STAFF HANDBOOK

STAFF HANDBOOK 2016-2017 Table of Contents PREFACE ....................................................................................................
Author: Ruby Morris
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STAFF HANDBOOK 2016-2017

Table of Contents PREFACE ...............................................................................................................1 ABOUT THE COLLEGE ....................................................................................2 MISSION..................................................................................................................................... 2 INSTITUTIONAL PURPOSE ....................................................................................................... 2 IHCC HISTORY ........................................................................................................................ 3 HISTORICAL TIMELINE ........................................................................................................... 5 ADMINISTRATIVE STRUCTURE .............................................................................................. 7 INDIAN HILLS COMMUNITY COLLEGE PLANNING AND COMMUNICATION MODEL ..... 8 INSTRUCTIONAL PROGRAMS ................................................................................................ 11

Technical Education ............................................................................................................... 11 Continuing Education:........................................................................................................... 13 Arts and Sciences ................................................................................................................... 13 Workforce Solutions............................................................................................................... 13 IowaWORKS .......................................................................................................................... 13

ACADEMIC SERVICES ............................................................................................................. 14

County Service Centers ..........................................................................................................14 Academic Support Services at the Success Centers ............................................................... 14 Services for Students with Disabilities .................................................................................. 15 Library ...................................................................................................................................16 Testing Center ........................................................................................................................16 TRIO Programs ...................................................................................................................... 17 Adult Education and Literacy Programs and Community English Classes ........................ 17 International/Multicultural Activities and Services.............................................................18

THE INDIAN HILLS COMMUNITY COLLEGE FOUNDATION ............................................. 18

POLICIES AND PROCEDURES...................................................................19 NON-DISCRIMINATION POLICY ........................................................................................... 19 HARASSMENT ......................................................................................................................... 19 IHCC INFORMATION SYSTEMS ACCEPTABLE USE POLICY ............................................ 20 NETWORK ACCESS ................................................................................................................. 23 EMAIL AND INSTANT MESSAGE RETENTION ..................................................................... 23 EMERGENCY NOTIFICATION SYSTEM ................................................................................. 24 CUSTOM SOFTWARE .............................................................................................................. 24 CHILD ABUSE REPORTING POLICY ..................................................................................... 24 DISABILITIES .......................................................................................................................... 26 ACCOMMODATIONS FOR STUDENTS WITH DISABILITIES .............................................. 26 GRIEVANCE PROCEDURE FOR DISCRIMINATORY PRACTICES ....................................... 27 EMPLOYEE GRIEVANCE PROCEDURE ................................................................................. 27 DRUG FREE ENVIRONMENT ................................................................................................. 28

Drug and Alcohol Policy ....................................................................................................... 28 Drug Free Workplace............................................................................................................ 28 Education and Awareness .................................................................................................... 29

USE OF TOBACCO PRODUCTS .............................................................................................. 29 STUDENT RECORDS ............................................................................................................... 30 IDENTITY THEFT PREVENTION PROGRAM ........................................................................ 30 BLOODBORNE PATHOGENS .................................................................................................. 30

COMMUNICABLE DISEASES .................................................................................................. 31 FIRE AND TORNADO ALARMS/DRILLS .............................................................................. 31 VIOLENCE/THREATS OF VIOLENCE/WEAPONS ............................................................... 32 STUDENT CONDUCT CODE .................................................................................................... 32 SEXUAL MISCONDUCT POLICY ............................................................................................ 32 DEFINITIONS ........................................................................................................................... 33 POLICY SCOPE......................................................................................................................... 35

Jurisdiction ........................................................................................................................... 35 Geographic Location (On and Off Campus)......................................................................... 36

CONFIDENTIALITY.................................................................................................................. 36 REPORTING SEXUAL MISCONDUCT, INCLUDING SEXUAL ASSAULT AND SEXUAL HARASSMENT ......................................................................................................................... 37

Reporting to Law Enforcement .............................................................................................37 Reporting to Indian Hills Community College......................................................................37 Amnesty for Complainants and Participants in Investigations .......................................... 38 Time Frames for Reporting and Response........................................................................... 38

PROCESS FOR RESPONDING TO REPORTS OF SEXUAL MISCONDUCT ........................... 38

Initial Steps ........................................................................................................................... 38 Formal Resolution................................................................................................................. 39 Informal Resolution .............................................................................................................. 42 Complainant Does Not Wish to Pursue Resolution or Requests Confidentiality ............. 43 Immediate Actions (Interim Measures) ............................................................................... 43

RESOURCES AND SERVICES FOR STUDENTS ...................................................................... 44

Confidential Advocacy and Support..................................................................................... 44 Additional Resources for Students ....................................................................................... 46 External Resources ............................................................................................................... 47

REPORTING REQUIREMENTS ............................................................................................... 47 PREVENTION, TRAINING, AND POLICY COMMUNICATION ............................................. 47 LOST AND FOUND .................................................................................................................. 48 SAFETY AND LOSS CONTROL ............................................................................................... 49 COLLEGE PROPERTY .............................................................................................................. 49 OFFICE ALLOCATION ............................................................................................................. 50 COLLEGE VEHICLES ............................................................................................................... 50 ORIENTATION FOR NEW EMPLOYEES ................................................................................ 51 SALARY GUIDELINES ............................................................................................................. 51 ASSIGNMENTS AND TRANSFERS ......................................................................................... 51 QUALITY FACULTY PLAN ...................................................................................................... 51 ACADEMIC FACULTY TITLES ................................................................................................ 51 FACULTY LOAD ....................................................................................................................... 52 ADJUNCT EMPLOYMENT ....................................................................................................... 52 PART TIME EMPLOYMENT .................................................................................................... 53 CONTRACTS ............................................................................................................................. 53 TERMINATIONS ....................................................................................................................... 53

At Will Employees ................................................................................................................. 53 Contracted Professional Staff ............................................................................................... 53

PROBATION ............................................................................................................................. 54

New Contracted Staff Probationary Period ......................................................................... 54 New At Will Employees ......................................................................................................... 54

Developmental Plan .............................................................................................................. 55

ADVANCEMENT TO INSTRUCTIONAL STAFF RANK I ........................................................ 55 EVALUATION ........................................................................................................................... 55 RESIGNATIONS ....................................................................................................................... 56

Contracted Staff .................................................................................................................... 56 Non-Contracted Staff ............................................................................................................ 56

SUBSTITUTE ............................................................................................................................ 56 TUTORING................................................................................................................................ 56 CHILDCARE/RESTRICTION OF CHILDREN IN CLASSROOMS .......................................... 56 EMPLOYMENT OUTSIDE OF SCHOOL HOURS ................................................................... 57 THE IOWA GIFT LAW............................................................................................................. 57 POLITICAL ACTIVITY ............................................................................................................. 57 CONTINUING EDUCATION & WORKFORCE SOLUTIONS .................................................. 58

Instruction ............................................................................................................................. 58 Laboratory and Classroom Procedure ................................................................................. 58

WORKING DAY ....................................................................................................................... 58 ABSENCE REPORTING ........................................................................................................... 59 OVERTIME AND COMPENSATORY TIME ............................................................................. 60

Non-Exempt Staff.................................................................................................................. 60 Exempt Staff .......................................................................................................................... 60 Scheduling and Accrual .........................................................................................................61

PAY PERIODS .......................................................................................................................... 62 CREDIT AND DEGREE BY EXAMINATION AND EXPERIENCE FOR INSTRUCTORS ...... 62 STAFF DEVELOPMENT ACTIVITIES...................................................................................... 63 COLLEGE CLOSING ................................................................................................................. 64

Suspending Classes ............................................................................................................... 64 Announcements of Suspension of Classes ............................................................................ 65 Absence From Work .............................................................................................................. 65 Continuing Education Classes, Workshops, And Weekend Classes .................................... 66

COPYRIGHT POLICY ............................................................................................................... 66 RECORD RETENTION ............................................................................................................. 66 FINANCIAL ADMINISTRATION.............................................................................................. 67

Cash Handling ...................................................................................................................... 67 Procurement .......................................................................................................................... 68 Honorariums......................................................................................................................... 68 Reimbursement of Travel Expenses ..................................................................................... 68 Trip Authorization ................................................................................................................ 69 Conferences and Other Professional Organization Meetings.............................................. 69 International Travel ............................................................................................................. 70 Submittal of Travel Reimbursement Report ........................................................................ 70 Transportation Information.................................................................................................. 71 Vehicle Rental ......................................................................................................................... 71 Lodging ................................................................................................................................. 72 Meals ..................................................................................................................................... 72 Other .......................................................................................................................................73 Items Not Allowed for Reimbursement .................................................................................73 Persons Other Than Faculty and Staff ..................................................................................73 Denial of Claim Reimbursement........................................................................................... 74

FRINGE BENEFITS .........................................................................................75 ELIGIBILITY............................................................................................................................. 75 RETIREMENT ........................................................................................................................... 75 INSURANCE FOR ERRORS OR OMISSION ........................................................................... 76 WORKER'S COMPENSATION ................................................................................................. 76 PRE-TAX/SECTION 125 ........................................................................................................ 77 INSURANCE.............................................................................................................................. 77

Life Insurance ........................................................................................................................77 Long Term Disability ............................................................................................................ 78 Medical .................................................................................................................................. 79 Security of Health Information ............................................................................................ 79 Dependent Life ...................................................................................................................... 79 Optional Supplemental Group Life and AD & D Insurance................................................. 80 Dental and Vision .................................................................................................................. 80

COBRA ................................................................................................................................... 80 INSURANCE FOR RETIREES .................................................................................................. 80 INSURANCE CONVERSION ..................................................................................................... 81 LEAVES OF ABSENCES........................................................................................................... 81

Personal Illness ......................................................................................................................81 Pregnancy Related Leave ..................................................................................................... 82 Illness in Immediate Family ................................................................................................. 83 Family and Medical Leave.................................................................................................... 83 Bereavement Leave ............................................................................................................... 86 Personal Leave of Absence .................................................................................................... 86 Jury Duty .............................................................................................................................. 86 Court Appearances ............................................................................................................... 87 Military Services ................................................................................................................... 87 Veterans Day ......................................................................................................................... 87 Staff Improvement Leave ..................................................................................................... 87

PAID HOLIDAYS...................................................................................................................... 88 VACATION POLICY FOR QUALIFYING EMPLOYEES ........................................................... 89 CREDIT TUITION WAIVER .................................................................................................... 90 REDUCED TUITION ................................................................................................................ 92 EMPLOYEE IDENTIFICATION CARD ..................................................................................... 92 ATHLETIC BUILDINGS ........................................................................................................... 92 COLLEGE ACTIVITIES ............................................................................................................ 93

Preface Throughout the years, many employee groups have provided input to the enclosed information, we thank them. The handbook itself provides the structure of the rules and standards that we live by at Indian Hills Community College. Throughout the years these rules and standards have served us very well. Sometimes it is difficult to write policy in a way that is legally correct and yet easy enough to understand. A strong effort has been made to ensure that the wording in this document is understandable. The policies and procedures are not intended to give rise to any contractual or other rights, and do not constitute an employment contract. They may be modified at any time at the discretion of college administration or the Board of Trustees. Should you find it difficult to find or understand any of the information in this handbook please do not hesitate to call upon our staff as noted below.

Bonnie Campbell – Director, Human Resources .................................................. 641-683-5108 Sheri Heisdorffer – Coordinator, Human Resources ............................................ 641-683-5200 Zeke Flick – Human Resources Benefits/Wellness Coordinator.......................... 641-683-5282 Joshua Hewitt– Payroll Office Manager ................................................................ 641-683-5110 Maria Stuart – Payroll Clerk ................................................................................... 641-683-5220 Tiffany Teeter – Administrative Assistant, Human Resources............................. 641-683-5175 Thank you for your cooperation. I hope we have another fun and productive year. Sincerely,

Bonnie Campbell Director, Human Resources

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About the College Mission Indian Hills Community College changes lives by inspiring learning, diversity, social enrichment, and regional economic development. Indian Hills Community College Values • Academic Excellence and Student Success • Integrity, Relationships, and Teamwork • Acceptance, Inclusion, and Accessibility • Tradition and Culture • Innovation and the Future Indian Hills Community College Strategic Priorities Strategic Priority: Provide a quality learning environment focused on student success Strategic Priority: Implement technology solutions to best serve students and staff Strategic Priority: Improve internal and external communications Strategic Priority: Develop and implement a strategic enrollment management plan Strategic Priority: Provide a skilled workforce for our future Strategic Priority: Provide effective fiscal management and funding Strategic Priority: Create and implement a comprehensive facilities plan

Institutional Purpose Indian Hills Community College is dedicated to providing a dynamic and timely response to the everchanging needs of our business community and the populace of our small towns and rural areas. In this context, it is our purpose to provide, to the greatest extent possible, the following educational opportunities and services: 1. The first two years of college work, including pre-professional education. 2. Career and technical training. 3. Programs for in-service training and retraining of workers. 4. Programs for high school completion for students of all ages. 5. Programs for all students of high school age who may best serve themselves by enrolling for career and technical training while also enrolled in a local high school, public or private. 6. Programs for students of high school age to provide advanced college placement courses not taught at a student's high school while the student is also enrolled in the high school. 7. Student personnel services. 8. Community services. 9. Career and technical education for persons who have academic, socioeconomic or other disabilities which prevent succeeding in regular career education programs. 10. Training, retraining and all necessary preparation for productive employment of all citizens. 11. Career and technical training for persons who are not enrolled in a high school and who have not completed high school. 2

12. Developmental education for persons who are academically or personally underprepared to succeed in their program of study.

IHCC History What is now known as Indian Hills Community College (IHCC) was established as Merged Area XV by the Iowa Board of Public Instruction on June 3, 1966. The college began operations on July 1, 1966, at the Ottumwa Regional Airport under the governance of a nine-member board of trustees. Then known as Iowa Tech-Area XV Community College, the college conducted technical programs that included those formerly operated by the Ottumwa Community School District. The newly-renovated North Campus (formerly known as the "Airport Campus") is where the college's Aviation Maintenance Technology, Aviation Pilot Training, Avionics, Welding Technology, Commercial Driver Training and Automotive Collision Technology programs are taught. The campus covers 215 acres and is located seven miles northwest of Ottumwa. Centerville Campus On July 1, 1968, the Merged Area Board assumed responsibilities for operations of Centerville Junior College, which had been established by the Centerville Community School Board in 1930. The Centerville Campus was completed in 1970 on a 72-acre site in the northwest part of the community. Offerings include Arts and Sciences courses and several technical programs, including Construction Technology and Mechanical Design Technology. Practical Nursing and Associate Degree Nursing instruction is also available at the Centerville Campus. A new residence hall opened in 2000 on the Centerville Campus, giving that campus its first on-campus student housing unit. Appanoose County philanthropist Morgan E. Cline has made a generous donation of $500,000 that will facilitate the creation of what will be known as the Morgan E. Cline School of Sustainable Agriculture on the Centerville Campus. The complex will include a greenhouse, welcome center, processing center and educational space and the project is expected to catapult Indian Hills and the Centerville community to the forefront of food production in the Midwest. Indian Hills Community College Merged Area XV Community College adopted the name "Indian Hills Community College" in 1970. Dr. Mel Everingham, who was named president of Merged Area XV Community College two years before, stayed on as the first president of Indian Hills Community College. A historical pavilion, containing photographs and other memorabilia and named for Dr. Everingham, was added in the Advanced Technology Center in 2004. Dr. Lyle Hellyer became the college's president in 1973 and would remain in that position until his retirement in 2001. Dr. Jim Lindenmayer became the college's third president following Dr. Hellyer's retirement. Dr. Lindenmayer retired in 2013. He was succeeded by Dr. Marlene Sprouse in November of 2013. Ottumwa Heights The boards of Indian Hills Community College and Ottumwa Heights College merged operations on July 1, 1979. Ottumwa Heights was a private college operated by the Sisters of Humility of Mary. Its roots can be 3

traced back to the 1860s, when the Visitation Academy was established in Ottumwa. The St. Joseph Academy was founded in 1925, and its name was changed to Ottumwa Heights College five years later. The Ottumwa Heights College campus was situated on 126 acres and was purchased by the Indian Hills Community College Board of Trustees in 1981, becoming the IHCC Ottumwa Campus. The original building is used for administrative offices, the library, an art gallery, an auditorium, dormitory space, arts and sciences classrooms and instructors' offices. The library and art gallery were completed when the former chapel was renovated in 1984. Ottumwa Campus Development A number of facilities have since been constructed on the Ottumwa Campus, which now serves as the college's main campus. The Hellyer Student Life Center and Efner Academic Hall opened in October of 1985, the first of the new buildings added to the former Ottumwa Heights facilities. The Hellyer Center provides excellent recreational facilities for Indian Hills and the Ottumwa community. The Advanced Technology Center was completed in the fall of 1990. The 125,000-square-foot building houses the college's many technical programs as well as offices for the Regional Economic Advancement team. A new dormitory, Trustee Hall, opened in the summer of 1992. The Early Childhood Development and Day Care Center was completed two years later to provide quality child care services for the community. The building is also a teaching site for students enrolled in the IHCC Early Childhood Development programs. As the college continued to expand, a Video Conferencing and Training Center opened in 1996. It provides interactive fiber-optic connectivity to all points on the Iowa Communications Network (ICN), government agencies in Kansas City and Washington, D.C., and to Indian Hills' eight county service centers. The building was renamed the Rosenman Video Conference Training Center, for Indian Hills benefactors Eli and Bea Rosenman, in 2005. The Tom Arnold Net Center, built in 1997, is the home of the Indian Hills volleyball team and provides year-round recreation to residents of Ottumwa and the surrounding area. A major renovation of that building within the past year has added coaches' offices, locker rooms, a training room and a new exterior look. In addition to the recreational facilities at the Hellyer Center and Net Center, the college also has an 18hole disc golf course on the Main Campus that is used by students and community members. In the winter of 2002, Indian Hills began a project to update and renovate the Keokuk/Mahaska, Wapello and Appanoose residence halls. The reconstruction project was completed in 2004. IHCC students now have a variety of on-campus housing options ranging from a one-person room to a three-, four-, or fiveperson suite. The other residence halls on campus, Oak Hall and Trustee Hall, offer a more traditional atmosphere with two students per room. The Bennett Student Services Center, constructed in 1987, was renovated in 2001. The building, which was constructed as the Economic Development Center and later became the Bennett Regional Training Center, provides many of the student services for Indian Hills students. Offices for admissions and recruiting, academic advising and counseling services, the Registrar, veteran’s services, financial aid and the college bookstore are all located under one roof at the Bennett Center. 4

The Rural Health Education Center opened in May of 2007 on the Ottumwa Campus as a classroom and laboratory building for the college's many health programs, as well as a conference and meeting facility for area health care organizations. Although no new buildings have been added in recent years, the college has continued to update the existing facilities with renovations in almost every single building over the past couple of years. Indian Hills Community College has grown to meet the changing needs of the residents in the 10-county area the college serves. The college staff members, administration, and board of trustees are committed to providing high quality educational opportunities through the Indian Hills programs and facilities.

