Introduction ThishandbookservesasanoverviewofOzarkChristianCollegepolicies,procedures,andemployment guidelinesforpersonnel.Theprovisionsofthishandbookaredesignedtoserveasguidelinesratherthan asabsoluterules,andexceptionsmaybemadefromtimetotimebasedoncircumstances.Questionsor clarificationsregardingthecontentsmaybedirectedtotheHumanResourcesOfficeortothe administratorresponsibleforthepoliciesreferenced.Therearespecifichandbooksforcertainareasof thecollege.Fortheseareas,modificationscontainedinaspecifichandbookmaysupersedethe guidelinesstatedinthisoverallPersonnelHandbook.Studentemploymentinformationiscontainedin theStudentEmployeeGuidelines.Employmentguidelinesandexpectationsforonlineinstructorsand visitinginstructorsarecontainedintheFacultyHandbook
Abriefoverviewofthehandbookisincludedinnewemployeeorientation,butitistheresponsibilityof personneltobecomefamiliarwiththehandbook’scontents Personnelcanaccessthehandbookonthe Employeetabofthemy.occ.eduportaloratocc.edu/hr.Employeesareresponsiblefortheinformation itcontains
OzarkChristianCollegereservestherightatanytimetochange,delete,oraddtoanyofitspolicies, provisions,orbenefitsatitssolediscretion Personnelwillbenotifiedofanychangestothehandbook viatheircampusemailaddress ThisversionoftheOzarkChristianCollegePersonnelHandbook supersedesallpriorpoliciesandguidelines
EmploymentatOzarkChristianCollegeisat-will Thismeansthateithertheemployeeorthecollege mayterminatetheemploymentrelationshipatanytime,withorwithoutcause Theat-willrelationship remainsineffectregardlessofanystatementmadebythecollegepersonnel,includingsupervisors,or setforthinanydocuments.ThePersonnelHandbookanditemsspecifieddonotconstitutetermsofa contractandarenotintendedtobecontractualinnature.OnlythePresidentisauthorizedtoenteran employmentcontractwithanemployee.Ifyouhaveanemploymentcontractwiththecollege,this handbookisintendedtoaccompanyandcomplementthatcontract.However,ifadiscrepancyexists betweenahandbookandtheemploymentcontract,thelanguageoftheemploymentcontractcontrols.
PleasecontacttheHumanResourcesOfficeifyouhaveanyquestionsorconcerns.
Welcome from the President It’smypleasuretoservealongsideyouintheOzarkChristianCollegefamily.OCCismorethanan organization.It’safellowship.WhatbindsustogetherisaloveforChrist,apassiontoreachtheworld withhisgospel,andamissiontotrainleadersforthatglobalwork.So,whilewearecertainlyan educationalcommunity,wearealsoaspiritualcommunity.Yourcoworkersareagroupofpeoplewho believetheyaremakingadifferenceineternity.Weseewhatwedoasmorethanajob.It’saministry.
So,welcometotheministry!Wearetrulygladthatyou’vebroughtyourgiftsandabilitiesintoourmix tohelpusbemoreeffectiveintrainingmenandwomenforChristianserviceinthe21stcentury We wantyoutoknowyourimportancetotheteamhere,andwewanttodoourparttohelpyoufeelafull embracebythecollegefamily
Inaddition,wewanttobothinformyouandcoachyoutohelpyouadjustquicklyandpositively The followinghandbookwillfamiliarizeyouwiththepolicies,procedures,andguidelinesoftheschool Its purposeistoensurethatallstaffmembersbothfeelandbecomefullpartnersinministry
Onethingyou’llnoticeduringyourservicehere:wetrytofollowbiblicalprinciplesinourworkandin ourrelationshipswithoneanother AsColossians3:22-25describes,our“culture”atthecollegeis markedby:
● agenuinelysubmissivespiritwithouroverseers,“notonlywhentheireyeisonus”
● awholeheartedeffort,“asworkingfortheLord,notforhumanmasters”
● aworshipfulmotivation,laboringoutof“reverencefortheLord”
● ateamattitude,valuingeveryperson’scontributionwith“nofavoritism”
Becauseofthatenvironment,overtheyearsOCChasenjoyedcomparativelylowturnover,great longevityofservice,alovingcommunity,andajoyfulspirit Asouremployeeshavetakensincereand heartyownershipofthemissionoftheschool,theLordhasbeenglorified,leadershavebeentrained, andlivesaroundtheworldhavebeenchanged Thankyouinadvanceforyoureveryexpressionof supportforthisgreatcalling
YourservantforthesakeofChrist,
MattProctor President
SECTION ONE: Institutional Statements ThecollegeoperatesaccordingtotheArticlesofAmendmentandBylawsforOzarkChristian College.
1.1 Institutional Mission
ThemissionofOzarkChristianCollegeistotrainmenandwomenforChristianserviceasa degree-grantinginstitutionofbiblicalhighereducation.
1.2 Vision
ThevisionofOzarkChristianCollegeistoglorifyGodbyevangelizingthelostandedifyingChristians worldwide.
1.3
Statement of Faith OzarkChristianCollegehasitsrootsintheStone-Campbellheritage(IndependentChristianChurches andChurchesofChrist)thatbeganintheUnitedStatesintheearly19thcentury.Thisheritageseeksthe unityofallChristiansbasedontheauthorityoftheBiblefortheevangelizationoftheworld.OCC recognizesthatcreedsandconfessionsoffaithhaveattimesbeenmoredivisivethanunifying,but consideringitscommitmenttoScripture,OCCbelievesthatagreementoncertainmattersofthefaithis essentialtocarryoutitsmission.Therefore,toavoidanymisunderstandingormisinterpretation,the followingstatementsaregiven,andalltrustees,administrators,andfacultyaffirmtheirunqualified acceptanceofthefollowing:
GOD:ThereisoneholyGodwhoeternallyexistsinthreepersons Father,Son,andHolySpirit.God createdallthingsvisibleandinvisible.Godisperfectinwisdom,power,andlove,knowingallthings past,present,andfuture,andhissovereignplanofredemptionwassetinplacebeforethefoundationof theworld (Gen1:1-2,Dt 6:4,Heb11:3,Eph1:9-10;Rev13:8)
JESUS:JesusChristisGod’sonlybegottenSon,bornofavirgin,fullydivineandfullyhuman,andour SaviorandLord Jesus,whowaswithoutsin,diedinourplaceasasubstitutionarysacrificeforoursins, bearingdivinewrathandreconcilingtoGodallwhotrustinhim Jesuswasbodilyresurrectedinvictory oversinanddeath HeascendedtotherighthandoftheFatherwherehepresentlyreignsasourking, highpriest,andadvocateuntilhisgloriousreturn (Jn3:16,Col1:15;2:9-15;1Cor15:3-8,20-28;2Cor 5:18-21;Heb4:14-15)
HOLYSPIRIT:TheHolySpiritisfullydivineandactiveintheChurchandtheworld TheHolySpirit drawsallpeopletoChristbyilluminatingthegospelandconvictingofsin TheHolySpiritdwellsinthe lifeofabelievertotransform,guide,assure,andempowerlivingafruitfulChristianlife (Jn16:8-11; Acts2:38;2Cor3:17-18;Gal3:2)
BIBLE:GodisrevealedintheBible,theuniquelyinspiredwrittenWordofGodandinfallibleinall thatitaffirms TheBibleisthefinalauthorityinallmattersoffaithandpractice (2Tim3:16;2Pet 1:20-21)
HUMANITY:Godcreatesallhumans,maleandfemale,inhisimage,andthereforeallpeoplehave intrinsicvalueandpurpose.Bythesinofthefirstmanandwoman(AdamandEve),deathenteredthe
world.AllhavesinnedandfallshortofthegloryofGod,alienatedfromGodandwithouthopeapart fromthebloodofJesusChrist.(Gen1:26-27;Gen3;Rom3:23;Eph2:1-3)
SALVATION:SalvationcanbefoundinChristaloneandisofferedtoallbygracethroughfaith A livingfaithisdemonstratedthroughrepentance,confession,baptismbyimmersion,andalifeof obedience (Rom3:23;5:12,Acts2:38,Gal3:26-29;Eph2:4-10)
CHURCH:TheChurchisthebodyofChristonearth,withChristasthehead God’sChurchis comprisedofapriesthoodofallbelievers,servingasministersofthegospelaccordingtothegifts whichGodhasgiventhem TogethertheChurchiscalledtomakedisciplesofallnationsuntilChrist returns (Matt28:18-20;Eph3:10;4:11-13;Col1:18;1Pet2:9-10)
RETURNOFCHRIST:Christwillvisiblyreturntorestorecreationandjudgetheworld Therewill beabodilyresurrectionforthebelieverstoeternallifewithGodinheavenandfortheunbelieversto eternaljudgmentinhell Inheaven,sinwillbenomoreandthoseinChristwillliveinfellowshipwith Godforever (Acts1:11;2Thess1:5-12;1Thess4:13-18;Rev20:11-15)
1.4 Institutional Goals OzarkChristianCollegeiscommittedto:
● exceptionalacademics.OCCprovidesqualified,innovative,andbiblicallyfaithfulinstruction toprepareourstudentstoserveChristandhisChurch
● engagingexperience.OCCoffersqualityco-curricularandextra-curricularprogramstogrow studentsinChristianmaturityandequipstudentsforChristianministry
● transformingcommunity.OCCcultivatesalife-changingcommunitymarkedbypersonal holiness,joyfuldiversity,gracioushonesty,andlovingservice
● distinctiveresources.OCCoffersChrist-centeredevents,materials,andpersonnelto encourageandequipourconstituents
● strategicstewardship.OCCmanagesphysical,financial,andhumanresourcestohonorChrist andadvancethemissionofthecollege
1.5
Core Values ThefollowingcorevaluesexpresstheheartofOzarkChristianCollege:
TheWordofChristTaughtintheSpiritofChrist(Col1:28)
Weareabiblicalcommunity,groundingourcurriculumandlifeinGod’sWord
NottoBeServed,buttoServe(Mark10:45)
Weareaservingcommunity,lookingtoothers’interests,notourown
SpeakingtheTruthinLove(Eph4:15)
Weareanhonestcommunity,practicingmaturitythroughcarefultruth-telling.
TrustinginthePowerofGod(1Cor4:20)
Weareadependentcommunity,leaningnotonourownstrength,butonGod’s.
AnAtmosphereofGrace,Trust,andFreedom(Rom15:7;1Pet4:10)
Weareagraciouscommunity,maintainingunityinmutualacceptanceandtrust.
MakingChristKnownThroughtheChurch(Matt28:19-20;Eph3:10)
Weareawitnessingcommunity,partneringwiththeChurchintheGreatCommission
WorshipinginSpiritandTruth(Jn4:23-24)
Weareaworshipingcommunity,pursuingGodandthepraiseofhisglory
1.6 Learning Goal GraduateswillbegroundedinScripture,growinginChristlikeness,practicingculturaldiscernment,and vocationallypreparedforChristianservice
1.7 College Areas: Academics, Administration, and Advancement Insupportoftheinstitutionalmission,vision,institutionalgoals,andstudentlearningoutcomes,the collegeisdividedintothreeprimarybranches:
● Academics:ToeducateandequipstudentstobecomemorelikeChristandserveinleadership ministry
● Administration:Torecruitandretainstudents,maintainthefinancialintegrityofthecollege, andcontinuallyimprovetheeffectivenessofthepersonnelandoperations
● Advancement:Toadvancethemissionofthecollegewithexternalconstituentsthroughmutual partnership,service,andresources
1.8 Statement of Religious Beliefs on Human Life, Gender, Marriage, and Sexuality
StatementofReligiousBeliefs
● TheultimatemissionofOzarkChristianCollegeistoglorifyGodandhisSonJesusChrist, whichincludeslivinginaccordancewiththetruthrevealedinhiswrittenWord
● Webelievethisrequiresthatthecollegesetforthclearpositions,basedonourunderstandingof God’sWord,togovernthebehaviorofourstudentsandemployeesinourlivingandlearning environment Thesepositionsaregroundedinourlong-standinginstitutionalreligiousidentity aspartoftheProtestantEvangelicaltheologicaltraditionknownastheRestorationMovement
● WeaffirmthattheOzarkChristianCollegestatementoffaithdoesnotexhausttheextentofour beliefs WeaffirmthattheBibleitself astheinspiredandinfallibleWordofGodthatspeaks withauthorityconcerningtruth,morality,andtheproperconductofmankind isthesoleand finalsourceofallwebelieve (2Tim3:16)
● Forpurposesofthecollege’sreligiousbelief,doctrine,practice,policy,andcorrectiveaction, theOzarkChristianCollegeBoardofTrusteesisthefinalinterpretiveauthorityonthemeaning andapplicationoftheBible
● Webelievethatallemployeesrepresentthecollegeandserveasministers,teachers,mentors, andbiblicalrolemodelstotheOzarkChristianCollegestudentsandcommunity (Matt5:16; Phil2:14-16;1Thess5:22)
StatementontheSanctityofHumanLife ● WebelievethatallhumanlifeissacredandcreatedbyGodinhisimage.Humanlifeisof inestimableworthinallitsdimensions,includingpre-bornbabies,theaged,andthosewith specialneeds.
● Wearecalledtodefend,protect,andvalueallhumanlife.(Psalm139)
StatementofReligiousBeliefonGender ● WebelievethatmanandwomanwerecreatedbyGodtobetwodistinct,complementary genders maleandfemale possessingequalvalue,madetoglorifyhim,andwhotogether reflecttheimageofGod
● However,asaresultoflivinginafallenworld,weunderstandthatsomepeopleexperience genderdysphoria(ie,perceivedgenderidentitythatisdifferentfromtheirbiologicalbirth gender)
● Weaffirmthatthosewhoexperiencegenderdysphoriaareimage-bearersofGod,andweare calledtoextendtothemourcompassionandcare
● WebelievethatGod’sdesignforallpeopleistoliveouttheirbiologicalbirthgender,andwe areopposedtoanyeffortstoalterone’sidentitytoconformwithaperceivedgender(eg, cross-dressing,hormonetherapy,genderreassignmentsurgery,etc) (Gen1:26-27;Matt19:4)
StatementofReligiousBeliefonMarriageandSexuality ● WebelievethatGodordainedmarriageasacovenantrelationshiptobringhimglory
● WebelievethattheBibleteachesthattheterm“marriage”hasonlyonemeaning:theunitingof onemanandonewomaninasingle,exclusive,permanentunionastaughtinScripture (Gen 2:18-24)By“man”and“woman,”webelievetheBibleisreferringtoeachindividual’s biologicalbirthgender
● WebelievethatGodintendsintimatesexualactivitytooccuronlybetweenamanandawoman whoaremarriedtoeachother (1Cor6:18,7:2-5;Heb13:4)
● WebelievethatGodhascommandedthatnointimatesexualactivitybeengagedinoutsideof suchamarriage,andthereforethatanyformofsexualimmorality(includingsexualactivity outsideofbiblicalmarriage,homosexualpractice,bestiality,incest,anduseofpornography)is prohibited (Matt15:18-20;1Cor6:9-10;Gen2:24;Ex20:14,17;Lev18:22-23;Matt19:4-6; Rom1:18-31;1Cor6:15-20;1Tim1:8-11;Jude7)
● WedesireOzarkChristianCollegetobeanatmosphereofgrace,trust,andfreedom,andwe encouragethosewhostrugglewithsame-sexattraction,aswellasthosewhostrugglewithother sexualtemptations,tosharethiswithtrustedspiritualmentorsforencouragement,counsel,and prayer (James5:16)
● WebelievethatGod’sstandardforsexualactivityoutsideofbiblicalmarriageiscelibacy We believethatcelibacyisagiftfromGod,possiblethroughthepoweroftheindwellingHoly Spirit,whichallowstheunmarriedtolivealifeofsexualpurity (1Cor7:7-9)
Conclusion
OzarkChristianCollegewillmakeinstitutionaldecisionsconsistentwiththesepositionsfor employment,hiring,retention,studentadmissions,correctiveaction,andallothermatters.
SECTION TWO: Governance and Organization 2.1 Board of Trustees TheBoardofTrusteesconstitutesthedirectorsandfinalarbitersofpoliciespertainingtoOzark ChristianCollege NopolicyorpracticemaybeadoptedbythefacultyorthePresidentthatis inconsistentwithorcontradictorytopoliciesestablishedordecisionsmadebytheBoardofTrustees TheBoardofTrusteesmayunilaterallychange,add,oreliminateanypolicylistedinthePersonnel Handbook
2.2 Executive Administrators and Administrative Council OzarkChristianCollegehasfourexecutiveadministrators:President,ExecutiveVicePresidentof Academics,ExecutiveVicePresidentofAdministration,andExecutiveVicePresidentofAdvancement andfiveadministrators:VicePresidentofStudentAffairs,VicePresidentofEnrollmentManagement, VicePresidentofMarketingandCommunications,VicePresidentofInstitutionalResearchand Effectiveness,andGeneralCounsel TheAdministrativeCouncilincludestheseadministratorsand otherappointedfacultyandstaff
2.3 Job Descriptions and Organizational Charts Jobdescriptionsforeachadministration,faculty,andstaffpositionwillindicatetheirdirectsupervisor Theseorganizationalchartsdemonstratetherelationshipbetweendepartmentsandexecutive administrators
2.4 Personnel Handbook Policy Changes ThepoliciesofthePersonnelHandbookareoverseenandreviewedbytheExecutiveVicePresidentof AdministrationandtheHumanResourcesOfficeinconsultationwiththeGeneralCounsel Suggested revisionstothePersonnelHandbookcanbesubmittedtotheHumanResourcesOffice,StaffAdvocacy Committee,orFacultyAdvocacyCommittee AnychangestopoliciesinthePersonnelHandbookwill bereviewedandapprovedbytheadministrators.
SECTION THREE: Employment Policies PersonnelareselectedfromthosewebelievetobeindividualsdedicatedtoChristandhiscause. Becauseoftheverynatureofourministry,werequireouremployeestobeprofessingChristiansand experiencingadailywalkwithChrist. Whenapersonisemployed,itisexpectedthats/heremain faithfulinchurchattendanceandthathis/herpersonallifeandwitnessbeabovereproach.
Forthebenefitofemployeesandthecollege,OzarkChristianCollegeprovidesemployeebenefits outlinedinthishandbook.Allemployeebenefitsaresubjecttochangeoreliminationwithoutnoticeat anytimeatthediscretionofthecollege Employeebenefitsmayalsobemodifiedinaccordancewith federalandstatelaw
OzarkChristianCollegeisexemptfromparticipatinginthestateandfederalunemployment compensationprograms Therefore,wagesearnedatOCCwillnotbeusedtodeterminestateorfederal unemploymentbenefits
3.1 Definitions of Employment Status Thefollowingdefinitionshelpofferuniformityandequityinapplyingpersonnelpoliciesandbenefits
● President
● ExecutiveVicePresidents
● Administrators(VicePresidentsandAcademicDeans)
● Faculty(seeFacultyHandbookforspecificdescriptionsoffacultypositions)
● Directors
● Staff(part-timeandfull-time)
● StudentEmployees(seeStudentEmployeeGuidelines)
3.2 Employee Classification Thecollegedefinesemploymentstatusandclassifiesemployeesforpurposesofpersonnel administration,eligibilityforbenefits,andrelatedpayrolltransactionsaccordingtothefollowing definitions.Supervisorsshouldbecarefultomaintainthebudgetedhours.
