty member to the evaluation. Section G. Tenure and Promotion
The criteria and procedures described in this section shall apply to all instructional faculty who are not under the supervision of a division chair. Recommendations concerning tenure and promotion for faculty who are not under a division chair may be made by that individual's immediate supervisor or by the chair of the division in which academic rank is held. All recommendations for the awarding of tenure and promotion of division chairs shall be made by the Vice President for Academic Affairs. General criteria described under Section G 2 b shall apply to all faculty, where appropriate. Appeal procedures described under Section G 3 b shall apply to all faculty. For the awarding of tenure or promotion, the criteria are specified in The By-Laws and Policies of the Board of Regents. They include superior teaching, outstanding service to the institution, professional growth and development, academic achievement, and length of service. Evaluation of a candidate's performance in these areas should, in large measure, be based upon past annual evaluations of the candidate.
a. Recommendation Process
b. Appeals Procedure
Section H. Removal and Suspension The President may at any time remove any faculty member or other employee of the institution for cause. Cause shall include willful or intentional violation of The By-Laws and Policies of the Board of Regents. Further causes or grounds for dismissal are set forth in the tenure regulations of The Policy Manual of the Board of Regents. Section I. Duties, Responsibilities, and Privileges
a. Members of the Faculty are free to express, inside or outside the classroom, their opinion on any matter that falls within the fields of knowledge which they are employed to teach and to study, subject only to those restrictions that are imposed by high professional ethics, fair mindedness, common sense, accurate expressions, and generous respect for the rights, feelings, and opinions of others. Faculty members should be careful in their teaching to deal adequately with the course matter as described in the College catalog and to maintain respect for varying opinions on controversial matters. They should emphasize the fact that any opinions expressed are personal and not institutional. b. Faculty members should maintain a reputation for scholarship through publication, research, and study and are entitled to full freedom in research and in publication. Research, publication, and study should result in improved teaching. c. Faculty members, acting individually or in concert with others, who clearly obstruct or disrupt, or attempt to obstruct or disrupt any teaching, research, administrative, disciplinary activity, any public service activity, or any other activity authorized to be discharged or held on campus will have committed an act of gross irresponsibility and shall be subject to disciplinary procedures, possibly resulting in dismissal or termination of employment. d. Disputations concerning academic freedom may be appealed to the Grievance Committee.
Section J. Standing Committees of the Faculty
c. STATUTES AND FACULTY AFFAIRS COMMITTEE
e. ACADEMIC PROGRESS COMMITTEE
Section K. Standing Committees of the College
a. GRIEVANCE COMMITTEE OF THE COLLEGE
b. INSTITUTIONAL EFFECTIVENESS COMMITTEE OF THE COLLEGE
c. COMPUTER COMMITTEE OF THE COLLEGE
d. CAPITAL IMPROVEMENTS COMMITTEE OF THE COLLEGE
e. AFFIRMATIVE ACTION COMMITTEE OF THE COLLEGE
f. ENVIRONMENTAL HEALTH AND SAFETY COMMITTEE OF THE COLLEGE
g. FINANCIAL ASSISTANCE COMMITTEE OF THE COLLEGE
Section L. Instructional Divisions The educational programs shall be systematically organized into appropriate divisions. These divisions shall consist of Social and Cultural Studies; Science, Mathematics, and Physical Education; Business and Continuing Education; Health Sciences; and Learning Resources. Article IV. GENERAL ADMINISTRATIVE OFFICERS The administrative officers shall be as follows: the President, Vice Presidents, Academic Division Chairs, Directors, miscellaneous department heads, and such other officers as may be designated by the President with the approval of the Board of Regents. A faculty member who has academic rank and rights of tenure in the corps of instruction and who accepts an appointment to an administrative office shall retain academic rank and rights of tenure as an ex officio member of the corps of instruction, but shall have no rights of tenure in the administrative office appointed. The additional salary, if any, for the administrative position shall be stated in the employment contract and shall not be paid to the faculty members when they cease to hold the administrative position. An administrative officer having faculty status shall have all the responsibilities and privileges of faculty membership. Administrative officers shall be appointed by the President with the approval of the Board of Regents and shall hold office at the pleasure of the President. Article V. MISCELLANEOUS PROVISIONS All questions of interpretations of these Statutes and questions of the nature and extent of the jurisdiction of the Faculty and of the various administrative officers under these Statutes shall be determined by the President. The President shall settle all questions of conflict of jurisdiction that may arise between any of the committees of the College or between them and the administrative officers. After the decision of the President on such questions, an appeal may be made to the Board of Regents pursuant to The By-Laws and Policies of the Board of Regents. All proposed amendments to the Statutes shall be made initially