Historical Timeline 1925 Ottumwa Heights Academy established at the present site of Indian Hills Community College— Ottumwa Campus 1930 Centerville Junior College established 1957 Ottumwa Heights Campus destroyed by fire 1960 New Ottumwa Heights Campus opened on Grandview Avenue in Ottumwa at the site of the original campus 1963 Iowa Tech established 1966 Iowa Legislature enacted legislation permitting the development of 15 Iowa community college districts Merged Area XV Community College formed; located at Ottumwa Airport Campus Iowa Tech became part of Merged Area XV Community College Dr. Mel Everingham named president of Merged Area XV Community College 1968 Centerville Junior College became part of Merged Area XV Community College 1970 Merged Area XV Community College adopted the name "Indian Hills Community College" 1972 Correspondent status granted by North Central Association 1973 Dr. Lyle Hellyer named the second president of Indian Hills Community College Candidate for Accreditation status granted by NCA 1977 Accredited status granted by NCA 1979 Indian Hills Community College and Ottumwa Heights College merged 1981 Indian Hills Community College purchased Ottumwa Heights College 1982 Continued Accreditation granted by NCA 5

1984 New Art Gallery and Learning Resources Center opened at the Ottumwa Campus 1985 Hellyer Student Life Center opened Efner Academic Hall opened 1987 Computer Center opened at Ottumwa campus Economic Development Center opened 1988 Maintenance and Horticulture Center opened 1989 Continued Accreditation granted by NCA Centerville Maintenance facility constructed Marge Dodd Stage donated by Area Arts Council 1990 Centerville Administration building opened Advanced Technology Center opened 1991 Economic Development Center renamed Regional Training Center 1992 Trustee Hall Dormitory/Student Union/Bookstore opened Hellyer Student Life Center locker room addition completed 1994 Early Childhood Development and Day Care Center opened Ottumwa athletic complex constructed 1996 Video Conferencing and Training Center opened Appanoose County Day Care Center opened on the Centerville campus First of eight County Service Centers opened 1997 Tom Arnold Net Center opened 1999 Completion of County Service Centers 2000 Oak Hall and Centerville dormitories opened 2001 Dr. Jim Lindenmayer named third president of Indian Hills Community College 2002 Iowa Bioprocess Training Center in Eddyville opened 2004 Everingham Pavilion added at Advanced Technology Center Renovation of Appanoose, Wapello and Keokuk/Mahaska dormitories completed 2005 VCTC renamed Rosenman Video Conference Training Center 2007 Rural Health Education Center opened 2009 Renovation of North Campus completed Addition of dining facility at Advanced Technology Center 6

2012 Regional Economic Advancement facilities added to Advanced Technology Center Soccer Field added to Main Campus athletic complex 2014 Renovation of Pothoven Academic SUCCESS Center completed Renovation of Tom Arnold Net Center completed Dedication of the Morgan E. Cline School of Sustainable Agriculture on the Centerville Campus Dedication of the Regional Entrepreneurship Center on the North Campus. Current members of the Board of Trustees are: John Pothoven, President Oskaloosa

Alan Wilson Corydon

George Manning Keosauqua

Tom Keck, Vice President Ottumwa

Nellie Coltrain Albia

Richard Gaumer Ottumwa

Beth Danowsky Sigourney

Judith Cox Fairfield

Jerry Kirkpatrick Centerville

The Board of Trustees derives its legal status and authority from the constitution of the State of Iowa and the statutes enacted by the general assembly. Members of the board serve as representatives of the public and agents of the state in establishing policy and reviewing the operation of the college.

Administrative Structure The Chief Executive Officer of Indian Hills Community College is the President and is directly responsible to the Board of Trustees. Administrators within the college assume responsibilities identified by function and specialty. These persons have central office responsibilities, supervise all departments in each division and are accountable to the President on managerial and service functions. See appendix for a functional organizational chart. Day by day supervision is handled within each division, ordinarily by first level management reporting to a department chairperson, director or dean, depending upon the size of the department and/or span of control. Information exchange on important issues between students and the President, between program heads and the President or between any combination of interested persons is within the system of institutional governance.

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Indian Hills Community College Planning and Communication Model COMPONENTS: (see Appendix) • Board of Trustees- Composition: Nine member elected board of lay citizens meets with President, Vice President/Chief Financial Officer and members of Executive Council for the purpose of formulating policy and reviewing the general operation of the college. Purpose: Policy making body of the college. Also reviews strategic and tactical planning of the Executive Council at an annual retreat. This is a decision making body. Frequency of Meetings: Meets once a month to act upon items that require Board approval, formulate policy and to hear special reports from the college. Also meets once on an annual basis in a retreat with the President, Vice-President of Academic Affairs &Institutional Effectiveness, Vice President/Chief Financial Officer and the Executive Dean of Students to hear reports on each area and the general condition of the college. There are three sub-committees that meet on an “as need” basis. The sub-committees are; Board Policy, Personnel, and Training Agreement committees. (13 meetings annually) •

Executive Council-Composition: President, Vice-President of Academic Affairs & Institutional Effectiveness, Vice President/Chief Financial Officer, Executive Dean Arts and Sciences, Executive Dean of Regional Economic Advancement, Executive Dean of Health Sciences, Dean of Centerville Campus, Director of Human Resources, Executive Dean of Student Services, Foundation Executive Director, Regional Director, IowaWORKS, Associate Dean, Governmental Affairs and Information, Director of Information, Chief Information Officer. Purpose: This body discusses and develops a strategic plan for operation of the college and makes recommendations to the President who in turn makes recommendations to the Board of Trustees if Board approval is need. They also perform program evaluations and review the Divisional Plans for Excellence. This is a decision making body. Frequency of Meetings: Meets once a month, annually in a retreat in alternating years to evaluate personnel and to formulate strategic and tactical plans. (13 meetings annually)



Management Council- Composition: All of Executive Council plus Department Chairs and Program Directors and others with management responsibilities (currently about 61). Purpose: Meet to give and hear reports on each area represented. A guest from the community is also invited to hear the Indian Hills reports and to give a report on their business or agency, etc. This is a communication body. Frequency of Meetings: Once a month September through May. (9 meetings annually)



Dean’s Group- Composition: All of the Academic Deans plus the Executive Dean of Students. Purpose: Meet to discuss operational aspects of each of their divisions to plan and make recommendations to the Executive Council or directly to the President. This is a decision making, recommendation making and communication body. Frequency of Meetings: Once a month. (12 meetings annually)



Departments- Composition: Made up of all personnel within the Department (Faculty, support staff, etc.) Purpose: To report and disseminate information on college activities, new policies etc. Also to discuss specific departmental operational activities and make recommendations to their Deans on operational strategies and policies. Supervisor/Self employee evaluations are done within the departments by supervisors. This body makes departmental decisions, makes recommendations to their Deans and is a communicating body. Frequency of Meetings: Departmental meetings are Monthly. Supervisor/Self evaluations are conducted annually and individually within the departments. (9-12 meetings annually depending on the department) 8



Advisory Committees- Composition: Invited and volunteer industry partners (numbering between 400-500 in total) Purpose: To provide input on curriculum, equipment purchases and market considerations for all of the Technical programs. This body makes recommendations to the departments and also is a communicating body. Frequency of Meetings: Twice a year, in the fall and spring. (2 meetings annually)

Communication is two way from Advisory Committees to the Departments, from Departments to Management Council and the Dean’s Group, from the Dean’s Group and Management Council to Executive Council, from Executive Council to the President and from the President to the Trustees. Reports from the Departments are heard on a monthly basis by the Trustees. This model provides for two way communication and is looped throughout the organization allowing every employee the opportunity to provide input through Departmental meetings and individual meetings with their Supervisors. Members of Executive Council, Management Council, the Dean’s Group as well as representative employees also participate on various committees to ensure broad communication pathways. Other Standing Committees that provide specific functions: • Academic Standards- Composition: Program Chairs, Deans and Faculty representatives, business office, student services and the Registrar. Purpose: Meets to consider viability of new courses or programs and maintain academic integrity. Frequency: meets once a month during the academic year and in the summer as needed. (9 meetings annually) •

Budget Review Committee- Composition: Made up of approximately 20 people with even distributions of faculty and support staff. Frequency: Meets once a year Purpose: to review budget and determine the amount of total dollars available for staff salary and fringe benefit increases. A recommendation is made to the Board of Trustees which they act upon. (1 meeting annually)



Classification Committee- Composition: Made up of approximately 20 people with even distribution of faculty and support staff. Frequency: Meets once a year Purpose: to review budget information and determine the breakdown for staff salary and fringe benefit increases. (1 meeting annually)



Staff Development Committee- Composition: Consists of Director of HR, VP for Academic Affairs & Institutional Effectiveness, VP/Chief Financial Officer, one non-faculty professional, one customized learning professional, one health professional, & one department chair or program director, one faculty member from each academic division, one support staff member and an annual rotating membership that is one of the Academic Deans. Frequency: Meet once a month September – May. Purpose: to make decision on requests for staff development leaves and expenditures along with additional staff development activities. (9 meetings annually)



Capital Equipment Committee- Composition: Consists of VP of Academic Affairs & Institutional Effectiveness, VP/CFO, CIO, and Deans to represent all areas of the college. Meets as needed, usually once or twice annually in the fall. Purpose: to determine priorities for major equipment purchases. Frequency: (2 meetings annually)



Scholarship Committee- Composition: Consists of faculty and staff representatives from various areas of the college, as well as lay citizens from the Foundation Board Purpose: Meets to determine 9

scholarship awardees from application pool Frequency: Meets in early spring, summer and fall (if all funds have not been awarded). •

Marketing Committee- Composition: Consists of Director of Marketing & assistant, Webmaster, Director of Recruiting, Dean of Centerville Campus, Recruiting Office Representative, Associate Dean, Governmental Affairs and Information and President. Purpose: Meets to determine marketing philosophy and to review publications. Frequency: Meets once a month. (12 meetings annually)



Information Technology Committee- Composition: VP of Academic Affairs & Institutional Effectiveness, VP/CFO, CIO, along with various deans and directors representing academic and support services across the college. Purpose: Meets to determine purchase and allocation of technology hardware & software applications for college staff. Makes recommendations to Executive Council on philosophy. Frequency: Annually and as needed

• Grants Committee- Composition: Consists of Associate Dean, Governmental Affairs and Information, Grant Writer, VP/CFO, VP of Academic Affairs & Institutional Effectiveness, and President. Purpose: to determine priorities of grant applications. Frequency: Meets monthly (12 meetings annually) •

Assessment Committees- Composition: Faculty and administrative representatives from each academic division. Purpose: To plan for, and monitor student academic achievement assessment activities across the college. Frequency: Meets as needed in each academic area.



Online Steering Committee- Composition: Director of Online Learning, Academic Deans, CIO, VP Academic Affairs & Institutional Effectiveness. Purpose: Plan and monitor the direction for online instruction across the college. Frequency: Currently meets as needed.



The Faculty Senate- Composition: Elected faculty representatives from all instructional divisions. Purpose: Discuss campus-wide concerns of the instructors and communicate with administration. Frequency: Meets as needed.



Registration Committee- Composition: College-wide representation. Purpose: To establish dates, timeframes and procedures for the upcoming academic year. Frequency: Annually.



Equal Opportunity Committee-Composition: Equity Coordinator and staff representatives from various areas of the college. Purpose: To review IHCC policies, procedures, and practices to assure that actions taken are conducted in a non-discriminatory manner. Frequency: Meets as needed, usually once or twice annually.



CORE – Composition: IT department professionals and key departmental managers. Purpose: To make decisions and provide guidance for computer technical systems.



Also there are various Ad Hoc Committees that deal with special events and occurrences at the college. For example: Homecoming Committee, Auction Committee, Golf Tournament, etc.

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Instructional Programs Technical Education programs are currently offered by the college. Immediate accessibility to most of the programs is an objective of the college. Listed below are the name, location, degree or diploma, length and beginning terms for these programs. *These programs have advanced standing status. (C) = CENTERVILLE CAMPUS F = FALL (AUG)

W = WINTER (NOV)

PROGRAM NAME

(O) = OTTUMWA CAMPUS SP = SPRING (FEB) (TERMS)

ACCOUNTING ASSISTANT (O) AGRICULTURE/BIOFUELS PROCESS TECHNOLOGY AUTOMOTIVE COLLISION TECHNOLOGY (O)* AUTO TECHNOLOGY (O) (diploma option) AVIATION MAINTENANCE TECHNOLOGY (O) AVIATION PILOT TRAINING (O) AVIONICS ELECTRONIC TECHNICIAN BIOPROCESS LABORATORY TECHNOLOGY (O) BUSINESS SPECIALIST BUSINESS SPECIALIST-ACCOUNTING BUSINESS SPECIALIST-OFFICE MANAGEMENT CHILDCARE TECHNICIAN (O) CLINICAL LABORATORY ASSISTANT (O) COMPUTER ACCOUNTING (O) COMPUTER NETWORKS AND SECURITY (O) COMPUTER SOFTWARE DEVELOPMENT (O) CONSTRUCTION MANAGEMENT (O)*Tech CONSTRUCTION MANAGEMENT (C)*Tech CONSTRUCTION TECHNOLOGY (C) CONSTRUCTION TRADES (C) CRIMINAL JUSTICE (O) CULINARY ARTS (O)* (diploma option) DENTAL ASSISTING (O) DENTAL HYGIENE (O) DIESEL POWER TECHNOLOGY (O) (diploma option) EARLY CHILDHOOD ASSOCIATE (O)* (diploma option) EARLY CHILDHOOD/ELEMENTARY EDUCATION (4 YEARS/BUENA VISTA) (O) ELECTRICAL & RENEWABLE ENERGY TECHNOLOGY (O) ELECTRICAL SYSTEMS ELECTROMECHANICAL TECHNOLOGY (O) ELECTRONIC ENGINEERING (O) ELECTRONIC TECHNOLOGY (O) ESL (ENGLISH AS A SECOND LANGUAGE) GEOSPATIAL TECHNOLOGY (O) (evening) HEALTH INFORMATION TECHNOLOGY (O) HEALTH UNIT COORDINATOR (O) HEALTHCARE DOCUMENTATION SPECIALIST INDUSTRIAL MAINTENANCE (O) INTERACTIVE MEDIA TECHNOLOGY (O) LANDSCAPE & TURFGRASS TECHNOLOGY (O) LASER/ELECTRO-OPTICS TECHNOLOGY (O)* MACHINE TECHNOLOGY (O) MEDICAL/INSURANCE CODING (O) MEDICAL LABORATORY TECHNOLOGY (O) NURSING (O) & (C) ADN (DAYTIME FIRST YEAR) (O) ADN (DAYTIME FIRST YEAR) (C)

S = SUMMER (JUNE) OFFERED

DIPLOMA

4 7 6 7 7 8 3 7 3 6 6 4 3 2 7 7 7 7 8 4 7 7 4 8 6 7 12

F/W/SP F/SP ALL ALL F ALL F F F/SP F/SP F/SP F/W F F/W/S F/SP F/SP ALL ALL ALL ALL F F/SP F/SP F ALL F/W F

DIPLOMA AS AAS AAS AAS AAS DIPLOMA AS DIPLOMA AAS AAS DIPLOMA DIPLOMA DIPLOMA AAS AAS AAS AAS AAS DIPLOMA AAS AAS DIPLOMA AAS AAS AAS BA

6 2 6 7 3 6 7 2 4 6 7 7 7 6 4 8

F F/SP F/SP F/SP F/SP ALL F F/SP F F ALL F ALL F/SP ALL F S

AAS DIPLOMA AAS AAS DIPLOMA AAS AAS AAS DIPLOMA DIPLOMA AAS AAS AAS AAS AAS DIPLOMA AAS

8 8

S/W S

AAS AAS

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PROGRAM NAME

LENGTH (TERMS)

ADN (DAYTIME SECOND YEAR) (O)* 4 ADN (DAYTIME SECOND YEAR) (C)* 4 ADN ADVANCED PLACEMENT WEB (O)* 7 PN (C) 4 PN (O) 4 PN (evening) (O) 10 OCCUPATIONAL THERAPY ASSISTANT (O) 7 OFFICE TECHNOLOGY & MEDIA DESIGN SPECIALIST (O & C)2 PARAMEDIC 8 PARAMEDIC CORE (O) 7 PARAMEDIC CORE (C) 7 PHARMACY TECHNOLOGY (O) 2 PHYSICAL THERAPIST ASSISTANT (O) 7 RADIOLOGIC TECHNOLOGY (O) 8 ROBOTICS/AUTOMATION TECHNOLOGY (O)* 7 SUCCESS CENTER (C&O) SURGICAL TECHNOLOGY (O) 3 SUSTAINABLE AGRICULTURE AND ENTREPRENERUSHIP (C) THERAPEUTIC MASSAGE (O) 4 WELDING TECHNOLOGY (O) 4 WELDING TECHNOLOGY (O) 7

AA = Associate of Arts AAS = Associate of Applied Science AS = Associate of Science BA = Bachelor’s Degree

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TERMS OFFERED S/W S W/EVEN YRS S S/W W/ODD YRS F ALL F/SP S/W F/EVEN YRS W F F F/SP ALL F 7 F F/SP F/SP

DEGREE/ DIPLOMA AAS AAS AAS DIPLOMA DIPLOMA DIPLOMA AAS DIPLOMA AAS DIPLOMA DIPLOMA DIPLOMA AAS AAS AAS DIPLOMA ALL AAS DIPLOMA DIPLOMA AAS

Continuing Education: operates under three major groupings: Continuing Education, Vocational Supplemental Education, and Industrial Training. These areas constantly find themselves on the cutting edge in responding to newly-emerging needs of the residents of the 10-county area. This response results in the designing and implementing of many innovative programs. In conducting these services, classes are held in area businesses and industrial plants, in college facilities, in neighboring high schools, and in the county extension centers.

Arts and Sciences The Arts and Sciences Division of Indian Hills primarily serves three kinds of students. First, students wishing to graduate with four-year college or university degrees can begin in the Arts and Sciences program, gaining credit that can be transferred later. The Arts and Sciences Division also teaches classes for students in many preprofessional, professional, and technical career programs at Indian Hills. Finally, Arts and Sciences courses are taken by students wishing to enhance their personal, social, and intellectual life by increasing their awareness of the world and enhancing their ability to experience and share the responsibilities and rewards of society.

