OCC Personnel Handbook (OCTOBER 2024)

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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

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