to the Statutes and Faculty Affairs Committee. This Committee shall consider such amendments and make recommendations to the Faculty. An amendment must be read in its final form at a duly constituted Faculty meeting at which a quorum is present at least five class days prior to the one on which a vote is taken. At the time of this final reading, the meeting date shall be announced for voting thereon. If an amendment is approved by a majority vote of the total faculty having voting status, it shall be submitted to the President for approval and then to the Board of Regents for final approval. The Statutes shall be ratified and become effective upon approval by a two-thirds vote of the Faculty having voting status and approval by the President and the Board of Regents. HEALTH, SAFETY & SECURITY INFORMATION Georgia Highlands College is committed to providing a safe and healthful working environment. In this effort, Georgia Highlands College makes every effort to comply with relevant federal and state occupational health and safety laws and to develop the best feasible operations, procedures, technologies, and programs conducive to such an environment. Georgia Highlands College’s policy is aimed at minimizing the exposure of our employees, students and other visitors of our facilities to health or safety risks. To accomplish this objective, all Georgia Highlands College employees are expected to work diligently to maintain safe and healthful working conditions and to adhere to proper operating practices and procedures designed to prevent injuries and illnesses. The responsibilities of all employees of Georgia Highlands College in this regard include:
Stray animals can pose a potential danger to the students, faculty and staff of Georgia Highlands College. Due to liability issues and the various diseases that unvaccinated animals can transmit, everyone should refrain from feeding or otherwise caring for these animals. All stray animals should be reported to the Georgia Highlands College Safety Office or Plant Operations for immediate removal from campus facilities. BLOOD BORNE PATHOGENS (HIV AND HEPATITIS B) Blood Borne Pathogens pose a great risk to the health of employees if contact is made with another’s blood/bodily fluids. In general, if contact with another person’s blood or bodily fluids is possible, wear disposable gloves. Clean-up kits for dealing with blood/bodily fluid spills have been placed in several key locations on the Rome and Off-Campus Centers of the College. Each kit contains disposable rubber gloves, a disinfectant/fungicide/virucide solution, a biohazard disposable bag, and a copy of the American Red Cross Preventing Disease Transmission Recommendations. For more detailed and complete information in dealing with this issue, please consult the Georgia Highlands College Safety Plan. A copy of this plan is available in every department within the College. The Right to know Program insures that all Georgia Highlands College employees who handle or may come into contact with hazardous chemicals are informed of the hazards of these chemicals and of measures to protect themselves. This program includes the following: Hazardous Chemical list; labeling of containers of hazardous chemicals; access to Material Safety Data Sheets (MSDS) for all employees regarding hazardous chemicals present in their work environment; bi-annual listing of all hazardous chemicals which are used on the campus; and training programs for employees who use or may come into contact with hazardous chemicals. All departments shall, on a bi-annual basis (June 15 and December 15, 1996), supply the RTK coordinator with a list of all hazardous chemicals and/or products used by their specific department. Products must be listed by name and manufacturer. This list shall include all chemicals labeled as ignitable, corrosive, reactive, or toxic. MATERIAL SAFETY DATA SHEETS (MSDS) MSDS contain vital information about chemicals that may be present in your work area. Employees should read and familiarize themselves with these documents to ensure that they are knowledgeable about potential dangers in the workplace. All departments /divisions will maintain a file containing MSDS's for all hazardous chemicals in their respective work areas. Departments shall advise employees as to the location and availability of the departmental notebook. The departments shall review all MSDS's for completeness and accuracy. The departments shall notify any manufacturer who sends an inappropriate MSDS and request a revised complete MSDS. All employees are required to receive two types of training in the Right to Know Program. Basic training is training received during orientation and it includes: explanation of the Public Employee Hazardous Chemical Protection and Right to Know Act; how to read and interpret a MSDS; how to read and interpret a chemical label; the College's policy; and chemical hazard classification. Employees working in areas that make it more likely that they may come in contact with different chemicals are required to have Chemical-Specific training. Department heads must insure that all new employees receive chemical-specific training prior to being required to handle a hazardous chemical. Chemical specific training may relate to an entire class of hazardous chemicals to the extent appropriate. Chemical-specific training consists of, but not be limited to, the following: methods and observations that are or may be used to detect the release of a hazardous chemical; the physical and health hazards of the chemicals in the work area; and the measures employees can take to protect themselves from