Workforce Solutions A division of Indian Hills Community College, the Workforce Solutions exists to promote individual business growth and regional economic development by being the premier provider of business assessments, training, consulting, and workforce development programs. Based on the Ottumwa campus, the Workforce Solutions serves organizations of all types and sizes in the ten county area through the following programs: Industrial New Jobs Training Program; Iowa Jobs Training Program, Customized Learning & Contract Training; Small Business Development Center; Iowa BioDevelopment; Indian Hills Workforce Development; Lean training; and Rural Entrepreneurship and Leadership Institute (RELI).

IowaWORKS IowaWORKS Southern Iowa provides integrated One-Stop services to job seekers and employers. We are designed to get individuals back into the workforce in the most efficient way possible. IowaWORKS Southern Iowa is located at the Indian Hills Community College North Campus, directly across from Job Corps. We provide the following services: Unemployment Benefits Assistance, Workshops, Resume Assistance, Workforce Innovation and Opportunity Act (WIOA) Program, PROMISE JOBS Program, Re-Employment Services, Disability Navigation Services, ExperienceWORKS Program, Interviewstream, Veterans Assistance, National Career Readiness Certification, Employer’s Council of Iowa (ECI), and Business Services. We strive to provide the skills and training you need to find a job that meets your needs. Our programs each offer a wide range of services to meet the demands of today’s workforce. We also hold multiple hiring sessions and Job Fairs throughout the year to provide opportunities for job seekers to meet with employers throughout the Region 15 area. 13

Follow our events and Hot Jobs on Face: https://www.facebook.com/IowaWorksSouthernIowa Twitter: https://twitter.com/IowaWORKSOTT or LindedIn: www.linkedin.com/in/iowaworkssoutherniowa/

Academic Services Indian Hills Community College provides a full menu of academic support services to students and faculty. Services and programs that are a part of Academic Services include:

County Service Centers Indian Hills Community College operates eight education centers located in county seat communities served by the college. The County Service Centers provide opportunities for students to take college courses and earn credit toward a degree without leaving their own communities. The Centers offer a wide selection of credit and non-credit courses including high school equivalency diploma classes, English as a Second Language, basic computer skills, and college prep classes. Continuing education courses for job skills training and retraining, classes for certification and recertification, and general interest courses are all available at the Centers. Students may register for courses, consult an academic advisor, receive assistance with financial assistance forms, and take the ACT COMPASS test or other tests required by the college. Center locations and contact information are listed below: Albia 322 C Ave. East 641-932-5297 Bloomfield 501 E. Locust 641-664-2050 Chariton 123 E. Grace St. 641-774-8614 Corydon 417 S. East St. 641-872-3033 Fairfield 112 S. Court 641-472-6366 Keosauqua 201 Main, PO Box 8 319-293-7115 Oskaloosa 1710 N. Market 641-673-0822 Sigourney 907 E. Pleasant Valley 641-622-3385

Academic Support Services at the Success Centers All IHCC students are encouraged to seek academic support services at the first sign of difficulty or struggle in any course. The advice given to everyone is: Don’t wait until it’s too late! A student may visit one of the Success Centers on a walk-in basis and receive immediate faculty assistance in either the Math Lab or Writing Lab. Ottumwa/Main Campus students are expected to carry their IHCC student ID’s for scanning at the front desk to access the Success Center. If the difficulty lies with another course or subject, other than Math or English, ask the front desk staff for a copy of the available peer tutors and supplemental instructor list, featured every term. Students are responsible for contacting the course appropriate tutors or supplemental instructors to set up a first meeting. Appointments are arranged based on mutual availability between the student and the tutor.

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Peer Tutors will discuss difficulties associated with the coursework and demonstrate study strategies to empower students for success. Peer Tutors will not assist a student with a takehome test, do a student’s homework, or sit with a student while they study or complete homework. Academic Success Centers are located on both campuses, including Ottumwa and Centerville. They normally feature generous hours throughout the year. The Pothoven Academic Success Center in Ottumwa is located just off the Formal Lounge, southwest of the Coffee Bar. The Success Center at Centerville is housed in Building CF10. Virtual online tutoring is another option. IHCC students can go to the Success Center front desk and ask for the instructions to access Smarthinking (online tutoring sessions). This program allows students to receive live academic assistance, in a wide variety of subjects, at various times of day and night, including weekends. A series of specialized support resources are available as well. Skill Building courses are offered every term. These are designed to shore up basic skills for students who need a refresher. Ask the front desk for a list of available courses. If students find themselves failing around midterm for any term except summer, they may consult with the Director of the Success Center to explore the possibility of a Credit Exchange. This entails swapping the failed course for one or more of the Skill Building courses of equal value. Credit Exchange options typically expire on either the 28th day of the term, or an academic week after midterm. Ottumwa: Pothoven Academic Success Center (ASCO) 1-800-726-2585, ext. 5238 Centerville: The Centerville Academic Success Center (Building CV10) 1-800-670-3641, ext. 2232 The Pothoven Academic Success Center at Ottumwa is located in the Arts and Sciences Building (ASCO), just off the Formal Lounge. It can be reached by calling 1-800-726-2585, extension 5238. The Centerville Academic Success Center can be found in the main campus building and reached by calling 1-800-670-3641, extension 2232. Both centers may be contacted by email at: [email protected]

Services for Students with Disabilities Individuals with disabilities who require accommodations or special services should contact IHCC Disability Services for assistance. Services are available to students who need classroom accommodations, interpreters, and/or specialized equipment. Students enrolling in credit programs who are requesting accommodations must document their disability by providing a written statement signed by a physician, psychologist or other health care professional. The statement must include: (a) a description of the disability; (b) a statement of how the disability prohibits one or more major life activities and is a barrier to the student’s full participation in the program; and (c) a description of the specific accommodations to be provided (requested accommodations must be related to the individual’s specific disability). Students enrolling in credit programs should make their requests for accommodations at the time they are applying for admission and preferably, no later than six weeks prior to the beginning of each academic term. All student requests are dealt with in a confidential manner. Students should contact the Ottumwa Disabilities Center by calling 641-683-5749. Centerville 15

students should contact the Academic SUCCESS Center at 641-856-2143, extension 2214 or email [email protected].

Library Centralized library facilities are located at the Ottumwa and Centerville campuses. Each library offers comprehensive services and collections to support the information needs of students, staff and community patrons. The library card catalog is available from the IHCC website at http://www.indianhills.edu. Periodical indexes and electronic databases are also accessible via the web page through college or personal computers. You may contact the library by calling 1800-726-2585, extension 5199 (Ottumwa) or 1-800-670-3641, extension 2237 (Centerville).

Testing Center IHCC requires students to submit either a COMPASS or ACT score to admissions prior to registering for a mathematics or English course. The IHCC Testing Center offers a variety of tests to measure individuals’ aptitudes, abilities and interests. Testing services include college entrance tests (ACT, COMPASS) and CLEP (College Level Examination Program) to test out of college-level courses. ACT tests are administered on both the Ottumwa and Centerville campuses, on specific dates set by ACT. Go to http://actstudent.org/ for more information. The COMPASS test is administered on both the Centerville and Ottumwa campuses and in each of the service centers within the 10county area. The COMPASS test assesses reading, writing, and mathematics skills. COMPASS and ACT scores are not used to determine admission to the college; however, scores may be used for admission into specific programs. Students living outside the 10-county area may contact the Ottumwa IHCC Testing Center to schedule a remote COMPASS exam at a site nearest them. IHCC offers professional certification testing. Tests available include: Pesticide testing, PEARSON/VUE exams ( EMT, computer certifications exams); Lasergrade/PSI (pharmacy technician, cosmetology and nail technician); FAA aviation testing; LEAD; Culinary Arts; Certified Nursing Assistant written exam (OBRA); other tests available are HiSET and test proctoring for other college institutions. (Some tests may not be available on both campuses.) IHCC students needing to take a make-up or online exam may contact the testing centers on either the Ottumwa or Centerville campuses. Photo identification is required prior to testing. A computer literacy exam is offered on both the Ottumwa and Centerville campuses for students who would like to test out of their required computer literacy class. The Ottumwa Testing Center is located on the Ottumwa campus in Trustee Hall. The center is open Monday, Wednesday and Thursday from 7:15 am – 4:45 pm; Tuesdays from 7:15 am – 9:00 pm; Saturdays from 8:00 am -12:00 pm. The Centerville Testing Center is located in the Academic SUCCESS Center on the Centerville campus. The center is open Monday thru Thursday from 7:15 am – 4:45 pm. For a complete schedule of all IHCC testing services in the area, please call 1-800-726-2585, extension 5142 or 641-683-5142 (Ottumwa) or 1-800-670-3641, or 641-856-2143 extension 2214 16

(Centerville), or go to the IHCC testing center website at http://www.indianhills.edu/students/testingcenter.html. Emails can be directed to [email protected].

TRIO Programs Indian Hills Community College operates two TRIO programs. TRIO is a series of federally funded programs designed to identify individuals from disadvantaged backgrounds, prepare them for postsecondary education, and provide support services for students who are pursuing programs of postsecondary education. The two IHCC TRIO programs include: Educational Opportunity Center The EOC provides guidance and assistance to individuals who reside in a 22 county area (SE Iowa and NE Missouri), complete high school and pursue a program of postsecondary education. Educational Advisors assist eligible individuals with selecting a postsecondary institution or training program to suit their interests. Advisors assist clients in multiple areas: admission and financial aid application completion, scholarship searches, student loan default resolution, HSED program and testing centers, transfers from one postsecondary institution to another, financial aid verification process, career counseling, and completing Master Promissory Note and Entrance Counseling for student loans. For more information, contact the EOC office phone at 641-683-5315, or by email at [email protected]. Student Support Services Student Support Services (SSS) provides opportunities for academic development, assists students with college requirements, and serves to motivate students toward the successful completion of their postsecondary education. Program participants are eligible to participate in special workshops, tutoring, transfer trips to other Iowa colleges and cultural events. Eligible participants may also receive student aid awards. The goal of SSS is to increase the college retention and graduation rates of its participants and facilitate the process of transition from one level of higher education to the next. For more information contact the Student Support Services office by phone at 641-683-5133, or by email at [email protected].

Adult Education and Literacy Programs and Community English Classes Effective July 1, 2012, as per the new Title IV Federal regulations, new college students who do not have a high school diploma or have not completed a High School Equivalency Diploma (HSED) will not be eligible to apply and receive financial aid. Students who are preparing to enter a college program or those needing to earn a HSED may enroll in the Adult Education and Literacy Program. Classes are scheduled on the Ottumwa, North, and Centerville campuses and at locations throughout Area 15. Classes are available in basic skills (reading, writing, math), High School Completion (high school correspondence courses), and English as a Second Language. The Adult Education and Literacy Program also offers an Education To Careers course. Education To Career (ETC) is a free program to support 17

the non-traditional student transitioning to college or to increase skills for the workplace. Skill enhancement in math, writing and computer literacy are emphasized, as well as strategies to ensure a successful college experience. This 8 week class is offered 6 times per year, accompanying the IHCC academic calendar. For more information, interested persons may visit the Community Education Center (CEC) located at the North Campus or call 641-683-5189.

International/Multicultural Activities and Services The Indian Hills International Affairs Office serves as a hub of multicultural activities and services in order to provide cultural understanding among local and international students currently studying at the institution. The International Affairs Office is located in Trustee Hall on the Main Campus and may be reached by calling 800-726-2585, extension 5755 or extension 5266. The fax number is 641-682-5274 and email is [email protected].

The Indian Hills Community College Foundation The Indian Hills Community College Foundation is a separate 501(c)(3) non-profit charitable corporation. Its only mission is to provide scholarships to students of the college. Last year, the Foundation awarded $1.1 million to 550 students. Since 1975, the Foundation has awarded $14.7 million in scholarships to nearly 17,300 students. A unique feature of the Foundation is the unanimous employee support. For the past nine years, nearly 100% of the full-time staff supported the scholarship fund financially and donated $60,000 during the 2014-15 school year. Hundreds volunteer their time and talents in fundraising activities. This overwhelming staff support encourages similar strong support from private citizens and businesses in the Indian Hills region. The Foundation exemplifies the spirit of Indian Hills and the caring attitude that the college staff has toward students. There are also some staff development opportunities available using a specific foundation scholarship. For more information, contact the Indian Hills Foundation Office at 641-683-5115.

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Policies and Procedures Non-Discrimination Policy It is the policy of Indian Hills Community College to provide equal educational and employment opportunities and not to discriminate on the basis of race, color, national origin, sex (including pregnancy), disability, age, sexual orientation, gender identity, genetic information, creed, religion and actual or potential parental, family or marital status in its educational programs, activities or its employment and personnel policies as required by the Iowa Code sections 216.6 and 216.9, Titles VI and VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000d and 2000e), the Equal Pay Act of 1973 (29 U.S.C. § 206, et seq.), Title IX Educational Amendments, 20 U.S. C §§ 1681 – 1688), Section 504 (Rehabilitation Act of 1973, 29 U.S.C. § 794), and Title II of the Americans with Disabilities Act (42 U.S.C. § 12101, et seq.). It is the further policy of Indian Hills Community College that no retaliatory action shall be taken against any person exercising their rights as an employee or student irrespective of the outcome of any procedure instituted hereunder. This college shall provide activities, a curriculum and instructional resources which reflect the racial and cultural diversity present in the United States and the variety of careers, roles and life styles open to both men and women in our society. One of the objectives of the college's programs, curriculum, services and teaching strategies is to reduce stereotyping and to eliminate bias. The curricula, programs and services shall foster respect and appreciation for the diverse populations found in our country and an awareness of the rights, duties and responsibilities of each individual as a member of a pluralistic society. It is the policy of this college to recruit women and men, members of diverse racial/ethnic groups and persons with disabilities for job categories where they are under-represented. A fair and supportive environment will be provided for all students and employees. If you have questions or complaints related to compliance with this policy, please contact Bonnie Campbell, Director of Human Resources/Equity Coordinator, 525 Grandview, Ottumwa, IA 52501, 683-5108, [email protected] ; Sheri Heisdorffer, Human Resources Coordinator (staff and faculty), 683-5200; Chris Bowser, Executive Dean of Student Services (students), 683-5159; Darlas Shockley, Executive Dean of Arts & Sciences (students with disabilities), 683-5174; or the Director of the Office for Civil Rights, U.S. Department of Education, Citigroup Center, 500 W. Madison, Suite 1475, Chicago, IL 60661, phone number 312-730-1560, fax 312-730-1576.

Harassment The college recognizes that it is unlawful for students and employees to be subjected to harassment or to be treated in an unprofessional manner due to their age, race, creed, color, sex, sexual orientation, gender identity, marital status, national origin, religion, genetic information, or disability or as a result of filing a complaint against the college. Sexual harassment is defined as unwelcome advances, requests for sexual favors or other verbal or physical conduct of a sexual nature when: 1) submission to such conduct is made a condition of employment or status in a course, program or activity; or 2) submission to or rejection of such conduct is used as a basis for employment or educational decisions effecting an individual; 19

or 3) such conduct has the purpose or effect of unreasonably interfering with an individual's work or educational performance or of creating an intimidating, hostile or offensive working/learning environment. Any employee or student who feels that he or she is being subjected to sexual harassment, is urged to immediately contact the Human Resources Office or their supervisor. Harassment of a sexual nature or with demeaning intent made from one employee to another, from an employee to a student or vice versa, or from one student to another is a violation of this policy. Those in violation may be subject to disciplinary action up to and including discharge. If a staff member feels they have been harassed, they should take their complaint to their immediate supervisor. Should the complaint involve the supervisor or someone in the chain of command, the Human Resources Office may be contacted directly. Complaints to the Human Resources Office should be filed in writing with Bonnie Campbell, Director of Human Resources. A student should take his or her charges to Chris Bowser, Executive Dean of Student Services.

IHCC Information Systems Acceptable Use Policy Introduction Information Systems are provided for the use of the Indian Hills Community College students, faculty and staff in support of the programs of the college. Access to the Information Systems is a privilege that is granted by the college. This privilege comes with a responsibility to respect the rights of other users and the rights of the college. This policy is designed to guide students, faculty, and staff in the acceptable use of computer and information systems and networks provided by IHCC. Ethical and legal standards that apply to information technology resources derive directly from standards of common sense and common courtesy that apply to the use of any shared resource. The purpose of these guidelines is to specify user responsibilities and to promote the ethical, legal, and secure use of Information Systems resources for the protection of all members of the IHCC community. The college extends membership in this community to its students and employees with the stipulation that they be good citizens, and that they contribute to creating and maintaining an open community of responsible users. Agreement To Comply With Policy All users of IHCC’s Information Systems agree to comply with the policies stated in this document, as well as any additional guidelines established by the college for each individual information system. By use of the college Information Systems, users agree to comply with these and any other college policies.

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Guiding Principles For The Use Of IHCC Information Systems Purpose of College Information Systems Resources: Indian Hills Community College Information Systems exist to provide a variety of services to the college community in support of instructional, research, and college business. The guidelines are intended to improve the information system services offered and provide these services in a cost-effective manner. Academic Freedom: Consistent with other College policies, this policy is intended to respect the rights and obligations of academic freedom. As with all College resources, the IHCC community is encouraged to make innovative and creative use of information technologies in support of education and college services. Access to information representing a multitude of views on all issues should be allowed for the interest, information and enlightenment of the IHCC Community. Copyright and Non-discrimination: The College policy recognizes that the purpose of copyright is to protect the rights of creators of intellectual property and to prevent the unauthorized use or sale of works available in the private sector. This includes, but is not limited to peer to peer sharing of copyrighted materials ie: movies, music, etc. Also consistent with other College policies, an individual’s right of access to computer materials should not be denied or abridged because of race, creed, color, age, national origin, gender, sexual orientation, or disability. Cautionary statement: The College cannot protect individuals against the existence or receipt of material that may be offensive to them. Those who make use of electronic communications are warned that they may come across or be recipients of material they find offensive. Those who use e-mail and/or make information about themselves available on the Internet should be forewarned that the College cannot protect them from invasions of privacy and other possible dangers that could result from the individual’s distribution of personal information. Consideration for others: The Information system, computing and network facilities of the College are limited and should be used wisely and carefully with consideration for the needs of others and the public nature of the College. Computers and network systems offer powerful tools for communications among members of the community and of communities outside the College. When used appropriately, these tools can enhance dialog and communications. When used inappropriately, however, these tools can infringe on the beliefs or rights of others, or the public purpose for which they were created. Responsibilities Of Users Of IHCC Information Systems The following examples, though not covering every situation, specify some of the responsibilities that accompany computer use at IHCC and/or on networks to which IHCC is connected. Use of IHCC’s Information Systems implies consent with these policies. 1.