Full-TimeEmployee:
Afull-timeemployeeworksatleast1,560hoursperfiscalyear(July1-June30) Thiscouldbe:
● 40hoursperweekfor52weeks(2,080hoursperyear)
● 40hoursperweekfor39weeks(1,560hoursperyear)
● 30hoursperweekfor52weeks(1,560hoursperyear)
Part-TimeEmployee:
Thiscouldbe:
● 1,000-1,559hours/year
● lessthan1,000hours33EmployeeRecruitingandSelection
Whenapersonnelvacancyoccursoranewpositioniscreated,theappropriatesupervisorwillsubmita requestforpersonneltotheHumanResourcesOffice Thesupervisorwillsubmitajobdescription
alongwiththeinformationneededforajobposting.Oncethejobdescriptionhasbeenreceived,the positionwillbesenttotheappropriateexecutiveadministratorforapproval.Openpositionswillbe postedinternallyaccordingtotheInternalPostingPolicy.
TheappropriatesupervisorandpersonnelappointedbytheHumanResourcesOfficewillconducta jointrecruitingandselectionprogramdesignedtoidentifythemostqualifiedindividualfortheposition
3.4 Background Check and Self-Reporting Tomaintainasafeandsecurecampusenvironmentandprotectthecollege’sfinancialandphysical assets,aformalprocesshasbeenestablishedforscreening,backgroundchecks,andself-reporting
Pre-Screening Allapplicantsmustcompleteallelementsofthewrittenapplicationdocument Candidatesmaybe removedfromconsiderationor,ifhired,maybeterminatedorremovedifitislaterdeterminedthey providedfalseinformationordidnotaccuratelyreportinformationontheirapplication
Face-to-FaceInterviews Allapplicantsmusttakepartinaface-to-faceinterviewconductedbytherelevantadministratoror directorandtheHumanResourcesOffice Whennecessary,thisinterviewmaybedoneoverelectronic means(eg,SkypeorZoom)
BackgroundChecks Backgroundchecksareanimportantandnecessarytoolinselectingindividualsforpositionsatan institutionofhighereducation.Therefore,anyofferofapositionatthecollegewillbecontingentupon thecandidateconsentingtoabackgroundcheck,whichwillincludethefollowing:
● Personalandprofessionalreferencechecks
● Enhancednationwidecriminalandsexoffendersearch
● Countycriminalrecordscheck
● Residencehistoryforthepastsevenyears
● SocialSecurityNumbertrace
CredentialsChecks
Upontheconditionaloffer,theresponsibleadministratorwillverifyalleducationalcredentialsand professionallicenses,ifapplicable.Falsificationisgroundsforwithdrawaloftheoffer.
Self-Reporting AnindividualmustdisclosetotheHumanResourcesOfficeallfelonyormisdemeanorarrestsor convictionsthatoccurafterthedateofhire.Uponreceivingsuchareport,theHumanResourcesOffice andtheresponsibleadministratorordirector,inconsultationwiththeGeneralCounsel,willdetermine whethertheconvictionorarrestbearsasignificantrelationshiptotheemployee’ssuitabilitytocontinue toperformtherequireddutiesoftheposition.Ifitisdeterminedthattheemployeeisnolongersuitable, theemployeewillbeterminatedorremovedfromtheposition.Failuretoreportanyarrestorconviction isaterminableoffense.
OCCreliesupontheaccuracyofinformationcontainedintheemploymentapplication,aswellasthe accuracyofotherdatapresentedthroughoutthehiringprocessandemployment.Any misrepresentations,falsifications,ormaterialomissionsinanyofthisinformationordatamayresultin theexclusionoftheindividualfromfurtherconsiderationforemploymentor,ifthepersonhasbeen hired,terminationofemployment
TheChildProtectionPolicyrequiresspecificscreening,training,andcriminalbackgroundchecksfor allemployeesandvolunteerswhowillworkwithchildrenunder18yearsofageorvulnerableadultson behalfofthecollege
3.5 Equal Employment Opportunity Objective
OzarkChristianCollegeisaffiliatedwithChristianChurchesandChurchesofChrist Itsmissionisto trainmenandwomenforChristianservice Thecollegeseekstoeducateandhireindividualswhoshare itscorevaluestoaccomplishitsmission Itistheintentofthecollegetocreateandpromoteadiverse workforceconsistentwithitsstatedgoalsandmission
ItisthepolicyofOzarkChristianCollegenottodiscriminateonthebasisofrace,color,nationalorigin, sex,age,ordisabilityinadmissionandaccesstoeducationalopportunities,programs,activities,or employmentasapplicabletoministriesinSection504oftheRehabilitationActof1973,theAmerican withDisabilitiesActof1990,TitleIXoftheEducationalAmendmentsof1972,TitleVIIoftheCivil RightsActof1964,andtheAgeDiscriminationActof1975,asamendedandimplementing regulations
Asareligiouseducationalinstitution,OzarkChristianCollegereservestherighttomakeemployment decisionsbasedonreligion,maritalstatus,orsexconsistentwiththecollege’sreligiousbeliefs.Further, asaChristianministry,thecollegehastherighttoselectthosewhoserveinministerialpositionsbased oncriteriaestablishedbythecollege.
Scope Thepolicyofequalemploymentopportunity(EEO)andanti-discriminationappliestoallaspectsofthe relationshipbetweenOzarkChristianCollegeanditsemployees,including:
● Recruitment
● Employment
● Promotion
● Transfer
● Training
● Workingconditions
● Wagesandsalary
● Employeebenefits
● Applicationofpolicies
● Veteransstatus
● Disabilities
ThepoliciesandprinciplesofEEOalsoapplytotheselectionandtreatmentofanyotherpersonsor firmsdoingbusinessfororwithOzarkChristianCollege.
DisseminationandImplementationofPolicy TheadministratorsofOzarkChristianCollegewillberesponsibleforthedisseminationofthispolicy Directors,managers,andsupervisorsareresponsibleforimplementingequalemploymentpractices withineachdepartment TheHumanResourcesOfficeisresponsibleforoverallcomplianceandwill maintainpersonnelrecordsincompliancewithapplicablelawsandregulations
Procedures
OzarkChristianCollegeadministersitsEEOpolicyfairlyandconsistentlyby:
● PostingallrequirednoticesregardingemployeerightsunderEEOlawsinareashighlyvisibleto employees
● Advertisingforjobopeningswiththeobjectivestatementlistedinthispolicy
● Postingallrequiredjobopeningswiththeappropriatestateagencies
● Forbiddingretaliationagainstanyindividualwhofilesachargeofdiscrimination,opposesa practicebelievedtobeunlawfuldiscrimination,reportsharassment,orassists,testifies,or participatesinanEEOagencyproceedingandtakesreasonablestepstoprotecttheperson
● Requiringemployeestoreportanyapparentdiscriminationorharassmenttoanadministratoror HumanResourcesrepresentativewithin48hoursoftheincident
● PromptlynotifyingtheGeneralCounselofallincidentsorreportsofdiscriminationor harassment,toinvestigateallreports,andtotakeappropriatecorrectiveaction
3.6 Employment of Relatives TheCodeofEthicsofOzarkChristianCollegeprovidesthefollowingnepotismpolicyrelatedtothe employmentofrelatives:
Refrainfromparticipationinadecisiontoappointorhireanemployeewhoisrelatedtosuchperson withinthefourthdegreeofconsanguinity(blood)oraffinity(marriage) Italsoshallbeaviolationof thispolicyforanemployeetosupervise,eitherdirectlyorindirectly,theworkofanotheremployeewho isrelatedwithinthefourthdegree,unlesstheroleisapprovedbythesupervisingExecutiveVice PresidentorPresident
3.7 Applicant Moving Expenses Thecollegemayoffertopayforreasonablecoststorelocatefaculty,administrators,andotherstaff whoserelocationisatthecollege’srequestandwhosenew,principalplaceofworkisatleast50miles fartherfromtheemployee’shomethanhis/herformerjob Theamountofthemovingexpenseswillbe determinedbyexecutiveadministrators
3.8 New Employee Orientation Period Newnon-contractstaffmemberswillserveanorientationperiodofupto90daysfromthedateofhire Departmentsupervisorswillberesponsibleforevaluationduringtheemployeeorientationperiod Performanceappraisalswillbeconductedafter60daysbutbeforethe90thdayandfiledbythe supervisorwiththeHumanResourcesOffice Allnon-contractemployees,regardlessofstatusorlength ofservice,areconsideredat-willemployees
Uponsuccessfulcompletionoftheintroductoryperiod,full-time,non-contractstaffmemberswillbe paida$600bonusandbecomeeligibleforallotherbenefitsiftheyqualify.The$600bonuswillnotbe paidifthefull-timeemployeeisotherwiseeligibleforbenefitsonthefirstdayoffull-time employment Full-timebenefitsbeginonthefirstofthemonthfollowing60daysofemployment
Whenanemployeechangesemploymentpositions,thesupervisormayrequestanorientationperiodand completeaperformanceappraisalafter60daysbutbeforethe90thdayandfiledbythesupervisorwith theHumanResourcesOffice Iftheemployeeischangingbetweenfull-timepositions,nolossof benefitswilloccur,andnobonuswillbepaid
Part-time(non-student)employeeswhoaresubsequentlyhiredtoafull-time,non-contractpositionwill becomeeligibleforallbenefitsforwhichtheyqualifyonthedateoffull-timeemployment,underthe conditiontheyhaveworkedhoursequivalenttoa60-day,full-timeposition VacationandSTATdays accruefromthedateoffull-timeemployment A$600bonusisnotapplicable
3.9 Personnel Records and Privacy PersonnelRecords Personnelrecordswillbemaintainedcontaininginformationoneachcollegeemployeetomeetlegal requirementsandtoensureefficientpersonneladministration RecordsaremaintainedintheHuman ResourcesOffice AdditionalrecordsspecifictofacultycredentialswillbemaintainedintheAcademics Office Personnelfileswillgenerallycontainthefollowinginformation:
● Applicationforemploymentandrelatedhiringdocuments(resumes,transcripts)
● Personalinformationchanges(address,telephone,familystatus)
● Performancedocuments(includingperformanceappraisals)
● Employeehistoryupdatinginformationsubmittedbyanemployee(recenteducation,recordsof achievement,certificatesofcompletion)
● Otherdocumentspertainingtoemployment(appreciationletters,correctiveactionreports, employmentcontracts,employmentverifications,trainingrecords,references)
● Medicalrecords,documentsnecessaryfortheadministrationofcollegebenefitprograms,and anyinvestigationinformationwillbekeptinaseparateconfidentialfile I-9formsarealsokept inaseparatefile Thesefilesmaybeexaminedonlybyappropriateofficialsconductingan investigation
NotificationofChanges Notificationofchangesinhomeaddress,telephonenumber,and/orfamilystatusmustbereported immediatelytotheHumanResourcesOffice.
FilesAccess AccesstopersonnelfilesisrestrictedtoauthorizedemployeesoftheHumanResourcesOfficeandthe supervisorsfortheemployeeona“needtoknow”basis.Employeesmayexaminetheirfilesupon 24-hournoticesubmittedtotheHumanResourcesOffice.Personnelfilesarethepropertyofthecollege andmaynotberemovedfromtheHumanResourcesOfficeexceptbyanauthorizedHumanResources Officeemployee.Personnelmayobtainacopyofdocumentsinthefilethatcontainstheirhandwritten ordigitalsignature.
GovernmentInquiries OCCwillcooperatewithfederal,state,andlocalgovernmentagenciesinvestigatinganemployeeifthe investigatorsfurnishidentificationandproofoflegalauthoritytoinvestigate However,thecollegemay firstseektheadviceoflegalcounsel Thecollegemaypermitagovernmentinvestigatortoreviewa personnelfileoncollegepremises,buttheinvestigatorwillnotbeallowedtoremoveorreproducethis informationwithoutconsentfromtheHumanResourcesOfficeand/ortheGeneralCounsel
EmploymentReferencesandInformationRequests Requestsforinformationfromemployeefilesreceivedfromotherdepartmentsandinquiriesfrom outsidethecollege,includingrequestsforreferencesonformeremployees,willbedirectedtothe HumanResourcesOffice
Supervisorsandotheremployeesareprohibitedfromprovidingpersonaloremploymentreferenceson ex-employeesorcurrentemployees Employmentreferencesonformeremployeeswillbeprovidedby theHumanResourcesOfficeonly,asfollows:
1 Referenceswithwrittenapproval Salaryhistory,jobchronology,andperformanceinformation maybereleasedwithwrittenapprovaloftheemployeeorex-employee.Thisinformationwill bereleasedinwritingandacopykeptinaseparatefileintheHumanResourcesOffice.
2. Telephoneinquiries.InformationwillbeverifiedbytheHumanResourcesOfficeviatelephone ifareleaseauthorizationformwiththeemployee’ssignaturehasbeenobtained,butwillbe limitedtothefollowing:
a. Dateofhireanddateofseparation
b. Jobtitles
c. Eligibilityforrehire
DepartmentFiles Supervisorswithalegitimateneedtokeepdepartmentalpersonnelfilesontheiremployeesmaydoso onlyifthefollowingguidelinesarestrictlyfollowed:
● Informationmustbekeptconfidentialanddisclosedonlytothosewitha“needtoknow.”
● Alldepartmentalfilesmustbekeptinasecure,lockedarea.
● Onlycopiesoforiginaldocumentsareallowedinthefile.Alloriginalsshouldbefiledinthe HumanResourcesOffice.
FileRetention
OriginalsofpersonnelrecordswillbemaintainedbytheHumanResourcesOfficeandretainedin accordancewithrequireddocumentretentionguidelines
3.10 Americans with Disabilities Act OCCwillmakereasonableaccommodations,inaccordancewithapplicablestateandfederallaw,for qualifiedindividualswithknowndisabilities.Thispolicygovernsallaspectsofemployment, includingselection,jobassignment,compensation,correctiveaction,termination,andaccessto
benefitsandtraining.Anindividualwithadisabilitymustbeabletoperformtheessentialfunctions ofthejobandmustmeetallotherqualificationsforaparticularjob,suchaseducationand/or experience,butmayneedreasonableaccommodationinordertoperformtheessentialfunctionsof thejob
Definitions ● A disability means,withrespecttoanindividual:(a)ifheorshehasaphysicalormental conditionthatsubstantiallylimitsamajorlifeactivity(suchaswalking,talking,seeing,hearing, orlearning,oroperationofamajorbodilyfunction);or(b)ifheorshehasahistoryofa disability(suchascancerthatisinremission);or(c)ifheorsheissubjecttoanadverse employmentactionandisbelievedtohaveaphysicalormentalimpairmentthatisnot transitory(lastingorexpectedtolastsixmonthsorless)andminor(evenifheorshedoesnot havesuchanimpairment)
● A reasonable accommodation isonethatdoesnotcauseunduehardshipontheoperationofa business
● An undue hardship isanactionrequiringsignificantdifficultyorexpensewhenconsideredin lightofanumberoffactors,includingthenatureandcostoftheaccommodationinrelationto thesize,resources,nature,andstructureoftheorganization
ProcedureforRequestingAccommodation IfanapplicantoremployeeofthecollegewantstorequestanaccommodationunderADAorhas questionsaboutanaccommodation,s/hemustcontacttheHumanResourcesOffice
Itisgenerallytheresponsibilityofindividualemployeestoidentifythemselvesassomeonewitha disabilitywhenseekinganaccommodation.Itisalsotheresponsibilityofindividualemployeesto documenttheirdisability(fromtheirhealthcareprovider)andtodemonstratehowthedisabilitylimits theirabilitytocompletetheessentialfunctionsoftheirjob.Medicaldocumentationwillbekept confidentialandseparatefromtheemployee’spersonnelfile.
TheHumanResourcesOfficewillconsultwiththeapplicantoremployeeandothersasnecessaryand determineif:
1. additionaldocumentationfromahealthcareproviderorotherthirdpartyisneededtosupport theemployee’srequestforaccommodation;and
2. theindividualiseligibleforareasonableaccommodationundertheADA;and
3. theessentialandsecondaryfunctionsofthejob,thefunctionalworkenvironment,the functionallimitationsofthedisability,andthereasonablenessofanaccommodationdonot provideunduehardshiporadirectthreattothedepartmentorOCC;and
4. thecollegecanmeettherequest,andifso,inwhatmanner.
Ifareasonableaccommodationcanbemade,theHumanResourcesOfficewillworkcloselywiththe employeeandtheemployee’ssupervisortoensurethattheaccommodationismade Theemployeeis responsibleforcontactingtheHumanResourcesOfficeifthereasonableaccommodationisnot implementedinaneffectiveandreasonablemanner TheHumanResourcesOfficewillthentakesteps toensurethattheaccommodationisfullyimplemented
Iftheapplicantoremployeeisnotsatisfiedwiththeresultofhis/herrequestforareasonable accommodationorthewayinwhichitwashandled,s/hemayexpressconcerninwritingtothe ExecutiveVicePresidentofAdministration,whowillreviewtheconcern
OCCreservestherighttorecertifythequalifieddisabilitywiththeemployee’shealthcareprovider and/orfollowupwiththeemployeeandpossiblyotherswithinthedepartmentorbuildingregardingthe accommodation Ifrecertificationorfollow-upisdeterminedtobenecessary,theemployeewillbe notifiedofthetimingofsuch
3.11 Indemnification Policy Thecollegewillprovideindemnification(paymentofexpenses,includingattorneys’fees,judgments, penalties,fines,andamountsinsettlementactuallyandreasonablyincurredbytheindividualin connectionwithalegalaction)forindividualswhohavealegalactionbroughtagainstthemasaresult oftheirworkforthecollege Thefollowingsetsouttherequiredstepsanindividualmustfollowbefore thecollegedetermineswhethertoprovideindemnification
1. ProvideTimelyNoticeandRequestforIndemnification
TheindividualmustnotifytheGeneralCounselregardinganylegalactionwithinfivecalendar daysafterreceivingnotice Alongwithsuchnotice,theindividualmustprovideawritten requesttobeindemnifiedbythecollege Thatrequestshouldalsostatethereasonswhythe individualbelievess/heiseligibleforindemnificationunderthispolicy
2. ObtainDeterminationfromthePresident
Upontimelyreceiptofthenoticeandrequestforindemnification,theGeneralCounselwill reviewtheinformationprovided,conductafact-specificinvestigation,andmakea recommendationtothePresidentastowhetherthecollegeshouldindemnifytheindividual To beeligibletoreceivetheprotectionofferedbythispolicy,theindividualmusthave(1) compliedwithallapplicablecollegepoliciesand(2)actedwithinthescopeofhis/herassigned dutiesinamannerreasonablybelievedtobelawfulandinthebestinterestofthecollege. Additionally,withrespecttoanycriminalactionorproceeding,theindividualmusthavehadno reasonablecausetobelievehis/herconductwasunlawful.Decisionsontheextentofeligibility willbemadeonacase-by-casebasisandatthesolediscretionofthePresident.Thedecisionof thePresidentwillbecommunicatedinwritingtotheindividualandisfinal.IfthePresidentis seekingindemnification,athree-membercommitteeappointedbytheGeneralCounselwill decidetheissue.
