Procedures Manual
2020-2021
Developed and coordinated by
the President’s Cabinet
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Table of Contents
Introduction ................................................................................................................................... 5
Distinguishing Policy and Procedure..................................................................................................... 5
Recommendations for Change in Procedure ........................................................................................ 6
SECTION 100 .................................................................................................................................. 7
Basic College Foundations....................................................................................................................... 7
College Purpose Statement and Governance ....................................................................................... 8
Compliance Policy ................................................................................................................................ 8
Substantive Change Process ................................................................................................................. 9
Section 200 .................................................................................................................................. 11
Local Governance .................................................................................................................................. 11
Northeast Board of Trustees .............................................................................................................. 12
Policy and by-Law Development ........................................................................................................ 13
SECTION 300 ................................................................................................................................ 14
Human Resources ................................................................................................................................. 14
Academic Freedom and Responsibility ............................................................................................... 15
Admission to College-Sponsored Functions ........................................................................................ 16
Advanced Collegiate Study ................................................................................................................. 16
Anticipated Work Ethic ...................................................................................................................... 16
College Regulations Governing Illegal Drugs and Alcohol ................................................................... 17
Compensation ................................................................................................................................... 18
Compensation of Benefits .................................................................................................................. 19
Payroll ............................................................................................................................................... 21
Condolence Announcements ............................................................................................................. 22
Conferences and Workshops ............................................................................................................. 22
Dependent Children on Campus ........................................................................................................ 22
Disciplinary Procedures for Employees............................................................................................... 22
Drug-Free Work Policy ....................................................................................................................... 23
Emergency Notification System Tiger Alert ...................................................................................... 24
Employee Dress Code ........................................................................................................................ 24
Employee Drug Testing Policy ............................................................................................................ 25
Employee Evaluation Process ............................................................................................................. 27
Employee Identification Cards ........................................................................................................... 29
Employee Privacy ............................................................................................................................... 29
Employees’ Standard of Conduct ....................................................................................................... 31
Employee Status Definition ................................................................................................................ 32
Probationary Period for New Hires..................................................................................................... 35
Employment Objectives and Conditions ............................................................................................. 35
Employment Outside of Primary Northeast Contract ......................................................................... 35
Employment Requirements and Restrictions ...................................................................................... 37
General Policy of Employment Contracts ........................................................................................ 37
Fair Labor Standards Act .................................................................................................................... 38
Grievance .......................................................................................................................................... 38
Graduation Participation for Faculty and Staff.................................................................................... 39
HIPAA ................................................................................................................................................ 40
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Leave for Off-Campus Summer Study ................................................................................................. 40
Leave Policy ....................................................................................................................................... 40
Meal and Break Periods for Staff ........................................................................................................ 46
Meetings ........................................................................................................................................... 47
Nepotism ........................................................................................................................................... 47
Non-Teaching Assignments of Faculty ................................................................................................ 47
Office Assignments and Facility Usage ............................................................................................... 48
Personal Cell Phones .......................................................................................................................... 48
Personnel Records ............................................................................................................................. 48
Professional Development ................................................................................................................. 49
Professional Membership .................................................................................................................. 50
Relocation of Classes, Offices, and Programs ..................................................................................... 50
Retiree Benefits ................................................................................................................................. 50
Sexual Harassment/Bullying ............................................................................................................... 50
Tenure ............................................................................................................................................... 52
Termination of Employment .............................................................................................................. 52
Tobacco-Free Environment ................................................................................................................ 53
Travel ................................................................................................................................................ 53
Transportation ................................................................................................................................... 54
Whistle Blower .................................................................................................................................. 56
Work Schedules ................................................................................................................................. 60
Workshops ........................................................................................................................................ 61
Section 400 .................................................................................................................................. 62
INSTRUCTION ........................................................................................................................................ 62
Academic Dismissal Procedures ......................................................................................................... 63
Academic Honesty Guidelines ............................................................................................................ 63
Audio Visual Equipment ..................................................................................................................... 64
Calendar ............................................................................................................................................ 65
Career Education Live Work Policy ..................................................................................................... 65
Class Meeting .................................................................................................................................... 66
Classroom Locked Door Policy ........................................................................................................... 66
Copyrighted Works ............................................................................................................................ 66
Credit Hour Policy Definition .............................................................................................................. 67
Curriculum ......................................................................................................................................... 68
eLearning ........................................................................................................................................... 71
eLearning Course Evaluations ............................................................................................................ 72
Evening and Summer Classes ............................................................................................................. 72
External Activities for Employees ....................................................................................................... 72
Grading and Examinations ................................................................................................................. 72
Procedures for Grade Correction ....................................................................................................... 74
Instructional Resources ...................................................................................................................... 74
Insurance Related to Instruction ........................................................................................................ 76
Intellectual Property Rights ................................................................................................................ 77
Summer Teaching Assignments.......................................................................................................... 78
Textbook Selection ............................................................................................................................ 78
Withdrawal Procedures ..................................................................................................................... 79
Teaching Responsibilities ................................................................................................................... 81
Year-End Faculty Procedures.............................................................................................................. 81
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Section 500 .................................................................................................................................. 83
STUDENTS ............................................................................................................................................. 83
Class Attendance ............................................................................................................................... 84
Dormitory Guests .............................................................................................................................. 84
Dress Policy for Students ................................................................................................................... 84
External Activities for Students .......................................................................................................... 85
Freedom of Speech Policy .................................................................................................................. 85
Fund Raising Activities ....................................................................................................................... 86
Management of Student Records....................................................................................................... 86
Red Flag Identity Theft Program ......................................................................................................... 89
Sexual Misconduct Policy and Procedures .......................................................................................... 89
Statement of Student Responsibility ................................................................................................ 109
Student Communications ................................................................................................................. 110
Student Identification ...................................................................................................................... 110
Student Intellectual Property Rights................................................................................................. 110
Student Involvement ....................................................................................................................... 110
Student Organizations ..................................................................................................................... 111
Student Success ............................................................................................................................... 112
Veterans .......................................................................................................................................... 112
Section 600 ................................................................................................................................ 114
BUSINESS AND SUPPORT SERVICES ..................................................................................................... 114
Annual Operating Budget ................................................................................................................. 115
College Committees ......................................................................................................................... 115
Computer Services ........................................................................................................................... 116
Emergency Closing Procedure .......................................................................................................... 117
Purchasing ....................................................................................................................................... 118
Purchasing Procedure ...................................................................................................................... 119
Accounting ...................................................................................................................................... 119
Research and Planning ..................................................................................................................... 120
Resource Development .................................................................................................................... 120
Northeast Mississippi Community College Development Foundation ............................................... 120
Safety Regulations ........................................................................................................................... 121
Accidents and Illnesses .................................................................................................................... 122
Auxiliary Enterprises ........................................................................................................................ 122
Office and Instructional Supplies ...................................................................................................... 123
Duplicating Services ......................................................................................................................... 123
Mail ................................................................................................................................................. 123
Section 700 ................................................................................................................................ 125
Community and Governmental Relations ........................................................................................... 125
Public Information Program ............................................................................................................. 126
Use of Facilities ................................................................................................................................ 127
Building Usage ................................................................................................................................. 128
Recruitment and Solicitation on Campus.......................................................................................... 129
Weapons ......................................................................................................................................... 129
List of Appendices ...................................................................................................................... 131
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Introduction
Distinguishing Policy and Procedure
The Northeast Procedures Manual recognizes a distinction between the terms Board
Policy and College Procedures. The distinction drawn is designed to help the Board and college
administrators separate the functions of policy direction and administrative processes. The
following is the actual Board Policy that defines Policy and Procedures. The second section is also
Policy that describes how Policy is developed, adopted, and repealed.
DEFINITION OF
POLICY AND
PROCEDURE The Board of Trustees define POLICY as “A written statement
endorsed by the Board of Trustees that establishes a direction or
standard that the administration is expected to support by
developing appropriate procedures.”
The Board of Trustees defines PROCEDURE as “A written
process or method that reflects a direct policy of the Board of
Trustees or the established mission of the college.”
POLICY
DEVELOPMENT Policies and policy amendments may be proposed by the
President, Board of Trustee members, faculty, employees, or
community citizens, but shall be recommended for the Board’s
consideration by a Board member or the President.
Eff: 07-01-2000
ADOPTION The Board shall have the sole right to adopt policies. The
President may issue regulations purely of a procedural nature to
carry out Board policies. However, no ancillary documents shall be
binding on the College without the prior authorization of and
approval by the Board.
Eff: 07-01-2000
REPEAL OF
POLICY Through the adoption of these policies, all previous adopted
policies are repealed and of no force or effect if in conflict with
these policies. Any amendment of or addition to these policies shall
repeal any policies in conflict with it.
Eff: 07-01-2000
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Recommendations for Change in Procedure
As you use this Manual, please note errors and omissions that you believe should
be addressed. In order for this document and these procedures to function effectively, the College
depends on each of you to offer recommendations for changes through your appropriate
supervisor. If you believe that your recommendation affects a different portion of the college or
a segment that is larger than your division, please forward the recommendation to the appropriate
vice president or directly to the President’s Office.
Northeast Mississippi Community College reserves the right to make needed
changes to this manual without advance notification to employees.
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SECTION 100
Basic College Foundations
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College Purpose Statement and Governance
NORTHEAST MISSISSIPPI COMMUNITY COLLEGE
Purpose Statement
Northeast Mississippi Community College is a public, comprehensive community college that exists
to meet the diverse educational and career needs of individual students and the community within
the district it serves – Alcorn, Prentiss, Tippah, Tishomingo and Union Countiesby awarding the
Associate of Arts Degree, Associate of Applied Science Degree and Certificates. Beyond this
original scope, Northeast responds to the needs of all who seek to further their education.
Goals
To accomplish the intended role and scope of the college, the following institutional goals were
established:
To provide accessible, high quality and cost-effective curricula that prepare students
for continued studies, transfer to four-year institutions, or entry into the workforce.
To provide industry-focused career and technical curricula that is student centered,
comprehensive, and responsive to the employment needs of business and industry.
To provide a program of student services that will facilitate the educational, career, personal,
and social growth of students.
To provide developmental studies within the curriculum to strengthen the basic skills of
students.
To offer continuing education, community services, and adult education for individuals
striving for personal and professional growth and/or personal enrichment.
To provide employer-driven, industry-specific workforce education and training to
businesses, industries, and individuals.
To provide human resources, financial resources, instructional resources, and physical
facilities necessary to offer quality instruction.
Revised July 10, 2020
Compliance Policy
In compliance with Title VI of the Civil Rights Act of 1964; Title IX, Educational
Amendments of 1972 of the Higher Education Act; and, Section 504 of the Rehabilitation Act of
1973, as amended, the Board of Trustees of Northeast Mississippi Community College has adopted
this policy assuring that no one shall, on the grounds of race, color, age, national origin, or sex, be
excluded from participating in, be denied the benefits of, or otherwise be subjected to discrimination
in any program or activity of the College.
Northeast Mississippi Community College adheres to the principle of equal educational and
employment opportunity without regard to race, sex, age, color, creed, or national origin.
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This policy includes the qualified handicapped and extends to all programs and activities supported
by the College.
The Section 504 Coordinator is Leigh Ann Stewart, Wright Hall (662)720-7192 and the
Title IX Coordinator is Beth Benson, Ramsey Hall (662)720-7223.
Representation of Status/Accreditation Statement
Northeast Mississippi Community College is accredited by the Southern Association of
Colleges and Schools Commission on Colleges (SACSCOC) to award Associate of Arts degree,
Associate of Applied Science degree, and Certificate. Contact the Commission on Colleges at 1866
Southern Lane, Decatur, Georgia 30033-4098 or call (404)679-4500 for questions about the
accreditation of Northeast Mississippi Community College.
Mississippi Commission on College Accreditation Authorization
The Mississippi Commission on College Accreditation (MCCA) has statutory authority and
duty to approve all colleges and universities or other entities that offer one or more postsecondary
academic degrees and are domiciled, incorporated or otherwise located in the State of Mississippi.
The College is authorized by the MCCA to provide postsecondary academic degrees.
Equal Opportunity Statement
In compliance with Title VI of the Civil Rights Act of 1964; Title IX, Educational
Amendments of 1972 of the Higher Education Act; and, Section 504 of the Rehabilitation Act of
1973, as amended, the Board of Trustees of Northeast Mississippi Community College has adopted
this policy assuring that no one shall, on the grounds of race, color, age, national origin, or sex, be
excluded from participating in, be denied the benefits of, or otherwise be subjected to discrimination
in any program or activity of the College.
Northeast Mississippi Community College adheres to the principle of equal educational and
employment opportunity without regard to race, color, age, creed, national origin or sex. This policy
includes the qualified handicapped and extends to all programs and activities supported by the
College.
(Board Policy)
The Section 504 Coordinator is Leigh Ann Stewart, Wright Hall (662)720-7192 and the Title
IX Coordinator is Beth Benson, Ramsey Hall (662)720-7223.
Substantive Change Process
A substantive change is a significant modification or expansion of the nature and scope of an
accredited institution. It is the responsibility of Northeast Mississippi Community College to follow
the substantive change procedures of the Southern Association of Colleges and Schools Commission
on Colleges and inform the SACSCOC of such changes, including:
• Any change in the established mission or objectives of the institution
• Any change in legal status, form of control, or ownership of the institution
• The addition of courses or programs that represent a significant departure, either in content
or method of delivery, from those that were offered when the institution was last evaluated
• The addition of courses or programs of study at a degree or credential level different from
that which is included in the institution’s current accreditation or reaffirmation.
• A change from clock hours to credit hours
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A substantial increase in the number of clock or credit hours awarded for successful
completion of a program
The establishment of an additional location geographically apart from the main campus at
which the institution offers at least 50% of an educational program.
• The establishment of a branch campus
• Closing a program, off-campus site, branch campus or institution
Entering into a collaborative academic arrangement that includes only the initiation of a
dual or joint academic program with another institution
• Acquiring another institution or a program or location of another institution
Adding a permanent location at a site where the institution is conducting a teach-out
program for a closed institution Entering into a contract by which an entity not eligible for
Title IV funding offers 25% or more of one or more of the accredited institution’s programs.
In order to comply with this requirement, Northeast requires the SACSCOC Liaison to attend all
Instruction Council meetings, Curriculum Committee meetings, and Curriculum Review meetings
and to archive copies of the minutes of these meetings.
Updated: January 15, 2020
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Section 200
Local Governance
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Northeast Board of Trustees
Terms of Appointment
NAME COUNTY EXPIRATION DATE
John Anderson Alcorn March 1, 2021
Larry Mitchell Alcorn January 1, 2020***
Katie Moreland Prentiss February 2, 2025
Lonnie Murphy Prentiss May 31, 2025
Bubba Pounds Prentiss December 31, 2024***
Rodney McBryde Tippah March 1, 2021
Kathy Shappley Tippah December 31,2024*+
Douglas Jackson Tippah December 31, 2021
Christie Holly Tishomingo December 31, 2020*
Tracie Langston Prentiss February 28, 2024
Sam McCoy Prentiss February 28, 2023
Jack Ramsey Tishomingo December 31, 2023
Luzene Triplett Prentiss December 31, 2021
Vance Witt Union February 28, 2023
Ken Basil Union January 1, 2020***
***Term concurrent with election term of County Superintendent
**Member at Large (Appointed March 2016 Rotates Every 5 Years)
*+ Appointed to fill term of Mr. Troy Holliday (Deceased 11/2015)
* Appointed to fill term upon resignation of Ben McClung 8/20/2014
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Policy and by-Law Development
Harmony with Law
No policy or regulation, nor any portion thereof, shall be operative if it is found to be in
conflict with applicable law.