Access to Information Systems resources shall be authorized at a level to perform the educational or job function required by an individual.

2.

IHCC computing and network resources are to be used for College-related communication, instruction, services, enrichment, dissemination of academic information, and administrative activities. 21

3.

College computing facilities are a public resource and may not be used for personal profit. IHCC prohibits the use of college information systems to solicit or proselytize others for commercial ventures, religions or political causes, outside organizations or other non-work related concerns.

4.

Users are expected to respect the rights of other users; for example, users shall not engage in private or public behavior that creates an intimidating, hostile, or offensive environment for other users. Users shall not intentionally develop or use programs that harass other users, infiltrate a computer or system and/or damage or alter the hardware or software components of a computer or system.

5.

Users may not encroach on others’ use of Information Systems resources. Such activities would include, tying up computer resources for game playing or other trivial applications; sending frivolous or excessive messages, including chain letters, junk mail or unsolicited advertising, or other types of broadcast messages, locally or over the Internet; intentionally introducing any computer viruses or other rogue programs to the IHCC system causing physical or functional damage to systems. To respect the shared nature of the computing resources users shall not engage in deliberately wasteful practices such as printing large amounts of unnecessary documents.

6.

Users are responsible for using software and electronic materials in accordance with copyright and licensing restrictions and applicable College policies. IHCC equipment and software may not be used to violate copyright or the terms of any license agreement.

7.

Users may not attempt to modify or crash the College system or network facilities. Users may not attempt to break into the accounts of other users at IHCC or on the Internet.

8.

Students of IHCC and Guests of IHCC may not install software on any college computer. Faculty and staff may not install software on the college network. Installations on the network are the responsibility of the IHCC Information Technology department.

9.

Users must remember that information distributed through the College’s networking facilities is a form of publishing. For example, anything generated at IHCC that is available on the Internet represents IHCC and not just an individual. Even with disclaimers, the College is represented by its students, faculty and staff, and appropriate language, behavior and style is warranted.

Administration And Implementation The Information Systems, facilities, equipment and accounts are owned and operated by IHCC. The college reserves all rights to the technology resources it owns and operates. IHCC may terminate any users access and service to the information systems without notice. Communication and projects carried on by IHCC staff through College resources are assumed to be business and professional matters. The College reserves the right to examine all computer files, phone mail or e-mail if it becomes necessary for reasons including, but not limited to, the following: •

To enforce its policies regarding harassment and the safety of individuals 22



To prevent the posting of proprietary software or electronic copies of electronic texts or images in disregard of copyright restrictions or contractual obligations



To safeguard the integrity of computers, networks, and data either at the College or elsewhere



To protect the College against liability.

The College may restrict the use of its computers and network systems for electronic communications when faced with evidence of violation of College policies, or federal or local laws. The College reserves the right to limit access to its networks through College-owned or other computers, and to remove/limit access to material posted on IHCC-owned computers. All users are expected to conduct themselves consistent with these responsibilities and all other applicable College policies. Abuse of Information Systems privileges will subject the user to disciplinary action, as established by the applicable policies and procedures of the College, up to and including termination of employment or expulsion from the College. When appropriate, temporary restrictive actions will be taken by system or network administrators pending further disciplinary action and the loss of Information Systems privileges may result. IHCC and users recognize that all members of the College community are bound by federal and local laws relating to civil rights, harassment, copyright, security and other statues relevant to electronic media. It should be understood that this policy does not preclude enforcement under the laws and regulations of the United States of America or the State of Iowa.

Network Access Many responsibilities at IHCC require that an employee have access to the college’s computer network, including database information in Colleague. Records contained in the system are to be used only to complete the tasks related to an employee’s job at the college. At no time should an employee provide his/her password to another individual, including student employees. Requests for access should be made to the Information Technology department. Inappropriate access or sharing of information, including passwords, is grounds for discipline up to and including termination of employment.

Email and Instant Message Retention Electronic mail and Instant Messages have become ubiquitous services that greatly enhance communication, both internally within the IHCC community and externally to clients, including prospective students, current students, alumni and the public at large. The Indian Hills Community College Email and Instant Message Retention Policy has been established to define the retention period for these messages that is stored on servers. It also confirms responsibility if litigation occurs. This policy can be found in the faculty and staff section of the college website under staff resources.

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Emergency Notification System Indian Hills Community College offers IHCC Alert to all students, faculty and staff. Students and employees can participate by visiting www.indianhills.edu/alert and registering phone numbers and mobile devices they want alerted in the event of a campus emergency. To ensure the IHCC Alert system is functioning properly, IHCC conducts a test of IHCC Alert at least once each term. Indian Hills will also initiate the AlertUs system. This mass notification platform allows us to get the attention of our computer users immediately. When an emergency occurs, we will activate AlertUs. All PC’s owned by Indian Hills will have a full-screen, pop-up alert taking over the whole screen with a warning that is impossible to miss. Personal contact information may be updated by completing an emergency contact form located on the IHCC website under Staff Resources.

Custom Software The IT department shall be informed of and involved in any discussion regarding any custom program, database or spreadsheet that is used to store college information. All college information should be kept on the college academic software, currently Colleague (Datatel).

Child Abuse Reporting Policy Policy Statement: Indian Hills Community College will not tolerate any behavior which constitutes child abuse (including sexual abuse, physical abuse, verbal abuse, and neglect) by any employee engaged in College activities or operations that involve children. A child is any person under the age of 18. For the purpose of this policy, the definition of employee includes volunteers under the direction and control of the College. Purpose and Scope: The purpose of this policy is to explain who is required to report child abuse, when child abuse reporting is required, and the process for reporting. IHCC strives to protect the welfare of minors on its campus. This includes minors who are on any of IHCC’s campuses or participating in an off-campus IHCC-sponsored program. The scope of this policy is intended to be broad, and any uncertainty about whether reporting is required should be resolved in favor of making a report. Who Reports: Consistent with Iowa Code 261.9, this policy requires anyone who, in the scope of their employment responsibilities, examines, attends, counsels, or treats a child to report suspected physical or sexual abuse of a child. This includes all IHCC employees and volunteers. If you are not sure whether you are required to report, this policy encourages you to err on the side of caution and report. You do not need to have proof that abuse has occurred in order to be required to report. When to Report: 24

IHCC employees must report child abuse when they see, know about, or reasonably suspect the abuse of a child. A report should be made within 24 hours after becoming aware of the suspected abuse. The types of abuse that are required to be reported under this policy include any physical or sexual abuse of a child. “Child” means any person under the age of eighteen years. “Physical abuse” means non-accidental acts of omissions that cause, or fail to prevent physical injury to a child. “Sexual abuse” means the commission of a sexual offense according to Iowa law, including rape, sexual assault, molestation, incest, indecent exposure, or exploitation of a child in a manner in which the child is used for gratification or sexual enjoyment by another person. Reporting Procedures: If you believe the child is in imminent danger or in the event of an emergency, CALL 911 immediately. Suspected abuse must be reported to both the IHCC Human Resources office at 641-683-5108 or 641-683-5200 AND the Child Abuse Hotline at 1-800-362-2178 (available 24 hours a day, 7 days a week). In addition, you may also contact the Human Resources cell phone at 641-680-5845 or IHCC Campus Security at 641-683-5300 for assistance 24 hours a day and 7 days a week. When making a report of child abuse under this policy, please provide the following information, if possible: • Name of the alleged victim(s) • Name of the alleged perpetrator(s) • Time and date of the incidents being reported • Location where the incidents occurred • Any additional information known about the abuse Mandatory Reporters Under Iowa Code 232.69: Some employees at IHCC are also considered mandatory reporters, as defined by the Iowa Department of Human Services, and have additional duties and obligations for reporting and training under certain statutes and regulations. They are required to report any incident of known or suspected child abuse in accordance with Iowa Code 232.68-70. This report must be made orally within 24 hours to the Department of Human Services (toll free hotline 800-3622178) and to the IHCC College President and/or Director of Human Resources and followed up with a written report to each within 48 hours of the oral report. IHCC encourages everybody, including those who are not Mandatory Reporters under Iowa Code 232.69, to report any behavior that could be considered a child abuse to the Department of Human Services in addition to reporting to IHCC Human Resources, IHCC Security, or Public Safety.

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Prohibition on Retaliation: Consistent with Iowa law, IHCC will take no retaliatory action against an employee who makes a good faith report on child abuse.

Disabilities Indian Hills Community College will work with qualified employees and students with disabilities to provide reasonable accommodations when such accommodations are necessary for the employee or student to perform their assignment. If, in the course of your employment, such an accommodation is necessary, the Human Resources Office should be notified. This policy is consistent with the requirements of the 1990 Americans with Disabilities Act. Services for Students with Disabilities Individuals with disabilities who require accommodations or special services should contact IHCC Disability Services for assistance. Services are available to students who need classroom accommodations, interpreters, and/or specialized equipment. Students enrolling in credit programs who are requesting accommodations must document their disability by providing a written statement signed by a physician, psychologist or other health care professional. The statement must include: (a) a description of the disability, (b) a statement of how the disability prohibits one or more major life activities and is a barrier to the student’s full participation in the program, and (c) a description of the specific accommodations to be provided. (Requested accommodations must be related to the individual’s specific disability). Students enrolling in credit programs should make their requests for accommodations at the time they are applying for admission and preferably, no later than six weeks prior to the beginning of each academic term. All student requests are dealt with in a confidential manner. Students should contact the Ottumwa Disabilities Center by calling 641-683-5749. Centerville students should contact the Academic Services Center at 641-856-2143, extension 2214 or email [email protected].

Accommodations For Students With Disabilities All instructional accommodations for students with disabilities must be approved by the Director of Learning Services. Should an instructor receive a request for an accommodation from a student, the student should be referred to the Disability Services Office. Due to legal responsibilities, no instructor should take it upon him/herself to determine the appropriateness of or approve an accommodation. A Student Disabilities Handbook outlining procedures and requirements is available in the Office of Disability Services. Contact the Pothoven Academic SUCCESS Center by calling 1-800726-2585, extension 5749, 641-683-5749 or by e-mail at [email protected]

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Grievance Procedure For Discriminatory Practices The following grievance procedure is for students, applicants for employment, and employees of Indian Hills Community College. This grievance procedure is also intended to coincide with the current employee grievance procedure and the Americans with Disabilities Act of 1990. Level 1 – A person with a grievance of discrimination on the basis of age, race, creed, color, gender, sexual orientation, gender identity, marital status, national origin, religion, genetic information, or disability may first discuss it with their instructor, immediate supervisor, administrator, or the person most directly involved in order to resolve it informally. Level 2 - If the grievance is not resolved at Level 1 and the grievant wishes to pursue the case they may formalize it by filing a complaint in writing within three school days to the next level of supervision with a copy going to the Chris Bowser, Executive Dean of Students (students) or Bonnie Campbell, Director of Human Resources (employees/applicants). At this time a meeting will be arranged between the grievant, the appropriate department, and any representatives of the college involved. This formal meeting must take place within 15 school days after the written grievance has been received by the appropriate office. One additional meeting may be needed to resolve the matter. A final written decision will be supplied to the grievant by the appropriate person or the second level supervisor within 30 school days after the receipt of the original written complaint. Should the grievance not be resolved at Level 2, the grievant may proceed to Level 3. Level 3 - At Level 3, the grievant will present a written appeal to the College President within 10 school days after the grievant has received the report from the appropriate department. The grievant may also request a personal meeting with the president or his/her designee. A decision will be rendered by the president or his/her designee within 10 school days after receipt of the written appeal. This procedure in no way denies the right of the grievant to file a formal complaint with the Iowa Civil Rights Commission, the Federal Office of Civil Rights, or the Equal Opportunity Commission for Mediation or Rectification of Civil Rights Grievances, or to seek private counsel for complaints alleging discrimination. No person filing a grievance will be subjected to coercion or retaliation for filing a grievance.

Employee Grievance Procedure Employees of Indian Hills Community College shall have the right to attempt to solve a grievance by using the following procedure. This grievance procedure is also intended to coincide with the current grievance procedure for discriminatory practices and the Americans with Disabilities Act of 1990. Level 1 - Employees with a grievance may first discuss it with their immediate supervisor with the object of resolving the matter informally. Should the grievant not be satisfied, they may proceed to Level 2. Level 2 - If the grievance is not resolved at Level 1 and the grievant wishes to pursue it further they may formalize it by filing within 5 working days, in writing, a description of the grievance. This is then forwarded to the next level of supervision with a copy to Bonnie Campbell, Director 27

of Human Resources. At this time a meeting is arranged between the grievant, the Director of Human Resources, the grievant's supervisor, and the next level of supervision represented in the department. This formal meeting must take place within 15 working days after the written grievance has been received in the Human Resources Office. One additional meeting may be needed to resolve the matter. A final written decision will be supplied to the grievant by the second level supervisor within 30 working days after the receipt of the original written complaint. Should the grievance not be resolved at Level 2, the grievant may proceed to Level 3. Level 3 - At Level 3, the grievant will present a written appeal to the president within 10 working days after the grievant has received a report from the second level supervisor. The grievant may also request a personal meeting with the president or his/her designee. A decision will be rendered by the president or his/her designee within 10 working days after the receipt of the written appeal. This procedure in no way denies the right of the grievant to file a formal complaint with the Iowa Civil Rights Commission, the Federal Office of Civil Rights, or the Equal Opportunity Commission for mediation or rectification of civil rights grievances, or to seek private counsel for complaints alleging discrimination. No person filing a grievance will be subjected to coercion or retaliation for filing a grievance.

Drug Free Environment Indian Hills Community College is committed to providing a drug free environment for all students and staff. In support of this effort, the college holds membership and affiliation with these organizations: Iowa Safety Council, Will Rogers Institute, President's Drug & Alcohol Free Colleges, and the Department of Education's Drug Free Schools and Campuses (The Drug-Free Schools and Communities Act Amendments of 1989-Public Law 101-226).

Drug and Alcohol Policy Indian Hills prohibits the possession or use of illegal drugs and alcohol on or around its property at any time, except for those areas licensed under the laws of the state of Iowa. Areas where the use is prohibited include: dormitories, student campus activities, classrooms, school parking lots, roadways, leisure activity areas, and all offices or work areas considered college property. Any violation of this policy will result in prosecution under Iowa law when applicable, as well as disciplinary action by the college deemed appropriate within the policies of conduct prescribed and approved by the Board of Trustees.

Drug Free Workplace In compliance with federal regulations, Indian Hills Community College has taken steps to insure a drug free workplace. Those employees that wish to seek help for drug or alcohol related problems are encouraged to coordinate benefits through the Human Resources Office. 28

1.

The unlawful manufacture, distribution, possession or use of a controlled substance is prohibited by IHCC on any property owned, leased, or controlled by IHCC or during any activity conducted, sponsored, authorized by, or on behalf of Indian Hills Community College. A controlled substance shall include any substance defined as a controlled substance in Section 102 of the Federal Controlled Substance Act (21 U.S. Code 802).

2.

Indian Hills Community College has and shall maintain a drug-free awareness program to inform employees concerning the following: a. The dangers of drug abuse in the workplace b. Maintenance of a drug free workplace c. Drug counseling and rehabilitation programs d. Possible penalties of drug-abuse and rehabilitation violations.

Should an employee be convicted of a drug violation in the workplace, federal law requires the employee to notify their employer within five calendar days of the conviction. Any employee involved in the manufacture, distribution, possession, use or dispensing of a controlled substance in the workplace may be subject to immediate termination.

Education and Awareness Indian Hills provides quality educational programs for its students and staff on the subjects of drugs and alcohol. Guest lectures, video presentations, and seminars are held to provide information to our college community about such areas as peer pressure resistance, health concerns, rehabilitation, and awareness. When applicable, instructors provide educational information concerning drugs and alcohol within the academic environment. These areas may include: health, physical education, human service, and the behavioral science offerings. Indian Hills Community College recognizes that use of illicit drugs and alcohol abuse may lead to severe health risks. A complete listing of Iowa laws, penalties, health risks, and available resources can be found on the Indian Hills website under Staff Resources under Drug and Alcohol Education and Awareness or at www.indianhills.edu/securityreport

Use Of Tobacco Products Indian Hills Community College is committed to providing a tobacco-free environment for our staff, students, constituents, and visitors to our campuses. Tobacco use is prohibited on all college campuses and property including in its buildings, college owned vehicles, outdoor areas, or any vehicle located on college grounds. This policy is consistent with the Iowa Smokefree Air Act. For the purpose of this policy, “tobacco” is defined as all tobacco-derived or containing products, including but not limited to any lighted or unlighted cigarette, cigar, pipe, hookah, and all forms of smokeless tobacco (chew, snuff) and any nicotine delivery device including ecigarettes. 29

Student Records It is vital that employees are aware of and in compliance with the laws governing access to student records. The penalty for noncompliance could include the loss of all federal funds to the college. The Family Education Rights and Privacy Act of 1974 (FERPA) allows certain "directory information" to be released; however, a student may request that this information not be released. Indian Hills Community College has identified as directory information, including but not limited to, the following: name, address, telephone listing, e-mail address, field of study, previous schools attended, photographs, date and place of birth, participation in officially recognized activities and sports, dates of attendance, degrees and awards, full- or part-time status, expected date of graduation, and weight and height of athletes. Before any directory information is shared, you should check the Datatel computer system, screen SPRO, "Directory/Privacy" for a message that reads "Do not release any information on this student". Information other than "directory information" may only be released with the student's written consent. Students who have signed a consent form to allow release of information will have a code of “R-Signed Release of Info” in the Directory/Privacy field in SPRO. By detailing into the “Additional Profile Data” field, the specific individual(s) named by the student to whom information can be released will be found in the “Comments” field. Please keep in mind that the college does not generally release any information on our students except for legitimate educational purposes. If you are unsure whether or not requested information on a student should be released, direct the inquiry to the Registrar's office. The right to privacy encompasses all data regarding students including the fact that they are enrolled here. Dissemination of student records without the appropriate authorization is subject to disciplinary action up to and including discharge.

Identity Theft Prevention Program In accordance with the requirements of the Fair and Accurate Credit Transactions Act (FACTA) of 2003, Indian Hills Community College has a written Identity Theft Prevention Program designed to detect the warning signs or ‘red flags’ of identity theft. The program addresses detection of the red flags of identity theft and actions to prevent the crime or mitigate the damage it inflicts. Employees working with student or staff identifying information should review the Identity Theft Prevention Program in the staff resources section of the college website.