3. ConditionsofIndemnification
Ifitisdeterminedthatthecollegeshouldindemnifytheindividual,thefollowingconditions willapply:
a. Indemnificationwillbemadeonlytotheextentthattheindividualisnotmadewhole forhis/herlossandexpensesfromallothersources,includinginsurance.Innocasewill indemnificationbeinanamountwhich,whencombinedwithallothersourcesof indemnification,exceedstheactualamountofexpenses,includingattorneys’fees, judgmentpenalties,fines,andamountspaidinsettlement;and
b Theindividualcooperatesfullywiththecollegeinhis/herdefensebyprovidingall pertinentinformationconcerningtheactorfailuretoactthatisthesubjectofthelegal action
Thecollege’sdecisionregardingwhethertodefendand/orindemnifytheindividualdoesnotaffectthe college’sabilitytotakenecessaryandlawfulcorrectiveaction,includingtermination,ifwarrantedby theeventsleadinguptothelegalaction
3.12 Mediation and Arbitration Clause Shouldagrievanceorotherdisputebetweenanemployeeandtheemployerariseatanytimeoutofany aspectoftheemploymentrelationship,includingbutnotlimitedtothehiring,performance,or terminationofemploymentand/orcessationofemploymentwiththeemployerand/oragainstany employee,officer,allegedagent,director,affiliate,orsubsidiary,orrelatingtoanapplicationor candidacyforemployment,theemployeeandemployerwillconferingoodfaithtoresolvepromptly suchdispute Ifthedisputeisnotresolved,theemployeeandemployershallutilizetheComplaintand GrievancePolicyasdescribedinSection75 IftheComplaintandGrievancePolicydoesnotresolve thedispute,theemployeeandemployeragreethatanygrievance,claim,ordisputearisingoutofor relatedtothisagreementortoanyaspectoftheemploymentrelationship,includingclaimsunder federal,state,andlocalstatutoryorcommonlaw,thelawofcontract,andlawoftort,shallbesettledby biblicallybasedmediation Ifthedisputeisnotresolvedthroughmediation,themattershallbe submittedtoanindependentandobjectivearbitratorforbindingarbitration
Theemployeeandemployeragreethearbitrationprocessshallbeconductedinaccordancewiththe RulesofProcedureforChristianConciliationoftheInstituteforChristianConciliation (iccpeace.com/rules)Theemployeeandemployershallselectthearbitrator Ifthereisanimpassein theselectionofthearbitrator,theInstituteforChristianConciliationshallappointaqualifiedarbitrator toserveinthatcapacity Inordertoencourageabiblicallyfaithfulprocess,OzarkChristianCollege agreestopayallinitialfeesandexpensesforthemediator,caseadministrator,and/orarbitrator,related tosuchproceedings Thefinalresponsibilityforsuchcostswillbeanissueforconsiderationor determinationinthemediationorarbitration.Intheeventofanarbitration,theemployeeandemployer agreetouseasinglearbitratorwhoisexperiencedintherelevantareaoflawandfamiliarwithbiblical principlesofconflictresolution.
Theemployeeandemployeragreethatthesemethodsshallbethesoleremediesforanycontroversyor claimarisingoutoftheemploymentrelationshiporthisagreementandexpresslywaivetheirrighttoa jurytrialand/ortofilealawsuitagainsteachotherinanycivilcourtforsuchdisputes,includingany classactionproceeding,excepttoenforcealegallybindingarbitrationdecision.Theemployeeand employeracknowledgethatbywaivingtheirlegalrightstoajurytrialorlawsuit,theyarenotwaiving theirrighttohirelegalcounselattheirownexpensetoassistthemduringanyphaseoftheprocess.
3.13 Student Employment Guidelines OzarkChristianCollege’sstudentemploymentprogramsareco-curricularanddesignedto:
● Createemploymentopportunitiesforwhichstudentscangainworkexperience.
● Providestudentswithameanstohelpmeettheireducationalexpenses
● Enrichstudents’experienceatOzarkthroughco-curricularlearningopportunities.
● Providedepartmentswitharangeofassistancetoenablethecollegetofunctionmoreeffectively andthusbetterserveallstudents
● Infusetheday-to-dayoperationsofthecollegewithstudents’energyandperspectives
AdditionalpoliciesandproceduresspecifictostudentemploymentareoutlinedintheStudent EmployeeGuidelines.
SECTION FOUR: Wages, Salaries, and Payroll Practices and Policies 4.1 Hours of Work 4.1.1
Standard Work Hours Theaverageworkweekis40hours.Formostoffices,theworkwillbeMondaythroughFriday. However,exceptionswillbealloweddependingontheneedsofaparticulardepartment.
Thestandardworkdayis8:00a.m.to5:00p.m.,whichincludesonehourforlunch.However,various shiftsmaybearrangedinaccordancewiththeneedsofthedepartment.Itisexpectedthatofficeswillbe opentothepublicat8:00am andclosetothepublicat5:00pm (Monday-Thursday)and4:00pm (Friday)
Employeesaregenerallyexpectedtomaintainregularofficehours However,administratorsmay approvelimitedremoteworkarrangementsunderspecialcircumstancesand/orforworkthatis conducivetoremotework
4.1.2
Break Time Anemployeeworkingfourconsecutivehoursisentitledtoapaidten-minutebreakduringthattime Employeesworkinganeight-hourshiftschedulemaytakeaone-hourunpaidlunchbreak Lunchand breaktimesshouldbecoordinatedwithanemployee’ssupervisor Breaktimeisconsideredworking time
4.1.3 Chapel Attendance and Mentor Group Leaders Employeesareexpectedtoattendweeklychapelservicesoncampuswhenresidentialclassesarein session.Departmentswillcloseoperationsduringthistimeunlesspriorapprovalisgivenfromthe supervisingExecutiveVicePresident.Chapeltimeisconsideredworkingtimeforallemployeeswhose normalworkhoursincludethesetimes.
EmployeesareaskedtoleadamentorgroupofstudentsonThursdayswhenresidentialclassesarein session.Mentorgrouptimeisconsideredworkingtimeforfull-timeemployeeswhosenormalwork hoursincludethesetimes.Mentorgrouptimecanbeconsideredworkingtimeforpart-timeemployees ifapprovedbysupervisor.
4.1.4 Friday Employee Lunch Meetings Lunchinthecafeteriaisprovidedatnocosttoallnon-studentemployeesonFridaysbeforetheweekly personnelmeetingswhenclassesareinsession Full-timeemployeesareexpectedtoattendortoconsult withtheirsupervisorsifunabletoattendduetowork-relatedreasons Part-timeemployeesarenot requiredtoattend,buttheycanreportitasonehourofworkiftheyattendandtheirregularlyscheduled hoursspanthe12:00-1:00pm lunchtimeonFridays Thiscomplimentarymealwillnotbeincludedin theemployee’staxableincome
4.1.5 Special Events Attendance Employeesmayattendspecialeventsoncampus(eg,Preaching-TeachingConvention)dependingon theirworkscheduleandsupervisorapproval Thistimeisconsideredworkingtimeforallemployees whosenormalworkhoursincludethesetimes
4.2
Compensation Policies Thefollowingdefinitionshavebeenestablishedtoclassifypositionsandtoprovideacommon understanding:
● “Employee”:ApersonwhoreceiveswagesorsalaryfromOzarkChristianCollegeandwhose workthisorganizationcontrolsanddirects
● “Full-timeEmployees”:Thoseemployeeswhoregularlyworkatleast30hoursperweekor 1,560hoursperfiscalyearandwhomaintaincontinuousregularemploymentstatus Regular full-timeemployeesareeligibleforbenefitsofferedbyOzarkChristianCollege
● “Part-timeEmployees”:Thoseemployeeswhoregularlyworklessthan30hoursweeklyand whomaintaincontinuousregularpart-timeemployeestatus Part-timeemployeesregularly workinglessthan30hoursperweekmaybeeligibleforcertainbenefitsofferedbyOzark ChristianCollege
● “TemporaryEmployees”:Thoseemployeeswhoseservicesareintendedtobeforashortperiod oftimeoroflimiteddurationwhenthereisnointentbyOzarkChristianCollegetoprovide regularstatus OzarkChristianCollegemayhiretemporaryemployeesdirectlyormayusean agency Temporaryemployeesarenoteligibleforbenefits Ifatemporaryemployeeis subsequentlyhiredasaregularfull-timeorpart-timeemployee,dateofhirewillbethedateon whichtheemployeebecomesaregularemployee
● “RegularEmployees”:Thoseemployeeswhoseservicesareintendedtobeforanindefinite periodandworkregularlyscheduledhoursonanongoingbasisineitherafull-timeorpart-time capacity
● “StudentEmployees”:Studentswhoregularlyworkupto25hoursperweekwhileclassesare insessiononcampusormorethan25hoursperweekduringbreaks Studentemployeesarenot eligibleforbenefitsofferedbyOzarkChristianCollege
● “IndependentContractors”:Thoseprovidingservicesforthecollegewhodonotmeetthe definitionofemployees
● “ExemptEmployees”:Executive,administrative,andprofessionalemployeeswhoareexempt fromtheFairLaborStandardsAct Exemptemployeespaidonasalarybasisarenoteligiblefor anddonotreceiveovertimepayment
● “Non-exemptEmployees”:EmployeeswhoarenotexemptfromtheprovisionsoftheFair LaborStandardsAct
4.2.1
Wages Anemployee’spositionmaybeclassifiedasnon-exemptorexemptdependingonthenatureofthe workandtherolewithintheorganization.PositionsmustmeetFairLaborStandardsAct(FLSA) requirementstobeclassifiedasexempt.
TheFLSArequiresthatmostemployeesbepaidatleastthefederalminimumwageforallhours workedandovertimepayatnotlessthantimeandone-halftheregularrateofpayforallhoursworked over40hoursinaworkweek.However,Section13(a)(1)oftheFLSAprovidesanexemptionfromboth minimumwageandovertimepayforemployeesemployedasbonafideexecutive,administrative,
professional,andoutsidesalesemployees.Section13(a)(1)andSection13(a)(17)alsoexemptcertain computeremployees.Theseexemptionsareoftencalledthe“white-collar”or“EAP”exemptions.To qualifyforexemption,employeesgenerallymustmeetcertaintestsregardingtheirjobdutiesandbe paidonasalarybasisatnotlessthan$844perweek($43,888peryear) Jobtitlesdonotdetermine exemptstatus Inorderforanexemptiontoapply,anemployee’sspecificjobdutiesandsalarymust meetalltherequirementsoftheFLSAregulations
Beingpaidona“salarybasis”meansanemployeeregularlyreceivesapredeterminedamountof compensationeachpayperiodonaweekly,orlessfrequent,basis Thepredeterminedamountcannotbe reducedbecauseofvariationsinthequalityorquantityoftheemployee’swork Anexemptemployee mustreceivethefullsalaryforanyweekinwhichtheemployeeperformsanywork,regardlessofthe numberofdaysorhoursworked Exemptemployeesdonotneedtobepaidforanyworkweekinwhich theyperformnowork Iftheemployeeisready,willing,andabletowork,deductionsmaynotbemade fortimewhenworkisnotavailable
Seethesefactsheetsformoreinformationonthespecificexemptionsforexecutive,administrative, professional,computer,andoutsidesalesemployeesandformoreinformationonthesalarybasis requirements.
Wagesarereviewedandappropriatechangesaremadeannually,normallyconcurrentwiththebudget year.Otherconsiderationsmaybegivenfromtimetotime,asoccasionrequires.
4.2.2 Payroll Deductions Thestandardpayrolldeductionsandanyemployee-electeddeductionsrequiredbylawwillbe withheldfromallpayrollchecks.
4.2.3 Ordained, Licensed, Commissioned Ministers, Payroll Deductions, and Housing
Allowance Full-timeadministrators,directors,andfacultymemberswhoareordained,licensed,orcommissioned willbetreatedasministersfortaxandsocialsecuritypurposes Thecollegemaydesignateother employeeswhorepresent,direct,manage,orpromotethecollege’sactivitieswhoarealsoordained, licensed,orcommissionedtobetreatedasministersfortaxandsocialsecuritypurposes Allother employeeswillbetreatedasregularemployeesfortaxandsocialsecuritypurposes Thecollegewill withholdfederalandstateincometaxesforordained,licensed,orcommissionedministersemployedin qualifiedroles,butnotSocialSecurityandMedicare Federalincometaxwithheldcanbeincreasedat theemployee’soption Forqualifiedpersons(ordainedorlicensed),aportionofone’sremunerationcan bedesignatedasahousingallowance Applicationforahousingallowanceismadeannuallythrough thePayrollSpecialist’sOffice,andapprovalismadebytheFinanceCommitteeoftheBoardof Trustees
4.2.4 Paydays and Online Timecards AllemployeesofOzarkChristianCollegearepaidsemi-monthlyonthe15th andlastdaysofthemonth Ifthepaydatefallsonaweekendorholiday,thepaycheckwillbeissuedontheprecedingworkday
Employeespaidanhourlyratemustsubmitanapprovedtimecardonlineby10:00a.m.,accordingtothe payrollcalendar.Thetimecardreflectstimeworkedsincethepreviouslysubmittedtimecard.No
anticipatedhoursshouldbereflectedexceptatthespecialrequestoftheHumanResourcesOffice. Failuretomeetthistimeschedulemayresultintheemployeereceivingnopayuntilthenextpayperiod.
Directdepositisrequiredforpaytobetransferredautomaticallytotheemployee’sbankaccounton thepaydate
4.2.5 Overtime WorkperformedfromSundaythroughSaturday acalendarweek isusedtodetermineifovertimeis dueandwillbepaidifhoursworkedduringthisperiodexceed40hoursfornon-exemptemployees The non-exemptemployee’ssupervisormustapprovetheovertimehoursbeforetheworkisdone Supervisorsareprohibitedfromrequestingemployeestoworkovertimehoursandnotreportthem All hoursworkedinacalendarweekaretobereportedandpaidtotheemployee,includingtheovertime work Workingunauthorizedovertimeisgroundsforsignificantcorrectiveactionuptoorincluding immediatetermination
Therateofovertimewillbeoneandone-halftimesthenormalhourlyrate Otherpaidtimeoffinthe week(eg,holidaysandvacation)willnotbeincludedinthecalculationofovertimehours Overtime compensationearnedinaparticularworkweekwillbepaidontheregularpaydayfortheperiodin whichsuchaworkweekends.
4.2.6
Holidays OzarkChristianCollegeconsidersthefollowingtobeestablishedpaidholidays.
● MartinLutherKingJr.Day
● Thursday-FridayofSpringBreak(asdeterminedbytheacademiccalendar)
● GoodFriday
● MemorialDay
● JuneteenthNationalIndependenceDay
● IndependenceDay
● LaborDay
● Monday-TuesdayofFallBreak(asdeterminedbytheacademiccalendar)
● Wednesday-FridayofThanksgivingBreak
● ChristmasEvethroughNewYear’sDay(nottoexceed7paiddaysoff)
Full-timeemployeesrequiredtoworkonanestablishedpaidholidaywillreceiveholidaypayalongwith payforthetimeworked.Iftheholidayfallsinafullweekofanemployee’svacationleave,thedaywill notbecountedinthevacationleave.
Part-timeemployeesworking750-1,559hourscanchoose80hoursofregularlyscheduledholidays withinpay/employmentyear.Full-timeemployeesworking1,600-2,079hourscanchoose120hoursof regularlyscheduledholidayswithinpay/employmentyear.
4.2.7 Campus Closures and Inclement Weather Announcements Ininclementweather,emergencysituations,orothercircumstances,itmaybenecessarytocancel classes,closeoffices,orclosecampus.Inthatevent,theExecutiveVicePresidentofAdministration willconsultwithadministratorsandlocalofficials.Whenpossible,thedecisiontocancelclassorclose officesismadethenightbefore.However,inclementweatherisoftenunpredictable,andadecisionmay bemadeinthemorning.OCCadministratorswillmakeeveryefforttocommunicateclosuresby6:00
a.m.Classcancellationsorclosureswillbecommunicatedwithpersonnelandstudentsviaemail (occ.eduandmy.occ.edu),textmessage(Everbridge),andOCCsocialmediaaccounts(Facebook, Twitter,andInstagram)
Closuredesignationsinclude:
● CampusClosed:Allofficesandservicesareclosed,includingtheDiningHall,Bookstore, SethWilsonLibrary,andadministrativeofficesacrosscampus
● OfficesClosed:Administrativeofficesacrosscampusareclosedbutessentialservicesmaybe available,includingtheDiningHall,Bookstore,andSethWilsonLibrary
● ClassesCanceled:Regularlyscheduledclassesarecanceledduringadesignatedperiodof time Officesmayremainopenandservicesmaystillbeavailable
● In-PersonClassesCanceled:Classeswillnotmeetinperson,butprofessorsmay communicateremotelearninginstructions
IftheOCCcampusisclosedbyadministration,employeeswillbepaidforthehourstheywouldhave regularlyworked Employeesmayberequiredtoreporttoworkorworkremotely Hourlyemployees whoarerequiredtowork asapprovedbytheirsupervisor willreporthoursworkedinadditionto regularlyscheduledhours
4.3 Personnel Benefits OzarkChristianCollegeprovidescertainemployeebenefitsoutlinedwithinthishandbook All employeebenefitsaresubjecttochangeoreliminationatanytimeatthesolediscretionofthecollege Benefitsalsomaybemodifiedbyfederalandstatelaw Theemployeebenefitsapplyonlytofull-time personnelunlessotherwiseindicated PleasecontacttheHumanResourcesOfficeifyouhaveany questionsregardingbenefits
4.3.1 Health Insurance OCCpayshealthinsurancepremiumsforfull-timeemployeesandtheirdependents Afterenrollmentfor healthinsurance,theemployeewillreceiveonlineaccesstoaplansummaryandbooklet.Aplan summaryandbookletarealsoavailabletoallemployeesontheHumanResourcestabofthemy.occ.edu portal.Theseitemswilldescribethedeductibles,co-payments,co-insurance,andbenefits.
HealthcareproviderswithinthePreferredProviderOrganization(PPO)shouldfileclaimsdirectlywith theinsurancecompany.HealthcareprovidersoutsideofthePPOmayormaynotfileclaimsdirectly.If thehealthcareproviderdoesnotfiletheclaim,itistheresponsibilityoftheemployeetofilethe necessarydocumentswithaclaimform.ClaimformsmaybeobtainedfromtheHumanResources Office.
Prescriptioncardsareprovidedbytheinsurancecompanyaspartofthehealthinsurancebenefit.
4.3.2 Health Care Reimbursement Thecollegeprovidesadditionalfinancialassistancefordeductibleamounts,co-insuranceamounts,and prescriptioncostsforin-networkservices Oncetheemployeehaspaid$700(perfamilymemberora totalof$2,100perfamily)forallowablein-networkmedicalcare(asdeterminedbythehealthinsurance company),thecollegewillreimbursetheemployeeforout-of-pocketdeductible,co-insurance,and
prescriptionco-paysnotpaidbyinsurance.Theprescriptioncardprovidedbytheinsurancecompany mustbeused.