Equal Opportunity
In compliance with Title VI of the Civil Rights Act of 1964; Title IX, Educational
Amendments of 1972 of the Higher Education Act; and, Section 504 of the Rehabilitation Act of
1973, as amended, the Board of Trustees of Northeast Mississippi Community College has adopted
this policy assuring that no one shall, on the grounds of race, color, age, national origin, or sex, be
excluded from participating in, be denied the benefits of, or otherwise be subjected to discrimination
in any program or activity of the College. Northeast Mississippi Community College adheres to the
principle of equal educational and employment opportunity without regard to race, sex, age, color,
creed, or national origin. This policy includes the qualified handicapped and extends to all programs
and activities supported by the College.
(Board Policy)
The Section 504 Coordinator is Leigh Ann Stewart, Wright Hall (662)720-7192 and the
Title IX Coordinator is Beth Benson, Ramsey Hall (662)720-7223.
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SECTION 300
Human Resources
15
Academic Freedom and Responsibility
Academic freedom for faculty members is defined as
the right to select and emphasize subject content,
the right to determine the degree of difficulty of content and of evaluation methods
the right to choose methods of delivery.
Corresponding responsibilities of faculty members are
the responsibility to disseminate up-to-date information based on scholarly
research that is pertinent to students’ potential for success in academia and the
world of work
the responsibility to conform to professionally endorsed principles and practices
by teaching and evaluating material outlined in the course syllabi (based on
consensus of faculty members within the same discipline as well as contacts with
instructors at two- year and four-year institutions), and
the responsibility to provide a variety of methods of delivery that lead students to
develop their own skills.
Faculty members are constrained by ethical behavior conforming to professionally endorsed
principles and practices relative to subject area discipline. (NOTE: The faculty’s obligation to
fulfill contractual duties outlined in the faculty job description (Appendix Z) found in the Northeast
Procedures Manual is not included in the policy for academic freedom and responsibility.)
Complaint Process
Any member of the college community who feels that any one of the above rights and/or
responsibilities has been violated should file a written complaint outlining the specific violation
with the Executive Vice President. The Executive Vice President will appoint a committee of
inquiry to address the complaint. If the Executive Vice President is a party to the complaint, the
President of the college or his designee will assume the duties outlined here for the Executive Vice
President. The committee of inquiry will be comprised of the Executive Vice President as non-
voting standing chair:
the Vice President of Instruction
one other mid-level or above administrator
three faculty members from the discipline represented in the complaint or from the most
closely associated discipline possible, and
one faculty member from another discipline.
Complaints will fall into one of two categories: (1) violation of an instructor’s academic
freedom or (2) an instructor’s failure to comply with the corresponding responsibilities.
Procedures for Ensuring Academic Responsibility
In the case of an instructor’s violation of his/her responsibilities as defined above, the
complaint may be brought by any member of the college community as defined in this document.
Both the complainant and the instructor in question will participate in the inquiry. The committee
will recommend appropriate action.
The Executive Vice President will furnish copies of all committee inquiry findings, both
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positive and negative, to members of the Board of Trustees at the earliest possible regular meeting
of the Board.
Admission to College-Sponsored Functions
Faculty And Staff
Unless specified, all faculty and staff members and immediate family are admitted to
athletic events and most college-sponsored functions by presenting the school identification card.
Faculty and staff identification cards are made annually at the beginning of the fall semester at no
cost to school personnel. Replacement ID cards are made as needed at no charge.
Retirees
A lifetime pass to college-sponsored events is extended from the Office of the President to
a faculty or staff member who has retired from service to the college. Unless specified, retired
Northeast employees are admitted to college-sponsored functions by presenting the school
identification card.
Advanced Collegiate Study
Since the college encourages all employees to seek professional growth, an employee may be
granted permission to schedule class during the normal working hours. Prior approval and alternate
work schedule is required. Normally the work assignment must be re-scheduled.
For faculty, a Program of Study form (Appendix Y) must be completed and approved by the
Executive Vice President for a salary supplement to be added to the succeeding year’s salary. The
Program of Study and coursework should be from a regionally accredited institution, and for faculty
members, courses should be within the discipline (or related) that the instructor is assigned to teach.
Anticipated Work Ethic
Administration, Staff/Faculty
Perform assignments at a high level.
Be punctual and conscientious regarding the work assignment.
Treat students and guests with respect.
Maintain work area that is appropriate and effective.
Be supportive of the College.
Practice a positive, supportive, and cooperative attitude.
Make suggestions that will strengthen and improve Northeast.
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College Regulations Governing Illegal Drugs and
Alcohol
Possession, sale, or consumption of illegal drugs on campus or at off-campus
sponsored activities is prohibited.
Trafficking in Illegal Drugs
1.
For the illegal manufacture, sale, or delivery, or possession with intent to manufacture, sell,
or deliver, of any controlled substance identified in Schedules I and II of Section 41-29-
113 and Section 41-29-115 of the Mississippi Statutes, (including but not limited to
heroine, cannabis, mescaline, lysergic acid diethylamide, or LSD, opium, cocaine,
amphetamine, MDMA, or ecstasy, methaqualone), any student shall be expelled and any
faculty member, administrator, or other employee should be discharged.
2.
For a first offense involving the illegal manufacture, sale or delivery, or possession with
intent to manufacture, sell or deliver, of any controlled substance identified in Schedules
III through V of Section 41-29-117, Section 41-29-121, and Section 41-29- 121 of the
Mississippi Statutes, the minimum penalty shall be probation for a period to be determined
on a case-by-case basis. A person on probation may be required to participate in a drug
education and counseling program, consent to regular drug testing, and accept such other
conditions and restrictions, as the appropriate college official deems appropriate.
3.
Refusal or failure to abide by the terms of probation on second or other subsequent offenses
involving the illegal possession of controlled substances, progressively more severe
penalties shall be imposed including expulsion of students and discharge of faculty
members, administrators, or employees.
Possession, Sale, or Consumption of Alcoholic Beverages
1.
Possession, sale, or consumption of alcoholic beverages on campus, or at off-campus college-
sponsored activities is prohibited.
2.
State laws are outlined as follows:
a)
Drinking Age—The legal drinking age in Mississippi is 21. Selling, giving, or serving
alcoholic beverages to persons under 21 is unlawful. In Mississippi, this law extends to
possession of alcoholic beverages by anyone under 21. It is unlawful for any person to
misrepresent or misstate his or her age in order to obtain alcoholic beverages. This
includes the manufacture or use of false identification. Any person who does either of
these things for the purpose of obtaining alcohol shall be fined a maximum of $200, and
on failure to pay such fine and all costs shall be imprisoned for up to 30 days in jail.
Section 67-1-91.
b)
D.U.I. (Driving while under the influence of alcohol or other drugs) Section 63-11- 30
provides A mandatory suspension of licenses for a period not to exceed one year for the
first conviction. Fines of up to $1,000 and/or 14 hours in jail for the first offense. Attend
and complete an alcohol safety education program as provided in Section 63-11- 32.
3.
In addition to the legal requirements and penalties above, students found to be in violation of
this college policy will be subject to penalties under the student Code of Conduct. Faculty
and Staff in violation of this college policy will be subject to disciplinary actions as outlined
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and as deemed appropriate by the college authorities. Mandatory participation in
rehabilitation and education programs will be regulated by State and Federal statutes.
Conditions for Immediate Suspension
When a student, faculty member, administrator, or other employee has been charged by the
college with a violation of policies concerning alcohol and other drugs, he or she may be suspended
from enrollment or employment before initiation or completion of other disciplinary proceedings,
if the responsible authority concludes that the person’s continued presence within the college
community would constitute clear and immediate danger to the health or welfare of other members
of the college community.
Civil Conviction for Drug and Alcohol Offenses
If employees of Northeast Mississippi Community College, in performance of college duties
within the scope of their employment, are convicted of an offense related to drugs, they will be
subject to the same penalties, as the offense would warrant if the offense were committed on college
property or at a college-sponsored event. The term “conviction” means a finding of guilt (including
a plea of nolo contendere) or imposition of sentence, or both, by any judicial body charged with the
responsibility to determine violations of Federal or State criminal drug statutes. The individual
involved is required to notify the college of the conviction or incident within five (5) working days
following said conviction or incident.
Compensation
Faculty
Northeast Board of Trustees has approved two salary schedules for faculty. These schedules
represent the Board’s intent to maintain its position of providing a salary schedule and average
faculty salary that is above average among Mississippi’s community colleges and be fiscally
responsible to the citizens of Mississippi and Northeast’s district counties. The Faculty Salary
Schedule is updated annually or as needed. See Appendix G
Definitions:
Hours Beyond Degree - When a degree is determined to be the basis of the original hire, the faculty
member is encouraged to continue his or her education. Hours counted for salary adjustment must
have prior approval of the Executive Vice President. Normally only course work directly related to
the teaching discipline will be counted. Evaluation of other related courses is the responsibility of
the Executive Vice President.
Experience Increment- This term applies to the sum added to base salary for each year of
experience. It is the responsibility of the Executive Vice President to evaluate the experience and
make a recommendation to the President at the point of hire.
Northeast Experience- Each year of experience at Northeast up to 30 is counted.
Other Experience Experience prior to employment at Northeast is evaluated and the Executive
Vice President makes a recommendation to the President.
Calculation of Appropriate Coursework- The scale referenced is used to establish the base salary
for persons who hold degrees in their teaching discipline. (e.g. - English instructors with degrees in
English.) In the instance of an "Education Degree" or a degree in a related field with hours in the
teaching discipline, the College, using the following guideline, will establish degree equivalency at
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the point of hire or prior to the course being undertaken.
Prior approval by the College President is required for new or planned “related” courses.
Masters Degree Base - Must have a Masters Degree in the field, a related field with a minimum of
18 hours of graduate credit in the teaching field, or a related field with relevant experience.
Masters Degree +30 or Educational Specialist with Hours in the Teaching Field - Must have a
Masters Degree in the field or a related field. The Educational Specialist Degree will satisfy this
requirement when the employee possesses adequate hours of graduate credit in the teaching field.
Doctoral Degree - Must have an earned Doctorate in the field or a related field for which the person
is employed.
Persons who possess graduate hours in the field above the minimum but insufficient to
achieve the next level will not be paid for those hours of credit earned as part of the base salary.
Employees hired prior to 2001 will be paid $125 per three-hour course, which will begin with the
first course completed after the person is employed by the college provided the credit was approved
by the Executive Vice President in advance. Employees hired on the 2001+ Salary Scale will be
paid $250 per three-hour course above the minimum.
Staff and Administrators - The base salaries for staff and administrators are based on the position.
Experience increments are $225 for each year of employment at Northeast to a maximum of 30
years.
Salary Schedule for Part-time and Overload Classes -Part-time and overload instruction are
assigned on per class basis per semester basis. The salary scale for part-time and overload classes
is $600.00 for each semester credit hour. Such classes are taught by regular and/or adjunct faculty
members and are assigned contingent on the class making as determined by college instructional
administration. Labs attached to the classes do not affect the level of pay.
1 Semester Credit Hour Class
$ 600.00
3 Semester Credit Hour Class
$1,800.00
4 Semester Credit Hour Class
$2,400.00
Classes to be offered are determined by the Division Head, the Vice
President of Instruction, and the Executive Vice President.
The employment recommendations for faculty of part-time and overload classes will
be made by the Executive Vice President, Vice President of Instruction, and
Academic Division Head.
Revised: 07-01-2018
Compensation of Benefits
Employee Tuition Waiver
As a part of the benefits package for Northeast full-time employees, the employees and their
dependents may receive a tuition and course materials fee waiver to enroll in classes taught by
Northeast.
Northeast will provide tuition and course material fee waiver for dependent children of
retired Northeast employees. The tuition benefit is limited to the equivalent of six full-time
semesters of enrollment for children who are dependents of the employee at the time of retirement.
Employees should plan to take classes at times other than the employee’s traditional work day. The
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Departmental Director shall approve the employee’s request and forward to the appropriate Vice
President for approval. The Executive Vice President and President may, at their discretion, grant
special permission for an employee to take a maximum of one-class per semester during the
workday provided all missed work time is made up at a time acceptable to the College.
Dual Credit instructor’s and their dependents may qualify for tuition and course materials
fee waiver for dual enrollment classes.
Revised: 05-22-2019
Tuition Waiver For Dependents Of Full-Time Employees
1.
Dependent children and spouses of Northeast regular full-time employees as defined in
the employee status definition section of Northeast Procedures Manual are entitled to a
tuition and course materials fee waiver for the equivalent of six full time semesters of
enrollment.
2.
Dependent status is determined by the federal financial aid regulations for qualifying
dependents.
3.
Employees must complete tuition waiver forms in the Financial Aid Office for tuition
privileges.
4.
The tuition waiver is applied to full and part-time students enrolled in credit hour
programs.
5.
Tuition waivers will be granted for students attending part-time during the summer
months.
6.
Tuition waivers may be stacked with other institutional aid provided the total does not
exceed tuition and dormitory cost. Payment of meal tickets is excluded from the
institutional aid.
7.
Dependent tuition waivers are available for dependents of active employees.
8.
Dependent children of retirees from Northeast may qualify for tuition waiver. The
President is charged with establishing guidelines for the administration of the “Retired
Dependent Tuition Waiver.”
Insurance Cafeteria Plan
The Cafeteria Plan at Northeast Mississippi Community College is managed by a third-
party administrator and allows employees to make pre-tax payment of qualifying insurance
premiums, qualifying medical expenses, and/or qualifying child care expenses.
Participation in the cafeteria plan is voluntary and each employee should evaluate the
potential savings/benefits to determine the benefit to him/her.
Employees’ election to participate in the plan is made annually in August or September, and
the plan year is October 1 through September 30. Insurance premiums that qualify for payment
before tax are health and dental insurance.
Employees Insurance
The State of Mississippi provides health insurance at a minimal cost to each full- time
employee. One-half premium expenses for a life insurance policy is also provided for all full- time
employees. Employees may add family members to the health insurance at the premium rate
established by the State. Other insurance programs are optional with premiums paid by the
employee.
Retirees Insurance
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Any retiring employee has the option of, with the State of Mississippi, continuing health
insurance coverage and life insurance coverage at their own expense. The employee must indicate
this choice at the time of retirement and must pay the full insurance rate.
Payroll
Checks And Deductions
Employee paychecks are issued monthly. Salaries are paid according to the terms of the
contract or salary agreement on a twelve-month basis.
Four (4) regular deductions are made: Federal income tax, state income tax, social security,
and state retirement. A group health insurance plan is provided by the State of Mississippi.
Dependent health coverage is optional at each employee's expense. Employee life insurance is
provided with the State of Mississippi paying one-half of the total premium and the employee
paying the remaining one-half. Other insurance and annuities are optional at each employee’s
expense.
Employee paychecks will be distributed monthly as defined in Appendix C, Payroll
Information.
Direct Deposit of Payroll Check
Employees are encouraged to have their payroll direct deposited each month. Funds may
be direct-deposited into only one selected bank account per employee.
Individual employee monthly payroll and deduction information for direct-deposited
checks is available for review on line through WEB for Employees section of Tiger Line. WEB
for Employees through BANNER provides secure, password-protected access to individual
employee information and may be accessed through the Northeast webpage. Instruction and/or
assistance in the use of WEB for Employees are available from the campus Computer Services
Department.
Printed payroll checks are available for those employees who elect that method of
payment. However, direct deposit is the recommended method for payroll distribution. Employees
may make their selection of method for payroll payment by completing a Selection of Payroll
Distribution Method form. Forms are available in the Business Office.
Salary Paid Over Twelve Months
The College requires full-time employees be paid over a twelve-month period. Faculty and
staff who have full-time contracts or salary agreements for nine, ten, or eleven months will be paid
that salary over a twelve- month period. If there is separation from employment, the earned and
accrued salary of the employee will be paid in full at the time of separation. Separation of service
may be due to death, disability, voluntary or involuntary termination, or an unforeseeable
emergency.