Bloodborne Pathogens Indian Hills Community College has developed an exposure control plan in accordance with the OSHA Bloodborne Pathogens Standard, 29 CFR 1910.1030. Employees in job classifications that have been determined to have potential exposure to bloodborne pathogens or other potentially infectious materials during the regular completion of their duties are required to complete a training session on how to treat blood or other potentially infectious spills at time of 30

hire and annually thereafter. The Hepatitis B vaccination series is available to any of these employees at no cost to them. Any employee who incurs an exposure incident should immediately report it to Student Health Services or the Human Resources Office. All employees will be offered post exposure evaluation and follow-up in accordance with OSHA. A copy of the complete plan is available in the Human Resources Office.

Communicable Diseases Indian Hills Community College’s communicable disease policy promotes responsible behavior concerning health-related issues on our campuses. Prevention of disease transmission on campus is the responsibility of both the college and the individual. Persons who know, or have reason to believe, they are infected with a communicable disease or condition have an ethical and legal obligation to conduct themselves in accordance with such knowledge in order to protect themselves and others. The college will follow recommendations of the Iowa Department of Public Health when an employee/student contracts a documented communicable disease while working or attending class. It shall be the responsibility of the college to notify the proper authorities, such as the Iowa Department of Public Health, in accordance with Iowa law when it is found that a communicable disease exists in the college setting. The Department of Health may be requested to convene an Advisory Committee to review the case and to provide recommendations regarding the permissibility of continued attendance in a regular fashion. Procedures shall be based on recommendations from public health agencies and the U.S. Public Health Center for Disease Control. If a student is to be excused from classroom attendance, it is the responsibility of the appropriate Dean to make arrangements with the affected student in conjunction with approved recommendations.

Fire And Tornado Alarms/Drills Staff and students should familiarize themselves with college exits and designated tornado shelters posted in each building. All occupants of the building should immediately respond to fire or tornado warnings. In case of fire, immediately vacate the building through the closest exit. In case of tornado, go to the designated tornado shelter. Remain in this area until further instructions are given. Instructors should evacuate their classroom any time an alarm is sounded. Each area of the college is assigned a person who is responsible for ensuring the area is evacuated. At no time should a staff member, student or visitor endanger themselves.

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Students or visitors who observe an unreported fire should immediately inform a staff member. Staff members should immediately evacuate the area then report to the Department Chair, Dean, or area safety representative.

Violence/Threats Of Violence/Weapons Violations of this policy will result in disciplinary action which may include dismissal, arrest and/or prosecution. Immediate threats should be reported to Security, Human Resources and/or the Executive Dean of Student Services, and the supervisor of the area of occurrence. Acts of violence, threats, or threatening behavior against employees, students, visitors, guests or other individuals by anyone on college property will not be tolerated. This includes, but is not limited to, intimidation, harassment, assault, battery, stalking, or conduct that causes a person to believe that he or she is under a threat of death or serious bodily injury. All threats of violence will be viewed with the assumption that they will be carried out and will be dealt with appropriately. The possession of weapons, concealed or otherwise, on college property or at any college sponsored activity is prohibited except when required for an approved college course. "Weapons" are defined as any instrument or weapon that is specifically designed, made or adapted for the purpose of inflicting serious bodily injury or death, including, but not limited to, clubs, firearms, handguns, knives, explosives [e.g. fireworks], crossbows, bows and arrows, throwing stars, and knuckles. Weapons under the control of law enforcement officials are exempt. Anyone who has witnessed, received, or been told that another person has witnessed or received any of the above should report the incident immediately to Security, the Director of Human Resources and/or the Executive Dean of Student Services, and your immediate supervisor.

Student Conduct Code Indian Hills Community College is an academic community built on the principles of mutual respect, integrity, and honesty. The college strives to provide a community wherein individuals have the right to express their opinions and ideas, to assemble peacefully, and to associate free in a manner that does not interfere with the rights of others and is in the confines of intellectual honesty. In order to thrive as an educational institution, the college has adopted this Student Conduct Code (“Student Code”) to promote and preserve its educational mission for the benefit of all who are invited to be a part of the community. To view the complete Student Conduct Code, go to http://www.indianhills.edu/about/studentconductcodt.html

Sexual Misconduct Policy The Policy This Policy prohibits sexual misconduct in any form, including sexual assault, sexual harassment, sexual exploitation, stalking, domestic violence, dating violence, and retaliation, all 32

as defined in Section II. The College will respond to reports of sexual misconduct in accordance with This Policy. Sexual misconduct is a broad term encompassing any unwelcome behavior of a sexual nature that is committed without consent by force, intimidation, coercion, or manipulation. Sexual misconduct can be committed by a person of any gender, and it can occur between people of the same or different gender. Definitions Sexual harassment can include unwelcomed behavior (verbal, written, physical) that is directed at someone because of that person's sex or gender, and that meets either of the following criteria: •

A College employee or agent explicitly or implicitly conditions an educational decision or benefit on submission to sexual conduct (e.g., sexual favors for a better grade, more playing time; threatening (explicitly or implicitly) negative consequences if the student rejects sexual advances). OR



The behavior creates a hostile, intimidating or demeaning environment that is sufficiently severe, pervasive or objectively offensive to substantially interfere with or deny participation in a student's educational activities and benefits or employment opportunities. Examples can include persistent efforts to develop a sexual relationship; bullying/cyber-bullying of a sexual nature or for a sexual purpose; unwelcome commentary about an individual's body or sexual activities; unwanted sexual attention; repeated and unwelcome sexually-oriented teasing, joking or flirting; verbal abuse of a sexual nature. Behavior could be verbal, non-verbal (e.g., gestures, touching), written or electronic.

Determination as to whether the alleged conduct constitutes sexual harassment should take into consideration all of the circumstances, including the context in which the alleged incidents occurred. Iowa Code Chapter 709 provides guidance on the definitions of sexual abuse. Sexual assault occurs when physical sexual activity is engaged in without the consent of the other person or when the other person is unable to consent to the activity due to incapacitation. Consent means words or clear, unambiguous actions that show a knowing and voluntary agreement to engage in mutually agreed-upon sexual activity. • •

• •

Consent is voluntary. It must be given without coercion, force, threats, or intimidation. Consent is affirmative. Consent means positive cooperation in the act or expression of intent to engage in the act pursuant to an exercise of free will. Silence or the absence of resistance does not equate to consent. Consent is clear. If confusion or uncertainty on the issue of consent arises anytime during the sexual interaction, the sexual activity should cease. Consent is revocable. Consent to some form of sexual activity does not imply consent to other forms of sexual activity. Consent to sexual activity on one occasion is not 33



consent to engage in sexual activity on another occasion. A current or previous dating or sexual relationship, by itself, is not sufficient to constitute consent. Even in the context of a relationship, there must be mutual consent to engage in sexual activity—every time. Consent must be ongoing throughout a sexual encounter and can be revoked at any time. Once consent is withdrawn, the sexual activity must stop immediately. Consent cannot be given when a person is incapacitated.

Incapacitation means the inability (temporarily or permanently) to give consent because the individual is mentally and/or physically helpless, asleep, unconscious, or unaware that sexual activity is occurring. • •

Being intoxicated by drugs or alcohol oneself does not diminish the responsibility to obtain consent from the other party. The factors to be considered when determining whether consent was given include whether the accused knew, or whether a reasonable person should have known, that the complainant was incapacitated.

Sexual exploitation involves taking sexual advantage of another person, even though the behavior might not constitute sexual assault. Examples can include, but are not limited to: • • • •



Distribution or publication of sexual or intimate information about another person without consent; Electronic recording, photographing, or transmitting sexual or intimate utterances, sounds, or images without knowledge and consent of all parties; Engaging in indecent exposure; Sexual intimidation, which is an implied or actual threat to commit a sex act against another person, or behavior used to coerce participation in a sex act, when no sex act actually occurs; Voyeurism, which involves both secretive observation of another's sexual activity or secretive observation of another for personal sexual pleasure.

Retaliation. This Policy prohibits retaliation against a person who reports sexual misconduct, assists someone with a report of sexual misconduct, or participates in any manner in an investigation or resolution of a sexual misconduct report. Retaliation includes threats, intimidation, reprisals, and/or adverse actions related to employment or education. Stalking means: •

purposefully engaging in a course of conduct directed at a specific person ("target") that would cause a reasonable person to fear bodily injury to, or the death of, the target or a member of the target’s immediate family;



when the person ("stalker") knows or should know that the target will be placed in reasonable fear of bodily injury to, or the death of, the target or a member of the target’s immediate family by the course of conduct; and



the stalker’s course of conduct induces fear in the target of bodily injury to, or the death of, the target or a member of the target’s immediate family.

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Dating Violence: Violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim. The existence of such a relationship shall be determined based on a consideration of: • • •

The length of the relationship. The type of relationship. The frequency of interaction between the persons involved in the relationship.

Domestic Violence: An assault, under any of the following circumstances: • • • •

The assault is between family or household members, who resided together at the time of the assault; The assault is between separated spouses or persons divorced from each other and not residing together at the time of the assault. The assault is between persons who are parents of the same minor child, regardless of whether they have been married or have lived together at any time. The assault is between persons who have been family or household members residing together within the past year and are not residing together at the time of the assault.

Investigators mean the individuals designated by the Executive Dean of Student Services to conduct investigations of alleged sexual misconduct, and to determine whether to grant a hearing, as described in Article VI, B. Formal Resolution, of this Policy. Sexual Misconduct Board means the group of faculty, staff, and administrators appointed by the Executive Dean of Student Services to hear complaints of sexual misconduct, and who are trained to do so. Student includes all persons taking courses at Indian Hills Community College, either full-time or part-time, pursuing degree or non-degree programs including continuing education and distance courses. Persons who withdraw after allegedly violating the Student Code, who are not officially enrolled for a particular term but who have a continuing relationship with the College, or who have been notified of their acceptance for admission are also considered "students," although not enrolled in this institution. Policy Scope Jurisdiction This Policy applies to all Indian Hills Community College students, as defined in Section II, regardless of sexual orientation, and in particular students who: • •

Are victims of any form of sexual misconduct, by any other person (student, employee, or others outside the College community). Are accused of engaging in behavior prohibited by this Policy.

Any person may file a complaint alleging sexual misconduct against a student. However, with respect to any complaint that is 1) by a person who is not a member of the College community, and 2) relating to non-College conduct, the College reserves the right to determine, in its sole discretion, whether the conduct described in the complaint bears a sufficient nexus to the 35

educational program or employment relationship of an Indian Hills student/employee or constitutes a sufficient risk to the College community to proceed under this Policy. Geographic Location (On and Off Campus) This Policy applies to any allegation of sexual misconduct against an Indian Hills student, regardless of where the alleged sexual misconduct occurred. According to the Dear Colleague Letter from April 3, 2011, the United States Department of Education; Indian Hills Community College has an obligation to respond to student-on-student sexual harassment that initially occurred off school grounds, outside a school's education program or activity. If a student files a complaint with the school, regardless of where the conduct occurred, the school must process the complaint in accordance with its established procedures. Because students often experience the continuing effects of off-campus sexual harassment in the educational setting, Indian Hills Community College will consider the effects of the off-campus conduct when evaluating whether there is a hostile environment on campus. Confidentiality Indian Hills Community College is committed to creating an environment that encourages students to come forward if they have experienced any form of sexual misconduct. The College will work to safeguard the identities and privacy of the students who seek help or who report sexual misconduct. However, it is important that students understand the limits on confidentiality of individuals whom they may contact for such assistance. Different people, depending on their positions, have different obligations with regard to confidentiality. Under Iowa law, communications with some individuals are confidential. Students who want to maintain confidentiality should always confirm whether confidentiality applies to the communication before they make the communication. Generally, confidentiality applies when a student seeks services from the following persons: • • • • •

Trained and statutorily certified victim’s advocate See Section VII.A. Confidential Advocacy and Support. Licensed Psychological counselor (including counselors at Student Health and Wellness) Licensed Health care provider (including medical professionals at Student Health and Wellness) Personal attorney representing the victim Religious/spiritual counselor

Any other College employee cannot guarantee complete confidentiality. However, information is disclosed only to select officials who have an essential need to know in order to carry out their job responsibilities. As is the case with any educational institution, the College must balance the needs of the individual student with its obligation to protect the safety and well-being of the community at large. Therefore, depending on the seriousness of the alleged incident, further action may be necessary, including a timely warning notice. The notice, would not contain any information identifying the student who brought the complaint. As required by law, all information received by any Indian Hills Community College employee of sexual misconduct are tabulated for statistical purposes without personally identifying information in annual IHCC-published reports. 36

In order to protect the confidentiality of victims and other necessary parties, Indian Hills Community College will: • •

Complete publicly available recordkeeping, including Clery Act reporting and disclosures, without the inclusion of personally identifying information about the victim. Maintain as confidential any accommodations or protective measures provided to the victim, to the extent that maintaining such confidentiality would not impair the ability of Indian Hills Community College to provide the accommodations or protective measures.

Reporting Sexual Misconduct, including Sexual Assault and Sexual Harassment Contacting Police or Campus Security does not mean a student must pursue charges. Campus Security and local law enforcement can advise students of their options and can also preserve evidence while the person considers her/his options. Reporting to Law Enforcement Because sexual misconduct may constitute both a violation of college policy and criminal activity, the college strongly encourages, but does not require, students to report concerns of sexual misconduct to law enforcement as soon as possible after the incident. A student may proceed under this Policy whether or not he or she elects to report to law enforcement as well. For emergencies, contact 9-1-1. To contact law enforcement in non-emergency situations, call the non-emergency number for local police department. Reporting to Indian Hills Community College To seek assistance and support, or to report misconduct in non-emergency situations, contact the Campus Security, 641-683-5300, or the Executive Dean of Student Services & Housing Office, Main Floor Trustee Hall, 641-683-5152. Other reporting options include: •



Contact a Title IX Coordinator: o Chris Bowser, Executive Dean of Student Services, 641683-5159, [email protected] (for complaints against students) o Bonnie Campbell, Director of Human Resources, (641) 683-5108, [email protected] (for complaints against faculty/staff) Contact a Deputy Title IX Coordinator: o Jennifer Sabourin, Director of Student Services, Housing, Retention (641) 6835240, [email protected] o Brett Monaghan, Director of Athletics, Student Services, Student Discipline, (641) 683-5207, [email protected] o Marcia Seddon, Psychology Faculty, Centerville Campus, (641) 856-2143 ext. 2239, [email protected](for complaints against students) o Joe Starcevich, Dean, Centerville Campus, (641) 856-2143 ext. (2224), [email protected] (for complaints against faculty/staff)

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Amnesty for Complainants and Participants in Investigations The College will not pursue disciplinary action for improper use of alcohol or other drugs against a student who reports in good faith an incident of sexual misconduct, or who participates in good faith in an investigation into an incident of sexual misconduct. Time Frames for Reporting and Response The College strongly encourages prompt reporting of complaints and information. While there is no time limit in invoking this Policy in responding to complaints of alleged sexual misconduct, a complaint should be submitted as soon as possible after the event takes place. Individuals are encouraged to report sexual misconduct immediately in order to maximize the College’s ability to respond promptly and equitably. The College does not, however, limit the time frame for reporting. The College will not be able to pursue disciplinary action against an individual who is no longer affiliated with the College. Under those circumstances, the College will still conduct a Title IX review and offer resources to complainants. In all cases, the College will conduct a prompt and equitable investigation of allegations of sexual misconduct. Generally the College will attempt to complete the process within 60 days. However, the time frames set forth in these procedures are meant to provide guidance, and the College may alter or extend time frames, with notice to the parties, as appropriate. The time it takes to complete the resolution of a sexual misconduct complaint may vary based on the complexity of the investigation and the severity and extent of the alleged conduct, as well as on whether there is a parallel criminal investigation, or if school breaks occur during the process. Process for Responding to Reports of Sexual Misconduct Initial Steps Initial Meeting with the Complainant Upon receipt of any report of sexual misconduct, the Executive Dean of Student Services or designee will first schedule a meeting with the reporter (referred to as “Complainant” for ease of reference, although a report does not necessarily have to result in a formal complaint) in order to provide the Complainant a general understanding of this Policy and to identify forms of support or immediate interventions available to the Complainant. The intake meeting may also involve a discussion of any accommodations that may be appropriate concerning the Complainant’s academic, employment, or housing arrangements. If the Complainant would like assistance throughout any College investigation or adjudication process, the Executive Dean of Student Services office will make a student services staff member available to the Complainant. This staff member is not an “advocate” as that term is used below (see Article VII, A, Confidential Advocacy and Support), nor is that staff person a representative who will speak on behalf of the Complainant in any investigatory or adjudication process. Rather, the staff member serves as a point of contact to answer questions and explain processes, to make sure the Complainant’s expressed needs are being addressed, and to join the Complainant in meetings if requested. (The Executive Dean also will provide the same resource to students accused of sexual misconduct.) 38

At the initial intake meeting with the Complainant, the Executive Dean or designee will seek to determine how the Complainant wishes to proceed. The Complainant may opt for: (1) formal resolution (see section B, below); (2) informal resolution (see section C, below); or (3) not proceeding. Notification of the Title IX Coordinator The Executive Dean or designee will notify the Title IX Coordinator(s) and the deputy Title IX coordinator(s) of the report (even if the report does not proceed). This is to keep the Title IX Coordinator(s) apprised of any potential patterns of misconduct and/or the need for further training or other prevention measures. Formal Resolution A Complainant may elect to pursue a formal resolution, which involves a hearing before the Sexual Misconduct Board. Such a hearing is also referred to as “formal resolution,” and is described more specifically in this section. Investigation When the Complainant indicates a desire to pursue formal resolution, the Executive Dean of Student Services will meet with the Complainant and prepare a written complaint. The Executive Dean will consult with the Title IX coordinator(s) and the deputy Title IX coordinators in appointing a person(s) to serve as investigator(s) of the complaint. The investigator(s) may be a College administrator or someone retained by the College, such as an attorney, mental health professional, or another person trained to conduct investigations of sexual misconduct. The investigators serve as neutral fact-finders, who during the course of the investigation, typically conduct interviews with the Complainant, the accused student(s) and each third-party witness; visit and take photographs at each relevant site; and where applicable, coordinate with law enforcement agencies to collect and preserve relevant evidence. Investigative Report After conducting the investigation, the investigator(s) will complete a report that includes, among other things: •



Summaries of interviews with the complainant, the accused student and each third-party witness; photographs of relevant sites and related logs; electronic and forensic evidence; and a detailed written analysis of the events in question. A recommendation on whether or not there should be a hearing, based on factors including whether there is a substantial dispute in the facts, the availability of witnesses and evidence, etc. The Title IX coordinator will make the ultimate decision on whether a hearing will be held.

The investigative report will be distributed, concurrently, to both of the parties and to the Executive Dean of Student Services and Title IX Coordinator(s). If a hearing is held, the Sexual Misconduct Board will also be provided with a copy of the report.