4.3.3 Flexible Spending Account EmployeesareeligibletoparticipateinaFlexibleSpendingAccount(FSA)ifworkingatleast1,000 hoursinacalendaryear
EachDecember,employeesmaydesignateanamounttobewithheldfromhis/herpayinthefollowing year Thisamountmaybeusedtoreceivereimbursementsforout-of-pocketmedical,dental,vision, andotherqualifiedexpenses Theamountdesignatedisatax-freebenefittotheemployee,which meansthatthisamountisnotsubjecttoSocialSecurityandMedicareorincometaxes
4.3.4 Life Insurance Termlifeinsuranceisprovidedatarateof2.5timestheannualsalaryforallfull-timepersonnel,uptoa maximumof$45,000ofcoverage.Reductionsapplyonceanemployeereachesage65.Termlife insuranceintheamountof$2,000isprovidedfortheemployee’sspouseandforeachdependentchild sixmonthsto19yearsofage(toage25ifafull-timestudent).Achildlessthansixmonthsofage receives$1,000ofcoverage.
4.3.5 Christian Churches Pension Plan Anannualcontributionof$750isprovidedtotheChristianChurchesPensionPlanforadministrators andfull-timefacultyonOctober1followingthedateofemployment.Otherfull-timeemployees becomeeligiblefortheannualcontributiononOctober1followingthecompletionofoneyearof service.Thecontributioncontinues(withcontinuousemployment)untiltheemployeereachesage65.
TheChristianChurchesPensionPlanbeginsmonthlypaymentsatage65.Thepaymentamountsare determinedbytheenrollee’sageatenrollmentandthenumberofyearsenrolledintheplan.The investmentsoftheplanaredeterminedbytheChristianChurchesPensionPlanBoardofGovernors,the planadministrator,andtheplantrusteeandnottheindividualparticipants
AdditionalinformationmaybefoundinthepamphletprovidedbytheChristianChurchesPensionPlan uponenrollment
4.3.6 Employee 403(b)(9)
Thecollegewillmatchemployeecontributionsupto3%ofsalaryplacedintothe403(b)(9)-retirement plan Employeesareeligibletoparticipateuponcompletionofoneyearofserviceand1,000hoursof timeworkedintheprevioustwelvemonths Aftereligibilityrequirementsaresatisfied,employeesmay entertheplanatthebeginningofthenextcalendarquarter Employeesmaycontributeuptotheamount approvedbylawintotheplan
4.4 Additional Employee Benefits
4.4.1 Enrollment Benefits for Employees
OCCoffersseveralenrollmentbenefitsforemployees,spouses,andchildrenofemployees These benefitsareintendedtohelpstudentspayforsomeorallofthestudent’sOCCeducationalcosts.
UndergraduateEnrollmentBenefitforEmployeesandSpouses Uptosixhoursofundergraduatetuitioncreditpersemester(18hourspercalendaryear)isavailableto full-timeandpart-time(non-student)employeesworking1,000+hoursandtotheirspousesafterthe firstyearofemployment Tuitioncreditappliesonlytoundergraduatetuitioncharges Theenrollment feeandotherfeesarenotincludedinthecredit EmployeeTuitionCreditrequestformsareavailableon theHumanResourcestabofthemyocceduportal Employeesmustobtaintheapprovalofhis/her supervisorbeforeregisteringforcourses
TaxLiability TheInternalRevenueCodeallowsemployeestoexcludequalifyingundergraduatetuitionfromtheir grossincome Therefore,thisbenefitisnottaxableandwillnotbeaddedtoemployees’grossincome
UndergraduateEnrollmentBenefitforChildrenofEmployees Anenrollmentbenefitisavailableforundergraduatetuition,roomandboard,andstudentenrollment feesatOzarkChristianCollegetoemployees’childrenunderage26 Forfull-timeemployees(1,560+ hours):uptotheequivalencyof12credithourspersemester Forpart-time(non-student)employees (1,000-1,559hours):uptotheequivalencyofsixcredithourspersemester.
● Thebenefitamountwillbeappliedafterinstitutionalaidhasbeenawardeduptobutnotin excessoftuition,roomandboard,andstudentenrollmentfees.Thisbenefitisnoteligiblefor summercoursesandcannotbestackedwiththeMosaicorAmbassadorScholarships.
● Studentmustbeadegree-seekingstudent(unlessahighschoolstudentseekingadvancedcredit) andmaintainaminimum2.0GPA.
● ThebenefitapplicationisavailableontheHumanResourcestabofthemy.occ.eduportalandis tobesubmittedtotheStudentFinancialServicesOffice.
TaxLiability ● Ifachildisdependent,thenanyamountappliedtoqualifyingtuitionandfeesisnon-taxableand willnotbeaddedtoemployees’grossincome.Anyamountappliedabovequalifyingtuitionand fees,includingbutnotlimitedtoroomandboard,istaxableandwillbeaddedtoemployees’ grossincome.
● Ifachildisnon-dependent,thenalltuitionbenefitsreceivedbythestudentaretaxabletothe employeeofOCCandwillbeaddedtotheemployee’sgrossincome.
● TheInternalRevenueCoderequiresthatanytaxablebenefitbeaddedtoemployees’taxable wagesandemploymenttaxesmustbewithheld.Itisrecommendedthatemployeesmeetwith HRand/orataxprofessionaltounderstandtheimplicationsofthisbenefit.
SeminaryEnrollmentBenefitforEmployeesandSpouses Enrollmentbenefitsareavailable,afteroneyearofemployment,foremployeesandtheirspouseswhoare enrolledinaseminarydegreeprogram.A50%tuition-onlydiscountwillbemadeavailabletofull-time (1,560+hours)employees.A25%tuition-onlydiscountwillbemadeavailabletopart-timeemployees (1,000+hoursannually)andtospousesoffull-andpart-time(1,000+hours)employees.Spousesand part-timeemployeesareeligibletoapplyforinstitutionalscholarships,buttheywillnotbestackablewith thisenrollmentbenefit.ApplicationforthisbenefitmustbesubmittedtotheappropriateExecutiveVice Presidentforapproval TheapplicationformcanbefoundontheHumanResourcestabofthemy.occ.edu portal
TaxLiability ● InaccordancewiththeInternalRevenueCode,section127,allgraduatecourseworkwillbetaxed after$5,250ofeducationassistanceperemployeepercalendaryear.
● Alltuitionremissionreceivedbynon-employeespousesofemployeesisfullytaxable(no$5,250 exclusion).
● TheInternalRevenueCoderequiresthattaxabletuitionremission,eitherfortheemployeeor theirspouse,mustbeaddedtoemployees’taxablewagesandemploymenttaxesmustbe withheld.ItisrecommendedthatemployeesmeetwithHRand/orataxprofessionalto understandtheimplicationsofthisbenefit
4.4.2 Continuing Education Tuition Assistance Employeesmayapplyforagrantforupto$2,500peryearforuptofouryears Thegrantcanbeapplied toqualifyingeducationalexpensestowardanapprovednon-OCCmaster’sordoctor’sdegreeprogram Acceptanceofthisassistancecarrieswithitacommitmenttoservewiththecollegethefollowingyear ApplicationforthisallowanceistobesubmittedtotheappropriateExecutiveVicePresidentforapproval TheapplicationformcanbefoundontheHumanResourcestabofthemyocceduportal
4.4.3 Dining Hall Privileges Lunchisprovidedtoallfull-timeandpart-time(non-student)personnelatnocostintheOCCDining HallMondaythroughThursdaywhenresidentialcoursesareinsession.Thevalueofeachmealis taxableandwillbereportedontheemployee’staxableincome,withapplicabletaxeswithheld.
Lunchisprovidedtoallfull-timeandpart-time(non-student)personnelatnocostonFridayspriorto theweeklypersonnelmeetingwhenresidentialclassesareinsession.Thisweeklymealwillnotbe addedtotheemployee’staxableincome.
Full-timeandpart-time(non-student)personnelmayeatatahalf-pricediscountduringothermeals.
4.4.4 Bookstore Discount Full-timeandpart-time(non-student)personnel,his/herspouse,anddependentchildrencanpurchase itemsinthebookstoreforadiscountasfollows:
● Books35%
● Merchandise20%
● Textbooks20%
Certainitems,suchasbatteries,toiletries,stamps,candy,etc.,donotqualifyforthediscount.Discounts donotapplytotheonlinestore.
4.4.5
Complimentary Tickets Full-timeandpart-time(non-student)employeesandtheirdependentsareadmittedtoon-campus athleticseventsfreeofcharge Somerestrictionsmayapplytotournamentsorotherspecialevents
Announcementofcomplimentaryticketstootheron-campuseventswillbemadebytheHuman ResourcesOfficetoallemployees
4.4.6
Campus Facilities and Services MabeeStudentCenter
AllemployeesandtheirfamiliesmayusetheequipmentlocatedintheMabeeStudentCenterduring hoursofoperation
Multi-PurposeBuildingandFitnessCenter
AllemployeesandtheirfamiliesmayusetheMPBandFitnessCenter Employeesmaygainaccess outsideoperatinghoursbyusingtheirkeyfobs
HealthServices
TheHealthServicesCoordinatorisavailableAugust-Maywhenclassesareinsessionandmayprovide servicestoemployees,theirspouses,anddependentchildren
SethWilsonLibrary OCCemployees,spouses,anddependentchildrenhavefulllibraryprivileges.AnIDcardwillbe requiredforcheckingoutlibraryitems.Nofineswillbeappliedforlateitems,butemployeesshould keepinmindthatstudentshavepriorityforallmaterials.
4.4.7
Personal Use of Campus Facilities Campusfacilitiesareavailableforpersonalusebyemployees,accordingtothepoliciesandprocedures intheHospitalityDepartmentHandbook.Arrangementsandreservingofanyfacilityshouldbe arrangedinadvancewiththeEventsandHospitalityDirector.
4.4.8
Intercollegiate Tuition Waiver Program TheIntercollegiateTuitionWaiverProgram(ITWP)isabenefitextendedtothedependentsofall full-timeemployeesofparticipatingindependentChristiancollegesanduniversitiesofthe Stone-CampbellMovement Uponthetermsofthisagreement,participatingcollegesanduniversities willacceptalimitednumberoftuitionwaiverstudentsbasedonthestandardadmissionrequirementsof thereceivinginstitution ITWPisatuitionwaiverprogramonly Thestudentisfullyresponsibleforall otherexpensesassociatedwiththecostofenrollingatandattendingtheparticipatingcollegeor university Contacttheinstitutionyourstudentisinterestedinattendingfordetailsandeligibility requirements
4.4.9
Google File Storage Googleoffersalimitedpoolofstorageforeducationalinstitutions EmployeesofOCCreceivethis accessthroughtheirocceduemailaddress Becausethisserviceislimitedandofferedonlyduring employment,employeesareencouragednottousetheocceduemailaddressforpersonalfilestorage, logins,orpasswords.
SECTION FIVE: Employee Leave 5.1 Vacation OzarkChristianCollegeencourageseachemployeetotakevacationaspaidtimeawayfromwork The collegedoesnotprovidevacationpayunlessvacationtimeistakenastimeofffromworkorupon separationofemployment
Full-timeemployeesareeligibleforvacation Requestsforvacationwillbeapprovedbyeach employee’ssupervisoraccordingtodepartmentalpracticeandstaffingrequirements Employeeswill begintoaccruevacationtimeonthedateofhire Employeeswhodonotsuccessfullycompletethenew employeeorientationwillnotreceiveanyvacationtime.
Vacationdaysshouldbetakenduringtheyearinwhichthedaysareearned.However,employeesmay carryoveruptooneweekofunusedvacationtimetothenextyear.Theminimumamountofvacation thatmaybetakenisahalf-day.
Vacationeligibilityforfull-timepersonnel:
Vacationeligibilityforpersonnelbudgetedtowork1,560-2,080hoursperyearis3/4time Employees maytakevacationdayspriortoearningthedayswiththeexpectationthatemploymentwillcontinue.In theeventoftermination,theemployeewillbecompensatedforanyvacationdaysearned(proratedfor theyear)butnotyettaken.Ifanemployeeterminatesemploymentpriortoworkingtheappropriate lengthoftimetoearntheamountofvacationdaysused,theemployeeshallreimburseOCCincashfor anydaysusedbutnotyetearnedonaproratedbasis.
EmployeeswithhiredatespriortoJuly1,1998,willtakevacationtimeonafiscalyear(July1-June30) basis.EmployeeswithhiredatesafterJune30,1998,willtakevacationtimebasedonthedateofhire.
5.2 Short-Term Absence Time (STAT) Full-timeemployeesarealloweduptoamaximumoftwelvepaiddaysoffannuallyformatterswhich wouldpreventtheemployeefromworking,suchasillness,orwhichrequirepersonalattentionduring theworkday,suchasdentalanddoctorappointments,teacherconferences,conductofpersonal business,andbereavement.ThistimeisreferredtoasShort-TermAbsenceTime(STAT).Part-time (non-student)employeesworking750-1,559hoursperyearwillreceive48hoursofSTAT.Employees working1,600-2,079hoursperyearwillreceive72hoursofSTAT.
Duringthefirstyearofemployment,STATwillbeearnedattherateofonedaypermonth.ASTATday (numberofhours)isdefinedastheannualhoursbudgetedfortheposition,dividedby2,080hours, multipliedbyeighthours
Beginningthesecondyearfromthedateofhire,full-timeemployeeswillbeeligibletotaketwelve STATdays Forfull-timeemployeeshiredpriortoJuly1,1998,thistimewillbecalculatedonafiscal yearbeginningeachJuly1
Whenpossible,employeesshouldnotifytheirsupervisorinadvanceofusingSTAT STATistobetaken inone-hourincrementsperoccasion Necessarytimeoffforlessthanonehourwillbetrackedbythe departmentsupervisorandcanbetakenoffwithoutpayorcanbemadeupthroughworkingadditional hourswithinthesameworkweek
STATisnotintendedtobeusedasadditionalvacationtime STATdaysmaynotbecarriedovertothe followingyear
5.3 Family and Medical Leave Act (FMLA) ItisthepolicyofOzarkChristianCollegetoprovidefamilyandmedicalleavesinaccordancewiththe FamilyandMedicalLeaveActof1993(FMLA)
Eligibility TheFMLAentitleseligibleemployeestotakeupto12weeksofunpaid,job-protectedleaveina 12-monthperiodforreasonsspecifiedintheFMLA Undercertaincircumstances,familiescaringfor servicemembersrecoveringfromaseriousinjuryorillnessmaytakeupto26weeksofunpaid, job-protectedleave.YouareeligibleforFMLAleaveifyouhave,beforethefirstdayofyourFMLA leave,(1)workedforatleast12months,and(2)provided1,250hoursofservicewithintheprevious 12-monthperiod.Wecalculatethe12-monthperiodbackwardfromthedatetheemployee’sFMLA leavebegins.IfyouandyourspousearebothemployedbyOzarkChristianCollege,yourcombined FMLAleaveentitlementis12weeksforthebirth,adoption,orplacementofachild.
ReasonsforFMLALeave FMLAleavewillbegrantedtoeligibleemployeesforanyofthefollowingreasons:
● Thebirth,adoption,orplacementofachild(12weeks).
● Thecareofaspouse,child,orparentwhohasaserioushealthcondition(12weeks).
● Theemployee’sownserioushealthcondition(12weeks).
● A“qualifyingexigency”arisingoutofacoveredfamilymember’sactivedutyorcalltoactive dutyintheArmedForcesinsupportofacontingencyplan(12weeks).
● Thecareofacoveredfamilymemberwhohasbecomeseriouslyillorseriouslyinjuredinthe lineofdutyintheArmedForces(26weeks).
A“serioushealthcondition”meansanillness,injury,impairment,orphysicalormentalconditionthat involves:
● Anyperiodofincapacityortreatmentinconnectionwithorafterinpatientcareinamedical facility.
● Anyperiodofincapacityrequiringabsencefromwork,school,orotherregulardailyactivities ofmorethanthreecalendardaysandinvolvingcontinuingtreatmentbyahealthcareprovider.
● Anyperiodofincapacityduetopregnancyorforprenatalcare;or
● Continuingtreatmentbyahealthcareproviderforachronicorlong-termconditionthatwould likelyresultinaperiodofincapacityofmorethanthreecalendardays.Unlesscomplications ariseorifleftuntreated,thecommoncold,theflu,upsetstomachs,headaches,ororthodontic problemswillnotgenerallybeconsideredserioushealthconditions.Routinephysical,eye,or dentalexaminationsarenotconsideredtreatmentsindicativeofaserioushealthcondition.
GuidelinesofFMLALeave Ifmedicallynecessary,leavemaybetakenonanintermittentorreducedschedulebasisfortheserious healthconditionoftheemployeeoranimmediatefamilymember Intermittentorreducedleavemaybe takenforthebirthoradoptionofachildonlyifapprovedbytheHumanResourcesOffice
OzarkChristianCollegerequirestheemployeetofirstusehis/herpaidsickleave,floatingholidays,or vacationtimeforanypartofthe12-week(or26-week)period Therefore,allavailablepaidsickleave, floatingholidays,andvacationtimemustbeusedandwillbedesignatedasFMLAleavetimebefore anyremainingFMLAleavecanbetakenonanunpaidbasis
NoticeandMedicalCertification IfyoubecomeeligibleforleaveundertheFMLA,youmustfollowtheseguidelines:
● Youmustprovide30daysofadvancenoticewhentheleaveisforeseeable Whentheneedfor leaveisnotforeseeable,youmustprovidenoticetotheHumanResourcesOfficewithintwo businessdaysofwhenyoubecomeawareoftheneedforleave Noticemaybeprovidedby yourspouse,familymember,orotherrepresentativeifyouareunabletodosopersonally FailuretoprovidenoticecouldjeopardizeyourFMLAstatus.
● FMLArequiresthatyouattempttoscheduleplannedmedicaltreatmentorintermittentleaveto avoidunduework-relateddisruption.Thismeansthatincaseswhereyourtreatingphysicianis available,youmayberequiredtoscheduleplannedmedicaltreatmentoutsideofgeneral businesshours.
● Ifyoutakeleavetocareforaspouse,child,orparent,youmustprovideamedicalcertification within15calendardaysoftherequestforleave.ContacttheHumanResourcesOfficetoobtain acopyofthe“CertificationofHealthCareProvider”form.Asecondand/orthirdmedical certificationatOzarkChristianCollege’sexpensemayberequired.
● Ifyoutakeleaveforyourownserioushealthcondition,youarerequiredtoprovidea fitness-for-dutyreport,alongwiththe“CertificationofHealthCareProvider”form,before returningtowork.
● WhileonFMLA,youarerequiredtoreporttotheHumanResourcesOfficeperiodicallyon yourstatusandyourplanstoreturntowork.Thisorganizationwilltakestepstomaintainall medicalinformationconfidentiallyinaccordancewiththeAmericanswithDisabilitiesAct.
BenefitsDuringFMLALeave YoumaychoosetocontinueyourparticipationinourvoluntaryVisionandDentalprogramwhileon leave.However,itisyourresponsibilitytoarrangeforpaymentofnecessarypremiumsduringyour leave.Failuretomaketheappropriatepremiumpaymentsmayresultinthecancellationofyour voluntaryVisionandDentalinsurancecoverage.Additionally,ifyoufailtoreturntoworkattheendof
theleave,OzarkChristianCollegehastherighttorecoupthepremiumspaidformaintainingvoluntary VisionandDentalinsurancecoverage.