This policy is established in an effort to ensure that funds are available to pay the costs of
insurance and other fringe benefits selected by the employee without a break in the employee’s
coverage. Because the payment of full-time salaries over a twelve-month period is required for all
employees, the employee is not subject to an excise tax for having a non- qualified deferred
compensation plan.
Part-time employees overload salary agreements will be paid monthly. Pay for adjunct
faculty and faculty overloads will be paid at the end of the semester in which the course is taught.
Noon Meal Plan
The College offers a noon meal plan for purchase by any faculty or staff member. The
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meal plan is active for one semester and is authorized for use in the campus cafeteria. The meal
plan may be purchased at the Business Office in Ramsey Hall.
Health and Wellness
Northeast Mississippi Community College is committed to the health and wellness of its
students, faculty, and staff by providing the use of a fitness/wellness center and wellness
education.
Condolence Announcements
All condolence information shall be forwarded to the President’s office. The President’s
assistant will release official condolence announcements.
Effective: 07-01-2018
Conferences and Workshops
Employees of the college are encouraged to attend professional meetings that will provide
professional growth. A copy of the program agenda and a travel request must be submitted to the
immediate supervisor at least 72 hours prior to the date of the meeting. The supervisor and the
divisional Vice President will determine the value of the meeting to the institution and will grant or
deny permission to attend. The divisional Vice President will determine reimbursement for
expenses to attend the meeting.
Dependent Children on Campus
In normal circumstances, faculty and staff should avoid having their dependent children on
campus during the usual hours of school operation. In the event that such a need arises, the
employee should make acceptable arrangements with his or her direct supervisor. Supervisors
should maintain an appropriate work environment and be flexible when the need arises for an
exception.
Disciplinary Procedures for Employees
It is the policy of the college to employ personnel who are willing and able to perform the
functions of their jobs in a satisfactory manner, to observe the rules and regulations of the college,
and to devote their time and attention to the business of the college during working hours. Should
it become necessary to counsel or discipline employees, this procedure is intended only as a guideline
to the commonly accepted steps a supervisor should take in correcting employee behavior.
This procedure is effective immediately, applies to all employees of the college, and
supersedes all prior issued procedures. The college shall have the right to discipline or discharge an
employee. Each case shall be evaluated on its own set of circumstances.
The following steps should be used by supervisors in correcting unsatisfactory performance:
1.
Fact-finding or counseling to be used as a first step in correcting unsatisfactory
performance. Supervisor should follow up the counseling session with written
documentation; however, this is not filed in the employee’s personnel file.
Note: If the supervisor suspects that an employee is encountering performance
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problems or violating work rules because of non-job –related situations such as poor
health, family problems, alcoholism, or emotional disturbances, the supervisor is
encouraged to refer the worker for counseling or to obtain professional help.
2.
Formal written warning – documented meeting between the employee and the supervisor at
which time the supervisor shall review the facts and inform the employee of failure to meet
acceptable standards of performance and/or of not following college rules and regulations.
The employee may be placed on probation for a period to monitor more closely corrective
action and improvements gained. More severe disciplinary measures will result if standards
of performance are not met or if rules continue to be violated. Documentation should be
placed in the employee’s personnel file with approval from divisional vice president and/or
president. (See Appendix U)
3.
Suspension following counseling and written warnings, an employee may be required to
remain off the job in a non-pay status for a specified period for disciplinary purposes; and,
without warning, for more serious offenses. Immediate suspension may be ordered when
circumstances make attendance at work dangerous to the employee or others, when an
investigation is needed, or when circumstances may seriously impair the employee’s
effectiveness on the job. Written documentation is required for the employee’s personnel
file. Supervisor should discuss action with divisional vice president and/or president. (See
Appendix V)
4.
Discharge when discipline procedures have been used but performance has not changed
or an employee has committed a major offense, the college may discharge the employee.
If an employee feels that the discipline has violated college policy or is unwarranted, the
employee can file a grievance under the Grievance Appeal Procedure.
Drug-Free Work Policy
Policy
It is the policy of the Board of Trustees that the Northeast Mississippi Community
College campus, centers, and workplaces be drug-free. The administration is directed to develop
appropriate rules and procedures to assure that the policy is enforced. Under the policy, employees
are prohibited from the unlawful manufacture, distribution, dispensing, possession, use or being
under the influence of a controlled substance, as defined in state or federal law, in any Northeast
facility during working hours or at college-related events outside usual working hours. Employees
in violation of this policy will be subject to disciplinary action. Discipline may include mandatory
drug rehabilitation, suspension, or dismissal.
Procedure
Northeast Mississippi Community College supports the following:
Aid in prevention of alcohol and other drug abuse through educational efforts.
Use of counseling services and rehabilitation programs.
Appropriate discipline for those who engage in substance abuse and related behaviors.
Educational Efforts
Northeast Mississippi Community College shall provide educational programs aimed at
preventing the abuse of alcohol and other drugs. Educational efforts shall be directed toward all
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members of the college community and will include information about the incompatibility of the
abuse or sale of alcohol and other drugs with the goals of Northeast Mississippi Community
College; the health hazards associated with the abuse of alcohol and other drugs; the
incompatibility of alcohol and other drug abuse with the maximum achievement of educational,
career, and other goals; and the potential legal consequences of involvement with alcohol and other
drugs.
Counseling and Rehabilitation Services
Those students, faculty, or staff who seek assistance through the college for an alcohol or
drug-related problem shall be provided with information about counseling and rehabilitation
services through college and/or community resources. Professional standards of confidentiality
shall be observed at all times. For those working in good faith and in treatment or rehabilitation
agencies, every attempt will be made to return the individual to full-time employment or student
status.
Disciplinary Actions
Students, faculty members, administrators, and other employees are responsible, as citizens,
for knowing about and complying with the provisions of Mississippi law that make it a crime to
possess, sell, deliver, or manufacture those drugs designated collectively as “controlled substances”
in Section 41-29-113 et seq of the Mississippi Statutes. The minimum penalties shall be imposed
for the particular offenses described in the section labeled “College Regulations Governing Illegal
Drugs”.
Emergency Notification System Tiger Alert
Northeast Mississippi Community College utilizes a state-of-the-art rapid alert and
notification system called Tiger Alert. Tiger Alert provides students, faculty and staff members with
an advanced rapid communication solution to be used by the College during emergency.
The Tiger Alert system is used to notify students, faculty, and staff of weather-related events
and other emergencies that may occur on campus. Through the use of Tiger Alert, Northeast is able
to reach all members of our college community, whether on campus or not, within moments of an
alert being sent. Tiger Alert allows Northeast to inform employees of important decisions and safety
procedures in the event of an emergency on campus.
Employees and students should sign up for the Tiger Alert system. Tiger Alert messages may
be sent via text messages, cell phone calls, landline calls, and other mechanisms. Additional
information on the Tiger Alert system may be obtained from the Chief of Campus Police in the
Haney Union Building, or the Vice President of Student Services in Ramsey Hall.
Employee Dress Code
Northeast employees are expected to present a professional image to students, other employees, and
the general public by dressing in a manner that promotes a positive image of the institution and is
appropriate to the profession and the region. Employees should dress in a conservative, professional
manner. The standard dress at Northeast is business attire.
Business attire is described as a minimal of:
Dress slacks (or khaki pants), skirts, or dresses; skirts and dresses should be an appropriate
length.
Dress shirts/sport shirts with a collar and a tie for men
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Blouses, separates, or sweaters for women
Leggings may be worn under a dress; however, they should not be worn as pants.
Dress shoes or dress sandals with a closed back (Sling-backs are considered “closed
back.”)
Some positions and occasions require a more formal appearance and may require a sport coat or
suit.
For your reference, the following attire is not considered appropriate:
Denim – regardless of the color and/or the piece of clothing. Jeans, denim jackets,
chambray shirts, etc. are not professional attire.
T-shirts worn as outerwear
Clothing more appropriate for leisure, sports activities, or social functions
Flip-flops, sneakers, slides, or open-heeled shoes
Suggestive, revealing, or tight-fitting clothing
In some areas of campus, safety and the work environment require specific uniforms. Additionally,
on occasion, the job assigned for the day may require an employee to dress in a manner more
conducive to the assignment, such as inventory, cleaning closets, etc.
On special occasions, the President may, at his discretion, give specific exceptions to this policy.
On days where he indicates casual dress is acceptable, employees are allowed to wear khakis,
collared polo/golf shirt, or a pullover.
It is the responsibility of the employee to follow the dress code policy; however, should the
employee fail to do so, it is the responsibility of the immediate supervisor to counsel the employee.
Should an employee have a medical and/or religious requirement to wear something that may not
conform to these guidelines, he/she should contact his/her supervisor to discuss accommodations.
Effective December 6, 2016
Employee Drug Testing Policy
General Statement of the College’s Policy on Drug and Alcohol Use
The College will provide a safe work environment and to foster the well-being and health
of its employees. Compliance with the College’s Drug and Alcohol-Free Workplace Policy is a
condition of employment. The College strictly prohibits the unlawful manufacture, possession, use,
abuse, sale, transfer, distribution, solicitation or possession, including possession with the intent to
sell or distribute any controlled substances, including illegal drugs, alcohol, prescription drugs
(used contrary to a legitimate prescription), nonprescription drugs (used in a manner contrary to the
directions or for a purpose other than that for which the drugs are offered by the manufacturer) or
any other controlled substances or drug paraphernalia at any time, whether on College or personal
time, including but not limited to any time on the College’s premises, in the College’s vehicles,
when performing College business or when otherwise acting as an employee of the College.
An applicant for employment may be required to submit to a drug and alcohol test as a
condition of the job applicant’s employment application.
An employee may be required to submit to a drug and alcohol test as a condition of
employment when the College has a reasonable suspicion that an employee is in violation of the
College’s Drug and Alcohol-Free Workplace Policy or as part of neutral selection drug and alcohol
testing. The College may refuse to hire a job applicant or may discipline any employee, up to and
including discharge, on the basis of a positive confirmed drug and alcohol test result, a refusal to
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submit to a drug or alcohol test, or any other violation of the College’s Drug and Alcohol Free
Workplace Policy. Further, conviction for a drug-related offense may result in discipline up to and
including discharge.
Statement of Mississippi Law
You are hereby advised that the College has implemented a drug and alcohol policy and
conducts a testing program, pursuant to House Bill No. 84 of 1994, codified at Miss. Code Ann.
§ 71-7-1, et seq. (hereinafter “the Act”), and you are hereby advised of the existence of said Act.
You are hereby advised that the College has also implemented a drug and alcohol policy and
conducts a testing program pursuant to the Drug-Free Workplace Workers’ Compensation Premium
Reduction Act, codified at Miss. Code Ann. §§71-3-201 to 71-3-225, and you are hereby advised
of the existence of said law.
Confidentiality
All information, interviews, reports, statements, memoranda and test results, written or
otherwise, received by the College through its drug and alcohol-testing program are confidential
communications, except under certain circumstances as allowed by the Act.
Procedures for Confidentially Reporting Prescription or Nonprescription Medication
An employee or job applicant shall be allowed to provide notice to the College of currently
or recently used prescription or nonprescription drugs at the time of the taking of the specimen to
be tested, and such information shall be noted prior to initial testing.
When Drug and Alcohol Testing May Occur
Drug and alcohol testing may occur under the following circumstances:
a)
Job applicants may be required to submit to a drug and alcohol test as a condition of
employment.
b)
All employees may be required to submit to reasonable suspicion drug and alcohol
testing. Reasonable suspicion means a belief that an employee is using or has used
drugs in violation of the College’s Drug and Alcohol Free Workplace Policy when
such belief is drawn from specific objective and articulable facts and reasonable
inferences drawn from those facts in light of experience. Reasonable suspicion may be
based on, but is not limited to, the following:
1.
observable phenomena such as direct observation of drug use and/or the physical
symptoms or manifestations of being under the influence of a drug or alcohol;
2.
abnormal conduct or erratic behavior while at work, absenteeism, tardiness, or
deterioration in work performance;
3.
a report of drug or alcohol use provided by reliable and credible sources and which
has been independently corroborated;
4.
evidence that an individual has tampered with a drug or alcohol test during his
employment with the College;
5.
information that an employee has caused or contributed to an accident while at
work; or
6.
evidence that an employee is involved in the use, possession, sale, solicitation or
transfer of drugs while working or while on the College’s premises or operating
the College’s vehicle, machinery or equipment.
c)
An employee may be required to submit to neutral selection drug and alcohol tests.
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Consequences of Refusing to Submit to a Drug and Alcohol Test
The College may refuse to hire any job applicant who refuses to submit to a drug and alcohol test.
The College may discipline any employee for refusing to submit to a drug and alcohol test
authorized under the College’s Drug and Alcohol Free Workplace Policy, and such discipline may
include discharge.
Contesting the Accuracy of a Positive Confirmed Drug and Alcohol Test Result
An employee who has received a positive confirmed drug and alcohol test result may contest
the accuracy of that result or explain it to the College.
List of Drugs for Which the College May Test
The College may test for marijuana, cocaine, opiates, amphetamines, phencyclidine (PCP),
and alcohol.
Federal Drug-Free Workplace Notice
The College provides a drug-free workplace under the provisions of the Federal Drug- Free
Workplace Act.
The College also has established a drug-free awareness program to inform employees about
the dangers of abuse in the workplace, the College’s policy of maintaining a drug-free workplace,
any available drug counseling, rehabilitation and employee assistance programs, and the penalties,
which may be imposed upon employees for drug abuse violations.
Further, the College has made it a requirement that each employee as a condition of
employment will be given a copy of the College’s Drug and Alcohol Free Workplace Policy, setting
out the items identified above as required by the Federal Drug-Free Workplace Act. The College
has further notified each employee that as a condition of employment the employee must:
a)
abide by the terms of the College’s Drug and Alcohol Free Workplace Policy and the
Federal Drug Free Workplace Act, including those requirements set out above; and
b)
notify the College of any criminal drug statute conviction for a violation occurring in
the workplace no later than five (5) calendar days after such conviction.
Effective December 2015
Employee Evaluation Process
Evaluations
Administrative
Administrative/Non-teaching personnel will be evaluated annually. This evaluation will be
conducted by the immediate supervisor of the employee as well as a self-evaluation by the
employee. After a discussion by the employee and the supervisor, the employee and supervisor
will agree on a development plan for improving the performance level, if such a plan is appropriate.
(See Appendix D1 Evaluation of Administrative & Non-Teaching Personnel) (See Appendix D2 for Self-Evaluation
Form)
Faculty Evaluations
Northeast Mississippi Community college values quality teaching and the importance of a
shared commitment by the faculty and institution to creating a positive learning environment. A
comprehensive faculty evaluation process is designed to continually assess this shared commitment
and use the results to continuously improve instruction and the learning environment.
The primary goal of the evaluation system is to enhance the contributions of all faculty to the
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institution and promote and recognize excellence. To accomplish this goal, Northeast’s evaluation
process has the following objectives:
1)
Promote communication between the faculty and administration
2)
Ensure that instruction is meeting the institution’s adopted purpose statement
3)
Identify the means for the institution to support quality instruction
4)
Evaluate accountability and performance
It is from this perspective, then, that Northeast Mississippi Community College embraces a
formative/summative, developmental and continuous improvement approach toward faculty
evaluation.
Northeast’s faculty evaluation process has been designed and implemented in consultation
with faculty, administrators, and instructional staff. It will continually evolve and have a built- in
process of ongoing evaluation of its effectiveness.