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Determining Whether to Hold a Hearing If the Title IX Coordinator decides, upon consideration of the investigator’s recommendation, to hold a hearing, notice of that determination will be delivered, concurrently, to the Executive Dean, the Complainant, and the accused student(s). A student whose request for a hearing is denied by the Title IX Coordinator may appeal that decision to the President or designee, whose decision will be final. Complainant Changes Election to Informal Resolution or Accused Student Elects to Accept Responsibility After reviewing the investigative report, the Complainant may decide to elect Informal Resolution instead of formal resolution, by making such a request to the Executive Dean of Student Services prior to the hearing date. At any point prior to the hearing, the accused student may elect to admit responsibility for the alleged sexual misconduct. In such cases, the Executive Dean of Student Services or designee will propose a resolution to the complaint and a sanction. If both the Complainant and the accused student agree to the proposed sanction, the complaint is resolved without a hearing and without any further rights of appeal by either party. If either the complainant or the accused student objects to the proposed sanction, a hearing before the Board will be convened for the sole purpose of determining a sanction, and in these cases, the decision of the Board may be appealed pursuant to paragraph 13, “Appeals,” below. For purposes of this sanction hearing, all of the other provisions of this Policy relating to the imposition of a sanction for Sexual Misconduct will apply. Advisors The Complainant and the Accused Student may have an advisor present to assist them during the pre-hearing, hearing, and appeal stages of the complaint process. The advisor may be an attorney chosen at the student’s expense. However, advisors are not permitted to speak or to participate directly in the process, including at any hearing before a Sexual Misconduct Board. Students should select as an advisor a person whose schedule allows attendance at the scheduled date and time for the hearing because delays will not normally be allowed due to the scheduling conflicts of an advisor. Notice of Hearing and Pre-Hearing Meetings If a hearing is scheduled, the Executive Dean of Student Services will provide written notice to both parties pursuant to Article IV. A. 4 of the Student Conduct Code. In addition, the Executive Dean of Student Services or designee will schedule separate meetings with the Complainant and the accused student to review the hearing procedures and the complaint of sexual misconduct. Hearing Procedures Unless otherwise stated in this Policy, the pre-hearing and hearing procedures will follow the rules and procedures described in Article IV, of the Student Conduct Code. Conduct of the Hearing Formal rules of process, procedure, and/or technical rules of evidence, such as are applied in criminal or civil court, are not used in these proceedings. During the hearing, the parties will be 40

expected not to repeat undisputed details or non-material circumstances that would merely duplicate information contained in the investigative report or in other written materials. Only the Board Chair and Board members may question the parties and other witnesses directly. The parties may pose written questions to the Chair to be asked of the other party or other witnesses consistent with Article IV, A, 10, i, of the Student Conduct Code. All procedural questions, including the decision to accept evidence and/or statements, will be made by the Chair, in his or her sole discretion. In cases of sexual assault, measures may be taken to avoid contact during the hearing between the complainant and the alleged perpetrator (e.g., videoconferencing). Standard of Proof The determination of whether or not a violation of this Policy occurred will be made on the basis of whether it is more likely than not that the accused student violated this Policy. This standard is more formally referred to as the “preponderance of evidence” standard. In making its determination, the Board will carefully consider all of the evidence presented and follow the procedures stated in this Policy and the applicable sections of the Student Conduct Code in order to ensure as fair a hearing as possible for all parties. Sanction The Board is required to consider the suspension or expulsion (permanent suspension) of any student found responsible for sexual assault; however, the Board may impose any sanction that it finds to be fair and proportionate to the violation and in accordance with Article IV, B, of the Student Conduct Code. Decision The Board Chair will notify the Executive Dean of Student Services of the decision and any sanctions imposed in writing within five (5) business days of completion of the hearing. Within ten (10) business days of completion of the hearing, the Executive Dean of Student Services will notify the Complainant and accused student of the decision and any sanctions imposed. Appeals Within five business days of delivery of the written decision to them, the Complainant, accused student, or both, may appeal the Board’s decision and/or the sanction imposed to the President or designee. Such appeals will be in writing and will be delivered to the Executive Dean of Student Services or his or her designee. The President or designee will determine if the decision and/or sanctions imposed will be stayed pending the outcome of the appellate decision. Except as required to explain the basis of information, an appeal will be limited to a review of the verbatim record of the hearing and supporting documents for one or more of the following purposes: •



Determine whether the Sexual Misconduct Board Hearing was conducted in substantial compliance with prescribed procedures. Deviations from designated procedures will not be a basis for sustaining an appeal unless significant prejudice results. Determine whether substantial evidence supports the Board’s findings of fact. 41





Determine whether the sanction(s) imposed were appropriate for the violation of this Policy and/or the Student Conduct Code which the student was found to have committed. Consider new, material information, which was not brought out in the original hearing, because such information was not known or was not available to the person appealing at the time of original hearing.

The President of the College or designee may affirm, reverse, or modify the decision regarding the violation and/or sanctions imposed. The appeal decision of the President or designee is the final decision of the College, and no further appeals are permitted under this Policy. Informal Resolution A Complainant who does not wish to pursue formal resolution may request a less formal proceeding, known as “Informal Resolution.” Although less formal than formal resolution, Informal Resolution is an appropriate resolution process; it is not mediation. Election of Informal Resolution The College Title IX Coordinator will assess the severity of the alleged harassment and the potential risk of a hostile environment for others in the community to determine whether informal resolution may be appropriate. Investigation Upon determining that informal resolution is appropriate, and in instances when the Complainant makes such a request to the Executive Dean of Student Services, the Title IX Coordinator(s) will assign the informal resolution to an Investigator. The Investigator will consult further with the person initiating the request, inform the person who is the subject of the allegations, and gather additional relevant information as necessary from the parties and others, as indicated. The Title IX Coordinator(s) also may put in place any appropriate interim measures to protect the educational and work environment. The Title IX Coordinator(s) or the Investigator will attempt to aid the parties in finding a mutually acceptable resolution. Advisors The complainant and the accused student each may be assisted by an advisor throughout the Informal Resolution process. Advisors are assigned and subject to the same restrictions set forth for advisors in Formal Resolution. Informal Resolution Where Accused Student Acknowledges Responsibility If during the course of the Informal Resolution, the accused student elects to admit responsibility for the alleged sexual misconduct, the Investigator will propose a resolution to the complaint and a sanction. If both the complainant and the accused student agree to the proposed sanction, the complaint is resolved without a hearing and without any further rights of appeal by either party. If either the complainant or the accused student objects to the proposed sanction, a hearing before the Sexual Misconduct Board will be convened for the sole purpose of determining a sanction, and in these cases, the decision of the board is subject to appeal pursuant to Article VI, B, 12, "Appeals," above. For purposes of this sanction hearing, all of the 42

other provisions of this policy relating to the imposition of a sanction for Sexual Misconduct will apply. Election of Formal Resolution The college or the complainant may, at any time prior to the conclusion of the informal resolution, elect to end such proceedings and initiate formal resolution instead. In such cases, statements or disclosures made by the parties in the course of the informal resolution may be considered in the subsequent formal resolution. Privacy of Informal Resolution In order to promote honest, direct, communication, information disclosed during informal resolution must remain private while the informal resolution is pending, except where disclosure may be required by law or authorized in connection with duties on behalf of the College. Complainant Does Not Wish to Pursue Resolution or Requests Confidentiality If the Complainant does not wish to pursue formal or informal resolution and/or requests that his or her report remain confidential, the Executive Dean of Student Services or designee will inform the Complainant that the College’s ability to respond may be limited. The Executive Dean or designee may conduct a prelim investigation into the alleged sexual misconduct and may weigh the Complainant’s request against the following factors: • • •

The seriousness of the alleged sexual misconduct, Whether there have been other complainants of sexual misconduct against the same accused student, Accused student’s right to receive information about allegations, including the name of the complainant.

The Executive Dean of Student Services or designee will inform the Complainant if the College cannot ensure confidentiality. Even if the College cannot take disciplinary action against the accused student because the Complainant insists on confidentiality or that the complaint not be resolved, the College reserves the authority to undertake an appropriate inquiry, issue a “no contact” order, and/or take other reasonably necessary measures, including the Immediate Actions described in VI. E, below, to promote a safe learning environment for the complainant and/or the entire College community. Immediate Actions (Interim Measures) The Executive Dean of Student Services Office and Campus Security may take immediate interim actions to protect the safety of the college community, to enable students with complaints and witnesses to continue studies, and to ensure the integrity of an investigation. These actions may include interim suspension of the accused student or no-contact notices between the individuals involved. The Executive Dean of Student Services Office and Campus Security may also take additional actions, as appropriate, including but not limited to: •

Modifying class or work schedules, or housing arrangements 43

• • • •

Addressing other academic concerns (e.g., assignments, grades, leaves of absence, withdrawal) Safety planning Education/training Issuance of a no-contact directive if the College determines that continued contact between the student who has made a complaint, a student who has been accused of sexual misconduct, and/or a witness would be detrimental to the parties’ welfare.

The accommodations are available if requested and they are reasonably available, regardless of whether the victim chooses to report the crime to campus security or local law enforcement. Resources and Services for Students There are campus and community services available to students regardless of whether or not a student chooses to report a violation of this Policy to the College or local law enforcement. The College strongly encourages students to seek assistance to care for themselves emotionally and physically through confidential crisis intervention, health care, and counseling. As students tend to their health, they should keep in mind that medical examinations are time-sensitive, and are critical in preserving evidence of sexual assault so that options can be considered at a later time. Confidential Advocacy and Support Crisis Intervention Services Crisis Intervention Services provides trained advocates to assist victims of sexual assault, providing services for sexual assault, domestic assault, and emergency housing needs. Advocates can assist students with medical and legal advocacy, counseling, and case management. Advocates can speak with students confidentially as they consider their options. Any communication with a Crisis Intervention Services advocate is legally protected under Iowa Code Section 915.20, which allows for confidential communications that cannot be disclosed without the student’s permission. 500 High Ave. West Oskaloosa, IA 52577 (641) 673-0336 www.stopdvsa.org 24 hour Crisis Hotline (800) 270-1620 Serving Appanoose, Davis, Jasper, Jefferson, Mahaska, Marion, Monroe, Lucas, Keokuk, Poweshiek, Wapello, and Wayne counties. An Advocacy Care Specialist from Crisis Intervention Services is available on the Indian Hills Community College – Ottumwa Campus each week on Mondays from 9:00 a.m. – 3:00 p.m. and Thursdays from 9:00 a.m. - 12:00 p.m. This campus-based service for crisis counseling, advocacy for legal, medical, and social services systems, and any additional support and resources.

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Indian Hills Counseling Services Students can meet with a counselor during business hours, Monday-Thursday. Services are free and confidential. Trustee Hall First Floor (641) 683-5336 www.indianhills.edu/behavioralhealth In an emergency after hours, students may call the local crisis line at (641) 682-8772 to speak with a trained counselor, social worker, nurse or psychologist. If it is preferred to see someone in person after hours, please go to the Emergency Room at the Ottumwa Regional Health Center or the Emergency Room at your local hospital. Southern Iowa Mental Health 101 E. Main Street Ottumwa, IA 52501 (641) 682-8772 Wapello County Victims Resources Charlotte Kovacs, Coordinator Wapello County Attorney’s Office 219 N. Court Ottumwa, IA 52501 (641) 683-0030 Office Hours: Monday - Friday 8 a.m. - 4:30 p.m. www.wapellocounty.org/departments/attorney/victim-resources Student Health- On-Campus Students can meet confidentially with a health care provider. Trustee Hall First Floor (641) 683-5336 Open Mon-Thurs 7:15 a.m. – 4:45 p.m. www.indianhills.edu/healthservices

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Additional Resources for Students College Title IX Coordinator To seek assistance and support, or to report misconduct in non-emergency situations, contact the Campus Security, (641) 683-5300, or the Executive Dean of Student Services & Housing Office, Main Floor Trustee Hall, (641) 683-5152. Other reporting options include: •



Contact a Title IX Coordinator o Chris Bowser, Executive Dean of Student Services, (641) 683-5159, [email protected] (for complaints against students) o Bonnie Campbell, Director of Human Resources, (641) 683-5108, [email protected] (for complaints against faculty/staff) Contacting a Deputy Title IX Coordinator: o Jennifer Sabourin, Director of Student Services, Housing, Retention (641) 6835240, [email protected] o Michael Hagen, Director of Student Services, Athletics, Student Discipline, (641) 683-5213, [email protected] o Marcia Seddon, Psychology Faculty, Centerville Campus, (641) 856-2143 ext. 2239, [email protected] (for complaints against students) o Joe Starcevich, Dean, Centerville Campus, (641) 856-2143 ext. (2224), [email protected] (for complaints against faculty/staff)

Campus Security Campus Security provides services 24 hours a day and can respond to reports of emergencies. Campus Security works closely with law enforcement and can assist students understanding their options for reporting incidents and assisting students in contacting local law enforcement to report an incident of sexual misconduct. Contacting Campus Security or law enforcement does not mean a student must pursue criminal charges. Campus Security can also assist students in safety planning and provides escorts to students while on campus. (641) 683-5300 www.indianhills.edu/security Executive Dean of Students Office Staff can assist a student in filing a report or, if the student is not ready to file a report, the staff can work with him or her to address concerns over housing, class assignments or schedules, leaves of absence, withdrawal or academic concerns. Staff can assist the student in notifying Campus Security or law enforcement, if requested by the student and provides referrals to students to resources such as counseling or a confidential advocate. Trustee Hall First Floor Dean of Students/Housing (641) 683-5152

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External Resources A Complainant may choose to file a complaint with the state and federal agencies listed below. U.S. Commission on Civil Rights Central Regional Office 400 State Avenue, Suite 908 Kansas City, KS 66101 Melvin L. Jenkins, Director Tel: (913) 551-1400 Fax: (913) 551-1413 TDD: (913) 551-1414 Area(s) served: Alabama, Arkansas, Iowa, Kansas, Louisiana, Mississippi, Missouri, Nebraska, and Oklahoma. www.ed.gov/ocr Equal Employment Opportunity Commission (EEOC) Reuss Federal Plaza 310 W. Wisconsin Avenue, Suite 800 Milwaukee, WI 53203-2292 Phone: (800) 669-4000 Fax: (414) 297-4133 TTY: (800) 669-6820 www.eeoc.gov Iowa Civil Rights Commission (ICRC) Grimes State Office Building 400 E. 14th Street Des Moines, IA 50319 Toll free: (800) 457-4416 Phone: (515) 281-4121 Fax: (515) 242-5840 TDD: (877) 521-2172 www.icrc.iowa.gov Reporting Requirements The College can take action only if the College is made aware of the behavior. Therefore, if a College employee becomes aware of a complaint or other violation of this Policy, the employee must bring the information to the Title IX Coordinator(s) or a Deputy Title IX Coordinator(s) so that concerns are heard and services can be offered to the affected students. Prevention, Training, and Policy Communication The College is committed to education, communication and training in order to prevent sexual misconduct and to ensure an appropriate response when incidents occur. The College will provide information on the following to students, faculty and staff: 47

• • • •

Preventing sexual misconduct Procedures for responding to incidents of sexual misconduct Resources available to students in cases of sexual misconduct Pertinent contents of relevant policy and law

The College will maintain the above information on a website and will provide information about this Policy to all new students through orientation and to all registered students annually. This Policy is also available for distribution in printed form from the Executive Dean of Student Services Office, Campus Security, and Human Resources and other College personnel involved in prevention and/or response activities. The College will provide training on the above information to all College personnel involved in providing any part of the college’s response to reports of alleged sexual misconduct. All Sexual Misconduct Board members will receive annual training in their responsibilities. This training may include expertise drawn from campus and community resources, professional organizations, and other experts on the topic of sexual misconduct. If the alleged perpetrator of sexual harassment or misconduct is an Indian Hills Community College employee, complainants may choose to report the conduct to the Director, Human Resources, instead of or in addition to, other individuals to whom reports may be made under this Policy. "Course of Conduct" means repeatedly maintaining a visual or physical proximity to a person without legitimate purpose or repeatedly conveying oral or written threats, threats implied by conduct, or a combination thereof, directed at or toward a person. Assault, under Iowa law, means: •

Any act which is intended to cause pain or injury to, or which is intended to result in physical contact which will be insulting or offensive to another, coupled with the apparent ability to execute the act; or



Any act which is intended to place another in fear of immediate physical contact which will be painful, injurious, insulting, or offensive, coupled with the apparent ability to execute the act; or



Intentionally pointing any firearm toward another, or displaying in a threatening manner any dangerous weapon toward another.

Lost And Found The Library is the designated area for lost and found items on the Ottumwa and Centerville Campuses. Persons looking for or turning in items should inquire at the main circulation desk in the Library. Items found will be logged in with time, date, and area found. If the item is identifiable an attempt will be made to inform the owner. Items will be stored in a secured area.

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Persons picking up items will be required to identify the item, provide a picture ID to retrieve the item and will be asked to sign for the item. Items found will be stored for six months. All buildings on the Ottumwa Campus, with the exception of the North Campus, are urged to use this designated area to avoid having people search more than one building for a lost item. The Library has extended hours on evenings and weekends. This should provide greater access for retrieving items for students, staff and visitors. The Reception Area handles all lost and found items on the North Campus. Ottumwa Lost and Found may be reached by phone at 1-800-726-2585, extension 5199 OR 641683-5199 or Centerville 641-856-2143, extension 2237.

Safety And Loss Control Indian Hills Community College endeavors to provide students, staff and visitors with a safe environment and to minimize financial loss resulting from preventable accidents and injuries. Safety and the prevention of accidents are the responsibility of every employee. A Safety and Loss Control Committee exists to address issues related to safety, health and security. Employee input is appreciated. In the event you have or witness an accident or become injured while on the Indian Hills campus, you should immediately report it to the most appropriate person listed below: Area Safety Representative (Appendix) An Instructor Central Operator 7:15 a.m. - 4:45 p.m. Monday through Thursday Ottumwa Campus "O" or 641-683-5111 Centerville Campus 641-856-2143 Security Ottumwa Campus 641-680-5835 or 641-683-5300 Potential safety hazards should also be reported to one of the above people. The accident report form (appendix) should be completed and forwarded to Human Resources. First aid kits, automatic external defribrillators (AED), and crisis booklets can be found in a number of locations as listed in the Appendix. IHCC’s annual security report includes statistics concerning reported crimes that occurred on campus; in certain off-campus buildings or property owned or controlled by the college; and on public property within, or immediately adjacent to and accessible from, the campus. It also includes college policies concerning campus security. You can obtain a copy of this report by contacting the Human Resources Office or accessing the following web site www.indianhills.edu/securityreport.