ReturningtoWork WhenyoureturntoworkafteryourFMLAleave,youwillberestoredtoyouroriginalpositionortoan equivalentpositionwithequivalentpay,benefits,andothertermsandconditionsofemployment
DisabilityPlansandFMLA Situationsmayariseinwhichboththisorganization’sshort-termand/orlong-termdisabilityplanand theFamilyandMedicalLeaveActapply WhilethepurposeofFMLAistoprovide12weeks(or26 weeks)ofunpaid,job-protectedleave,thepurposeofshort-termandlong-termdisabilitybenefitsisto helpsupplementlostincomeduringlongperiodsofincapacity
Anyleavegrantedunderthedisabilitypoliciesshallrunconcurrentlywiththe12weeks(or26weeks) grantedundertheFMLA WhenanemployeeiseligibleforFMLAonly,allavailablepaidsickleave, floatingholidays,andvacationtimemustbeusedandwillbedesignatedasFMLAleavetimebefore anyremainingFMLAleavecanbetakenonanunpaidbasis Ifyouhaveanyquestionsregardinghow FMLAleaveisapplied,pleasecontacttheHumanResourcesOffice.
Guidelines WhenFMLAleavehasbeenexhaustedandtheemployeedoesnotreturntowork,employmentmaybe terminated.Ifemploymentisnotimmediatelyterminated,thisorganizationmaydesignateallfuture absencesasunexcusedabsences.Additionally,whenFMLAhasbegunandallsickandvacationtime hasbeenused,anynon-qualifyingFMLAabsencesmaybeconsideredunexcusedabsences.
5.4 Extended Sick Leave ExtendedSickLeave(ESL)timeisgrantedfortheoccasionswhenanemployeemustbeawayfrom workduetotheemployee’shealthreasons.Thismayinvolveillness,surgery,etc.Full-timeemployees willearnonehalf-daypermonth(sixdaysperyear)fromthedateofhire.UnusedESLaccumulates fromyeartoyearupto65days.
ESLtimecanonlybeusedafteranemployeeisabsentfromworkforfiveconsecutivedaysdueto illness.ESLtimeistakeninconsecutivefull-dayorhalf-dayincrementsonly.ESLprovides compensationwithouttheemployeerequiredtoutilizealltheirSTATdaysatonetime.Intheeventof partialortotaldisability,ESLtimeisusedduringthewaitingperiodbeforelong-termdisabilitybenefits begin.
Upontermination,employeeswillnotreceiveremunerationforunusedESLtime.
5.5 Paid Parental Leave Policy Eligibility PaidParentalLeave(PPL)isprovidedforfull-timeemployeesfollowingthebirthofanemployee’s childortheplacementofachildwithanemployeeinconnectionwithadoptionorfostercare,forthe
purposeofbondingwithandcaringforthechild.Astep-parentadoptionofaspouse’schildisexcluded fromthispolicy.
Amount,TimeFrame,andDurationofPaidParentalLeave PrimaryCaregivers:
PrimaryCaregiversareeligibletoreceiveuptosixconsecutiveweeksofPaidParentalLeavewithinthe firsttwomonthsofbirthorplacementofthechild
Definitionof“PrimaryCaregiver”:anemployeewhohastheprimaryresponsibilityforthecare ofachildimmediatelyfollowingthebirthorarrivalofthechildintothecustody,care,and controloftheparentforthefirsttime Thisdefinitionappliestobirths,adoptions,andfoster care
SecondaryCaregivers:
SecondaryCaregiversareeligibletoreceiveuptotwoweeksofPaidParentalLeavewithinthefirst monthofbirthorplacementofthechild
Definitionof“SecondaryCaregiver”:anemployeewhowillhavetheleastamountoftheirtime devotedtothecareofachildimmediatelyfollowingthebirthorarrivalofthechildintothe custody,care,andcontroloftheparentforthefirsttime.Thisdefinitionappliestobirths, adoptions,andfostercare.
IntheinstancethatboththePrimaryandSecondaryCaregiversareemployedbyOCC,oneemployee mustassumetheroleofPrimaryandtheotheremployeemustassumetheroleofSecondary.Onlyone PrimaryCaregiverleavewillbegrantedinthesamerequest.
PaidParentalLeavebenefitswillnotbepaidbeyondthestatedbenefit.Ifanemployeecontinuestobe absentfromwork,theyareeligibletouseExtendedSickLeave(ESL).
● EachweekofPaidParentalLeaveiscompensatedat100percentoftheemployee’sregular, straight-timeweeklypay.PaidParentalLeavewillbepaidontheregularlyscheduledpaydates.
● ApprovedPaidParentalLeavemaybetakenatanytimeduringtheperiodlistedabove immediatelyfollowingthebirth,adoption,orplacementofachildwiththeemployee.Paid ParentalLeavemaynotbeusedorextendedbeyondthistimeframe.
● Intheeventofafemaleemployeewhohasgivenbirth,thePaidParentalLeavewillcommence atthetimeofbirth.
● EmployeesmusttakePaidParentalLeaveinonecontinuousperiodofleaveandmustuseall PaidParentalLeaveduringthetimeframeindicatedabove.AnyunusedPaidParentalLeave willbeforfeitedattheendofthetimeframe.
● Uponterminationoftheindividual’semploymentatOCC,heorshewillnotbepaidforany unusedPaidParentalLeaveforwhichheorshewaseligible.
CoordinationwithOtherPolicies ● PaidParentalLeavetakenunderthispolicywillrunconcurrentlywithleaveundertheFMLA; thus,anyleavetakenunderthispolicythatfallsunderthedefinitionofcircumstances qualifyingforleaveduetothebirthorplacementofachildduetoadoptionorfostercare,the leavewillbecountedtowardthe12weeksofavailableFMLAleavepera12-monthperiod.All otherrequirementsandprovisionsundertheFMLAwillapply Innocasewillthetotalamount ofleave whetherpaidorunpaid grantedtotheemployeeundertheFMLAexceed12weeks
duringthe12-monthFMLAperiod.PleaserefertotheFamilyandMedicalLeavePolicyfor furtherguidanceontheFMLA.
● AfterthePaidParentalLeave,thebalanceofFMLAleave(ifapplicable)willbecompensated throughtheemployee’saccruedESL,STAT,andvacationtime.Uponexhaustionofaccrued ESL,STAT,andvacationtime,anyremainingleavewillbeunpaidleave Pleaserefertothe FamilyandMedicalLeavePolicyforfurtherguidanceontheFMLA
● OCCwillmaintainallbenefitsforemployeesduringthePaidParentalLeaveperiodjustasif theyweretakinganyotherpaidleave,suchaspaidvacationleaveorpaidESL
● IfanOCCholidayoccurswhiletheemployeeisonPaidParentalLeave,suchdaywillbe chargedtoholidaypay;however,suchholidaypaywillnotextendthetotalPaidParentalLeave entitlement
● AnemployeewhotakesPaidParentalLeavethatdoesnotqualifyforFMLAleavewillbe affordedthesamelevelofjobprotectionfortheperiodoftimethattheemployeeisonPaid ParentalLeaveasiftheemployeewasonFMLA-qualifyingleave
RequestsforPaidParentalLeave ● TheemployeemustprovidetheirsupervisorandtheHumanResourcesOfficewithnoticeofthe requestforPaidParentalLeaveatleast30dayspriortotheproposedleavedate(oriftheleave wasnotforeseeable,assoonaspossible) TheemployeemustcompletethenecessaryHRforms andprovidealldocumentationasrequiredbytheHROfficetosubstantiatetherequest
● Thistypeofleavewillnotaccrueeveryyearandwillnothaveanavailablebalance
● Aswithallcollegepolicies,OCChastheexclusiverighttointerpretthispolicy
5.6 Long-Term Disability PremiumsarepaidbythecollegetoprovideLong-TermDisabilityinsuranceforallfull-time employees Thewaitingperiodforeachdisabilityis90calendardays Theamountofpaymentis60% ofbasicmonthlyearnings Long-TermDisabilityinsurancemaygointoeffectwhenthereisalossof dutiesand1%ormorelossinearnings Thebenefitperiodisupto24monthsfordisabilityfromyour ownoccupation,anduptothelaterofage65orSocialSecuritynormalretirementage(SSNRA)forany occupation(completedisability) Thereisanannualcostoflivingadjustment,nottoexceed3%,for disabilitieslastinglongerthanoneyear
5.7 Military Leave of Absence OzarkChristianCollegeprovidesamilitaryleaveofabsence(LOA)inaccordancewiththeUniformed EmploymentandReemploymentRightsActof1994(USERRA)
STATtimemaybeusedforshortabsencesawayfromwork(eg,annualreservisttime) Forextended absences,determinationofappropriatepayandbenefitswillbemadeonacase-by-casebasisuponprior writtennotificationoftheintendedabsence
5.8 Jury Duty OCCwillpayfullwagesorsalarywhileanyfull-timeorpart-time(non-student)employeeisawayfrom workforjuryresponsibilities Anyremunerationreceivedbytheemployeefromtheirjuryservice shouldbesubmittedtothecollege
5.9 Christian Service Days Uptofivedaysofpaidleaveistobegrantedtofull-timepersonneldesiringtoparticipateinChristian serviceonbehalfofthecollegeorwithaChristianorganizationorchurch Theintentofthisallowance istograntemployeesanopportunitytodedicateuptofiveworkdaysinservice(eg,asponsorata Christiancamp/conference,anoverseasmissiontrip,orachurchservicetrip) Thetimeoftheservice musttakeplaceduringnormalworkinghours Fivedaysofleavewillbegrantedwithfullpayandwill notbecountedasvacation Christianservicedayscanbetakeninhalf-dayorfull-dayincrements The employeemustcoordinatewithhis/herimmediatesupervisorandadministratortoensurework responsibilitieswillbeadequatelycoveredduringhis/herabsence Thisleaveshouldnotbescheduled duringaperiodwhentheemployee’sabsencewouldcreateaconflictwithdepartmentalorcampus events Anyadditionaltime(exceedingtheallowedfivedaysleave)mustbeapprovedwiththe possibilityofadditionaltimebeingtakenasvacation Noexpenses(honorariums,mileage,meals,etc) willbepaidforthesedaysofservice
5.10 Unpaid Personal Time Off Thecollegemaygrantregularemployeesunpaidtimeoffforsubstantialpersonalreasons,provided suchtimeoffdoesnotmateriallyaffectthenormalconductofthecollege
Thedurationofpersonaltimeoffrangesfromafewhourstofivedays Beyondfivedays,aleaveof absencemayberequested
Inconsideringanemployee’srequestforpersonaltimeoff,theseriousnessofthematterpromptingthe requestwillbetakenintoconsiderationbythesupervisor.Suchrequestsshouldbeinresponseto seriouspersonalneedsratherthanforoccasionaltimeofftorestandrelax.Examplesofneeds consideredtobereasonableusesofunpaidpersonaltimeoffincludeextensivelegalmattersorthe funeralofafriendorrelative.Employeesmaynotuseunpaidpersonaltimeoffforotheremployment. Unpaidtimeoffmustbegrantedbythesupervisorpriortothetime.
SECTION SIX: Standards of Conduct 6.1 Code of Ethics TheOCCCodeofEthicsestablishesasetofprinciplesandpracticesofOzarkChristianCollegeto provideguidanceanddirectionforallcollegeconductanddecision-making
6.1.2 Standards of Conduct: Breaches of Conduct OzarkChristianCollegeisacommunityofbelieversworkingtogethertomeetthespiritualand academicneedsofthechurch.OurorganizationrequiresbehaviorconsistentwiththeHolyScriptures. Consequently,whenjoiningOzarkChristianCollegeasanemployee,youfreelyandwillinglyagreeto thestandardsofbehavioroutlinedinthesepolicies.Thestandardsincludedinthispolicyarenot exhaustive;rather,theyprovideguidelinesofconductwebelieveareinaccordancewithbiblical standards.
AsrepresentativesofOzarkChristianCollege,itisimperativethatouractionsareabovereproach. Consequently,thefollowingstandardsofconductshallapplytoallemployees.Violationsofthese standardsareregardedasaseriousbreachofintegrityandcouldresultincorrectiveaction,uptoand includingseparationofemployment.Thefollowingexampleswouldbeconsideredbreachesofthe standardsofconduct:
1. Falsifyingemploymentapplications,timecards,personnelrecords,orothercollegedocuments. (Col3:9;Lev19:11)
2. Anysexualmisconduct(includingharassmentorassault),anysexualconductoutsideof marriage,ortheappearanceofinappropriatebehaviorincludingcohabitation(1Cor6:9,18-20; Heb13:4)
3 Illegalgambling,weapons,explosives,orviolationsofcriminallawsoncollegepremises (Rom 13:1-4)
4 Engaginginactsofdishonesty,fraud,theft,orsabotage (Rom13:9)
5 Threatening,intimidating,coercing,abusive,orvulgarlanguage,orinterferingwiththe performanceofothers (Eph5:4)
6 Insubordinationorrefusaltocomplywithinstructionsorfailuretoperformreasonableduties whichareassigned (Rom13:1-7)
7 Unauthorizeduseofcollegematerial,time,equipment,orproperty (Ex20:15)
8 Damagingordestroyingcollegepropertythroughcarelessorwillfulacts (Ex22:1-5)
9 Activityontheemployee’spersonalwebsiteorsocialmediathecollegedeterminesreflects adverselyontheemployeeorthecollege (Matt12:36)
10 Anypublicdisplayofsymbolsoncampusoronsocialmediathatcouldbeinterpretedas promotingthesupremacyofoneraceorethnicityoveranother(eg,Nazisymbols,Confederate flag,KKKsymbols,etc) (1Jn4:20)
11 Anyconduct,speech,publication,orinteractionwithotherswhichthecollegedetermines reflectsadverselyontheemployeeorthecollege (2Cor4:2;2Tim 2:15)
Thislistisintendedtoberepresentativeofthetypesofactivitieswhichmayresultincorrectiveaction. Itisnotintendedtobecomprehensiveanddoesnotaltertheemploymentat-willrelationshipbetween staffemployeesandthecollege.
6.2 Conflicts of Interest OCCprohibitsitsemployeesfromengaginginanyactivity,practice,orconductwhichconflictswithor appearstoconflictwiththeinterestofthecollege,itsdonors,oritssuppliers Aspersonnelcarryout theirresponsibilities,thepotentialforaconflictofinterestarisesinsituationsinwhichapersonis responsibleforpromotingoneinterestatthesametimes/heisinvolvedinacompetinginterest Conflictsofinterestshouldalwaysbeavoided
Relatedpartytransactionsoccurbetweentwoormorepartieswithinterlinkingrelationships These transactionsshouldbedisclosedtotheemployee’ssupervisor,andtheexecutiveadministratorswill evaluatetoensuredecisionsaremadeonasoundeconomicbasis Relatedpartiesshouldbeexcluded fromthediscussionandapprovalofrelatedpartytransactions Competitivebidsorcomparable valuationsmustbeobtained
Involvementinservingonotherboardsshouldbediscussedwithanemployee’simmediatesupervisor toconfirmparticipationisnotaconflictorconcernfortheorganization OCCencouragesstafftobe involvedinministrywithintheirlocalchurchandcommunityontheirowntime Writtenapprovalby theemployee’ssupervisingExecutiveVicePresidentisrequiredforanemployeetoserveonaboard thatisaministrypartner,supplier,orinvolvedinsimilarministryactivitiesasOCC.
OCCemployeesarenottoacceptgifts,exceptthoseofnominalvalue,oranyspecialdiscountsorloans fromanypersonorfirmdoing,orseekingtodo,businesswithOCC.Themeaningofnominalvaluefor purposesofthispolicyincludestheacceptanceofproductsorservicesinexcessof$25.
Employeesarenottogive,offer,orpromise,directlyorindirectly,anythingofvaluetoany representativeofadonororcustomerinconnectionwithanytransactionorbusinessthatOCCmay havewiththatdonor/customer.
OCCstaffmembers(non-faculty,non-administrators)shallnotearnotherincomefromsources (includingbutnotlimitedtoconsultingfees,speaking,preachinghonorarium,orroyalties)asaresultof theirworkresponsibilitiesatOCC.AllsuchpaymentsreceivedbystaffshallbegiventoOCCor,inlieu ofsame,havetheirsalaryreducedaccordingly.Secondaryincomeistobedisclosedtoanemployee’s immediatesupervisorandistobeearnedduringnon-OCCworktimeandnotrelatedtoOCC operations.Inaddition,OCCstaffwillnotfundraiseforanyotherorganizationslikeOCCwhile employedatOzarkChristianCollege.Facultyandadministratorsaresubjecttothehonorariumpolicy describedintheappropriatehandbook
SeetheBoardofTrusteesConflictofInterestPolicyforfurtherinformation
6.3 Standards for
6.3.1 Attendance Control Everyemployeehastheresponsibilitytomaintainagoodattendancerecord Supervisorswillexercise theprimarymanagement-levelresponsibilitytocontrolemployeeattendance Excessiveemployee absenceorlatenessareundesirableperformancefactorsandwillbemanagedbysupervisorsaccording totheproceduresbelow:
● Supervisorswillrequireemployeestogiveadvancenotice,whenpossible,oflatenessor absence
● Ifpossible,notificationcallsmustbemadewithinonehourofthestartoftheemployee’s assignedshift.
● Supervisorswillrequireemployeestomaintaincontactforanyperiodorabsencebeyondone dayunlesstheemployeehasprovidedadoctor’scertificationcoveringaspecifiedperiod.
● Employeeattendancewillbeevaluatedbyeachsupervisorinconnectionwithemployee performanceappraisals.Therecordsofemployeeswithattendanceproblemswillbereviewed morefrequently.
● Chronicabsenteeism,tardiness,orotherinfractionsofattendancestandardswillbehandled accordingtothePersonnelImprovementPlan.
6.3.2 Dress and Personal Appearance Employeesareexpectedtomaintainappropriateappearanceinamannerthatcontributestoanoverall imageofprofessionalismsuitableforthefunctiontheyperform Theschoolreservestherighttorestrict dressandworkplacedecórforlegitimatereasonsrelatingtosafety,hygiene,environmentalconditions, orprofessionalimage
Aformaldresscodeisnotspecified Jeans,t-shirts,athleticapparel,andathleticfootwearmayormay notbesuitableforsomedepartments Departmentsupervisorsaregiventhefreedomtodeterminewhat isappropriateinmaintainingbothmodestyandprofessionalism
Ifanemployeeisnotdressedappropriately,thesupervisorwillgiveanoralwarningandreviewthe appropriatedressexpectationswiththeemployee Onasecondoccasion,theemployeewillbegivena writtenwarningandmaybesenthometochangetheirclothesimmediately Furtherviolationsmay resultindischarge
6.3.3
Personal Visits Pleasekeepallpersonalvisitsduringworkinghourstoaminimum.Duringworkinghours,childrenare onlyallowedintheworkareasofthecollegeforabriefvisit.Violationofthisrulemayresultin correctiveaction.Petsarenotappropriateintheworkplace(exceptforserviceanimals).
6.3.4
Telephone Use Allemployeesshouldanswerallcollegephonecallspromptlyandcourteously.Personalphonecalls shouldbekepttoaminimum.