Multiple means are used to evaluate faculty annually. Information collected on faculty performance
is used to improve teaching techniques and instructors’ relationships with students. The methods,
processes and schedule utilized to evaluate faculty are found below:
Method
Who Performs
Documentation Used
Timeframe
Classroom Observation
Division Head completes an observation on
half the faculty within the division annually*
Classroom Observation
Form (Page 2 of
Administrative
Evaluation of Teaching
Personnel and Self-
Evaluation)
New Faculty-
annually for three
years*
All other faculty
observed every
other year
Student Evaluation of
Faculty
Students evaluate both full and part-time
faculty
Course Evaluation
deployed through
Canvas (Learning
Management System)
All courses receive
a Course
Evaluation each
term
Self-Evaluation by
Faculty
All full and part-time faculty perform self-
evaluation
Administrative
Evaluation of Teaching
Personnel and Self-
Evaluation
Annually
Annual Evaluation by
Division Head
Division Head evaluates both full and part-
time faculty within their division
Administrative
Evaluation of Teaching
Personnel and Self-
Evaluation
Annually
Faculty Conference
Division Head and faculty member (full and
part-time) meet, review results from all
evaluation methods, and establish a plan for
professional growth by:
1. Reviewing professional learning
participation from the year (documentation
will be attached to evaluation materials- both
Division Head and Faculty will receive a
cumulative report of all activities as report
through Earning Your Stripes via email at end
of each reporting period)
Administrative
Evaluation of Teaching
Personnel and Self-
Evaluation
Annually
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2. Identification of at least 3 Goals for Growth
for the upcoming year (including plans for
professional learning)
**See below for Improvement Plan process
**Any faculty member, who has been required to devise an Improvement Plan, will be evaluated using the
full process each year while on improvement status (Sample of Written Warning). The Improvement Plan
is initiated by the faculty member’s supervisor and encompasses steps 1 and 2 of the Disciplinary Procedures
for Employees (see Human Resources, Disciplinary Procedures for Employees; see also Sample of Written
Warning). The length and conditions of the Improvement Plan will be indicated in writing and provided to
the faculty member at the time the Improvement Plan is implemented. If conditions of the Improvement
Plan are not met, step 3 of the Disciplinary Procedure for Employees (Suspension) will be enacted (see
Sample of Suspension).
Evaluation of any faculty member may occur at any time if need is indicated- for example, information
reflected on the Student Evaluation of Faculty, etc.
Using the earlier criteria to evaluate individual faculty members, the institution will conduct
evaluations to determine the successes of faculty in obtaining their individual improvement goals.
Revised December 5, 2019
Employee Identification Cards
A Northeast identification card is issued to each employee. The card is designed to be
worn as a badge and each Northeast employee should wear their identification card/badge with the
name and photograph at all times during the normal workday.
Identification cards must be returned to the employee’s supervisor or the Human Resource
Office at the time the employee ceases to be employed by the college.
Employee Privacy
Employee ID Number
Northeast employees are identified by an employee identification number generated through
the College’s administrative software. Employees should use their Generated ID Number on
campus forms.
Social Security Number Protection
Northeast employees shall take steps as may be reasonable and necessary to prevent the
inadvertent disclosure of an individual’s social security number to anyone other than those persons
or agencies having a legitimate and lawful need to know the individual’s social security number for
the performance of required duties.
Social security numbers of Northeast employees may be disclosed only when required by
law, or required by an agency or person having a legitimate and lawful need for the
information in order to perform required duties of the agency. Example: IRS, PERS,
payroll deducted insurances, etc.
Internal lists of employees should include social security numbers only when necessary to
allow required work to be completed. Example: list of employees for payroll
Northeast employees may not distribute any personal information on other employees in
order to receive personal or political gain.
Financial Information
Northeast employees shall take steps necessary to prevent the disclosure of an individual’s
30
personal information and financial information in accordance with the Gramm- Leach-Bailey Act
(GLB ACT). Financial information may not be accessed without a valid work related reason to do
so. The identifying financial information of employees should not be shared.
Gramm-Leach-Bailey Act GBL ACT
1.
Northeast Mississippi Community College has designated the chief records officer as the
employee responsible for the coordination and executive of the information security plan
as it relates to the college’s students. The President is designated as the officer responsible
for the coordination and execution of employee information.
2.
The following have been identified as relevant areas to be considered when assessing the
risks to customer information. Customers are defined primarily as students, students’
families, and employees.
a.
Admissions
b.
Records Office
c.
Financial Aid Office
d.
Student Residential Life
e.
Security
f.
Continuing Education
g.
College Information Systems
h.
Computer Services
i.
Business Office
i.
Accounts Receivable
ii.
Payroll
j.
Human Resources
3.
The GLB Act states that the college is considered to be in compliance with the privacy
provisions of the GLB Act if it is compliant with the Family Educational Rights and Privacy
Act (FERPA). The Records Office will provide guidance in complying with all privacy
regulations in regards to student records. The Records Office will provide college personnel
with information needed to be informed of the requirements of FERPA. Student records are
confidential and are also governed by the policies listed in Section 541 of the Board of
Trustees Policy Manual. Each college employee is responsible for maintaining the privacy
and confidentiality of student records and employee records. Employees are charged with the
responsibility of only accessing records that are needed for their specific job duties and for
maintaining the confidentiality of those records at all times. The President and the Human
Resource Officer will provide guidance in complying with all privacy regulation in regards to
employee records. Employee records are confidential and are governed by the policies listed
in Section 316 of the Board of Trustees Policy Manual.
4.
Northeast Mississippi Community College requires that all service providers that are given
access to customer information in the normal course of business provide adequate
safeguards to ensure the protection of the student or employee information and compliance
with the GLB Act. During the process of selecting any service provider, college personnel
will ensure that the provider is aware of the requirement to protect customer information;
is committed to protecting the privacy of the information; has procedures in place that
provide for the protection of the information; and agrees that the protection of the
information survives the termination of the service agreement.
5.
The College shall periodically evaluate the security to ensure compliance with
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requirements and regulations of current laws.
6.
EMPLOYEE SELECTION PROCESS
Faculty
1.
A centralized applicant file is maintained by Northeast. When a vacancy occurs, the
applications in the active file are reviewed. The active file contains applications that are
1 year or less old.
2.
The position may be advertised through Mississippi and regional universities and
community colleges and in regional and/or local newspapers for possible candidates, and
openings are announced on the college's Web Page.
3.
A selection committee determines the applicants to be interviewed.
a.
The Selection Committee consists of the Executive Vice President, Vice President
of Instruction, the Division Head, and selected faculty.
b.
The Executive Vice President serves as Chair of the selection process.
4.
The Executive Vice President recommends finalists to the President of the College.
5.
The President of the College recommends the candidate to the Board of Trustees.
6.
The Board of Trustees vote determines the employment of the candidate.
7.
When the Board approves the recommendation, the President of the College issues a
contract for employment.
8.
The contract states the position, time frame, salary, and requires the signatures of the
employee, President of the College, and Chairman of the Board of Trustees.
Administration And Staff
1.
A centralized applicant file is maintained by Northeast. When a vacancy occurs, the
applications in the active file are reviewed. The active file contains applications that are
1 year or less old.
2.
The position may be advertised through Mississippi and regional universities and
community colleges and in regional and/or local newspapers for possible candidates, and
openings are announced on the college's Web Page.
3.
A selection committee determines the applicants to be interviewed.
a. The Selection Committee consists of the divisional vice president and other
selected personnel.
b. The divisional vice president chairs the selection process.
4.
The Selection Committee Chair recommends finalists to the President of the College.
5.
The President determines the final selection and employs the individual.
Employees’ Standard of Conduct
Needs Assessment for Personnel
Northeast strives to provide for the needs of employees that qualify for American
Disabilities Act (ADA). In order to meet this goal, the College requires all employees to notify their
supervisor, or respective Vice President, of any condition for which the employee may need
assistance. The employee and the employee’s supervisor will conduct the “Needs Assessment for
Personnel Procedures” process. Employees should self-report their needs for accommodation to the
College.
The “Needs Assessment for Personnel Proceduresforms and a complete description of the
process are available from the Human Resource Office and the President’s office.
32
Employee Status Definition
The College will employ instructional, administrative and support personnel for efficient
provision of services to students and the community. The following are types of employees.
Regular full-time: An employee is hired for an indefinite period of time or specified contract
period in excess of 4.5 months and scheduled to work at least 20 hours per week. Employees in
this category will be covered by insurance benefits.
Regular part-time: (more than 20 hours per week): An employee hired for an indefinite period
of time and is regularly scheduled to work more than 20 hours per week. Employees in this
category will be covered by insurance benefits, will be members of PERS, and will be entitled
to prorated leave and/or vacation benefits as applicable to the employee classification.
Employees in this class will be issued a regular salary agreement or contract and will be subject
to all published salary scales and employment procedures and guidelines of regular full-time
employees.
Regular part-time (less than 20 hours per week): An employee hired for an indefinite period
and is scheduled to work not less than fifteen and no more than 19 hours per week. Employees
in this category will not be covered by insurance benefits and will not be entitled to employee
benefits such as leave or vacation time. Employees in this class will be issued a regular salary
agreement or contract form.
Supplemental Personnel: A part-time or temporary worker employed under a supplemental
salary agreement for a specific assignment for a definite period of time. Employees in this
class will be covered by insurance benefits and will be members of PERS if they are regularly
scheduled to work more than 20 hours per week. Employees in this class are not entitled to
benefits of regular employees such as leave or vacation. Employees considered full-time or
regular part-time (more than 20 hours per week) should not be placed under supplemental
agreements.
Grant Based Personnel: A fulltime or more than 20 hours per week part-time employee hired
from a specific funding source with employment contingent on an outside funding source. The
compensation and work schedule are to be mandated by Northeast in accordance with current
policies and procedures, and in conjunction with the guidelines of the grant funding. Northeast
policies, procedures and guidelines take precedent over all grant guidelines; however,
employment must meet mandated grant requirements. Employees in this category will be
covered by insurance benefits, will be members of PERS, and will be entitled to leave and
vacation benefits as applicable to the length of the contract (9,10, or 12 month) and to the
assignment being full-time or part-time. Employees in this class will be issued a regular salary
agreement or contract form or a supplemental agreement as applicable.
Occasional: An employee hired for an indefinite period and scheduled to work not more than
14.5 hours per week. Occasional employees are not covered by insurance benefits.
Temporary or seasonal: An employee hired to work not more than ninety (90) days. The work
assigned is seasonal in nature or required by a short-term operational need. Insurance benefits
are not applicable to employees in this category.
Hourly: An employee hired to work with payment of wages made on an hourly basis. The
assignment can be for full-time or part-time employment; can be for an indefinite period of time
or for a specific assignment over a definite period of time; and can be for a grant-based program.
Employees in this category will be covered by insurance benefits and will be members of PERS
as applicable to the assignment being full-time or part-time (more than 20 hours a week). Hourly
employees working no more than 19 hours per week will not be covered by insurance benefits.
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Hourly employees are not entitled to leave or vacation time regardless of the length of the
assignment. Employees in this class are issued a regular salary agreement or a supplemental
salary agreement form as applicable.
Student Worker/Intern: A student worker/intern is employed for an indefinite period, but
must be currently enrolled for at least 6 credit hours or equivalent in order to continue working
in this status. A student worker is regularly scheduled to work 18 hours or less per week. Interim
employment is allowed and may continue between semesters when there is an intent to reenroll. Student
workers are not covered by the benefit package.
Adjunct Faculty: An instructor hired to work one semester or less and assigned less than
half the normal teaching load. Adjunct faculty are appointed each semester subject to overall
class enrollments. Adjunct faculty are not covered by insurance benefits.
Volunteer Services: Northeast Mississippi Community College may accept volunteer
services from qualified individuals in the community. All volunteer services must be
recommended by the department head for which services will be utilized and must be approved
by the college President. Recommendations should be made on the college’s “Volunteer
Services Agreement” form (See Appendix M Volunteer Services Agreement) and should specify
services to be volunteered. Volunteers must agree to the stipulations in the services agreement.
Volunteers receive no remuneration from the college for the services rendered. The volunteer
will receive no benefits, scholarship, insurance, workers’ compensation, leave time, or other
benefit from the college for their services. The volunteer may not represent himself or herself
as an employee, agent, representative, or contractor for the college. Volunteers within any health
instructional environment must maintain and provide evidence of personal Malpractice
Insurance.
Retirees as Volunteers: PERS Regulation 34 mandates that a former employee who has
retired from a Mississippi Community College may not provide any service to that institution
within 90 days of their retirement. Therefore, retirees may adversely affect their retirement
status should they volunteer services to Northeast within 90 days of their retirement from the
College. After the initial 90 days of separation from the college, a retiree may volunteer services
without affecting their retirement benefits. Notification must be provided to PERS within five
days of employment or re- employment of a retired PERS participant.
Employment of Retirees
Individuals who have retired from Northeast Mississippi Community College (or other
State of Mississippi Service) may be reemployed in accordance with the Public Employees
Retirement System of Mississippi, PERS, Regulation34.
(See www.pers.ms.gov/content/documents/regulations/reguations/reg34.pdf)
All previously retired individuals reemployed under Public Employees Retirement System
of Mississippi, PERS, Regulation 34 must provide a Certification/Acknowledgment of
Reemployment of Retiree (PERS Form 4b). Personnel that are reemployed after retirement from
State of Mississippi, service will be employed under the policies and procedures of Northeast
Mississippi Community College effective at the date of reemployment. Employees must complete
PERS Form 4b within 5 days of re-employment. An “Adjunct Faculty/Employee Retirement
Acknowledgement” form will be included in the initial employment packet. Each prospective
employee will complete and submit this form to the Human Resource Office to be filed as part of
the initial employment packet. Division/Department heads will submit the names of their
prospective retired faculty/employees to the Human Resources Office, prior to official employment.
Upon receipt of this list, the Human Resources officer will send the PERS form 4- B to the
prospective employee for completion. The Human Resources officer will notify the respective
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division/department head when the signed form has been received in the Human Resources Office.
Updated August 1, 2012
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Probationary Period for New Hires
All new employees are subject to a ninety (90) day probationary period.
Employment Objectives and Conditions
Equal Opportunity
In compliance with Title VI of the Civil Rights Act of 1964; Title IX, Educational
Amendments of 1972 of the Higher Education Act; and, Section 504 of the Rehabilitation Act of
1973, as amended, the Board of Trustees of Northeast Mississippi Community College has
adopted this policy assuring that no one shall, on the grounds of race, color, age, national origin,
or sex, be excluded from participating in, be denied the benefits of, or otherwise be subjected to
discrimination in any program or activity of the College. Northeast Mississippi Community
College adheres to the principle of equal educational and employment opportunity without regard
to race, sex, age, color, creed, or national origin. This policy includes the qualified handicapped
and extends to all programs and activities supported by the College.
(Board Policy)
The Section 504 Coordinator is Leigh Ann Stewart, Wright Hall (662)720-7192 and the
Title IX Coordinator is Beth Benson, Ramsey Hall (662)720-7223.
Employment Outside of Primary Northeast Contract
The President shall request that all full-time employees of the college to accept that
Northeast is their primary employment with all other work obligations as secondary. All full-time
employees of Northeast are permitted to seek supplemental professional and work opportunities
outside the primary Northeast contract, provided the following conditions are met:
a.
Supplemental employment for full-time employees of the college does not conflict with
the primary job duties of the employee and mission and/or needs of Northeast
Mississippi Community College.
b.
All outside, supplemental assignments, including supplemental on-line instruction, are
conducted off-campus without the aid of college owned materials and supplies and
outside of the primary job duties of the employee.
c.
The employee shall not enroll current Northeast students in classes offered by other
institutions in which employee is being compensated.
d.
The employee must inform the immediate supervisor and agree to cooperate with
college administration whenever occasional conflicts occur between primary duties to
the college and outside supplemental assignments.
The Board of Trustees authorizes the President of the College to use reasonable means
to counsel and correct the actions of fulltime employees who violate this policy.
Revised: 05-09-2017
Students Employed By Faculty Or Staff
Students may not be employed by a Northeast faculty member while enrolled in the faculty
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member's classes or enrolled in a faculty member's division.