College Property All employees should note that office furniture, computers, files, equipment, etc., provided to staff in the course of their employment and all employment-related documents are college property and may be accessed at any time by college administration or any other person with a 49

legitimate need to do so. This includes, but is not limited to, phone mail, e-mail, computer files, deleted files, etc, even if password protected. All college property including but not limited to files, equipment, keys, library materials, or equipment, grade books, instructor's manuals, textbooks, etc., should be returned before the final day of employment or upon request of the employee's supervisor or college administration. Personal use of college property or equipment on or off the premises is not permitted unless approved by the Supervisor. The college property should not be removed from the premises without the permission of the employee's supervisor. Theft of college property is a valid ground for discharge.

Office Allocation A request for allocation of office space shall follow the supervisory chain. All requests must include the establishment of need and justification for the request. This justification shall address the following: purpose, space/size needed, frequency of use (full time, 10 hrs/wk, etc.). Any amenities such as need for a phone and its attributes, computer requirements, extra seating needed, kind of storage required, and preferred location should also be included. A request must move upwards through each step of the hierarchy of authority. The appropriate Executive Council member will make the final request and recommendation to the President.

College Vehicles College owned vehicles are to be used for college business only and shall not operate on gasoline other than ethanol blended gasoline with at least 10% ethanol (Iowa Code 260C.19A). To use a college owned vehicle, employees must provide a valid driver’s license and have on file a signed statement attesting to the fact they possess a valid driver’s license allowing them to legally operate a motor vehicle in any State. Operating a college vehicle without a valid license is grounds for termination of employment. Vehicles are to be checked out at the time of departure and returned to the college upon completion of the approved travel. With the supervisor’s approval and documentation, a vehicle may be driven to an employee’s home on the eve of departure only if this provides a more direct route to the next destination. College vehicles are not allowed for personal use. The college position on van numbers remains at a limit of 9 per van. The Iowa Department of Ed student transportation information restates the National Highway Traffic Safety Administration advisory that 15 passenger vans have a high rollover risk when fully loaded and issued a consumer advisory. Van are three times more likely to roll over when carrying 10 or more passengers, thus our limit of 9.

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Orientation For New Employees All new employees will attend an orientation in the Human Resources Office. They will also be assigned a "buddy staff member" that will provide an ongoing orientation throughout the first six months of employment.

Salary Guidelines Indian Hills Community College uses a hiring guide that rewards years of relevant work experience and post-secondary training to establish starting salaries. These hiring guides are reviewed annually and amended as needed to reflect the competitiveness of the labor market as well as the skill and education required for each job. Placement on the hiring guide is explained to the employee at the time of hire. Individual salary histories are maintained in the Human Resources Office and can be reviewed on request along with the hiring guides.

Assignments And Transfers Assignments and transfers shall be based upon the employee's qualifications and the staffing needs of Indian Hills Community College. Changes in assignments may be requested by the employee or his/her immediate supervisor. Final authority for such change must be given by the appropriate administrative officer. All full-time position vacancy announcements are available at the entrance to the administration building on both the Ottumwa and Centerville campuses and on the college website.

Quality Faculty Plan Iowa Administrative Code 281 requires that all faculty who teach credit classes comply with the requirements of the Indian Hills Community College Quality Faculty Plan. Requirements include basic competencies as well as continuing professional development. In addition, certification as a mandatory reporter of child abuse is required for all credit instructors within six months of hire and renewed every five years. Copies of the plan may be obtained from the office of Academic Affairs or in the Staff section of the IHCC website.

Academic Faculty Titles Faculty will be awarded academic titles at the beginning of each academic year based on the following criteria. Instructor: Associate Professor:

Years 1-3 of full time employment as a faculty member at IHCC Years 4-10 of full time employment as a faculty member at IHCC 51

Professor: Professor Emeritus:

10 years or more of full time employment as a faculty member at IHCC A faculty member who retires with the title of Professor

Note: Years of full time employment is based on hire date. Faculty must notify Human Resources prior to the beginning of the academic year if an academic title change should be made. In addition, the following will apply. • A new faculty member with a doctorate or a faculty member who earns a doctorate within the first three years of full time instructional employment at IHCC will be designated the title of Associate Professor. • A faculty member holding the title of Associate Professor who earns a doctorate within years 4-10 of full time instructional employment at IHCC will be designated the title of Professor. • A faculty member with a doctorate and Rank 1 status, but less than 10 years of full time instructional employment at IHCC will be designated the title of Professor. Degrees must be earned at a regionally accredited institution or its equivalent. No salary increase is attached to the academic titles.

Faculty Load A full teaching load at Indian Hills Community College is defined as follows: Arts and Sciences:

27 - 32 credit hours per academic year (3 terms)

Technical:

864 - 1,080 contact hours per academic year (3 terms)

For purposes of defining full load, an academic year is defined as three IHCC school terms August 26 – August 25 unless otherwise determined by the Human Resources Office. With an overload assignment, Arts & Sciences faculty cannot exceed a total of 44 credit hours in 3 terms (2 semesters per Iowa Code).

Adjunct Employment Part time employees are limited to the following hours: Credit Adjunct Faculty: A & S:

Technical:

Not to teach more than 24 credit hours in three terms or 30 credit hours in four terms during one IHCC academic year (August 26 – August 25). Not to teach more than 720 contact hours in three terms or 950 contact hours in four terms during one IHCC academic year (August 26 – August 25). 52

Part Time Employment Other Employees:

Not to work more than 25 hours per week. In emergency situations, these employees may work increased hours. More than 30 hours per week requires prior approval from the Human Resources Office on form PER21.

Unpaid leave may be granted for time other than regular department closing, for part time employees. This leave is limited to no more than 10 days per year. All leave must be approved on a PER21 form. Part time employees must follow absence reporting procedures as listed in the Absence Reporting section of this handbook.

Contracts Contracts for contracted personnel shall automatically continue for an additional equivalent period unless modified or terminated by mutual agreement between the board and the individual staff member or as provided for under the Code of Iowa. Traditional contracts at Indian Hills Community are three, three and one-half and four terms in length. Contracts tendered but not returned by the employee within twenty-one days are deemed rejected.

Terminations At Will Employees The employment of all employees who have not signed a specific written contract offered by the Board of Trustees under Chapter 279 of the Code of Iowa is considered “At Will”. “At Will” employment is defined as employment that may be terminated by either party at any time with or without cause. This also includes employment of professional staff working under a letter of employment. Oral statements or promises made to the contrary are not valid or enforceable. An employee’s last day of attendance at work is considered his/her date of termination.

Contracted Professional Staff The President or the president’s designee shall notify any staff member (on continuing contract) in writing that the President will recommend to the Board of Trustees that the staff member’s continuing contract be terminated effective at the end of the current contract year. The notification shall be either mailed by certified mail or personally delivered. Notifications for termination of an administrator’s contract must be mailed or delivered by May 15; all other contracted staff must be notified by April 30. The notification shall contain a short and plain statement of the reasons why the recommendation is being made. At the same time, the same notification shall be given to the Board Secretary. Within five calendar days of the receipt of the 53

notification, the staff member may make a written request to the Board Secretary for a private hearing with the board. Should the fifth day fall on a “school closed day” the time of the request for hearing will be extended to the next business day, unless otherwise agreed. The hearing procedures shall follow the provisions of Chapter 279 of the Iowa Code, which by this reference are incorporated herein. An employee’s last day of attendance at work is considered his/her date of termination.

Probation New Contracted Staff Probationary Period The first three years of a new contracted employee’s contract shall be a probationary period unless the employee has already successfully completed the probationary period in an Iowa school district. New contracted employees who have successfully completed a probationary period in an Iowa school district will serve a one year probationary period. Stipulations for successful completion of a probationary period are referenced in Chapter 279 of the Iowa Code.

New At Will Employees All new fulltime At Will employees shall be employed for a probationary period of six months. Extended probationary periods for “At Will” personnel will be made on an individual basis. The following procedure should be observed in administering the probationary period of employment: A.

A personal conference involving the supervisor and the probationary employee should be held at the end of three months of employment and prior to the expiration of six months. Following this conference, the supervisor shall submit a written report for inclusion in the employee’s personnel file. This report shall contain information of specific problem areas and recommended correction in addition to identified employee strengths and shall be signed by the supervisor and employee. A written recommendation, along with the completed evaluation shall be submitted to the Human Resources Office immediately following the evaluation process. The recommendation, based on the individual’s job performance, will request that regular employment status be granted or the probationary period be extended or the employee be terminated from employment. Should the probationary period be extended another conference and evaluation shall take place within six months.

B.

The Human Resources Office will officially notify such employee of the supervisor’s recommendation. Should termination be recommended the process will be handled by the Human Resources Office. If the recommendation is for continued employment on a regular basis, the employee’s salary may realize any incremental increases missed while on probation. 54

C.

Completion of a probation period does not signify permanent employment.

Developmental Plan Should an employee be rated as unacceptable on a written evaluation, the supervisor will recommend that the employee be placed on a developmental plan. The Director of Human Resources shall make determination of the terms of a developmental plan. Following this determination, a personnel conference shall be held involving the employee, appropriate supervisor and a representative of the Human Resources Office. Notice with specific problems and recommended corrections shall be in writing and a copy signed by the employee will be placed in the employee’s personnel file and given to the employee. A time schedule to determine progress will also be implemented. Progress will be reviewed periodically throughout the developmental plan. Implementation of a developmental plan does not guarantee employment for any set length of time. Termination of employment may occur at any time if deemed appropriate. At the conclusion of the developmental plan and end of the time schedule the supervisor will conduct a written evaluation of the employee. The evaluation shall contain a recommendation either for continuation of the developmental plan for a further specific period or a return to regular status or a termination of employment. If termination is recommended, the process will be handled by the Human Resources Office.

Advancement To Instructional Staff Rank I The Indian Hills Community College Board of Trustees approved the ADVANCEMENT RANK GUIDELINES AND PROCEDURES at their April 20, 1976 meeting. The intent and purpose of the differentiated ranking system is to recognize superior teaching. The maximum number of faculty that shall attain and hold this rank is limited to approximately 20 percent of eligible certified faculty positions. Additional information and the appropriate application material can be obtained from your immediate supervisor, the Chief Academic Officer, or the college Human Resources Office.

Evaluation All Indian Hills Community College staff shall be evaluated at least once a year. Please contact your supervisor for specific details of evaluation procedures relating to your particular position. A minimum evaluation timeline for certified teaching staff is located in the Appendix. For faculty, the supervisor will select a class to be evaluated. If an Instructional Rank I staff member disagrees with the supervisor's class selection, he/she may select a second class to be evaluated. The supervisor will select the class to be evaluated for all probationary faculty.

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Resignations Staff members may participate in an exit interview with a representative from the Human Resources Office at a time to be mutually arranged. An employee's termination form should be completed by their supervisor prior to issuing a final paycheck. Employees who are considering retirement are encouraged to consult with Human Resources prior to acting. An employee’s last day of attendance at work is considered his/her date of termination.

Contracted Staff People resigning from contracted positions may terminate at times other than the end of their contract with board approval; however, in fairness to the student, mid-contract termination should coincide with the regular academic term breaks. A minimum of thirty days notice should be provided. The resignation should be in writing, signed by the resigning party and directed to the President who will refer it to the board with a recommendation as provided by the Iowa Statute. Should a staff member desire to terminate their services at the conclusion of their regular contract, sixty days notice should be given.

Non-Contracted Staff Non-contracted staff are expected to provide written notification to the Human Resources Office a minimum of fifteen days in advance of their projected termination date.

Substitute Substitutes shall be secured by administrative personnel. The best qualified and certificated personnel available shall be secured. They will be paid on a daily or hourly rate depending on the condition and duration of their employment.

Tutoring Instructional personnel shall not tutor any students enrolled at Indian Hills Community College and receive financial reimbursement from the student.

Childcare/Restriction Of Children In Classrooms Although necessities of childcare may occasionally conflict with a student’s attendance, children cannot be allowed to accompany the student to a class. The presence of children hinders the instructional process. This policy should be communicated to all students at the first class session. Neither the comparative safety of any class nor the comparatively good behavior of any child should alter this policy. If a student brings a child to class, do not permit him or her to attend class. Young children are not permitted to be left without parental supervision. If 56

necessary, refer them to the Dean’s office on campus or to the ICN site monitor to reinforce the policy. This policy also applies to the children of employees.

Employment Outside Of School Hours Employees may accept other employment outside of regular hours so long as such employment does not interfere with the complete discharge of the employee's responsibilities to the college.

The Iowa Gift Law Community College employees are subject to Iowa Code Chapter 68B.22, Gift Accepted or Received. No college employee, spouse or dependent child should accept a personal gift valued at $3.00 or more from anyone during one calendar day in the following categories: 1.

Anyone who contracts or is seeking a contract with Indian Hills Community College.

2.

Anyone who is subject to a matter pending before Indian Hills Community College.

3.

Anyone who will be directly and substantially affected by actions taken by Indian Hills Community College.

Any employee found to be in violation of this section of the Iowa Code will be subject to disciplinary action up to and including termination of employment. Employees are encouraged to check with the Human Resources Office or check the Iowa Code Chapter 68B.22 for clarification of specific circumstances.

Political Activity The Board of Trustees recognizes and encourages the right of its employees, as citizens, to engage in political activity. However, the board also recognizes that college property and time, paid for by all the people of the merged area, shall not be used for political purposes. The following policy in regard to political activity has been adopted by the board. No employee shall engage in political activity upon college property under the jurisdiction of the Board of Trustees. The following activities, and any other similar activities, are specifically prohibited: Posting of political circulars or petitions, the distribution of political circulars or petitions, the collection of and/or solicitation of campaign funds and the solicitation for campaign workers. 57

Violation of any of the foregoing shall, at the discretion of the Board of Trustees, constitute cause for reprimand, demotion, suspension or dismissal.

Continuing Education & Workforce Solutions Instruction Continuing education classes provide excellent contact with the community. Many full-time students have enrolled because they developed an interest through a continuing education class. Each instructor is encouraged to offer and teach a continuing education class annually. Our normal classes are our primary responsibility. Therefore, an instructor must receive prior approval from his/her supervisor and the Vice President of Academic Affairs to teach more than one continuing education class simultaneously. Instructors are paid on a per class hour basis depending on the type of course, location, class preparation required, etc.

Laboratory and Classroom Procedure Proper use of room facilities and equipment will be expected during continuing education classes. The custodial staff and/or the daytime instructor will be held responsible for keeping the classroom or laboratories clean and equipment in working order before continuing evening classes meet. Our rules and regulations for students prohibit smoking in classrooms and laboratories. Pop and coffee should not be allowed in the classroom or laboratories and restricted only to the break room facilities. In general, the classroom will be expected to be in the same condition when class is over as it was when you arrived.

Working Day The normal working day consists of nine hours of service and a 30 minute voluntary unpaid lunch break with hours to be determined by the employee's immediate supervisor. It is recognized that most instructional faculty will be doing some work at home and may work beyond the normal nine-hour day. The nature of work performed at Indian Hills often requires work to be accomplished during the evening hours and at times during school closed periods. Therefore, you and your immediate supervisor need to establish working hours in recognition of your area of responsibility and the nature of work to be performed. If there are items of personal business that require leaving college earlier than normal, you are expected to discuss them with your immediate supervisor. Any absences from scheduled work require the permission of your supervisor.

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Absence Reporting Absences due to short-term illness, funerals, workshops, seminars, etc. must be reported on a daily basis to the Payroll Office at extension 5110 or via e-mail to [email protected]. Arrangements for anticipated long-term absences shall be made on an individual basis. These absences must be recorded on the attendance record with the appropriate symbol. Unreported absences or false representations may result in termination of employment. Whenever possible, prior arrangements should be made for absences and submitted on a PER21 form. Recognizing, however, that some situations do not always allow prior notice, the following procedures should be followed: 1.

Contact your department head or supervisor as soon as possible, no later than 15 minutes before the assigned start time.

2.

If the department head or supervisor is not available, notify the appropriate dean. Absences should be reported by telephone or e-mail daily to the Payroll Office.

3.

In the case of instructional staff, it is the instructor's responsibility to always give the status of classes with suggestions of possible assignments, projects, tests, etc., which would be appropriate for each student or class and the substitute teacher.

4.

Written confirmation from a medical doctor is required to verify illness of more than three consecutive work days, either whole or partial. If this absence is known in advance, a PER 21 should be submitted.

5.

Should an employee be absent due to accident or illness for more than three consecutive work days, either whole or partial, a medical release shall be submitted directly to the Human Resources Office before the employee returns to work.

6.

Should an employee be unable to return to work, with a physician’s release, within 180 days from commencement of incapacity, the employment relationship will be terminated.

Staff members unable to report to their respective work areas due to poor weather and/or travel conditions should follow the usual absence reporting process. Sole responsibility for being in attendance on days when college is in session rests with the employee. In a case of delay of arrival time at the job station, the employee should contact their direct supervisor advising them of their estimated time of arrival. One day's pay will be deducted from the absent staff member's salary for each day not in attendance. This procedure is required for all employees – full and part time. The above procedure will be reviewed with the absent staff member upon return by his/her supervisor. The appropriate payroll forms along with an explanation will be forwarded to the Human Resources Office for review and transmittal to payroll.

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Overtime And Compensatory Time All employees will be compensated for work time in accordance with the Fair Labor Standards Act (FLSA). The FLSA is a federal law which requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at the one-half the regular rate of pay for all hours worked over 40 hours in a workweek. The human resources office in conjunction with the employee's supervisor will develop a work calendar for each regular employee. This calendar is not intended to constitute a contract and should not be construed as a guarantee of employment for the duration of the calendar. Each individual calendar is merely a way to clarify an employee's work schedule. This schedule may be modified by the supervisor with approval from the human resources office when the work schedule necessitates rescheduling of time. The employee's calendar will be adopted at the beginning of each work year or at the beginning of a new employee's employment. It is the responsibility of each employee to arrange modifications to his/her calendar with his/her supervisor in advance. Form PER21 must be utilized for this purpose. A copy of the current academic calendar is located in the appendix of this handbook. The FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bonafide executive, administrative, professional, certain computer employees and outside sales employees. Refer to your job description or contact the human resources office if you are unsure of your status.