6.3.5
Vehicle Registration Tobeabletoparkoncampus,yourvehiclemustdisplayawindowdecalparkingpermit Thispermitis obtainedintheStudentAffairsOfficeatnocosttofull-timeandpart-timeemployees Failuretoregister yourvehiclesanddisplaythedecalintheappropriatewindowmayresultinafineortowing
6.4 Standards for Personal Interactions and Conduct 6.4.1
Guidelines for Maintaining Moral Integrity AsdescribedintheStatementofReligiousBeliefonMarriageandSexuality,sexualactivityshould occuronlybetweenamanandawomanwhoaremarriedtoeachother
Scripturecallsindividualstoguardcarefullytheirpersonalmoralpurity.Toavoid“evenahintofsexual immorality,”allemployeesaretocommittomutualaccountabilitytomaintainmoralintegrityandto providecredibilitytotheministryofthecollege Allemployeeswillinglysubmittothefollowing protectiveguidelines
DoNot
● Counselalonewiththeoppositesexrepeatedly,afterhours,orbehindcloseddoors
● Travelalonefornon-work-relatedactivitieswiththeoppositesexwhenoneorbotharemarried
● Spendsignificanttimealonewiththeoppositesexwhenoneorbotharemarried
● Showaffectiontotheoppositesexthatcouldbeinterpretedasinappropriate.
● Discussintimatesubjects(includingyourmarriage)withtheoppositesex,eveninjest.
Do
● Placeyourselfinaccountabilityrelationshipswithtwotothreeotherpeople
● Investdeeplyinyourownmarriageandfamily.
● Becarefulincorrespondence(letters,emails,texts,andsocialmedia).
● Guardyourinternetuseandnetworkpassword.
● Prayfortheintegrityofotheremployees.
Whenjobresponsibilitiesrequiremembersoftheoppositesextotravelorspendsignificanttime together,theemployee’ssupervisorshouldbenotifiedforaccountability.
6.4.2 Employee Non-Fraternization Romanticrelationshipsbetweenemployeesandundergraduatestudentsareprohibited,evenwhenthe relationshipisaconsensualone Suchrelationshipsunderminetheatmosphereoftrustonwhich educationalorinstitutionalactivitiesdependanddisrupttheprofessionalenvironment
Itisalsounacceptableforemployeesofthecollegetoparticipateinromanticrelationshipswithother employeesforwhomtheyhavesupervisoryauthority
Employeesmayrequestanexemptionbasedonspecialcircumstancesthroughnotificationofthe HumanResourcesOfficeandapprovalbytheirsupervisorandthesupervisingExecutiveVice President Eachrequestwillbeconsideredonacase-by-casebasis
6.4.3 Alcohol and Substance Use Policy Asaconditionofemployment,allemployeesmustabidebythefollowingpolicies: Consideringthebiblicaladmonitiontoavoiddrunkennessandnottocauseaweakerbrotherorsisterto stumble,weaskallemployeestoavoidtheabuseofalcohol,thepublicconsumptionofalcohol,andthe consumptionofalcoholinthepresenceofundergraduatestudents.
● Noalcohol,marijuana,CBD,cannabis-derivedproducts,low-levelhempproducts,tobacco, e-cigarettes,JUUL,vapingdevices,unauthorizedcontrolledsubstances,ordrugsnotprescribed byaphysicianareallowedoncampus.
● Thepurchase,possession,oruseoftobacco,e-cigarettes,JUUL,vapingdevices,unauthorized controlledsubstances,ordrugsnotprescribedbyaphysicianareprohibitedonoroffcampus.
● Employeesmustnotworkundertheinfluenceofdrugs,alcohol,oranysubstancewhichmay poseahazardtothesafetyandwelfareoftheemployeeorothers.
● Employeesmustnotifytheirimmediatesupervisorinwritingofanyarrestorconvictionfora drugoralcoholoffensewithinfivecalendardays.
Violationsofthispolicywillleadtocorrectiveaction,uptoorincludingterminationofemploymentand referralforcriminalprosecution.
Anemployeewhofeelss/hehasdevelopedanaddictionto,dependenceupon,orproblemwithalcohol ordrugsisencouragedtoseekassistance Assistancemaybesoughtbywritingoraskingforapersonal appointmentwiththeHumanResourcesOffice Eachrequestforassistancewillbetreatedas confidentialbytheHumanResourcesOffice,andonlythosepersonswho“needtoknow”willbemade awareofsuchrequests
TheHumanResourcesOfficewillberesponsiblefordevelopingcontactswithlocalhospitalsand communityorganizationsofferingalcoholordrugtreatmentprogramsandforreferringemployees seekingassistancetoanappropriatetreatmentorganization Rehabilitationitselfistheresponsibilityof theemployee Tobeeligibleforcontinuationinemploymentduringrehabilitation,theemployeemust havebeenemployedforatleastoneyear;mustmaintainatleastweeklycontactwiththeHuman ResourcesOffice;mustbeinanaccountabilityrelationship;andmustprovidecertificationthats/heis continuouslyenrolledinatreatmentprogramandactivelyparticipatinginthatprogram Thecollegeis notresponsiblefortreatmentiftheemployeedoesnotself-reporttheaddictionbutisotherwise discovered
Theuse,possession,orbeingundertheinfluenceofmarijuanaintheworkplaceorduringhoursof employmentareprohibitedbyMissourilaw. Employersmaytakeactionagainstemployeesif marijuanaaffectstheirabilitytoperformjob-relatedresponsibilities,thesafetyofothers,orconflicts withabonafideoccupationalqualificationreasonablyrelatedtotheemployee’sjob.Mo.Const.Art.14, §§1.7and3(3).
OzarkChristianCollegewillcomplywithallfederalregulationsasrequiredbytheHigherEducation ActasamendedbytheDrug-FreeSchoolsandCommunitiesActAmendmentsof1989.SeetheDrug andAlcoholAbusePreventionPolicy.
6.4.4 Political Campaign Activity Policy Section501(c)(3)oftheInternalRevenueCodeprohibitstax-exemptorganizationssuchasOCCfrom participatingorinterveninginpoliticalcampaignsonbehalfoforinoppositiontoanycandidatefor publicoffice Accordingly,thecollegemaynotendorseacandidate,provideorsolicitfinancialorother formsofsupportforcandidatesorpoliticalorganizations,orestablishpoliticalactioncommittees Violationsoftheseprohibitionscouldresultinthelossofthecollege’stax-exemptstatus,impositionof taxesontheinstitutionanditsresponsiblemanagers,federalorstategovernmentlawsuits,audits, investigations,orotherpenalties SeethePoliticalCampaignActivityPolicy.
6.5 Standards for Campus Safety Itisimportantthatasafeandsecureworkplacebemaintainedforthebenefitofthisorganization’s employeesandstudents Accordingly,anyactualorpotentialthreattosafetywithintheworkplacewill bepromptlyaddressed Anyviolenceorthreatenedviolenceintheworkplacebyanemployeewillresult
incorrectiveactionuptoandincludingimmediateseparationofemployment.Notalkofviolenceor anythreatsofviolencewillbetolerated.
“Violence”includesphysicallyharminganotherperson,assault,battery,harassing,intimidating, coercing,displayingweapons,orthreateningtodothoseactions Itistheintentofthispolicytoensure thateveryoneassociatedwiththisorganization,includingemployeesandstudents,canfeelassecureas possibleinthisenvironment
Alldesks,telephones,computers,andworkareasarethepropertyofOzarkChristianCollege Accordingly,OzarkChristianCollegereservestherighttoenterandinspectallworkareas,offices, storageareas,computers,ordeskswithoutnoticeatanytime
Asasecuritymeasureandtomaintainproperprocedures,allvisitorsshouldusethemainentranceofa building Whenanemployeehasvisitors,theemployeeshouldpersonallymeetvisitorsinthereception areaandescortthemthroughoutthebuilding Ifanemployeenoticesasuspiciouspersonoractivityon collegepremises,theemployeeimmediatelyshouldreporttheincidenttoCampusSecurityat 4176261200
6.5.1
Weapons Policy Weaponsofanykindarenotpermittedoncampus.Weaponsincludebutarenotlimitedtofirearms, martialartsequipment,huntingequipment,knives,bowsandarrows,etc.Apersonwithastate-issued permittocarryaconcealedweaponisnotpermittedtodosooncampuswiththreeexceptions:(1)law enforcementprofessionals;(2)firearmskeptinalockedvehicle;and(3)individualswithpriorwritten permissionfromthePresident’sOffice.
Employeesmaycarrynon-lethalsprays(suchaspeppersprayormace)thatareintendedforpersonal protectiononcampus,butsuchspraymayonlybeusedtoprotectoneselffromphysicalharm. Appropriatecorrectiveactionwillbetakenagainstanyemployeewhoviolatesanyofthesepoliciesup toandincludingseparationofemployment.
6.5.2
Sex Discrimination Policy (VAWA, Campus SaVE Act, and Title IX)
OzarkChristianCollegeprohibitssexdiscriminationinanyeducationprogramoractivitythatit operates IndividualsmayreportconcernsorquestionstotheTitleIXCoordinator Thenoticeof nondiscriminationislocatedatocc.edu/nondiscrimination.
Thecollegeiscommittedtorespectingallstudents,employees,andguests Sexualmisconductoffenses areincompatiblewithOzark’sstandardsofChristianconductandstrictlyprohibitedbythecollege This policyappliestoallcollegestudents,employees,guests,andparticipantsinacollege-sponsored activity Thecompletepolicyforstudents,employees,andguestsisoutlinedintheTitleIXandSexual MisconductPolicy.
6.5.3
No Harassment Policy Thecollegerespectsthedignityandprofessionalismofitsemployeesandisfirmlycommittedto maintainingalearningandworkingenvironmentthatisfreefromanyformofdiscrimination Harassmentinanyformbasedongender,race,color,age,nationalorigin,disability,religion,orany othercharacteristicprotectedbystateorfederallawsisprohibited,asareallformsofsexual intimidationandexploitation.Thecollegewillnottolerateanyunlawfulharassmentofitsemployees
orstudentsatthecollegebyanyone,includinganyfacultymember,staffmember,student,visitor, vendor,contractor,oranyotherindividualsprovidingservicesforthecollege.Harassmentbecomes unlawfulwhereenduringtheoffensiveconductbecomesaconditionofcontinuedemployment,orthe conductissevereorpervasiveenoughtocreateaworkenvironmentthatareasonablepersonwould considerintimidating,hostile,orabusive (EEOC)Allmembersofthecollegecommunityare expectedtofollowandenforcethecollege’spolicyagainstharassment Allsupervisorypersonnelare consideredrepresentativesofthecollegeandassuchareresponsibleforaddressingallformsof harassmentandshallimmediatelynotifytheappropriatecollegeleadershipand/ortheHuman ResourcesOfficeofanyallegedinfractions Complaintsofharassmentwillbepromptlyand thoroughlyinvestigated,andappropriateaction,includingcorrectiveactionmeasures,willbetaken whenwarranted Faculty,students,andstaffhavetherightatanytimetoraisetheissueofharassment withoutfearofretaliation
6.5.3.1 Harassment Definition Harassmentconsistsofunwelcomeconduct,whetherverbal,physical,orvisual,whichisbasedona person’srace,color,religion,gender,age,ordisability Patternsofbehaviorwhichmaybedeemed inappropriateoroffensiveincludebutarenotlimitedtoderogatoryremarks;epithets,off-colorjokes, comments,oractionsthatreinforcemale/femalestereotypes;devaluationofmalesorfemales; significantlydifferenttreatmentofonegenderfromanotherintheworkplaceorclassroomsetting; advisingmalesandfemalesdifferentlyregardingmajor,careergoals,courseselection,orjob expectations;thedisplayorcirculationofoffensiveprintedorvisualmaterial;oroffensivephysicalor verbalactions,conduct,orcontact.Sexualharassmentisdefinedasunwelcomesexualadvances, requestsforsexualfavors,andotherphysicalandverbalconductofasexualnature,where(1) submissiontosuchconductismadeeitherexplicitlyorimplicitlyatermorconditionofanindividual’s employmentoreducation;(2)submissiontoorrejectionofsuchconductbyanindividualisusedasthe basisforemploymentoreducationdecisionsaffectingtheindividual;or(3)suchconducthasthe purposeoreffectofsubstantiallyinterferingwithanindividual’sacademicorprofessionalperformance orcreatinganintimidating,hostile,ordemeaningemploymentoreducationalenvironment. Quid-pro-quosexualharassmentinvolves(1)makingsubmissiontosexualdemandsanimplicitor explicittermorconditionofacademicperformanceorconditionofemployment;or(2)making decisionsaffectingsomeone’sacademicperformance,employment;or(3)compensationbasedon whetherthepersonsubmitstoorrejectssexualdemands.
6.5.3.2
Sexual Assault Sexualassaultisanextremeformofsexualharassmentandisdefinedasasituationinwhichan individualisforced,threatened,orcoercedintosexualcontactagainsthis/herfreewillorwithouthis/her consent Sexualassaultmayincludedateoracquaintancerape,sexualmolestation,unwantedsexual touching,orsexualcontactwithapersonwhileknowingorhavingreasontoknowthatthepersonis incapacitatedinsomeway
Anypersonwhohasbeenavictimofasexualassaultshould,assoonaspossible:
● Seekmedicalattentionimmediately Donotbathe,changeclothes,ordoanythingthatmay interferewiththecollectionofevidencethatcanbehelpfulinprovingthatasexualassault occurred
● Seekcounselingandsupportservices
● Keepajournal Writedowntheeventsoftheassault,includingthedate,time,andchronology Iftherearewitnessesorpeoplewhohaveinformationabouttheassault,writedowntheirnames inyourjournal Preserveanyharassingletters,messages,oremailsasevidence
Employeeshaveseveraloptionsforseekingaresolutiontotheincident.Anemployeemayavail himself/herselfofharassmentcomplaintprocedureslistedbelowand/ordecidetoproceedwitha criminalinvestigationoracivillawsuit Employeesdonothavetochooseoneoptionoveranother all areavailable,andemployeesmaypursuemorethanone Collegepersonnelareavailabletohelp employeescontactlocallawenforcementtofileareport
OzarkChristianCollegeResources
HealthCenter4176261213
CampusMinister4176261279
Security4176261200
JoplinAgencies
FreemanHealthSystemSANEProgram417347SANE(7263)
MercyHospital4177812727
LafayetteHouse4177821772
OzarkCenterCrisisServices4173477220or8002470661
JoplinPoliceDepartment4176233131
JasperCountySheriff’sOffice4176241601
OtherAgencies
Rape,Abuse,andIncestNationalHotline800.656.HOPE(4673)
Otherresourcesavailabletopersonswhoreportbeingthevictimofsexualassault,domesticviolence, datingviolence,orstalkingareavailableatjustice.gov/ovw/sexual-assault.
6.6 Harassment Complaint Procedures OzarkChristianCollegehasinstitutedthefollowingthree-stepprocedureforreportingand investigatingallegationsofunlawfulharassment,includingsexualharassment:
• Reporting:Anemployeewhobelievesthatheorshehasbeenthevictimofharassmenthasa dutytoreportitimmediatelytotheHumanResourcesOfficeinwriting.Inallreportedcases, thecollegewilltakereasonablestepstoprotectthereportingemployeefromretaliatory, harassing,orabusivebehaviorinrelationtosuchreporting.
• Investigation:TheHumanResourcesOfficewilldirecttheinvestigationofcomplaints.All employeesareexpectedtocooperatewithaninvestigationofanytypeofharassment. Confidentialitywillbemaintainedtotheextentpermittedundersuchcircumstances.
• CorrectiveAction:Aftertheinvestigationhasbeencompleted,theHumanResourcesOffice willdecideregardingtheresolutionofthecase.Ifwarranted,appropriatecorrectiveaction,up toandincludingseparationofemployment,willbetaken.
AppealswillbehandledaccordingtotheformalcomplaintprocessintheGrievancePolicyinSection 7.5.Inaddition,thecollege’sTitleIXpolicieswillapplytoallcomplaintsinvolvingstudents.
6.6.1 Miscellaneous Items Related to Harassment Retaliation
Thecollegewillnottolerateanyadverseretaliatorytreatmentofanyonewho,ingoodfaith,reports harassmentorprovidesinformationrelatedtocomplaint(s)ofharassmentorotherdiscriminatory
treatment,eveniftheinvestigationproducesinsufficientevidencetosupportthecomplaintorifthe chargesarenotproven,orparticipatesinaninvestigation,proceeding,orhearingconductedbythe college
FalseAllegations Individualswhomakefalsereports,allegations,oraccusationsofharassmentknowingly,recklessly,in badfaith,orwithmaliciousintentwillbesubjecttocorrectiveaction
PeerHarassment Peerorcoworkerharassmentoccurswhenobjectionableconductcreatesahostileeducationalorwork environment
Same-SexHarassment
Sexualharassmentisprohibitedregardlessofthesexoftheharassed,ie,evenwhentheharassedand thepersonbeingharassedaremembersofthesamesex
FurtherComplaints ThecomplainantshouldnotifytheHumanResourcesOfficeorcollegeleadershipifthecorrective actiondoesnotendtheharassmentorifretaliatoryactionhasoccurred.Insuchcases,thecomplainant hastherighttofileanothercomplaint.Additionally,anyharassmentallegationsregardingtheHuman ResourcesOfficeshouldbedirectedtothePresident’sOffice.
PersonalRelationships Friendshipsandpersonalrelationshipsoftendevelopintheworkplace.Whencoworkersorindividuals indifferentdepartmentsofthecollegesocializeorhavepersonalrelationships,theyshouldnot interferewiththeworkperformanceofeitherindividualorwiththeeffectivefunctioningofthe workplace.However,employeeswhoengageinsuchrelationshipsmustacceptfullresponsibilityfor assuringthatitdoesnotraiseissuesofethicsorprofessionalismandmustbeartheburdenfor establishingtheappropriatenessoftherelationshipifcalledintoquestion.
Inaworkplaceoreducationalsetting,thereisafinelinebetweenaskingsomeoneforadateand inappropriatebehaviororharassment.Ifsomeonedeclinesapoliteoffertosocializeoutsideofwork, theemployeeshoulddropthematterandnotapproachtheindividualagain Romanticrelationshipsin whichoneindividualhasdirectinfluenceorcontrolovertheother’sconditionsofemployment,suchas pay,performanceevaluation,hiring,ordischarge,areprohibited (SeeNon-FraternizationPolicy, 6.4.2.)