The definition of employment includes supervision by the faculty member for the
purpose of the faculty member's personal financial gain.
The prohibition of employment also applies to the summer following the student’s last
semester of enrollment.
Faculty and staff should avoid relationships with students that create conflict of interest for
the faculty, staff or Northeast.
Relationship To A Member Of The Board
Members of the Board of Trustees have accepted, as a condition of public trust, a commitment
to avoid any conflict of interest that will provide personal gain either directly or indirectly. The
following guidelines are provided to college staff as an understanding of this issue in employment
of persons related to a member of the Board of Trustees. The following guidelines are meant to
cause college personnel to seek the opinion of the college attorney who may seek an opinion from
the Attorney General or the Ethics Commission.
v
No member of the family of a Trustee (while in office or during the calendar year after
withdrawing from the office) may be hired in a position at the college when the following
conditions exist.
Ø
If the individual is a member of the family within the third level.
§ Level I – The Trustee’s children (see Emancipated below) and spouse.
§ Level II – The Trustee’s father, mother, brothers and sisters.
§ Level III – The Trustee’s grandparents, aunts and uncles.
Conditions of Hire of Emancipated Offspring
Emancipated Children – The children of the Trustee may be hired when
They are acknowledged by the Board to have met the conditions of emancipation
The Trustee recuses himself or herself during votes on hiring, promotion, salary
adjustments, and
When the position is not “an officer, clerk, stenographer, deputy or
assistant.”
An Emancipated Child
The Mississippi Supreme Court defines Emancipation as follows: Emancipation, as
employed in the law of parent and child, means the freeing of a child for all the period of its
minority from the care, custody, control, and service of its parents; the relinquishment of parental
control, conferring on the child the right to its own earnings and terminating the parent's legal
obligation to support it.
Mississippi Code defines Emancipation as: The duty of support of a child terminates
upon the emancipation of the child. The court may determine that emancipation has occurred
and no other support obligation exists when the child:
Attains the age of twenty-one (21) years, or
Marries, or
Discontinues full-time enrollment in school and obtains full-time employment prior to
attaining the age of twenty-one (21) years, or
Voluntarily moves from the home of the custodial parent or guardian, establishes
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independent living arrangements, and obtains full-time employment prior to attaining
the age of twenty-one (21) years.
Employment Requirements and Restrictions
Promotion, Job Posting, and Classification
The College is committed to fill positions with the most qualified persons available.
New or vacant job positions may be posted at all appropriate College sites as well as at
external sites.
Consistent with this commitment, the College attempts to promote qualified employees
from within the College.
Credentials and experience may be verified and background checks may be completed
on new hires.
Employees are required to be employed in their current position for a minimum of one
year before requesting a transfer or applying for a position in another department on
campus.
The College may transfer employees to a new position within the College as warranted
to ensure the best operation of the College.
All employees of the college with the exception of Federal and Northeast work- study
students must be a minimum of 18 years of age.
General Policy of Employment Contracts
Contract and Salaries
Administration, Professional, and Other Staff
Non-teaching full-time employees are employed by contracts or salary agreements. The
supervisor with approval of the College President arranges the working hours. Salaries are based
on education, assignment, and years of service.
Faculty
Full-time teaching faculty are employed by annual contracts. The length of the contract
(9-12 month) depends on the subject matter taught and the source of funding for the salaries.
Salaries are based on academic preparation and teaching experience.
Part-time faculty are employed by salary agreements. The agreements are issued for
each semester and normally are limited to 6 to 8 credit hours. The agreement is conditional on the
student number being sufficient to “make” the class.
External Grant Funding of Employees
Employees whose positions are funded by grants or federal programs are employed by
salary agreements. They perform the duties as specified within the grant and contract.
Since such positions are dependent on grant funding, termination of funding may result
in the termination of the positions. If partial reduction of the funding occurs, any terminations
will be based on the terms and conditions of the grant.
Such employees will sign and receive a “Statement of Understanding” at time of
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employment that outlines the terms, conditions and anticipated length of the grant based
employment.
Credentials Required Transfer
Faculty
All full-time and part-time faculty teaching transfer courses must, at a minimum, have a
master’s degree, which includes a minimum of 18 graduate semester hours in their
teaching discipline or relevant experience. Northeast’s goal is to employ at least one-
third of the faculty with 30 graduate semester hours in their teaching discipline.
Technical Faculty
All full-time and part-time technical faculty must possess academic preparation and
demonstrate/document technical competence
The minimum academic preparation is an associate’s degree (master’s degree preferred).
All technical faculty must stay current in field of study and maintain state
competency plan in conjunction with the division head.
All technical faculty must hold the national certifications required by MCCB to reach in
a specific subject area or obtain required national certification within 2 calendar years of
hire.
Career Faculty
Both full-time and part-time career faculty must possess a high school diploma and
demonstrate or document occupational competency in teaching area.
College work and/or specialized training are preferred.
All career faculty must stay current in field of study and maintain state competency plan
in conjunction with the Division Head.
All career faculty must hold the national certifications required by MCCB to reach in a
specific subject area or obtain required national certification within 2 calendar years of
hire.
Revised: 07-01-2018
Fair Labor Standards Act
Exempt and Non-Exempt Positions
All college positions are identified as exempt or non-exempt in accordance with the Fair
Labor Standards Act of 1985, as amended, and the United States Department of Labor.
Exempt positions are excluded from the minimum wage and overtime provisions of the
act and are generally identified as faculty, executive,
administrative, managerial, and other professional staff. Non-exempt positions are generally
identified as support staff, clerical, secretarial, technical, paraprofessional, skilled craft, service,
and maintenance.
The distinctions reflected above are generalities and the complete criteria of the FLSA
will be applied to each position to determine its status. Complete criteria for evaluation of college
positions in accordance with the Fair Labor Standards Act are available from the Human Resource
Office or the Business Office. The exempt/non-exempt status of a position will be communicated
to an employee at the time of employment and will be reflected on the employee’s contract.
Grievance
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Grievance Appeal Procedures for Faculty and Staff
The Northeast Mississippi Community College grievance procedure is designed to assure
a systematic method for resolving issues that may arise for an employee regarding the college and
a superior. If a resolution cannot be reached, an employee may file a grievance regarding the
issue.
A grievance is defined as a claim by an individual employee that there has been a
violation, misinterpretation, or misapplication of an established practice, policy, or procedure.
The Appeal Procedure
1.
The employee must submit a written appeal of a grievance to the immediate supervisor
within five workdays of his or her awareness of the “failure to reach resolution.”
2.
The immediate supervisor must respond in writing within ten workdays rendering a
decision and justification.
3.
If the employee is not satisfied with the immediate supervisor's decision, the employee
may file a written grievance with the immediate supervisor’s supervisor within ten
workdays of receipt of the supervisor’s response.
4.
The secondary supervisor must render a decision in writing with justification within
ten workdays of receipt of the appeal.
5.
If the employee is not satisfied with the second appeal, he or she may, within ten
workdays of the response, request an appellant hearing before the Grievance
Committee.
The Grievance Committee
The Grievance Committee is composed of the Director of Success Center(Chair), one
administrative staff member, two faculty members, one office professional worker,
and one buildings and grounds employee.
The appeal must be written and submitted to the chair of the grievance committee.
The employee must be present when the grievance is submitted. He or she may
personally present his or her case or may choose to have a representative present the
grievance.
The responsibility of the committee shall be limited to a review of the case to
determine if Northeast established practices, policies, or procedures were followed or
interpreted and if the appeal procedures were properly followed.
Graduation Participation for Faculty and Staff
For the faculty, the graduation exercise is considered as a full workday and an absence of
participation will require the submission of an absentee form. Requests for absences
from graduation must be submitted to the Vice President of Instruction. Fulltime instructional and
student services administrators and teaching faculty are required to participate in graduation.
Others may participate at their discretion.
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HIPAA
Under normal and usual operation practices, college personnel would not have access to
health information of employees. However, in the event that health information is available,
college personnel are charged with protecting the health information of college employees in
accordance with HIPAA. HIPPA, Health Insurance Portability and Accountability Act of 1996,
is United States legislation that provides data privacy and security provisions for safeguarding
medical information. Under normal and usual operation practices, college personnel would not
have access to health information of employees. However, in the event that health information is
available, college personnel are charged with protecting the health information of college
employees in accordance with HIPAA. Visit the U.S. Department of Health & Human Services’
website to learn about HIPAA.
Leave for Off-Campus Summer Study
Full-time (12-month) Personnel
Full-time instructional or administrative employees may request leave for educational
purposes during the summer. Such employees shall be required to enter an agreement with the
college to return the following session and fulfill the contract with the college or repay such salary
received while on leave. Such requests are subject to the approval and/or recommendation of the
Executive Vice President and the President.
Full-time (10-12 month) Faculty
The deadline for applying for summer school or work experience leave is April
15. Instructors may receive up to six weeks of leave over a two-year period. Priority will be
given to those who need work experience or coursework for license renewal. Study or work must
be in the field of teaching in which the instructor is engaged.
Approval for the work experience to apply for credit for Career-Technical faculty must be
secured from the instructor's state supervisor in advance of the training.
Any faculty member applying for work experience must submit a suitable itinerary of
work activities, a completed work experience form, and a letter of acceptance from the
organization where the work is to occur. The Division Head, the Vice President of Instruction and
the Executive Vice President must grant final approval for the work experience.
The Request of Leave for Off- Campus Study form is available in the office of the
Executive Vice President and on the Northeast website under shared documents. (See Appendix W)
Leave Policy
Absences
Employees should submit a leave form for all days absent from work. The employee’s
division/department head should report any absence not reported by an employee at the time of
absence or before the end of the month in which the absence occurred.
Faculty
All faculty absences are recorded in the Human Resource Office and are reported back
to the faculty monthly.
Un-anticipated absence
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When a faculty member is absent from a class(es), he or she must submit a leave
Form to the appropriate Division Head.
The Division Head will make emergency arrangements for classes missed.
The Division Head must notify the Vice President of Instruction by telephone and submit
a copy of the absentee form to the Vice President of Instruction.
Anticipated Absence
The instructor must submit a plan to the Division Head to ensure that the students receive
instruction during the class(es) missed.
If the faculty member anticipated absence for more than one week, substitutes may be
employed as replacements.
Extended Absence
Faculty members who are absent for five or more days (for sickness, personal, or
professional reasons) during one semester may be denied additional professional leave within the
same semester.
Staff and Administration
If a staff member/administrator is absent, a Leave Form should be submitted to his/her
immediate supervisor.
Un-anticipated Leave
The immediate supervisor should be notified at the beginning of the absence.
A Leave Form should be submitted to the supervisor when the staff/administrator returns
to work.
Anticipated Leave
Should be submitted a minimum of 72 hours prior to the absences.
Leave Forms
Leave Forms are available in the Human Resources Office and on-line through shared
documents.
Accrual of Leave
Leave will be accrued one day per calendar month of the contract/agreement period up to
12 days per fiscal year.
Unlimited leave may be accrued on continuous employment.
Full-time (9-10-11-12 month) faculty members will receive credit for summer school
classes (day or evening) taught.
Leave with pay may be granted to full-time employees whose contract is for two
semesters or more per academic year.
Permanent part-time personnel will accrue leave based on the pro-rata time worked.
Maternity, Personal, and Sick Leave
Leave may be used for bona fide reasons (maternity, illness, illness or death of a member
of the immediate family of the employee or spouse children, parents, grandparents,
grandchildren, or persons standing in Loco Parentis. Leave may be taken for funerals provided
prior and proper approval is requested.
Personal Business
Employees are encouraged to limit the use of leave time for personal business to three
days per year. Such use of leave time will require prior approval by the respective Division
42
Head and Vice President.
Extended Leave
Excluding maternity, no leave in excess of ten (10) days will be granted without an
assessment by the divisional vice president. A committee appointed by the President of the
College will hear any appeal of the vice president's decision.
After all benefits have been used, salaries will be suspended. The college will negotiate for
replacement personnel.
The position of the individual on leave will be retained for the remainder of the semester or for
a period of 3 months whichever is the most advantageous for the employee.
In the event an employee is on extended leave, the total financial responsibility of the college
shall not be more than 100% of the employee's two-semester contractual commitment.
Employees on extended leave for medical reasons must submit a "fitness for duty"
certification to return to work.
Accumulated Leave-Retirement or Termination
Upon termination or retirement, an employee with five (5) or more years of service will be
paid, upon request, his or her accumulated leave based on the following schedule, provided the
employee leaves in good standing, with proper notice:
Employees with five (5) to twenty (20) years of service to Northeast will be paid up to the
number of accumulated leave days or ten (10) days, whichever is less.
Employees with more than twenty (20) years of service to Northeast will be paid up to the
number of accumulated days or ten (10) days plus one (1) day for each year of service over
twenty (20) years [up to a maximum of thirty (30) days], whichever is less.
Any leave time certified to the Public Employees Retirement System for credit toward
retirement will not be subject to payment.
Employees may be granted no more than ten (10) days of leave and no more than ten (10)
days of vacation during the last sixty days of employment except for documented, verifiable medical
reasons. Leave prior to termination of employment may be taken only with approval of the employee's
divisional vice president and may be denied if such leave causes a problem in the workload distribution
within the unit.
The President shall report all employees who have used all available leave and continue to be
absent from work without pay. The Board will consider the reasons for the extended leave on the
college before determining to continue or discontinue employment. The employee is expected to
provide complete and detailed medical information to the President within 10 days of the written
request.
Vacation
All full-time (twelve-month) employees, professional and buildings and grounds, will
be allocated one day of paid vacation for each full month of employment per fiscal year
(July - June) not to exceed ten days per year.
Vacation does not expire and is unlimited.
At termination, any unused vacation days may be certified as leave days to the Public
Employees Retirement System of MS.
Revised: 07-01-2019
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Leave Without Pay
Leave of absence without pay up to one year may be granted to faculty for good cause as
determined by the Board of Trustees. Faculty members receiving a leave of absence for additional
training or degree work will be offered reemployment; all others will be offered reemployment if
there is a vacancy.
Jury Duty Leave
Employees who are selected for jury duty are granted official leave time for days
missed. A copy of the jury duty summons should be submitted with the employee’s absentee
form. While serving as a juror, the employee should periodically inform the college about the
duration of jury service.
On-the-Job Injury Leave
Employees injured in the course of their employment and eligible for Workers’
Compensation benefits may use accrued leave or vacation leave to supplement payment received
from WorkersCompensation Insurance.
Workers’ Compensation Insurance will pay in accordance with statutory requirements of
Mississippi. The insurance will begin paying an injured employee after five consecutive days of
work have been missed due to a medically documented work-related injury. The rate of pay is
two-thirds (2/3) of the employee’s regular pay. The college allows the injured employee to utilize
a combination of leave time and workers’ compensation payments to provide total compensation
equal to the employee’s normal rate of pay. Injured employees receiving workers’ compensation
insurance payments may choose to:
Accept the worker’s compensation insurance benefits as their total pay for their leave
period and submit no leave time to the college for time off due to work related injury.
Accept the worker’s compensation insurance benefits for the two-thirds (2/3) of normal
pay and utilize college leave time as needed to equal the remaining one-third of normal
pay during the time off from the work-related injury.
Utilize college leave time for pay for the entire leave due to injury and submit any checks
received from the worker’s compensation insurance company to the college.
Total compensation received from both the college and the insurance company during a work-
related injury may not exceed the employee’s normal rate of pay. Employees who have exhausted
all accrued leave time and vacation time, or who do not wish to use accrued leave, may request
Family and Medical Leave for the period of time that they are away from work due to an on-the-
job injury or illness.
Leave Transfer Program
Northeast Mississippi Community College's Leave Transfer Program permits Northeast
employees to donate accrued leave for the use of other Northeast employees medical or family
emergency or other hardship situations.