these hazards. In accordance with 45-22-10 of the Official Code of Georgia Annotated, "Public Employee Hazardous Chemical Protection and Right-to-Know Act of 1988", no representative or supervisor of Georgia Highlands College shall discharge or cause to be discharged or otherwise discipline or in any manner discriminate against any employee nor shall pay, position, seniority, or other benefits shall be lost for exercise of any right for any reasons. Employees who feel that their rights under the RTK program have been violated should notify the RTK or use normal administrative channels. If no relief is found, the employee has the right to contact the Georgia Commissioner of Labor directly. The telephone number for Security is 295-6347 or Security Personnel can be reached by pager at 236-6606. When paging Security in the event of an emergency, please put 911 after the number were you are located. Security operations also includes the courier that is responsible for the school's mail, bank deposits, and deliveries for plant operations and the satellite campuses. Security Personnel perform a variety of functions on campus, but are primarily responsible for the safety of personnel and property on campus. It is the policy of Georgia Highlands College to handle any crisis which has the potential to directly affect the college in a negative manner by immediately notifying the proper authorities and disseminating accurate information to internal constituents, the media and the public in a timely manner. A crisis is defined as any event which requires the services of professional law enforcement or emergency personnel, or which could have a negative effect on the campus or the campus community. The key to handling and controlling any crisis is accurate and timely communication with internal constituents such as faculty, staff and students, as well as with the media and the public. Therefore, as soon as a crisis is identified, the President and the Public Information Officer should be notified, regardless of the time or day. The vice presidents will then be notified and apprised of the situation. The magnitude and possible consequences of the crisis will be assessed by the president, Public Information Officer and security personnel. The President or the Public Information Officer will be the sole spokesperson. A statement will be prepared and distributed on campus and to the media as soon as possible. Information will be accurate and as detailed as possible. If inaccurate information is inadvertently given out, the mistake will be corrected as soon as possible. Regardless of the nature of the crisis or the area/department affected, all media inquiries will be referred to the Public Information Officer. All media inquiries will be logged by the Public Information Officer. Inquiries will be answered as quickly and as accurately as possible by the president or the Public Information Officer. If a press conference is warranted, a location will be preselected in an area with easy access for mobile satellite vans and telephones. The student newspaper will be included. Information will be updated as it becomes available. Following a crisis, the management procedure will be assessed for effectiveness. Feedback from campus constituents and the media will be a part of the assessment. The purpose of this plan is to meet possible civil disturbances or displacement resulting from civil disorders of the following nature:
The responsibilities of Georgia Highlands College in overcoming the above disasters are to protect unit personnel and property and to assist the local area as possible, when requested by the State Disaster Coordinator. The first part of the responsibility of Georgia Highlands College, in event of disaster, would begin with the overall effort to secure all personnel and property of the unit. This would be done through meetings and follow-through for the safety of students and personnel while remaining at the College. Measures to be included in event of emergency are:
In event of disaster where people could be temporarily sheltered on campus, the facilities could serve approximately 1,000 people. The dining area, which is now utilized, should serve the above people for a short period with the amount of food kept in inventory. Only designate personnel should attempt to provide aid to others. Personnel working in first aid are to report serious injury to the Floyd Medical Center (295-5500) for emergency transport to the hospital for care. When inclement weather creates a condition under which there might be a question of whether the College will operate on a normal basis, the President, or a designated official will release to each campus and local news media a statement concerning the College schedule. If the weather condition occurs during working hours, the statement will be released through normal distribution channels on campus. If it occurs after working hours, employees are requested to listen to local radio and television stations for announcements regarding the College's work schedule. Any person discovering a fire of any size will arouse occupants by shouting, using local fire alarms, or by other means provided; obtain or provide assistance; immediately report such fire during normal work hours to:
When the telephone is answered give a location of the fire, building or facility name, your name and telephone number, and any pertinent information requested. Remain on the phone until released by the emergency dispatcher. Then call the Director of Physical Plant during working hours or Campus Security after working hours.
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