6.7 Information and Technology Policies Thecollegehaspoliciesontheappropriateuseofinformationandtechnologytosafeguardthecollege anditspersonnel Allpersonnelareresponsibleforthepoliciesappropriatetotheirroleswithinthe institution
6.7.1 Electronic Communications Telephones,emailsystems,internetsystems,andfacsimilemachinesarethepropertyofOzarkChristian College Consequently,OzarkChristianCollegehastherighttomonitorelectroniccommunicationsfor purposesoftimeandcontent Althoughtherearesecuritymeasuresinplacetoprotecttheprivacyof electronicmediaandcommunications,itisimpossibletoensuretheconfidentialityofanyelectronic message Employeecommunicationstransmittedbythisorganization’ssystemsarenotconsidered private OzarkChristianCollegehastherighttoaccess,monitor,review,audit,delete,anddiscloseto thosewithabusinessneedtoknowallinformationsent,accessed,communicated,orstoredon organizationsystemswithoutnotice Accesstoanyinternetsiteswithcontentdeemedillicit,unsavory, orinappropriatewithintheguidelinesoforganizationalvaluesandobjectiveswillbesubjectto immediatereviewandpossiblecorrectiveactions
Usersshouldnotassumeanyelectroniccommunicationsareprivate Allmessagescreated,sent,or retrievedoverthecollege’semailandinternetsystemsarethepropertyofthecollege
Employeesshouldkeepinmindthatelectronicmessagescanbereadilyprinted,viewed,heard,or forwardedtootherusers Electronicmessagesmayalsobeincorrectlyaddressedandsenttothewrong person.
OCCwillprovidenecessarysoftwaretoemployeesforuseoncompanycomputersinaccordancewith federalcopyrightlawandapplicablelicensingagreements.OzarkChristianCollegedoesnotcondonethe unauthorizedreproductionofcopyrightedcomputersoftwareordocumentation.Employeesmaynot bringintothisorganizationanypersonalsoftwareforuseonOzarkChristianCollegecomputers.Every employeewithaccesstoelectronicmediaisresponsiblefortakingtheappropriatesecuritymeasuresto preventloss,misuse,anddamage,includingdamagecausedbycomputerviruses.
6.7.2 Unauthorized File Sharing
OzarkChristianCollegeiscommittedtoprotectingtherightsofcopyrightowners.Anyinfringementon acopyrightisprohibited.Employeeswhoengageinunauthorizeddownloadingorfilesharingof copyrightedworkswillbecontactedthroughtheirsupervisorsandwillbesubjecttoappropriate correctiveactionbythecollege.
Whilethecollegetakescorrectiveactionagainstthosewhoviolatecopyrightlawandemploysavariety oftechnology-baseddeterrentstofoilsuchillegalacts,eachmemberoftheOCCcommunityis responsibleforcomplyingwithlawsandpoliciesofuseofelectronicresourcesandintellectual property TheOCCInformationTechnologyDepartmentmaydisclosenetworkusageinformationto legitimatelawenforcementagenciesormonitoringentities
Copyrightinfringementistheactofexercising,withoutpermissionorlegalauthority,oneormoreof theexclusiverightsgrantedtothecopyrightownerunderSection106oftheCopyrightAct(Title17 oftheUnitedStatesCode) Theserightsincludetherighttoreproduceordistributeacopyrighted work Inthefile-sharingcontext,downloadingoruploadingsubstantialpartsofacopyrightedwork withoutauthorityconstitutesaninfringement
Penaltiesforcopyrightinfringementincludecivilandcriminalpenalties Ingeneral,anyonefoundliable forcivilcopyrightinfringementmaybeorderedtopayeitheractualdamagesor“statutory”damages affixedatnotlessthan$750andnotmorethan$30,000perworkinfringed For“willful”infringement,a courtmayawardupto$150,000perworkinfringed Acourtcan,initsdiscretion,alsoassesscostsand attorneys’fees Fordetails,seeTitle17,UnitedStatesCode,Sections504,505 Willfulcopyright
infringementcanalsoresultincriminalpenalties,includingimprisonmentofuptofiveyearsandfines ofupto$250,000peroffense.Formoreinformation,seethewebsiteoftheU.S.CopyrightOfficeat copyrightgovandespeciallytheFAQsatcopyright.gov/help/faq.
Thecollegeallowsdownloadingofcopyrightedmaterialthroughrecognizedchannelssuchas amazoncom,iTunes,andotherlegalalternatives Acomprehensivelinktolegaldownloadsourcesis providedbyEDUCAUSEateducause.edu/legalcontent.
6.7.3 Confidentiality Policy OCCemployeeswillhaveaccesstoconfidentialinformationasaresultofconductingcollegebusiness “Confidentialinformation”shallinclude,butnotbelimitedto,thefollowingtypesofinformation: corporateinformation,includingcontractuallicensingarrangements,plans,strategies,tactics,policies, resolutions,copyrights,andanylitigationornegotiations;marketinginformation,includingfundraising ormarketingplans,strategies,tactics,methods,donorsanddonorinformation,prospects,ormarket researchdata;financialinformation,includingcostsandperformancedata,debtarrangements;human resourceinformation,includingpersonnelandstudentlists,resumes,personneldata,organizational structure,andperformanceevaluations Confidentialinformationislimitedtothatinformationwhichis generallynotknowntothepublic,notinthepublicdomain,orunavailablethroughreferencetogeneral librarysources.Confidentialinformationdoesnotincludegeneralskillsandexperienceacquiredbyan employeeduringemploymentatOzarkChristianCollege.
Toprotectconfidentialinformation,allemployeesmustagreetothefollowing:
a. ToholdtheconfidentialinformationreceivedfromOCCinstrictestconfidenceandshall exerciseareasonabledegreeofcaretopreventdisclosuretoothers.
b. Tonotdiscloseordivulgeeitherdirectlyorindirectlytheconfidentialinformationtoothers unlessfirstauthorizedtodosoinwritingbytheExecutiveVicePresidentofAdministration.
c. Tonotreproducetheconfidentialinformationnorusethisinformationforanyotherpurpose otherthantheperformanceofhis/herresponsibilitiesforOCC.IfanemployeeleavesOCC, eitherbyterminationorresignation,allinformationisdeemedconfidentialandcannotbeused bytheformeremployeeinanyotherorganization.Thisisespeciallytrueofdonorandpartner contacts.Employeesleavingtheorganizationwhohaveaccesstoconfidentialinformationwill berequiredtosignaconfidentialityagreementupondeparture.
d. OzarkChristianCollegereservestherighttotakecorrectiveaction,uptoandincluding termination,forviolationsofthispolicy
6.7.4 Whistleblower Policy OzarkChristianCollegerequiresalladministrators,officers,andemployeestoobservehighstandards ofbusinessandpersonalethicsintheconductoftheirdutiesandresponsibilities Asrepresentativesof thecollege,theymustpracticehonestyandintegrityinfulfillingtheirresponsibilitiesandcomplywith allapplicablelawsandregulations SeecompleteWhistleblowerPolicy.
6.7.5 Anti-Fraud Policy TheAnti-FraudPolicyisestablishedtominimizetheriskoffraudandtoaidinthedetectionand preventionoffraudatOzarkChristianCollege ThisAnti-FraudPolicycomplementsthecollege’sCode ofEthicsandWhistleblowerPolicy.SeecompleteAnti-FraudPolicy.
6.7.6 Red Flag/Identity Theft Prevention Policy
OzarkChristianCollegehasanIdentityTheftPreventionProgrampursuanttotheFederalTrade Commission’sRedFlagsRule SeecompleteRedFlag/IdentityTheftPreventionPolicy.
6.7.7 Information Security Program (GLBA Policy) OnMay23,2003,theFederalTradeCommissionadoptedthe“StandardsforSafeguardingCustomer Information”RulepromulgatedundertheauthorityoftheGramm-Leach-BlileyAct(GLBA) The GLBAsafeguardingrulerequiresallfinancialinstitutions,includinginstitutionsofhighereducation,to developanddraftacomprehensive,writtenInformationSecurityProgramthatincludesadministrative, technical,andphysicalsafeguardstoprotecttheconfidentialityofcustomers’nonpublicfinancial informationthatisheldintheinstitution’spossession AccordingtoOzarkChristianCollegeguidelines, nonpublicfinancialinformationmeansanyinformationregardingastudentorthirdpartyobtainedin connectionwithprovidingafinancialservicetothatperson Examplesofnonpublicinformationinclude butarenotlimitedtomailingaddresses,phonenumbers,bankandcreditcardaccountnumbers,income taxrecords,credithistories,andSocialSecuritynumbers.TocomplywiththeFederalTrade Commission’ssafeguardingruleandtheGLBA,OzarkChristianCollegehaspreparedthisInformation SecurityProgram.
6.7.8 Statement of Privacy OzarkChristianCollegeiscommittedtoprotectingprivacyandasafeonlineexperience.This StatementofPrivacyappliestoallOzarkChristianCollegewebsitesandgovernsdatacollectionand usage.Theinformationhasbeencompiledtobetterservethosewhoareconcernedwithhowtheir “PersonallyIdentifiableInformation”(PII)isbeingusedonline.PII,asusedinU.S.privacylawand informationsecurity,isinformationthatcanbeusedonitsownorwithotherinformationtoidentify, contact,orlocateasinglepersonortoidentifyanindividualincontext.
6.7.9 Document Retention Policy OzarkChristianCollegerequiresthatcollegerecords,asdefinedherein,regardlessofformat,be disposedoforretainedforspecificperiodsoftimeinaccordancewithlegaland/orotherinstitutional requirementsorforhistoricvalue Thecollegehasdesignatedofficialrepositoriesandproceduresto managetheretentionanddisposalofrecordsaccordingtotheproceduresoutlinedinthispolicyto ensurethesafetyandsecurityofrecords.Recordsincludeanyformofrecordedinformation, regardlessofphysicalcharacteristics,thatiscreated,received,recorded,orlegallyfiledduringthe college’sbusinessorlegalobligations.Collegerecordsserveasevidenceofthecollege’s organization,functions,policies,decisions,procedures,operations,transactions,orotheractivities. Thecollege’sfiscalyearbeginsonJuly1andendsonJune30ofthefollowingyear Seecomplete DocumentRetentionPolicy.
SECTION SEVEN: Employee Communications 7.1 Internal Communications and Brand Manual OCC’sInternalCommunicationsPolicyandBrandManualseektoimprovecommunication effectivenessandefficiencytobothinternalandexternalaudiences TheInternalCommunications Policyexplainstheproperproceduresforcommunicatingwiththestudentbodyandwithallemployees TheOCCBrandManualprovidesguidelinesonmessaging,voice,logos,colors,andmoretotellthe Ozarkstorywithexcellence Additionalcommunicationpoliciesandguidelinesaretobeadheredtoas determinedbytheExecutiveVicePresidentofAdministrationandVicePresidentofMarketingand Communications ClickheretoreadtheInternalCommunicationsPolicy.ClickheretoreadtheOCC BrandManual.
7.2 Official Notice and Safety Bulletin Boards ImportantcollegeinformationwillbeemailedtoallemployeesintheMondayMemoanddisplayed permanentlyontheofficialnoticeandsafetybulletinboardslocatedintheMailRoomintheCasteel AdministrationBuildingandinthePhysicalPlantBuilding
Thisinformationincludeslegallyrequiredpostersandnotices,collegestandardsandrulesofconduct, safetyrules,andrelatedinformation.Employeesareresponsibleforregularlycheckingandreadingthe officialnoticeandsafetybulletinboardandforfollowingtherules,regulations,andinstructionsposted.
7.3 Solicitation and Distribution Unauthorizedsolicitationand/ordistributionofmaterialsonschoolpremisesareprohibited. EmployeesmayleaveinformationregardingeventsnotsponsoredbythecollegeintheCasteel AdministrationBuildingemployeemailroombutnotonthepersonnelbulletinboard.Atnotime shouldsolicitationbeoffice-to-officeordirectlyinvolvestudents.
Theuseofschooldirectoriesorwork-dedicatedsystems(suchasvoicemailandfacsimilesystems)for thepurposesofsolicitationordistributionofliteratureforeventsnotsponsoredbythecollegeis prohibited.
7.4 Student Consumer Protection Policy TheStudentConsumerProtectionPolicyoutlinesthepracticesthecollegefollowstoensurethatall studentsaretreatedethically,respectfully,andprofessionallyinmarketing,recruiting,andadmissions processes.
7.5 Complaint and Grievance Policy Itisinthebestinterestofthecollegeandtheemployeetoresolvework-relatedcomplaintsassoonas possibleatthelowestpossiblelevelofsupervision.However,allegationsofharassment(asdefinedby Section6.5.3.1)mustbeinitiatedaccordingtotheharassmentpoliciesinSection6.6etseq.
Open-DoorPolicy OzarkChristianCollegestrivestoprovideaworkenvironmentthatisfreeofanystrifeor disagreements Misunderstandingsmay,however,occasionallyariseorunhappinessmayoccur OCC encouragesallemployeestoimmediatelybringthesematterstolightforquickresolution Talking face-to-faceisthebestwaytoachievewhatweallwant:anenjoyableworkplaceinwhichall individualsworkinaspiritofmutualcooperationandrespect OCCfirmlybelievesthatthebestinterest ofallemployeescanbeservedfromwithinandthatweareeachresponsibleforcontributingtothe strongteamspiritthatisnecessaryforalltoflourish
Inourspiritofopencommunication,webelieveintheopen-doorpolicy Thismeansthatevery employeehastherighttospeakoutonissues,raisequestions,orvoicecomplaintstotheirsupervisoror administrator OCCbelievesthatifanemployeehasawork-relatedproblemorsuggestion,thematter shouldreceivepromptconsiderationfromthoseinmanagementpositions Alldiscussionsshouldoccur assoonaspossible
InformalProcess Matthew18providesinstructiononhandlinggrievancesamongChristians Adirectapproachbetween anoffendedperson(the“grievant”)andtheoffender(the“respondent”)by“speakingthetruthinlove” isinorderandwillresolvemostissues.WhenanygrievantatOzarkChristianCollegebelievesthats/he hasbeenwrongedandcannotcorrectthesituationthroughaconversationwiththerespondent,the grievantisencouragedtoseekassistancefromthesupervisoroftherespondent,whoshouldattemptto resolvetheproblem.
● ComplaintsconcerningastudentshallbesubmittedtotheVicePresidentofStudentAffairs.
● Complaintsconcerningastaffmembershallbesubmittedtothestaffmember’sadministrative supervisor.
● Complaintsconcerningafacultymemberoranacademicmattershallbesubmittedtothe ExecutiveVicePresidentofAcademics.
● ComplaintsconcerninganadministratorshallbesubmittedtotheExecutiveVicePresidentof AdministrationorPresidentiftheconcerniswithanyoftheExecutiveVicePresidents.
● ComplaintsconcerningthePresidentshallbesubmittedtotheChairoftheBoardofTrustees.
● ComplaintsconcerninganemployeeintheHumanResourcesOfficeshallbesubmittedtothe President.
Thesupervisorshouldnotifytheemployeeofhis/heractionsand/ordecisionswithintwoworkingdays.
Ifthematterhasnotbeenresolvedtothesatisfactionofthegrievantandrespondent,theemployee shoulddiscussthegrievancewiththeHumanResourcesOffice.TheHumanResourcesOfficewillwork withthepreviouslynotifiedsupervisortoresolvetheissueandnotifythegrievantandrespondentwithin threeworkingdays.
Iftheabovestepshavebeentakenandthematterremainsunresolvedtothesatisfactionofthegrievant orrespondent,s/hemayproceedtotheformalcomplaintstage.
FormalProcess Aformallyregisteredcomplaintisreferredtoasa“grievance.”Thepersonregisteringthecomplaintis the“grievant”andtherespondingpartyisthe“respondent”Awrittengrievancemustbesubmitted
within30daysofitsoccurrencetotheHumanResourcesOffice.Thewrittengrievanceshouldinclude thefollowinginformation:
● Thedateandplaceoftheincident
● Adescriptionoftheincident
● Whyitisconsideredagrievance
● Namesofwitnessesorotherswithevidencerelatedtothegrievance
● Descriptionofattemptstoresolvethegrievance
● Thedateonwhichthegrievancewassubmitted
● Thenameandsignatureofthegrievant
Within10workingdays,theHumanResourcesOfficewillconveneagrievancecommitteeconsistingof atleastthreefull-timeemployeesfromdifferentdepartmentsandacollegeadministrator.Thegrievance committeewillmeetwiththegrievant,therespondent,andanyoneelsethecommitteedetermines appropriatetoreachafairandequitabledecision.Althoughnolegalcounselwillbepermitted,other collegeemployeesmayaccompanythegrievantandtherespondent.Thecommittee’sinitialmeeting willbewithin15workingdaysoftheirappointment,providedallpartiesareavailable.Thegrievance committeewillsubmitarecommendationfortheresolutiontothesupervisingExecutiveVicePresident within10workingdaysoftheirfinalmeeting ThesupervisingExecutiveVicePresidentandHuman ResourcesOfficewillmeetwiththegrievantandtherespondenttodiscusstherecommendationofthe grievancecommitteeandtocommunicatethefinaldecisionmadebythesupervisingExecutiveVice President
IfthegrievancedirectlyinvolvesthePresidentorisnotresolvedtothesatisfactionofthegrievantorthe respondent,awrittengrievancemustbesubmittedtotheBoardChair(addressbelow)within10 workingdaysofthegrievancecommitteefinding Thewrittengrievanceshouldincludeadescriptionof stepstakenpreviouslyandwhythegrievantortherespondentfindsthemunsatisfactory TheBoard Chairwillrespondtothegrievancewithin15days
Ifanemployeegrievanceisnotresolvedtothesatisfactionofthegrievantortherespondentafter exhaustingtheentireComplaintandGrievanceprocess,themattershallbesettledbybiblicallybased mediationorarbitrationasdescribedinSection312 Allfilesrelatedtothegrievancewillbehousedin theHumanResourcesOffice
Ifanemployeegrievanceisnotresolvedandrelatestoaccreditationstandards,policies,andprocedures, itmaybesubmittedtotheinstitution’saccreditingagencies:AssociationforBiblicalHigherEducation, theHigherLearningCommission,andtheAssociationforTheologicalSchools(seminary)(addresses below).Thewrittengrievanceshouldincludeadescriptionofstepstakenpreviouslyandwhythe grievantfindsthemunsatisfactory.
BoardChairman:
BobArnce,1225W.FountainRd.Joplin,MO64801
AccreditingAssociations:
AssociationforBiblicalHigherEducation,5850TGLeeBlvd,Suite130,Orlando,FL32822, 407.207.0808.abhe.org
HigherLearningCommission,230SouthLaSalleStreet,Suite7-500,Chicago,IL60604, 800.261.7440.hlcommission.org
AssociationforTheologicalSchools,10SummitParkDrive,Pittsburgh,PA15275-1110,412-788-6505. ats.edu
Additionalproceduresareavailabletopursueagrievanceafterexhaustingthecollegegrievance procedureslistedabove StudentsinMissourimayfileacomplaintwiththeMissouriDepartmentof HigherEducation,205JeffersonStreetPO Box1469JeffersonCity,MO65102-1469,5737512361 OnlinestudentsoutsideMissourimaycontacttheappropriatestateentitylistedontheNC-SARA website.
7.6 External Communications MediaRequests
AllmediainquiriesmustbedirectedtotheMarketingandCommunicationsDepartment TheVice PresidentofMarketingandCommunicationswillprovideappropriateresourcesandtalkingpointsto assistemployeesintellingthestoryofOzarkChristianCollegewithaccuracyandexcellence
Employeesordepartmentsseekingtogenerateexternalmediacoverageaboutaprogram,event,or achievementmustfirstcontacttheMarketingandCommunicationsDepartment Itistheresponsibility oftheMarketingandCommunicationsDepartmenttoinitiateand/orrespondtonewsmediarequests andmanageallmediainteractions Whenanemployeeordepartmentiscontacteddirectlybythenews media,s/heistonotifytheMarketingandCommunicationsDepartmentimmediately
Mediarequestsrelatedsolelytoathleticgames,teaminformation,andcorrespondingathleticevents neednotbedirectedthroughtheMarketingandCommunicationsDepartment However,theVice PresidentofMarketingandCommunicationsmaywriteanddistributetomediaoutletsstoriesabout athletesandmaydistributeotherathletic-relatedinformationasrequestedbytheAthleticsDepartment.