Definition of Terms
Any Northeast employee who has been affected by a personal emergency may make
application to the Human Resources Office to become a leave recipient after all his/her accrued
time has been used. If an employee is not able to make application on his/her behalf, the
immediate supervisor may make application on behalf of the potential leave recipient.
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A personal emergency is defined as a medical or family emergency or other hardship
situation that is likely to require an employee's absence from duty for a prolonged
period of time and to result in a substantial loss of income to the employee because of
the unavailability of paid leave.
For the purpose of this procedure, an absence from duty without available paid leave
that is expected to be at least ten working days is deemed a prolonged period of time.
When the personal emergency affecting a leave recipient terminates, the employee or
his/her immediate supervisor should promptly notify the Human Resources Office. Once the
personal emergency ends, no more transfers of leave can be made. The recipient can retain no
leave in excess of the time used for the personal emergency. Leave will be credited on a first
donated basis. Any donated time not used will be credited back to the employee(s) donating the
time. The use of donated leave is subject to all of the conditions and requirements of the published
Employee's Leave Policy.
Limitations
A maximum number of thirty (30) days can be received per single emergency; and an
employee can only receive donated leave two (2) times for personal emergencies during
a fiscal year.
A limit of five (5) days is placed on the amount of time that an employee can donate to
another individual (per emergency).
A maximum number of twelve (12) days can be donated per employee, per fiscal year.
Donated leave cannot be used retroactively for any period of leave without pay prior
to January 1, 1993.
Leave may only be donated to employees of Northeast Mississippi Community College.
Request
To request donated leave time, a Leave Transfer Request Form should be completed.
This includes the employee's name, position, and a brief description of the nature,
severity and anticipated duration of the personal emergency affecting the employee.
To donate leave, a Leave Transfer Authorization Form should be completed.
The Leave Transfer Program is voluntary. An employee may not directly or indirectly
solicit contributions of donated time or attempt to intimidate any other employee for
receiving leave days.
Evaluation of Request
The Human Resources Office will review all requests for donated leave time.
Consideration will be given to the nature of the emergency and the past leave history of the
employee. If the request is approved, the Human Resources Office will notify Northeast
employees of the recipient's request so that employees who wish to donate leave time may do so.
If the potential recipient does not wish to inform all employees of the existence of a personal
emergency, a memorandum will not be distributed campus-wide but donations can be accepted
from those employees who are aware of the emergency.
Revised: 07-01-2019
45
Family & Medical Leave (FMLA)
a.
Northeast Mississippi Community College and the College leave policies adhere to
all requirements of the FMLA.
b.
The college president is charged with establishing and reviewing the college’s leave
procedure and guidelines to insure compliance with FMLA.
c.
Paid leave taken by an employee and FMLA leave will run concurrent for all
conditions qualifying for FMLA.
National Guard Leave
Employees who are active members of the National Guard or the U.S. Reserves will be
allowed ten days each contract year for official National Guard duty. All days taken in excess of
ten days will be deducted from annual vacation time.
Professional Leave
Professional leave time is considered as a workday and no leave time is charged to the
employee. Faculty members, however, must submit a Travel Authorization form to the Division
Head and Executive Vice President for approval. Other employees must gain approval from their
immediate supervisor and respective vice president. Normally professional leave time will not be
granted if a faculty member has been absent a total of five days during the semester.
Reemployment Policy for Northeast Personnel Activated into Full-Time Military Service
Any employee of Northeast Mississippi Community College who is called to active military duty
by the President of the United States is entitled to the following:
1.
The employee is entitled to leave of absence from his/her respective duties for periods
not to exceed fifteen (15) working days, without loss of pay, time, annual leave, or sick
leave when ordered to military duty.
2.
When duty is in excess of fifteen (15) days the employee is entitled to leave of absence
without loss of time, annual leave, and sick leave until released from duty. In addition to
the 15 days of leave time with pay, the employee is entitled to pay for acquired personal
leave time.
3.
An employee called to active duty must apply for reemployment within ninety (90) days
after release from active duty. Reservist and guard ordered to initial active duty for
training (IADT) of not less than twelve (12) consecutive weeks must apply for
reemployment within thirty-one (31) days after release from such training. Upon release
from active duty, the employee will be reemployed in same or like position and at the
same status, pay, and seniority if the employee is physically and mentally competent.
Should the employee return disabled from active duty and not be qualified to perform
the duties of the same or like former position, the college will offer other employment
which is consistent with the employee's potential. In such case, the salary will be
commensurate with the job. After reemployment, an employee may not be discharged
within one (1) year without cause. An employee returning from initial active duty for
training (IADT) may not be discharged within six (6) months without cause.
Reemployment protection applies to individuals performing active duty for up to four
years, and for five years if requested to remain on active duty for the convenience of the
government. Reemployment protection is not available to an employee dishonorably
46
discharged.
4.
An employee ordered into active duty will retain medical insurance benefits afforded by
the college until the last day of the month in which the employee was activated. After
reemployment, the employee will be entitled to medical insurance without proof of
insurability. If applicable, the same policy applies for the employee's family members.
Compensatory Leave – Overtime
The minimum wage and overtime provisions of the Fair Labor Standard Act, as amended,
cover college employees. All employee positions are identified in accordance with this standard
as either exempt or non-exempt. The Fair Labor Standard Act designates faculty, executive,
administrative, and other professional staff as exempt from these provisions. (See Section 346
Exempt and Non-Exempt Positions)
College employees who hold non-exempt positions shall be granted compensatory time
off at a rate of one and one-half hours for each hour of overtime worked in excess of forty
(40)
hours per workweek. On occasion overtime pay may be paid in lieu of compensatory time
off and will be calculated at one and one-half times the employee’s regular rate of pay.
Employees should take accrued compensatory leave time within 60 days of accrual.
Compensatory leave time must be utilized prior to the use of normal college leave. Employees
may not accrue more than 80 hours of compensatory leave time.
All overtime hours worked must be pre-approved by the department head. Each
department head is charged with keeping overtime hours worked to a minimum and should
consider budgetary resources before approving overtime work. Department heads and their
respective vice presidents may wish to coordinate efforts with other departments or divisions to
help minimize overtime hours.
The cost of compensatory leave time and overtime pay will be charged to the respective
department’s budget. Therefore, all department heads should strive to ensure that non-exempt
employees do not work more than forty (40) hours within any workweek.
Overtime work is defined as those hours actually worked beyond the standard forty (40)
hours during a workweek. A workweek begins at 12:01 a.m. on Sunday and ends at 12:00
midnight on the following Saturday.
Department heads are responsible for reporting all compensatory time earned and/or taken
by employees to their respective vice president on the appropriate forms from Appendix L
-
Overtime/Compensatory Report. The vice president will forward the information to the
Human Resource Office.
Meal and Break Periods for Staff
Meal Periods
Non-exempt staff employees are authorized one unpaid meal period of sixty (60) minutes
during each eight-hour workday. Department heads have the authority to schedule the meal period
to accommodate the needs of the department. Employees will be relieved of all active work duties
during the meal period.
Break Periods
Each workday, full-time, non-exempt staff employees will be authorized by their
supervisor/department head to take a paid rest period of up to fifteen (15) minutes for each four-
hour work period for a total of thirty (30) minutes during each workday. Since this time is counted
and paid as time worked, employees must not be absent from their workstations beyond the
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allotted break period time.
Employees may not use break periods to offset late arrival or early departure from work, to
extend the meal period or to accumulate paid time off from one day to the next.
Meetings
General college meetings involving the faculty, office personnel, staff, and administrators
will be held periodically. Minutes of the meeting will be recorded. Attendance is compulsory.
Divisional
Division meetings should be held monthly. The time and location of the meetings are at
the discretion of the Division Head. All full-time and part-time day employees are expected to
attend each of the divisional meetings. Written reports of divisional meetings must be forwarded
to the Office of the Executive Vice President.
1.
Name of division
2.
Date of meeting
3.
Divisional members present
4.
Topics discussed and conclusions reached
5.
Problems which require the attention of the administration
6.
Tentative agenda for next meeting
7.
Signature of Division Head
Sub divisional meetings should also be held as appropriate. Minutes of the meetings must
be submitted to the Division Head.
Division reports are due the last Wednesday of each month (December and May reports are
due prior to the end of the semester).
Faculty
Faculty meetings may be called by the College President, the Executive Vice President,
and/or Vice President of Instruction. Such meetings will involve only the teaching faculty and
will be pertinent to the needs of the entire faculty membership. Minutes of the meeting will be
recorded. Attendance for the day faculty is compulsory.
Committee
The committee chair may call a committee meeting consistent with the committee’s
charter.
Nepotism
Supervisor Restriction
When the College employs two or more members of the same family full-time, neither
member of the family shall be in a position to have direct supervision over the other without prior
approval of the President of the College. (Board Policy)
Non-Teaching Assignments of Faculty
Advising
In addition to teaching, each faculty member is assigned a limited number of student
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advisees or a responsibility in registration.
Committee Assignments
The Executive Vice President makes a maximum of three committee assignments.
All committee members are expected to participate in assigned committee assignments.
Institutional Decision-Making
The college recognizes the faculty’s voice in determining the future of the college and
values the faculty’s thoughts and suggestions in the decision-making process.
Committee work – most standing committees have a majority of faculty representation
Faculty determine the breadth, depth, scope, and nature of the curricula and the course
content within the curricula
Northeast faculty members are encouraged to submit planning proposals to recommend
operational changes.
Office Assignments and Facility Usage
Each professional employee at Northeast is assigned office space and is afforded the
privilege of a telephone and a computer with internet and e-mail access
The Executive Vice President makes office assignments. College facilities may be made
available for the use of civic, cultural, and similar public groups for meetings and
programs that are non-controversial in nature.
The Board of Trustees authorizes the administration of the college to develop a procedure
whereby a formal request may be made to the Northeast Office of Event Planning. The
written request must specify the particular facility to be used; the purpose for which it
will be used, the date(s) and time(s) of the use; a summary of activities and such other
information as may be required. The college reserves the right to deny requests that are
deemed inappropriate for a college campus. The renting organization should specify a
responsible person to be present during the event. The sponsoring organization will be
responsible for security, supervision, liability, and damages that result from the event.
The Board of Trustees may impose a reasonable charge for the use of the facility payable
prior to the scheduled event. Extended leases of college property may be made when
such property is not needed for immediate occupancy or use by the institution. Formal
application for extended leases should be made to the Northeast Business Office. (See
Appendix T)
Personal Cell Phones
Employee should limit personal calls during the scheduled workday. Cell phones should
not be used in the classroom except in cases of emergency or for educational use. Faculty and
staff may keep cell phones on vibrate in order to receive emergency notifications via the Tiger
Alert System.
Revised: 10-23-2017
Personnel Records
Prior to assuming duty all employees must:
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Sign an employment contract or salary agreement.
File an IRS withholding tax form (W-4), Mississippi income tax withholding form and
an I-9
Complete an Employee Identification Form in the Human Resource Office. This
includes a permanent mailing address, telephone number, and name of emergency
contact person. Mailing address should NOT be the employee’s assigned college office.
Complete the appropriate forms for becoming a member of the Public Employees
Retirement System.
Complete appropriate forms for participation in the insurance plans as desired.
Insurance under COBRA: It is the responsibility of the employee to notify the Human
Resource office of an event that qualifies the employee or employee’s dependent for
insurance under COBRA. Examples of such events are change in marital status, child
becoming 28 years of age, termination of medical coverage for a dependent, or
termination of employment.
File with the Human Resource Office official transcripts of all college credits and other
appropriate documents verifying training and experience.
Confidentiality of Personnel Records
The Human Resource officer is the official custodian of Personnel Records.
Any employee may have access to the information in that employee’s permanent
personnel file, except to confidential placement or reference data secured prior to
employment. This access is available in the Human Resource Office only.
In the event an employee wishes to amend or correct an inaccurate record, the employee
may do so by addressing such a request to the President and attaching the corrected or
amended information for inclusion in the personnel file.
No information about an individual will be disclosed to anyone outside the College
without the employee’s consent, except as required by law.
Copies of materials in the personnel files will be provided to the employee upon request.
Permanent personnel files are available for review by the employee’s supervisors
Change of Address
It is the responsibility of the employee to complete a revised Employee telephone
number, or other information on the initial form. Employees should keep information correct.
Post-Employment Data
All post-employment data will be collected by the Human Resource Office. All
regular full-time and part-time employees may have an exit interview conducted by the President
or designated representative.
Professional Development
Employee Development
The Northeast Board of Trustees and administration encourage professional growth for
all Northeast employees. In addition to In-service training, limited financial support for travel to
professional meetings is included in the college operational budget.
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Professional Membership
Faculty, staff, and administrators are encouraged to hold memberships and participate in
professional organizations. While Northeast is not responsible for an individual's professional
membership dues, the institution may pay part or all of the expense to attend professional
meetings. The Division Head and the appropriate Vice Presidents base such expenditure on
available funds and prior approval.
Relocation of Classes, Offices, and Programs
The extended relocation (beyond 3 consecutive days) of classes, offices, and or programs
to other areas within buildings on campus must be approved by the Executive Vice President.
Vacated buildings and or classrooms are to be occupied only with the approval of the Executive
Vice President.
For temporary relocation (1 to 3 days) of classes, the instructor must notify the Division
Head and post notice in the original room for information purposes.
Furniture and equipment are assigned to particular locations on campus. No furniture
and/or equipment are to be moved from one location to another without the permission of the
Executive Vice President. (See Section 800 Rental of Facilities)
Retiree Benefits
Retirees of the college are entitled to the same privileges, as are full- time employees. The
privileges include participation in the college sponsored insurance programs, free attendance at
extracurricular functions, tuition fee waiver(s) for class(es) and employee meal rates in cafeteria.
Tuition waiver(s) are provided to dependents of retired employees in accordance with established
policy.
Sexual Harassment/Bullying
College Position Re: Charges of Sexual Harassment/Bullying
Northeast Mississippi Community College does not condone, from its employees or
students, any form of sexual harassment, including offensive gestures, inappropriate physical
contact, and language with sexual connotations directed toward other individuals.
The College holds its employees responsible for students, under their direct
supervision, who may harass other students or employees.
Each employee or student is responsible for his/her actions and language and, if found
guilty of sexual harassment, will be subject to appropriate discipline which may include
termination.
Northeast does not condone bullying or any form of harassment toward other
individuals.
Due Process for Charges of Sexual Harassment
1.
If an employee or student believes he/she is sexually harassed by a member of the
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College community, or has direct knowledge of sexual harassment of another employee
or student by a member of the College community, the individual should immediately
report the incident to the President or his designee.
2.
The individual will be referred to appropriate female or male personnel who will
record the incident(s) and request that the charge be made in writing.
3.
An investigation will be conducted by an individual or committee appointed by the
President to determine if cause exists for a formal hearing.
4.
The plaintiff and accused (defendant) will be informed in writing of the investigation's
findings within five days after the investigation is completed.
a.
Should sufficient evidence of sexual harassment be present against the defendant,
the College may suspend a student or an employee until the charges are dismissed
or the defendant is found not guilty.
5.
If the investigation finds sufficient evidence to warrant a hearing, a formal hearing of
the case will be held before a Sexual Harassment Committee. (The plaintiff, however,
may request in writing a formal hearing before the Sexual Harassment Committee and
will be granted the request.)
6.
The sexual harassment hearing will be conducted within ten days after the investigative
report is filed or after the plaintiff submits a written request for hearing.
7.
The plaintiff and defendant will be notified in writing of the time, place, and date of
hearing and each will receive a copy of the investigative committee's report.
a.
Both the plaintiff and defendant may be represented by counsel for advice only.
b.
The plaintiff and defendant may present witnesses and other evidence related to
the case.
c.
Each may cross-examine witnesses and give summary statements.
d.
The proceedings will be taped and will have minutes recorded.
8.
The Sexual Harassment Committee will report its finding within five working days to
the plaintiff, the defendant, and the President of the College.
9.
If either the plaintiff or defendant wishes to appeal the Sexual Harassment Committee's
decision to the Northeast Mississippi Community College Board of Trustees, a written
request for the appeal must be received by the President of the College within ten days
after receipt of the Sexual Harassment Committee's decision.
Committee
The Sexual Harassment Committee, which is appointed by the President of the College,
will consist of three females and three male employees and will be chaired by the Executive
Vice President, or if not available, by someone appointed by the President.
Appeal
In event of an appeal, the plaintiff and defendant will receive a written notice of the
Board of Trustees' hearing, giving place, time, and date.
The plaintiff and defendant may be represented by counsel for advice only.
The plaintiff and defendant may present witnesses and other evidence that are related
to their case.
Both may cross-examine witnesses and give summary statements.
The proceedings will be taped and minutes will be recorded.
Within five working days after the Board of Trustees' hearing, the plaintiff, the
defendant, and the President of the College will receive a written decision.
The Board of Trustees' decision will be final.
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Tenure
There is no formal policy governing tenure for NE employees.
Conditions of Employment
Faculty
1.
Each faculty member must adhere to the course syllabus developed by the division and
approved by the Division Head and Vice President of Instruction.
2.
Each faculty member should plan to meet the full class period/ semester and provide
instruction that is commensurate with collegiate standards.
3.
Each faculty member is expected to arrive in the building 15 minutes prior to the beginning
of class and begin class on time.
4.
Each faculty member will advise a limited number of students and participate in planned
advising activities, including summer orientation.
5.
Each faculty member must arrange a daily out-of-class office conference period.
6.
Each faculty member is expected to provide the flexibility of class schedule described in
the faculty contract.
7.
Each faculty member must attend all divisional and general faculty meetings.
8.
Graduation participation is required.
9.
Each faculty member is expected to remain abreast of current changes in his or her
discipline.
10.
Each faculty member is expected to use appropriate language to communicate thoughts and
ideas; however, he or she is also expected to avoid the use of vulgar and inappropriate
language.
11.
Full-time faculty are expected to avoid supplemental employment that conflicts with the
duties of full-time faculty.
12.
Full-time faculty are required to be at their assigned duty location from 8:00 to 3:00 Monday
through Thursday. Friday duties will be assigned as set forth in an activities calendar
developed by the Vice President of Instruction.
Nine and Ten-Month Faculty
Breaks in the work schedule (holidays, etc.) will be published on the official College
Calendar or announced by the President of the College.
Twelve-Month Faculty
The faculty must agree to teach summer school when the need exists. Faculty members
are granted ten days of vacation time. Breaks in the work schedule (holidays, etc.) will be
published on the official College Calendar or announced by the President of the College. The
Vice President of Instruction or his designee makes all summer work assignments.
Termination of Employment
Involuntary Termination
Any faculty or staff member who is involuntarily terminated shall be orally advised (or in
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writing, if requested) of the reason for termination.
Anyone wishing to appeal termination shall apply in writing within three days for a review
by a committee composed of the President, the respective Vice President, and the other
vice presidents. The review committee shall consider any evidence and give its opinion
or recommendation to the President.
Further review will be before the Board of Trustees at the next regular or special
meeting if requested in writing within five days of the report of the review committee.
Exercise of appeal shall not stay termination. An appellant may be represented by counsel
before the Board provided notice representation is given.
Terminated employees must return keys and other Northeast property and must remove
all personal belongings from the campus within a period of three days from the
termination date.
Voluntary Termination
An employee of the college who voluntarily terminates employment with the college or
retires must do so in writing.
The written notification should be submitted in the form of a request to be released from
the current contract (unless the termination is planned for the end of the contract). The
request should be submitted to the employees’ supervisor at least two working weeks
prior to the requested termination date. The termination is defined as the last date the
employee plans to report to work. Leave and/or vacation may not be used during the
two-week notice period. NOTE: Employment contracts are binding for the contract
period. The President of the College may refuse the request for release if the termination
adversely affects the operation of the college.
Employees working under “Faculty” contracts must provide sufficient notice to allow
the Board of Trustees to approve the resignation prior to the last day of work. Failure to
provide sufficient and proper notice of resignation may result in the loss of payment of
unused leave.
The college respectfully requests that individuals desiring to terminate employment at
the end of the contracted period make their intention known by March 15, in a formal
letter of resignation.
On the last day of employment, the employee must turn in all college keys to the
appropriate Vice President.
All personal property must also be removed from the college by the last working day.
Tobacco-Free Environment
Northeast Mississippi Community College is committed to providing a safe and healthy
working and learning environment for the students, faculty and staff on its campuses. Electronic
Smoking Devices, Hookah and all forms of tobacco are banned. The complete Tobacco Free
Policy is published in the Board of Trustees Policy Book.
Revised May 12, 2020
Travel
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Travel Request
A travel request form must be completed and approved before any official or reimbursable travel
may be made. Completed form should be signed by the immediate supervisor and the Department
Head or Vice President. Once these signatures are obtained, the completed form should be sent
to Shannon Tucker in the Executive Vice President’s Office. The left side of the form should be
filled out if travel requires overnight lodging. The right side of the form should be filled out
detailing the date, time, and travel destination needed to pick up and return vehicle. If this is a
conference or meeting, an agenda should be attached to the travel form. The assignment of
campus vehicles for faculty, staff, and student travel is processed through the office of the
Executive Vice President. A Northeast trip ticket must be completed for each vehicle used and
each trip taken. Failure to complete a trip ticket may result in an employee being suspended from
driving privileges.
Travel Policy – Per Diem
In-State and Out-of-State Travel Reimbursement forms should be submitted upon completion of
your overnight stay. Forms are available in the Executive Vice President’s Office or on shared
documents. Make sure both sides of the form are completed and signed. A copy of your hotel
receipt showing a zero balance should be attached to the form.
Mileage Reimbursement
Reimbursement for mileage will be at the federal reimbursement rate, if a NE vehicle is not
available. Reimbursement for mileage in a private vehicle when a NE vehicle is available will
be at the current rate as mandated by the Department of Finance and Administration, which is
lower than the federal reimbursement rate. Please contact Shannon Tucker for current rates.
Meal Reimbursement
Meals for travel are reimbursable only if the trip involves an overnight stay. Returning home
after 9:00pm is considered overnight. The reimbursement form must indicate the two days of
travel. Breakfast on the day of departure is not reimbursable unless you leave before 6:00am.
Meal reimbursement should not be claimed for a meeting at which the meal was provided as part
of the registration cost. Please call Shannon Tucker in the Executive Vice President’s office for
current applicable reimbursement rates, as these are subject to change during the year.
If several members of the college are travelling to the same meeting or event, only one NE
vehicle will be assigned and all attending are expected to travel together. If you choose to
go by yourself in your own vehicle, no reimbursement will be given.
Updated February 7, 2018
Transportation
The college maintains a transportation fleet to provide vehicles for travel by employees
and students as well as the general operation of the college. The fleet is composed primarily of
sedans, mini-vans, and 15-passenger vans. Vehicles are to be used for official travel only. The
assignment of campus vehicles for faculty, staff, and student travel is processed through the
office of the Executive Vice President.
General liability automobile insurance is maintained on each of the college’s vehicles.
Effective August 2002, the insurance carrier requires that the college ensure that only drivers with
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a current, valid driver license drive the college’s vehicles.
Employees who drive personal vehicles on official college business must provide proof
of insurance to the office of the Vice President of Finance.
General Requirements for Drivers
Vehicles will only be released to employees that have been pre-approved as “Authorized
College Drivers.” Employees who anticipate traveling on college business should request to be
designated as an Authorized College Driver in advance of requesting the use of college vehicle.
Some college employees, by virtue of their positions, are required to drive college vehicles;
therefore, they are required to be certified as authorized drivers.
A motor vehicle record (MVR) search may be conducted on each employee
requesting certification as an Authorized College Driver. The motor vehicle record may be used
solely to determine if the college’s automobile insurance will cover the employee as an authorized
driver. A third party firm that has no affiliation with any law enforcement agency will conduct
the searches for the college.
Students may be approved to drive college vehicles only when extenuating circumstances
make it necessary. Students must be designated as an Authorized College Driver and the college
employee requesting permission for the student to be designated as a driver must ensure that the
student has been approved as an authorized driver. The employee is responsible for the vehicle.
Students may not drive 15-passenger vans. Following the initial MVR search, the College will
complete the motor vehicle record on college drivers annually. Employees are encouraged to
notify the Vice President of Finance if a change is made in the status of their driver’s license.
Process to be Designated as an Authorized College Driver
The process to become approved as an Authorized College Drivers:
Complete the Authorized College Driver request for approval form
Submit completed form along with a copy of current driver’s license to Vice President
of Finance and Operations a minimum of five (5) days before planned trip
Additional steps required to be designated as an Authorized Driver of a 15-passenger van
Review the on-line training session on 15-passenger vans. The on-line training
session is located on the “Administration” link on Northeast homepage entitled
“15- passenger van training.”
Complete survey/certification at the conclusion of training session
Submit completed survey/certification to the Vice President of Finance.
Employees that anticipate driving a Northeast vehicle at any time during the year may
request to be designated as an Authorized College Driver (see Appendix P) at the beginning of the
school year. Failure to request authorization as a college driver, or the inability to be approved as
an authorized driver does not automatically grant the employee permission to be reimbursed for
travel made in his/her private vehicle.
Driving Regulations
The college requires that all vehicles be driven in accordance with current state motor
vehicle laws.
Drivers must ensure that passengers wear seat belts at all times
Drivers must refrain from the use of cell phone while driving Northeast vehicles.
Drivers must refrain from texting while driving Northeast vehicles.
College vehicles must not be operated while under the influence of any alcoholic
beverage or controlled substance.
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College vehicles may not be used for any personal trips or personal business.
Drivers of college vehicles should be 25 years old or older.
Use of tobacco products is prohibited in college vehicles.
Travel in Employee’s Personal Vehicle
Northeast employees that are approved for travel in their personal vehicle must
maintain insurance coverage on that vehicle as required by law. In accordance with requirements
of college’s vehicle and liability insurance, employee must provide a copy of current insurance
coverage to the Vice President of Finance before driving a personal vehicle for official college
business. Travel in a personal vehicle is not reimbursable unless no College vehicle is unavailable.
Purchasing Fuel for College VehiclesFuelman Procedures
Fuelman is a fuel-purchasing card that may be used at over 1,000 service stations within
the state of Mississippi and several thousands of stations throughout the nation. A location guide
for stations has been placed in each college vehicle and is available from the Vice President of
Finance or the Administrative Assistant to the Executive Vice President & Vice President of
Finance/Coordinator of Travel.
All gasoline and diesel for college vehicles will be purchased with the Fuelman cards.
Fuel will no longer be purchased and stored by the Transportation Department.
Under the Fuelman system, each vehicle has been issued an identifying card. This card
is associated with a specific vehicle and must stay in that vehicle. Each college employee is issued
a PIN number to be used for approval of the fuel purchase. The instructions for utilization of the
Fuelman system are printed on each vehicle’s card holder, an accompanying “Fuelman Plus
Procedures” sheet located in each vehicle, and on the back of each employee’s PIN number card.
The vehicle cards and your PIN may only be used to purchase fuel for Northeast
vehicles. Northeast trip tickets must be submitted for all travel in college vehicles. Use of Fuelman
card to purchase gas does not replace the trip ticket requirement.
Procedures for Purchasing Fuel with the Fuelman Cards are:
Refer to our location guide for the address and hours of operation for each site. Diesel availability
is also listed per location. To fuel, you will need a vehicle card, a five-digit Personal
Identification Number (PIN), and the odometer reading from the vehicle.
1.
Fuel your vehicle as normal
2.
Record your odometer reading without tenths.
3.
Go inside the store and find the Fuelman equipment.
4.
With the magnetic stripe down and facing left, run your vehicle card through the reader.
5.
Key in your odometer reading, followed by the <ENTER> key in the lower right-
h a nd corner.
6.
Key in your five-digit PIN, followed by the <ENTER> key in the lower right-
h a n d corner.
7.
The station attendant will verify your gallons and process your transaction.
8.
When given your receipt, please check for a correct odometer entry, accurate gallons,
and fuel type.
Northeast Fuelman Supervisors
Shannon Tucker 720-7453 Chris Murphy 720-7280
Whistle Blower
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1. This policy applies to all employees and students of Northeast or members of the public.
2. This policy documents Northeast’s commitment to maintaining an open and supportive
work environment in the following manner:
a. Northeast is committed to a culture of ethical behavior and honest business practices;
b. Whistleblowers may report matters of concern and suspected wrongdoings which
constitute Reportable Conduct within the internal structures of the college;
c. Whistleblowers may be guaranteed protection against reprisals, discrimination,
harassment or victimization for making a report.
3. The Northeast Whistleblower Policy includes the following provisions:
a. Whistleblower For the purpose of this policy, a Whistleblower is any Northeast
employee, student, or member of the public who, whether anonymously or not, makes,
attempts to make, or wishes to make a report in connection with Reportable Conduct,
as defined in the following section.
b. Reportable Conduct is conduct by a person or persons connected with Northeast
which, in the view of a Whistleblower acting in good faith, is
i. Dishonest;
ii. Fraudulent;
iii. Corrupt;
iv. In breach of federal or state legislation or regulations, or Northeast policy;
v. Unethical or representing a breach of Northeast’s code of conduct, Northeast
policy;
vi. Serious improper conduct;
vii. Results in an unsafe work practice which involves substantial risk to the health
and safety of students, employees or the public;
viii. Bullying or harassment;
ix. Gross mismanagement or gross negligence;
x. Serious and substantial waste;
xi. Repeated instances of breach of administrative procedures;
xii. Any other conduct which may cause financial or non-financial loss to
Northeast or be otherwise detrimental to the interests of Northeast; or
xiii. Any deliberate concealment relating to any of the
c. Protected Disclosure
i. A Whistleblower will be protected under this policy from disciplinary action,
reprisals, discrimination, harassment or victimization arising from the
disclosure of Reportable Conduct, provided the disclosure is:
1. made in good faith;
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2. based on reasonable grounds; and
3. made in accordance with the procedures outlined in clause 4-d
or 4e
ii. The Whistleblower will not be protected under this policy if:
1. the Whistleblower is involved in Reportable Conduct, to the
extent of reasonable consequences flowing from their
involvement (although an admission may be a mitigating factor
when considering disciplinary or other action); or
2. the Whistleblower knowingly makes a false report regarding
alleged Reportable Conduct.
iii. If a Whistleblower knowingly makes a false report regarding alleged Reportable
Conduct, the Whistleblower may be subject to disciplinary proceedings,
including termination of employment.
d. Disclosing Reportable Conduct
i. A Whistleblower who is aware of any Reportable Conduct is encouraged
to report it to the Executive Vice-President or the Vice-President for
Planning and Research.
ii. Reports of any Reportable Conduct can also be made anonymously in
writing to the Executive Vice- President or the Vice-President for Planning
and Research. The use of email to disclose Reportable Conduct is
discouraged due to the lack of appropriate security.
iii. If the Reportable Conduct involves either of the above listed officers, the
Whistleblower should report the matter to the Chairman of the Board of
Trustees through the Administrative Assistant to the President.
e. Investigation Process
i. The Executive Vice-President is responsible for conducting investigations
into reports received from a Whistleblower to determine whether there is
evidence in support of the matters raised or alternatively, to refute the
report made.
ii. Upon receipt of a report from a Whistleblower, the Executive Vice-
President must ensure that:
1. the matter is investigated in a timely manner;
2. a written report is prepared (and retained) upon
completion of the investigation;
3. appropriate action is taken to correct the Reportable
Conduct; and
4. a report is made to the President and the Chairman
of the Board of Trustees on matters investigated.