PhotographyandVideography OCCreservestherighttophotographandvideomembersofthecollegecommunity(includingbutnot limitedtoitsstudents,faculty,andstaff)insituationsappropriatetotheimageofanacademicinstitution andtopublishlikenessesincollegepublications,videos,websites,newsmedia,socialmedia,orother recruitmentorpromotionalmaterials.Pictures,videos,andotherdigitalassetsbelongingtothecollege maynotbesharedordistributedwithouttheapprovaloftheMarketingandCommunications Department.
7.7 Institutional Research Board and Survey Policy Anycollegepersonnel,students,orexternalgroupthatdesirestosurveystudents,personnel,alumni,or donorsofthecollegemustfollowtheprocessoutlinedintheInstitutionalSurveyPolicy.Survey requestsmayalsobesubjecttoreviewbytheInstitutionalReviewBoard(seeInstitutionalReview BoardPolicy).
SECTION EIGHT: Employee Performance, Development, and Separation 8.1 Performance Appraisal Eachsupervisorisresponsibletosetandcommunicateclearperformancestandardsforemployees.Each supervisorisalsoresponsibletoobserveanddiscusswithhis/heremployeesthepositiveandnegative aspectsoftheirperformanceinrelationtothestandardsthroughoutthereviewperiod.Ona not-less-than-annualbasis,eachsupervisorisresponsibletoconductformalperformanceappraisalswith eachsubordinateemployeereviewingtheirjobdescription,summarizingpastdiscussions,andsetting performancegoals.
1. Timing.Staffemployeeswillreceiveanappraisalatleastannually.
2. PerformanceAppraisalForms.Acopyoftheemployeeperformanceappraisalformforboth theemployeeandthesupervisorwillbeprovidedbytheHumanResourcesOffice
3 Approvals.Performanceappraisalsmaybereviewedwithanadministratorbeforeasupervisor discussesandreviewstheperformanceappraisalwiththeemployee Inthisevent,the administratormustsigntheperformanceappraisalafterthereviewiscompleted
4 PerformanceAppraisalDiscussion.Supervisorswillholdadiscussionwiththeemployee regardingeachperformanceappraisal,discussingthesupervisor’ssectionandtheemployee’s section Thediscussionshouldbeheldataprearrangedtimeinaprivatelocationfreefrom interruptions
5 EmployeeSignature.Theemployeewillbeaskedtocommentontheappraisaland acknowledgeitbysigningtheform S/hewillthenbegivenacopyofthesignedappraisal If theemployeedeclinestosigntheform,s/heshouldbeencouragedtodiscussanyconcernsand writearebuttal Iftheemployeestilldeclinestosigntheappraisal,thesupervisorshouldwrite “employeedeclinedtosign”atthebottomoftheform,addhis/herinitialsandthedate,andgive theemployeeacopyoftheappraisal Thesupervisorshouldthennotifyhis/hermanagerandthe HumanResourcesOffice
6 PerformanceAppraisalFile.Performanceappraisalswillbeplacedinthepersonnelfileofthe employeehousedintheHumanResourcesOffice
8.2 Professional Development Allowance Allfull-timepersonnelareallocatedanannualdiscretionaryProfessionalDevelopmentAllowance This allowanceisprovidedtosupportandencourageindividualstoexpandtheirpersonalskills,knowledge, andabilitiesandtoaidinperformingtheresponsibilitiesoftheirrole TheProfessionalDevelopment Allowanceaddressestheneedsofindividualsandthedepartmentforprofessionaldevelopmentand facilitatestheequitableallocationofavailableresourcesforsupportingthoseneedstoalleligible personnel.
Aftersuccessfullycompletingtheintroductoryperiod,eligibleemployeescanapplyforprofessional developmentresourcesbysubmittingtheProfessionalDevelopmentAllowanceformlocatedonthe my.occ.eduportal.Allowanceamountsvarybypositionlevel.Consultyourdepartmentdirectorfor specifics.
8.3 Promotions and Departmental Transfers Whenapositionvacancyoccurs,opportunitiestopromotefromwithinmaybeexploredconsistently, accordingtotheInternalPostingPolicy.Jobposting,employeeperformanceappraisals,and professionaldevelopmentandtrainingwillprovidetheprimaryinputtotheinternalselectionprocess Attimes,externalrecruitingsourceswillbeusedsimultaneouslywiththeinternalsearch
Whenacurrentemployeeisselectedtofillapostedvacancy,thetwodepartmentsinvolvedwillconfer andagreeonasuitabletransferdate AllsuchtransfersmustbecoordinatedwiththeHumanResources Office Receiptofapromotiondoesnotconstituteacommitmentforcontinuedemploymentinanew positionforanyspecifictime,noristhereaguaranteethatanemployeewillbeabletoreturntohis/her formerpositionifs/heisunsuccessfulinthenewjob
8.4 Corrective Action Plan Purpose
Thecollegeseekstoestablishandmaintainstandardsofconductandsupervisorypracticeswhichwill, intheinterestofthecollegeanditsemployees,supportandpromoteeffectiveoperationsandongoing improvement Thecollege’scorrectiveactionpolicyandproceduresaredesignedtoprovideastructured processtoimproveandpreventarecurrenceofundesirableemployeebehaviorandperformanceissues
OutlinedbelowarethestepsofOCC’scorrectiveactionpolicyandprocedures Thecollegereservesthe righttocombineorskipstepsdependingonthefactsofeachsituationandthenatureoftheoffense Someofthefactorsthatwillbeconsideredarewhethertheoffenseisrepeateddespitecoaching, counseling,ortraining;theemployee’sworkrecord;andtheimpacttheconductandperformanceissues haveontheorganization.
Nothinginthispolicyprovidesanycontractualrightsregardingemployeedisciplineorcounseling,nor shouldanythinginthispolicybereadorconstruedasmodifyingoralteringtheemployment-at-will relationshipbetweenOCCanditsemployees.
Procedure
Step1:CounselingandVerbalWarning
Step1createsanopportunityfortheimmediatesupervisortobringattentiontotheexisting performance,conduct,orattendanceissue.Thesupervisorshoulddiscusswiththeemployeethenature oftheproblemortheviolationofcollegepoliciesandprocedures.Thesupervisorshouldclearly describeexpectationsandstepstheemployeemusttaketoimprovehisorherperformanceorresolve theproblem.Thesupervisorwillpreparewrittendocumentationoftheverbalcounselingdescribingthe issue,thepartiesinvolved,thedates,andtheexpectations.
Step2:WrittenWarning
TheStep2writtenwarninginvolvesformaldocumentationoftheperformance,conduct,orattendance issuesandconsequences TheimmediatesupervisorandtheHumanResourcesOfficewillmeetwiththe employeetoreviewtheperformance,conduct,orattendanceissuesaswellasanypriorrelevantissues orcorrectiveactionplans TheHumanResourcesOfficewilloutlinetheconcerns,consequences,and nextstepsfortheemployeetomeetperformanceorconductexpectations
AformalPerformanceImprovementPlan(PIP)requiringtheemployee’simmediatesupervisorand sustainedcorrectiveactionmaybeissuedwithinfivebusinessdaysofaStep2meeting.Thewritten warningmayalsoincludeastatementindicatingthattheemployeemaybesubjecttoadditional correctiveaction,uptoandincludingtermination,ifimmediateandsustainedresultsarenotobserved
Step3:Suspensionand/orFinalWrittenWarning
Someperformance,conduct,orsafetyincidentsaresoproblematicandharmfulthatthemosteffective actionmaybethetemporaryremovaloftheemployeefromtheworkplace Whenimmediateactionis necessarytoensurethesafetyoftheemployeeorothers,theimmediatesupervisormayrequesta suspensiontobegrantedfromtheHumanResourcesOffice Allsuspensionrequestswillbepresented fordecisiontothesupervisingExecutiveVicePresident
Dependingontheseriousnessoftheinfraction,theemployeemaybesuspendedwithorwithoutpayin full-dayincrementsconsistentwithfederal,state,andlocalwageandhouremploymentlaws Non-exempt/hourlyemployeesmaynotsubstituteoruseanaccruedpaidvacationorSTATdayinlieu oftheunpaidsuspension IncompliancewiththeFairLaborStandardsAct(FLSA),unpaidsuspension ofsalaried/exemptemployeesisreservedforseriousworkplacesafetyorconductissues TheHuman ResourcesOfficewillprovideguidancetoensurethatthedisciplineisadministeredwithout jeopardizingtheFLSAexemptionstatus
Paymayberestoredtotheemployeeifaninvestigationoftheincidentorinfractionabsolvesthe employeeofwrongdoing.
Step4:TerminationofEmployment Thelastandmostseriousstepinthecorrectiveactionprocessistoterminateemployment.Ifwarranted, thefirstthreestepsofthispolicymaybeskippedatthediscretionoftheHumanResourcesOfficeand theExecutiveVicePresident.
Asupervisor’srequesttoterminateemploymentmustbeapprovedbytheHumanResourcesOffice,and finalapprovalwillbegivenbythesupervisingExecutiveVicePresident.
PerformanceandConductIssuesNotSubjecttoCorrectiveAction
Behaviorthatisillegalisnotsubjecttocorrectiveactionandmayresultinimmediatetermination.Such behaviormaybereportedtolocallawenforcementauthorities.
Similarly,theft,substanceabuse,intoxication,fighting,andotheractsofviolenceatworkarealsonot subjecttocorrectiveactionandmaybegroundsforimmediatetermination
Documentation
Theemployeewillreceivecopiesofallcorrectiveactiondocumentation Theemployeewillbeaskedto signcopiesofthisdocumentationacknowledgingreceiptandunderstandingofthecorrectiveaction outlinedinthesedocuments
8.5 Termination of Employment Thecategoriesofterminationofemploymentandtheirdefinitionsare:
● Resignation.Avoluntaryterminationofemployment,including:
○ Resignation(employeesshouldgiveatleasttwoweeks’writtennotice).
○ Anabsenceofthreeormoreconsecutiveworkingdayswithoutnotice.
○ Failuretoreturnfromleaveofabsenceaspre-arrangedwiththecollege.
● Release.Aseparationinwhichtheemployeeisnotqualifiedoradaptedforthetypeofwork assignedandnootherassignmentisavailable.Releaseusuallyresultsfromnofaultofthe employee.Employeeswhoareunabletoperformsatisfactorilyduringthenewemployee orientationperiodwillbeconsideredasreleased.
● ReductioninForce.Aseparationwhenworkisnolongeravailableandrecallisnotexpected (e.g.,positioneliminated,contractexpired,departmentclosed,etc.).
● Discharge.Aseparationinwhichtheemployeeisremovedfromthepayrollforviolationof employeestandardsofconductorsafetyregulations,unsatisfactoryjobperformance,orany otherreasondeemedbythecollegetowarrantseparation.
Procedure 1 NoticetotheEmployee.Therearenorequirementsforadvancenoticetoemployeesupon separation,butfrequentlyatwo-weeknoticeisprovided
2 PayinLieuofNotice.Whereafuturedateisestablishedforseparation,immediateremoval fromdutiesmaybedesirabletominimizetheadverseeffectonotheremployeesortoallowthe separatedemployeetoseeknewemployment Insuchcases,uptotwoweeks’paymaybe providedinlieuofnotice ThepriorapprovalofthesupervisingExecutiveVicePresidentand acknowledgmentbytheHumanResourcesOfficemustbesecuredbythesupervisor
3 ManagementApprovals.Whenanemployeeisreleased,separatedduetoareductioninforce, ordischarged,approvalwillberequiredfromthesupervisingExecutiveVicePresidentwith notificationtotheirimmediatesupervisorandtheHumanResourcesOffice
4 Resignation.AnemployeecanresignthroughnotificationtotheHumanResourcesOfficeor theirsupervisor Uponreceiptoftheresignation,theHumanResourcesOfficeshouldbe notified
5 ExitInterview.Separatedemployees,whethervoluntaryorinvoluntary,willbereferredtothe HumanResourcesOfficeforanexitinterviewwiththeHumanResourcesOfficeora designatedrepresentativeonorbeforetheirlastdayofwork Collegekeys,technology,IDcard, parkingdecals,andallothercollegepropertymustbereturnedatthistime
BenefitEligibility Generally,whenanemployeeisseparated,OCCbenefitsdiscontinue,withtheseexceptions:
HealthInsuranceBenefits Extendedcoverageandconversionprivilegesofthehealthinsurancebenefitplanareprovidedin accordancewithconditionsoutlinedintheConsolidatedOmnibusBudgetReconciliationActof1985 (COBRA).Whenparticipants(employeesanddependents)loseeligibilityforhealthinsurancecoverage becauseoftheeventsstatedbelow,theeligibleparticipantsmayelecttoretaingroupbenefits.The continuedcoverageispaidbytheemployeebutcanremainineffectfor18or36months,dependingon thereasonthateligibilityisterminated.Participantscoveredinthegroupatthetimeofthequalifying eventareeligibleforcontinuedcoverage.
Eventsqualifyingfor36-monthcontinuationare:
● Deathofanemployee
● Divorceofanemployee
● Medicare-eligibleemployee(employeebecomeseligibleforMedicare,leavingdependents withoutgroupcoverage)
● Childrenwholosecoverageduetocertaincontractualeligibilitylimitations
Eventsqualifyingfor18-monthcontinuationare:
● Lossofcoverageduetoreductionofemployeeworkhours
● Voluntaryemployeetermination,includingretirement
● Employeelayoffforeconomicreasons
● Employeedischarged(exceptforgrossmisconduct)
Vacation
Contingentuponatwo-weeknotice,upto80hoursofearnedbutunusedaccruedvacationmaybepaid uponterminationforstaffemployees.Thisdoesnotapplytocontractedemployees(i.e.,administrators andfaculty) Exemptemployeeswillberequiredtodemonstratedocumentationofvacationhourstaken sincetheanniversarydate Thesupervisorreservestherighttorequireemployeestousevacationhours priortothelastdayofemployment
8.6 Exit Information SupervisorswillnotifytheHumanResourcesOfficeassoonaspossibleaftertheseparationdecision hasbeenmadeandcommunicated
TheHumanResourcesOfficeordesignatedrepresentativewillsendanemailtotheemployeepriorto theemployee’slastdayofemploymentwiththefollowing:
● Currentbenefitelectionsareavailablethroughthe“EmployeeNavigator”portal HRwillsend anemailexplaininghowlongcoveragewillremainineffect
● COBRAiscurrentlybeingmanagedthroughathirdpartyvendorwhosendsemployeesall informationrelatedtocontinuingcoverage
● SchedulearequestforanexitinterviewwiththeHumanResourcesOfficeoradesignated representative
SECTION NINE: Safety and Health 9.1 Accident/Injury Reporting Incompliancewithapplicablelawsandregulations,thecollegewillprovideinformationtoitsworkers’ compensationcarriertomakebenefitpaymentstoqualifyinginjuredorillemployees Ifawork-related injuryorillnessappearslife-threatening,the911emergencynumbershouldbecalledimmediately Otherwise,anyemployeewhosustainsaninjuryorillnessthatisjob-related,regardlessofitscauseor severity,shouldreportitimmediatelytohis/hersupervisorandtheHumanResourcesOffice Injuries thatarenotreportedpromptlymayresultintheclaimbeingdenied Non-emergency,work-related accidentsrequireauthorizationformsavailableintheHumanResourcesOffice Guidelines
● Accidentsincludeallwork-relatedinjuriesorillnessesthatoccurwhileperformingworkforthe college.
● Employeeshaveanobligationtoreportanywork-relatedinjuryorillnessimmediatelyand returntoworkassoonafteraninjuryorillnessastheirmedicalconditionspermit.
● AlistofapprovedmedicalcarefacilitiesmaybeobtainedfromtheHumanResourcesOffice.
● Employeeswhoneedmedicaltreatmentwhileoncompanytravelshouldproceedtothenearest medicalfacilityand,uponreturn,reportittotheHumanResourcesOffice.
9.2 Campus Safety Notifications EmployeeswillbesubscribedtoEverbridge,thecollege’scampussafetynotificationsservice The collegewillfollowtheEmergencyResponseProceduresandNotificationsintheeventofan immediatethreattothehealthorsafetyofmembersofthecampuscommunity.
9.3
Timely Warnings Policy AtimelywarningisacommunicationthatOzarkChristianCollegeissueswhencertaincriminal incidentsoccuroncampusthatrepresentaseriousorcontinuingthreattothepersonandwellbeingof studentsandemployees ReadTimelyWarningsPolicyhere.
9.4 Missing Student Policy Anyonewhobelievesastudentlivingincollege-owned,on-campushousingismissingshouldfollow theMissingStudentpolicytoreporttheirconcern SeeMissingStudentPolicyhere.
9.5 Driver Policy Employeesmayrequestcollegevehiclesforcollege-sponsoredtrips Requestformsareavailablefrom thePhysicalPlantDepartment DriverinformationformsintheBusinessOfficemustbecompletedand approvedbeforedrivingacollege-ownedvehicle
9.6 Surveillance Camera Policy Allcollegeemployees,offices,anddepartmentsusingsurveillancecamerastodetercrime,protect property,orenhancethesafetyofthecollegecommunitymustfollowtheSurveillanceCameraPolicy SeeSurveillanceCameraPolicyhere.
SECTION TEN: Travel, Expenses, and Purchases 10.1 Travel and Entertainment Policy Thecollegewillreimbursebusinessuseofpersonalvehiclesatthestandardmileagerate(specifiedby theIRS)withthesupervisor’spre-approval Rentingavehicleisanalternativetousingapersonal vehicleandmaybemoreeconomicalforthecollege
TravelreimbursementformsareavailableintheBusinessOffice Othercollegebusinessexpenseswill bereimbursedasappropriatelyapproved Familyexpenses(meals,additionalhotelrooms,etc)willnot becovered Seedepartmentsupervisorforreimbursementprocedures Tobereimbursed,receiptsand requestsforrepaymentmustbereceivedwithin60daysaftertheexpensewasincurred.
10.2 Clery Student Off-Campus Trip Policy Anylocationusedbystudentsforhousingorclassroomspaceduringaschool-sponsored,off-campus tripmustbesubmittedtotheCommunityStandardsOfficewithin30daysofthetripincompliancewith Off-CampusSecurityPolicy.PleasereviewtheClery-relatedinstitutionalpolicies.
10.3
Purchasing Policy EmployeesareexpectedtoabidebythepolicieslistedinthePurchasingManuallocatedonthe Purchasingtabofthemyocceduportal
10.4 Gift Policy
EmployeesaretoabidebytheOCCGiftPolicyontheacceptanceofgiftsfromdonors
SECTION ELEVEN: Additional Handbooks Thefollowinghandbooksprovidepoliciesspecifictoadministrators,faculty,andstudents.
● AdministratorHandbook
● FacultyHandbook
● ResidentialStudentHandbook
● OnlineStudentHandbook