iii. The Executive Vice-President will use reasonable effort to follow best
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practices in investigations and be fair and independent of the
Whistleblower or any person who is the subject of the Reportable Conduct.
iv. The Executive Vice-President shall have direct, unfettered access to
independent financial and legal advisers as required.
f. Communication with the Whistleblower
i. The Whistleblower will be provided with:
1. An acknowledgement that their report has been
received within 2 business days of receipt of the report;
and
2. Notification that their report is being investigated or
rejected within 2 business days of the decision being
made to either investigate or reject the report.
ii. The Executive Vice-President must ensure that the Whistleblower is notified of
the outcome of the investigation of the Whistleblower’s report, subject to the
considerations of confidentiality, privacy under Northeast policy, and legal
professional privilege of those against whom the allegations are made.
g. Confidentiality
i. Whistleblowers must maintain their duties of confidentiality regarding
institutional information of Northeast and must not disclose confidential
information of Northeast to persons outside the institution.
ii. The Executive Vice-President and/or the Vice-President of Planning and Research
must ensure that information received from a Whistleblower is held in the
strictest confidence and must only be disclosed to a person not connected with
the investigation of the matters raised if the Disclosure Clause 4-i applies.
iii. Northeast will ensure that all records relating to a report about Reportable
Conduct are stored securely.
iv. Information disclosed regarding personal or sensitive information will be treated
in accordance with applicable local, state, and federal laws, as well as
Northeast’s Employee Privacy Policy, subject to any disclosure which may
reasonably be required to be made to investigate the Whistleblower’s report.
h. Protection of the Whistleblower
i. A Whistleblower who reports or seeks to report a Reportable Conduct shall be
guaranteed anonymity (if anonymity is desired by the Whistleblower) subject
to any requirement on Northeast to disclose the identity of the Whistleblower
in the circumstances specified in the Disclosure Clause 4-i.
ii. The Executive Vice-President is required to take whatever action is possible to
ensure that the Whistleblower is not personally disadvantaged (for example,
by disciplinary action, dismissal, demotion, termination of contract,
harassment, discrimination or any form of bias against them in respect of their
employment prospects with Northeast, whether currently or in the future) by
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reason solely of having made a report regarding Reportable Conduct.
iii. A Whistleblower will not be dismissed from their employment with Northeast,
demoted or otherwise disadvantaged due to the disclosure of Reportable
Conduct, provided the disclosure is made in accordance with clause 4-d.
iv. The protections afforded to the Whistleblower under clause 4-h-ii and clause 4- h-
iii will apply equally to the Whistleblower’s colleagues or relatives, provided
that the relevant colleagues or relatives are not involved in any Reportable
Conduct.
v. Neither the Executive Vice-President nor the Vice-President for Planning and
Research has the power to grant the Whistleblower or their colleagues or
relatives immunity from criminal proceedings.
i. Disclosure Clause Northeast will make a concerted effort to protect the identity of
the Whistleblower. However, if necessary, Northeast reserves the right to disclose:
i. he identity of the Whistleblower;
ii. he information disclosed by the Whistleblower; and/or
iii. information that may lead to the identification of the Whistleblower, where:
the Whistleblower has been consulted and consents in writing to the disclosure;
iv. the disclosure is required by law;
v. the disclosure is necessary to prevent or lessen a serious threat to a person’s
health or safety; or
vi. it is necessary to protect or enforce legal rights or interests or to defend any
claims.
j. Reporting to the President and the Board of Trustees
i. The Executive Vice-President or the Vice- President investigating the
Reportable Conduct shall report directly to the President and/or the Chairman
of the Board of Trustees.
ii. The officer investigating the Reportable Conduct shall make a weekly report
summarizing activities (if any) under this policy to the President, but without
the identity of the Whistleblower unless required under the Disclosure Clause
4-i.
iii. The President of the College and/or the Chairman of the Board of Trustees
shall determine whether further action if any, is to be taken to correct the
Reportable Conduct.
Revised: 05-14-2019
Work Schedules
Administration and Staff The maximum official workweek for full-time 12-month staff is
40 hours.
For those staff members who are non-exempt under the fair labor standards act
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(FLSA), overtime hours beyond 40 per week will be compensated either by time
calculated as 1.5 times the hours worked over 40 or by payment valued as 1.5 times the
calculated hourly amount.
Work schedule for staff shall be 8:00 a.m. until 4:00 p.m. Monday – Thursday and 8:00
a.m. until 12:00 p.m. on Friday. Maintenance staff and campus police hours will be set
by their respective department head.
The President is directed to establish procedures for call back duties, approving
overtime, accounting for it, and assuring compensation.
During certain times of the year, employees will be required to work hours beyond
normal work hours as directed by the President or his designee.
Teaching Faculty Full-time faculty are expected to be present and accountable 8:00 a.m.-3:00
p.m. Monday through Thursday. Full-time faculty must participate in division meetings, college
committee work, and professional development. Due to the four-day instructional schedule,
Fridays are extremely important for pursuing all these activities. In order to create a balance
between these activities and respect the faculty’s need to donate to classes and advising, the
following schedule will be followed:
The first Friday of each month shall be used for division meetings, faculty development, and
committee meetings.
The third Friday must be kept open on an "as needed" basis. If no meetings are scheduled that
require attendance on campus, then a faculty member will have the option of working from home
or office.
Other Fridays will be used by faculty working from home or office.
Faculty are required to be present and actively involved with recruitment and other special
activities of the college. These include Northeast Now, the Science Fair, and Priority Registration
day. An effort will be made to schedule all special activities on the college calendar at least four
weeks in advance.
Workshops
Northeast employees and others present Faculty/Staff workshops, covering a variety of
topics, annually. The workshops are coordinated by a committee of college employees and are
designed for professional and personal growth.
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Section 400
INSTRUCTION
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Academic Dismissal Procedures
The procedures outlined below will be followed in the process of a dismissal hearing for a
student due to an act committed which is of an academic nature or while in a clinical or training, setting
that is not in compliance with the standards taught or not within the role of the student.
The instructor of the student and the division head of the division in which student is enrolled
will serve as a screening committee to determine if a dismissal hearing is appropriate. This committee
will submit written charges against the student to include time and place where the offense occurred.
These charges will be presented to the Vice President of Instruction immediately. The student may be
suspended from class(es) until a hearing is held.
The Vice President of Instruction will then assemble the Academic Disciplinary Committee to
review the charges brought against the student. The Vice President of Instruction will notify the student
in writing of specific charges brought against him/her within three (3) working days of notification
from the screening committee. The letter will include time and place of said offense and time and place
of a formal hearing before the Academic Disciplinary Committee. The letter will also notify the student
that he/she may be accompanied by a legal advisor at his/her own expense. The student will receive
notification three working days in advance of the hearing.
The student will be informed that witnesses may appear in his/her behalf. The student charged
may confront and question witnesses testifying against him/her at the hearing. The chairman of the
committee will take necessary action to maintain an orderly hearing.
A recommendation for dismissal will require 2/3 of the Academic Disciplinary Committee
membership voting against the student. A record of the vote will become a part of the record of the
hearing.
The Vice President of Instruction will notify the student in writing within three (3) working
days from the date of the hearing of the committee’s findings and of the action be taken. By means of
this letter, the student will be informed that he/she may appeal to the Appellant Review Committee
provided the appeal is in writing and presented to the Executive Vice President no later than three
working days of receipt of the letter. A copy of this letter will be placed in the student’s permanent
record in the College’s Records Office.
The Appellant Review Committee will determine if due process was afforded the student and
if the outlined appeal procedure was followed. The committee will select those individuals (including
the student) who will be called to testify. The student will be notified within three
(3)
working days regarding the decision of the Appellant Review Committee. No additional
appeals are provided.
If this issue is a “critical incident,” the student may not attend clinical until the situation has
been resolved.
The record of the hearing will be kept on file in the offices of the Executive Vice President,
Vice President of Instruction and the Division Head in the division in which the student is enrolled.
Academic Honesty Guidelines
Academic honesty is a fundamental attribute of higher learning. Students who violate the
principle of honesty deny themselves an opportunity to master the skills that they are credited to
possess, cheat their classmates of deserved recognition, and demean the college and
its degrees. It is a matter of great concern that all members of the college community strive for high
standards of personal integrity.
Evaluation of each student’s level of knowledge and understanding is a vital part of the
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teaching process, and requires tangible measures such as reports, examinations, and homework. Any
act that interferes with the process of evaluation by misrepresenting the relationship between the work
being evaluated and the student’s actual state of knowledge is an act of academic dishonesty. These
acts of dishonesty include but are not limited to: fraud, cheating, plagiarism, forgery and facilitating
dishonesty.
Definitions
For the purpose of this policy the following definitions are in effect:
Fraud: Acts of dishonesty, which include falsification of documents, fabrication of
data and altering exam solutions to be resubmitted for grade are considered fraudulent.
Cheating: Any deceptive act that involves the submission of academic work
purported to be one’s own when in fact the work was obtained from someone else is
considered cheating. These acts may include copying or attempting to copy from
another person’s test and/or assignment, allowing someone else to copy from a test
and/or assignment, attempting to use unauthorized aids to complete an assignment and
multiple submission of the same work to be graded as different assignments.
Plagiarism: Misrepresenting someone else’s words, ideas or data as one’s own
original work is plagiarism. Students may avoid plagiarism by fully and consistently
crediting the person or persons responsible for the original work.
Forgery: Any attempt to misrepresent another person’s signature, initials, computer
login or other identifying mark is a forgery.
Facilitating Dishonesty: Actions that are intended to assist another person to commit
a dishonest act will be considered facilitating dishonesty.
Procedure
1.
Faculty should immediately report all incidents of academic dishonesty to the appropriate
division head and the Vice President of Instruction in writing. The report will include the
date, time and place of the event, names of students involved, and a summary of the infraction.
2.
The Vice President of Instruction and the Division Head will review the written report and
consult with the instructor to determine an appropriate course of action.
Actions taken could include a reduction in grade for the assignment, refusal to accept the
work with a grade of zero, assignment of the grade of “F” for the course or referral to the
Academic Discipline Committee.
3.
In extreme cases of academic dishonesty, the division head and instructor may elect to pursue
formal disciplinary action by providing a written summary of the incident to the Vice
President of Instruction. The Vice President of Instruction will review the incident report,
consider the seriousness of the event and may refer the matter to the Academic Discipline
Committee of the college if appropriate.
4.
The Academic Discipline Committee will follow existing Northeast policy to consider the
case and render a decision. Disciplinary action in cases where the charges are found to be true
may include removal from the class with a grade of “F” or removal from the college for
repeated offenses.
5.
Appeal of the action of the Academic Discipline Committee must be made in writing to the
Executive Vice President within 10 week days of the announcement of the
Disciplinary Committee’s decision.
Audio Visual Equipment
Audio-visual equipment (projectors, audio equipment) may be obtained from the Director of
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Event Planning at extension 7306. Any repair or maintenance required should be reported when the
equipment is returned.
Calendar
Activities Calendar
An Activities Calendar is maintained in the Office of the President and Office of the Executive
Vice President and the Director of Event Planning. In order to avoid conflicts in school activities, club
presidents and/or event sponsors should review this calendar to select an available date. The final date
should be cleared through the Director of Event Planning and the Office of the Executive Vice
President and entered in the calendar.
College Calendar
Board of Trustees policy (Board Policy - 401.01) requires that a College Calendar be planned
and published by the President or his designee. The calendar is published in the annual catalog and as
Appendix A in this Procedures Manual.
Other Holidays
Other holidays observed by the non-instructional employees will be July 4 (1); Labor Day (1);
Thanksgiving (5); Martin Luther King Day (1); Spring Break (5); Easter (1); and Memorial Day (1).
The total “other” holidays to be observed are fifteen (15).
Guideline
All holiday leave is subject to change at the discretion of the President. The observation of
holidays may be altered if circumstances prevent closure of the college. Payment of wages for
emergency work performed on closed holidays may be permitted.
An official Holiday Schedule for Non-Instructional Personnel is developed by the President
or his designee (Board Policy - 401.01) each spring. It is published early each spring. See Appendix
B in this Procedures Manual.
Career Education Live Work Policy
Live work is a significant teaching strategy that enables students to gain practical experience
within a discipline. To ensure that live work supports the program objectives, it must be:
1.
performed by students enrolled in the program.
2.
directly related to the module upcoming or presently in progress unless prior approval is
obtained from the program’s Division Head
3.
scheduled far enough in advance to allow the instructor to incorporate the project into his/her
instructional plan.
Under no circumstances shall any work performed or services rendered in a career education
facility be in direct competition with the commercial market.
Property, such as storage houses, trailers, portable buildings, cabinetry, etc., resulting from lab
construction, which uses supplies and materials purchased with public funds, shall be inventoried and
shall become the property of the state or the college, or shall be disposed of in a manner consistent
with state law.
Priority in accepting live work will be given to students, faculty/staff, board members, and
college retirees in that order. Any work coming from off-campus, other than the program’s Division
Head must approve the personal property of retirees, in advance.
All expenses for parts, materials, supplies, etc. will be the responsibility of the person
requesting the work. Advance arrangements for repair parts, materials, and supplies must be made with
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the program instructor.
Class Meeting
The academic calendar for all semesters at Northeast is developed using the minimum number of
minutes required by the Mississippi Community College Board. Each semester hour
must have “minimum student-teacher contact of 750 minutes (2250 minutes for 3 semester’s hours’
credit) and 1500 minutes for laboratory. This does not include time for passing between classes or
registration.” (Mississippi Community/Junior College Standard VII, B2) To meet this requirement
classes must meet for the entire class period and for the duration of the scheduled semester. If an
instructor must be absent from class, he or she should notify the appropriate Division Head and provide
a written plan detailing how the students will receive the required instruction during the absence. In
the event of an emergency or unanticipated absence, the Division Head shall make arrangements to
ensure that the students receive the required instruction.
Classroom Locked Door Policy
In the event of an emergency situation, Northeast Mississippi Community College is
committed to protecting the lives and safety of students, faculty, and staff. To help ensure the ability
to shelter in place quickly and thus increase the safety of students and employees in the event of an
emergency situation on campus, a locked door policy for classrooms and labs should be considered.
In a locked door policy, the classroom or lab door would remain closed and locked for the
duration of the class period. Not only would this practice safeguard our students and employees, but
locked doors would facilitate effective classroom management.
As part of the locked door policy, we must also address tardy policies on campus. It is proposed
that instructors will close and lock the classroom door after the first five minutes of class. This would
give instructors time to take roll, give class procedural instructions and finish technology setup before
closing and locking the door. This also provides a time cushion for the tardy student to arrive in class
before the door closes and locks.
After the door closes, it is at the discretion of the instructor to decide whether or not to let a
tardy student into the room. Instructors should therefore include their locked door policy in their
syllabi.
Effective: March 2, 2016
Copyrighted Works
Northeast recognizes the importance of protecting the owner’s copyright to printed material,
music, electronic data and images. Duplicating of materials by any means must be in adherence with
the Copyright Law of the United States of America, Title 17 of the U.S. Code and the Digital
Millennium Copyright Act of 1998. For assistance in determining the applicability of copyright law to
a specific project, employees should contact the Head Librarian in the college library.
The following notice should be posted at all duplicating machines on campus:
Copyright Notice
Copying, displaying and distributing copyrighted works may infringe the
owner’s copyright. Any use of computer or duplicating facilities by students,
faculty, or staff for infringing use of copyrighted works is subject to
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appropriate disciplinary action as well as those civil remedies and criminal
penalties provided by federal law. Title 17 of the U.S. Code can help you
determine whether your use of a copyrighted work may be infringement.
Lab books and other type materials, whether printed or electronic, that are duplicated for sale
in the bookstore, must be either original material or must have a current authorization for use of the
material from the author on file in the Institutional