Non-Exempt Staff: Non-exempt staff may be compensated for extensions or modifications of work schedules in one of three ways; [1] They may be given time off during the same work week in order to stay within their regularly scheduled amount of hours; [2] They may be paid from timesheets at their regular hourly rate for approved work time beyond their regular schedule. Pay will be calculated at time-and-one-half for work beyond 40 hours in a work week; [3] They may be given compensatory time for approved work during "non-scheduled work" periods as long as it does not extend their regular work week or work day. Compensatory time can only be earned for days worked over scheduled breaks. Compensatory time shall be scheduled in half or whole day increments. Approved work time at less than half or whole day increments will be paid from timesheets in accordance with the Fair Labor Standards Act. Compensatory time and pay cannot be combined on the same day. If it is necessary for a non-exempt employee to work beyond his/her daily schedule and workload precludes granting "rescheduled" time [Option 1] the employee will be compensated at their hourly rate. Payment of overtime will normally be made on the pay period following receipt of the signed time and earnings record (form PER01). This form should be submitted to the payroll office as soon as the hours have been worked.

Exempt Staff: Exempt staff are not protected under the general provisions for overtime within the Fair Labor Standards Act. It is generally understood that exempt employees are paid an annual salary for providing their professional service under an organized work calendar and workday. The time frames for these workdays are understood to be minimums in most circumstances. Professional employees’ work typically cannot be scripted into absolute timelines and often their work 60

involves evening or weekend work that is beyond the normal work calendar. Although the law does not require an employer to compensate exempt employees for work beyond their work calendar, Indian Hills Community College has arrived at the following policy. Exempt staff may accrue compensatory time when work is required and approved by the employee's supervisor. Compensatory time can only be approved when an employee works on a "non-scheduled workday" according to their individual calendar. Compensatory days can only be generated in half (indicate a.m. or p.m.) or whole day increments. Any work done beyond these increments will be rounded back to half or full days. Extensions of the workday and time spent traveling are not compensable for exempt staff nor is casual work; that is work of the employee's own choosing. Exempt staff may accrue a maximum of fifteen days. Executive council members may accrue thirty. Any compensatory time requested beyond these maximums will not be approved. It is recommended that employees carry an amount less than the maximum to avoid any loss of compensatory time. Section 541.710 allows for the deduction of wages from an exempt employee of a public agency for absences for personal reasons or because of illness when accrued leave is not used by an employee because: (1) permission for its use has not been sought or has been sought and denied; (2) accrued leave has been exhausted; or (3) the employee chooses to use leave without pay. It is the college’s policy to comply with the salary basis requirements of the FLSA. Therefore, improper deductions from the salaries of exempt employees are prohibited. If you believe that an improper deduction has been made to your salary, you should immediately report this information to your direct supervisor, or to the human resources office. Improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be reimbursed.

Scheduling and Accrual: Employees attending meetings, staff development or other activities at their own request will not be awarded compensatory time or overtime pay. All requests must be made in advance on form PER21 in half (indicate a.m. or p.m.) or whole day increments. Forms must be completed prior to working an approved day. Employees may not take a compensatory day off prior to the day being earned. In addition, a compensatory day must actually be worked to be earned (i.e. substitutions of sick leave is not allowed). There is no compensatory time allowed for casual work. To qualify for compensatory time for a non-scheduled workday, a supervisor must approve and include rationale on form PER21 in advance. An employee may reschedule compensatory days if his/her work schedule prevents him/her from taking the day off. This must be done in advance using form PER21 and must include rationale for rescheduling. Employees may not carry more compensatory days than their allocated maximum at any time during the year. Should an employee be requested and approved to work on a day designated as a non-scheduled day and subsequently is unable to work that day for any reason, compensatory time will not be generated. An employee must actually work the day to generate a compensatory day. The human resources office must be notified on form PER21 of any requests that have been modified.

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Once an employee schedules a day off through the use of generated compensatory time or an approved calendar, he/she generally cannot replace the leave with other types of leave. EXAMPLE: An employee schedules a regular day off and then reports he/she was ill on that day and wishes to cancel his/her scheduled compensatory day and replace it with sick leave, this includes FMLA leave, military leave, personal leave and jury duty. Only in grave situations such as the unexpected death or life-threatening sudden illness of an immediate family member can days be rescheduled in this manner with approval of the college president. All compensatory time generated or taken off must be approved by the employee’s supervisor and Human Resources. No compensatory or vacation time will be granted on the all-staff day at the beginning of the fall term.

Pay Periods Indian Hills Community College will have 24 pay periods for 3, 3 1/2, and 4-term employment for the college calendar year beginning August 26. Paydays will fall on the 10th and 25th of each month. If the 10th or 25th falls on a Friday, Saturday or Sunday, payday will be the preceding Thursday. If you should terminate your employment at IHCC, your final pay will be figured on actual days worked plus eligible holidays within the time frame. It is possible under this system that you would not have additional pay coming.

Credit And Degree By Examination And Experience For Instructors Any instructor interested in obtaining an Associate's degree shall become familiar with and follow the listed procedures: A.

Determine Eligibility: In order to be eligible to participate in this program, the instructor must have the equivalent of nine Indian Hill's terms full-time teaching experience at Indian Hills Community College and in the area of the degree desired, effective September 1973.

B.

Each following step must be recorded and dated with copies sent to the Registrar's Office before the next step is taken.

C.

Submit a written request to your department chairperson stating your purpose and interest in obtaining a degree. Included in this should be a complete resume of work and other items thought significant. If the person making the request is a department chairperson, the request should be made to the dean.

D.

In this same letter, state your qualifications which you feel might make you eligible for such a degree. 62

E.

Schedule a conference with your department chairperson and dean to evaluate the request. Some guidelines that can be used in evaluation would be: 1)

Has the instructor taught each course or area in the program?

2)

Has the instructor been cross-trained or is he/she capable of teaching each course in the program?

3)

If the instructor can fulfill the above, then credit could be given; in which case, the evaluation and recommendation should be written up and submitted to the Vice President of Academic Affairs & Institutional Effectiveness. The proposal must have the recommendation of the Division Dean and Vice President of Academic Affairs & Institutional Effectiveness.

4)

If the instructor making the request is found to be deficient in specific areas: a)

If the degree awarded is to be an Associate in Applied Science, arrangements should be made with an instructor in that area to provide study guides, syllabi, etc., that would allow the person to pass a test for credit. This instructor should administer the test and verify its authenticity.

b)

If the degree awarded is to be an Associate in Arts or Associate in Applied Science, the registrar will determine required courses that are separate from the program. These courses can be made up through class attendance or by examination.

F.

After all course requirements are met and the proposal has the recommendation of the Division Dean and Vice President of Academic Affairs & Institutional Effectiveness, the proposal will be submitted to the Executive Council.

G.

Once approved, the registrar will be empowered to award a transcript showing credit and the awarding of a degree. The complete file will be maintained in the Registrar's Office.

H.

The person being awarded the degree will be responsible for paying all fees for graduation, special test materials, transcripts printed and other costs that might be incurred in the process.

Staff Development Activities A college-wide program is available to fund approved staff development activities for staff who will make a commitment to professional improvement. Priority is given to staff members who are full-time IHCC employees. Suggested activities include attending seminars/workshops, returning to industry, returning to university, and conducting staff mini-grant programs. 63

An application must be submitted by the first Monday of the month to be acted upon within the same month. For complete guidelines and requirements or to obtain an application, contact your supervisor or the human resources office.

College Closing Suspending Classes Classes usually will not be cancelled unless there is severe weather. Student risk in getting to their respective classes in inclement weather is the prime concern in any decision regarding the cancellation of classes. While classes ordinarily will not be cancelled due to inclement weather, each student is advised to make his or her best judgment about the safety of the road conditions in their immediate area. In the event of suspension of classes, classes will be suspended for students and staff alike, unless otherwise specified. The following people have been designated as essential staff and are required to report to work: Director of Information, grounds, maintenance, food service, security, and custodial. In addition, the dorm supervisors should remain available to assist students. Operating or business conditions might dictate that other specific areas would need to report as soon as possible in which case they will be notified by their supervisor. Area career academy employees subject to area high school schedules: A.

In the event the Career Academy district has a weather cancellation, full-time faculty report to either their assigned career academy or another IHCC site. Faculty should report their work site to their direct supervisor.

B.

If IHCC cancels or has an early out, the career academy will also cancel.

C.

Consistent with our on-campus practice, in the event of a weather cancellation, adjuncts are not expected to report and will not receive a deduction in their teaching agreement.

The decision regarding the suspension of classes will be made by the President or his/her designee, following consultation with the Director of Maintenance and Custodial Services. Once the decision is made, the Public Information Office will contact designated radio and television stations. While IHCC traditionally operates on a Monday-Thursday academic schedule, clinical rotations, career academies, extracurricular activities and other events are held Fridays and over the weekend. In the event of inclement weather on a Friday or over the weekend, the Vice President of Academic Affairs in consultation with the appropriate staff, will consider cancellation of these activities that affect students and/or closing campus. After a decision is made, designated radio and television stations will be notified. 64

Severe weather conditions may dictate a decision being made utilizing one of the following: A.

Suspension of classes for a given day(s). This decision will be made by the President following a review of all available weather information and consultation with various members of the administrative staff. Appropriate administrators will be notified, so as to alert staff while at the same time, the Public Information Office will notify radio and television stations as to the suspension of classes.

B.

Early dismissal of students to return to their place of residence. This decision will be made by the President following a review of all available weather information and consultation with various members of the administrative staff. Severely worsening weather conditions might dictate this decision be made in the interest of the students.

Announcements of Suspension of Classes Information regarding the cancellation or suspension of classes due to severe weather conditions will be broadcast over these radio and television stations: WHO-AM & TV KBIZ/KTWA KLEE/KOTM KNIA KCII KCCI-TV KTVO-TV KEDB KMEM

Des Moines Ottumwa Ottumwa Pella Washington Des Moines Kirksville, MO/Ottumwa Chariton Memphis, MO

KIIC KYOU-TV KCOG/KMGO KMCD KBOE KILJ KRKN/KISS WOI-TV

Albia Ottumwa Centerville Fairfield Oskaloosa Mount Pleasant Ottumwa Des Moines

Announcements regarding suspending classes for the start of the day will be forwarded to the radio and television stations by 6:30 a.m. of the day in question. Staff and students should avoid contacting these stations directly. If the radio and television stations have made no announcements concerning IHCC suspending classes, it can be assumed college operations will continue as usual. Staff and students are encouraged to sign up for the college’s emergency notification system in which all emergency notices are sent via phone, email, and text messages to those who have submitted their contact information to the MIS Department. Information on suspension or cancellation of classes can also be found on the IHCC website at www.indianhills.edu or by calling the college’s main phone number at 641-683-5111.

Absence From Work Staff members unable to report to their respective work areas due to poor weather and/or travel conditions should follow the usual absence reporting process as described on page 38. 65

Sole responsibility for being in attendance on days when college is in session rests with the employee. In a case of delay of arrival time at the job station, the employee shall contact their direct supervisor advising them of their estimated time of arrival. One day's pay will be deducted from the absent staff member's salary for each day not in attendance. The above procedure will be reviewed with the absent staff member upon return by his/her supervisor. The appropriate payroll forms along with an explanation will be forwarded to the Human Resources Office for review and transmittal to payroll.

Continuing Education Classes, Workshops, And Weekend Classes For purposes of this policy, weekend is defined as 12:00 AM Friday through 11:59 PM Sunday. The Vice President of Academic Affairs & Institutional Effectiveness will decide weekend, customized learning, and workshop school cancellations. The Vice President of Academic Affairs & Institutional Effectiveness will delegate this responsibility to one of the Academic Deans if unable to be in a position to make the decision personally. The Vice President of Academic Affairs & Institutional Effectiveness or designee will notify established contacts. These contact persons will ensure that all affected faculty and staff in their areas are contacted and take appropriate action. The Vice President of Academic Affairs & Institutional Effectiveness or designee will also ensure that the appropriate area radio stations are notified, through the information office. School cancellations will be college-wide, not by campus or service center. Individual instructors do not have authority to cancel classes. Cancellation of on-site industry classes is the responsibility of the IHCC designee.

Copyright Policy Copyright infringements are of concern to the college. Information about copyright laws may be obtained from division deans. The college does not sanction illegal duplication of materials in any form. College equipment should not be used to duplicate or run illegal materials. Gaining copyright approvals are the sole responsibility of the individual and the liability rests only with those individuals directly involved. The college does not assume responsibility for infringements on copyright laws by employees.

Record Retention Source documents regarding financial and administrative information will be retained as required for auditing purposes, state and/or federal regulations, or internal research needs. The documents will be stored in a manner allowing for reasonable safekeeping, fire protection and availability. Procedures defining documents, custodian, location, and retention duration are available within the following areas: 66

Student Records/Transcripts Academics/Instruction Financial/Administration Human Resources/Payroll -

Executive Dean of Students VP Academic Affairs & Institutional Effectiveness VP/Chief Financial Officer Director Human Resources

Identified record custodians have official responsibility for retention and disposition of records.

Financial Administration Cash Handling No money may be collected on behalf of Indian Hills Community College by any person or collection point without authorization from the Business Office. All receipts of cash or cash equivalents shall be accounted for under Generally Accepted Accounting Principles. Procedures should incorporate principles of good cash handling which include: proper segregation of duties, adequate safeguards for handling, transporting, and storing cash, and timely deposit of funds received. College and personal funds are not to be intermingled. All funds should be accounted for/recorded as received. Any office or individual within the College routinely collecting funds (checks and/or cash) will be required to furnish the payer with a written receipt. Collection points outside of the Business Office will use receipts and deposit slips assigned to their area. Funds must be kept secured until deposited. All collection points making deposits on a routine basis will use lockable deposit pouches. Any overnight funds will be maintained in a locked safe or cash drawer. All collection points will be responsible to bring their deposits to the Business Office by the end of the next business day. Employees collecting money without implementing this procedure may be subject to disciplinary action. A returned check fee is assessed for any checks deposited at the bank and returned as uncollectible – i.e. insufficient funds, account closed, etc. The Business Office is the only approved location for limited check cashing services. Change funds will be maintained in certain specified areas of the college. Petty cash funds are allowed only for restricted purposes. It is the responsibility of the designated custodian of each fund to insure that the cash on hand is at all times in balance, and held in a locked safe or cash drawer. Cashiers and employees responsible for controlling College petty cash and change funds are not allowed to cash their own personal checks or checks written to them by the College. Auxiliary service operations are not allowed to extend credit without authorization from the Business Office. Specific procedures may be viewed via the IHCC website.

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Procurement The expenditure of public funds shall meet the “public purpose” test, be incurred in connection with established board policy, and meet the “reasonable and necessary” standard. The College shall procure goods and services using competitive procedures through a decentralized purchasing system within established IHCC policies and administrative procedures, in accordance with the Code of Iowa and OMB Circular A-110. No individual has the authority to enter into purchase contracts or financially obligate Indian Hills Community College unless specifically authorized to do so by the VP/Chief Financial Officer, College President or Board of Trustees. Any such negotiations are considered unauthorized purchases and the individual will be personally obligated to the vendor. No employee, officer, or agent of the College will participate in the selection, award, or administration of a contract if a real or apparent conflict of interest would be involved. No individual has the authority to make a personal purchase using the College name. Contracts shall be awarded to the lowest responsive and responsible bidder complying with specifications and other stipulated bidding conditions. “Preference shall be given to purchasing Iowa products and purchases from Iowa-based businesses if the Iowa-based business bids submitted are comparable in price to bids submitted by out-of-state businesses and otherwise meet the required specifications” per the Code of Iowa, Section 8A.311, Subsection 1a. In compliance with Code of Iowa, Section 73.16, the College has established an annual procurement goal of at least 10% of the value of goods and services (including construction, but not including utility service) from certified Targeted Small Businesses. Specific procedures may be viewed via the IHCC website.

Honorariums Honorariums are paid only to people or businesses that are independent contractors with Indian Hills Community College. Honorariums inclusive of all travel reimbursement amounts are paid through the Business Office. The current form can be found on the college’s website under Business Office Forms and Policies (click on Faculty & Staff, Staff Resources and Login). A sample copy of this form is contained in the Appendix. Employees of the college are not eligible to receive honorariums. Employees will be paid for their services through normal payroll procedures.

Reimbursement of Travel Expenses Travel reimbursements are processed by the Payroll Office and completed in accordance with the travel policy. Appropriate forms are available on the College website under Business Office Forms and Policies (click on Faculty & Staff, Staff Resources and Login). Please note sample copies of these forms in the appendix – Travel Request Form (Out-of-District/Out-of-State Travel Request) and Travel Reimbursement Report (In-State/Out-of-State Travel Reimbursement). Employee ID numbers are required from individuals for use in payment of all claims. 68

College employees traveling on college business are authorized to submit travel reimbursement reports for approval unless they are traveling to a designated work site. The college does not reimburse mileage to employees for travel to their designated work site with one exception. An adjunct instructor and clinical nursing instructors may be reimbursed for travel to their designated worksite if they travel more than 30 miles (one way). Travel reimbursement is based on the concept of a round-trip basis and will always be calculated at the least cost to the college. Employees traveling are required to use their own cash or credit card and obtain itemized receipts on all reimbursable items, including meals. Reimbursements will be made on a paid itemized receipt basis except for appropriate mileage. Travel advances are not allowed. Employees using school owned vehicles may check out a gas credit card for long trips. School gas credit cards may only be used with school owned vehicles. Students are not allowed to operate college owned or rented vehicles. An exception to this would be if a student is specifically hired as a driver.

Trip Authorization All employee travel on college business outside the state of Iowa requires the pre-approval of the President or designee on the travel request form. Please note the area of northeast Missouri east of I-35 and north of Highway 36 is included in IHCC's description of in-state travel and does not require out-of-state approval. The out-of-state request will be submitted to the President for review and final approval at least three weeks in advance of the trip. A copy of the approved request must be attached to the employee's travel reimbursement report as a part of the claim reimbursement process. Purchase orders processed for expenses pertaining to a trip considered outside the State of Iowa (example: hotel, registration, airfare) must be approved by the President's Office before final approval by the Business Office. The President, board members and non-employees on college assignments are not required to submit travel request form, but must meet the six week claim period as explained under submittal of travel expense reports. All travel reimbursement claims require the approval of the Budget Director.

Conferences and Other Professional Organization Meetings Maintaining supportive professional affiliation is regarded as the responsibility of each staff member. Attendance at meetings related to an individual's area of college assignment will be subject to the following considerations: A.

IHCC staff who are officers in the organization or are on the program will be reimbursed for their travel, registration, meals and lodging expenses in keeping with the school policy on reimbursement and the funds will be charged to the department involved. Staff should consider organization and grant funding for travel reimbursement. When possible all or a portion of their travel expenses should be obtained from these sources to conserve college travel funds.

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B.

IHCC staff who are members of the state or national committee will also be reimbursed for their expenses in the same manner as stated above. Staff should consider organization and/or grant reimbursement possibilities and where possible obtain all or a portion of their travel expenses from these sources to conserve travel funds.

C.

Other IHCC staff wishing to attend will be given release time from their regular duties, but their expenses will not be reimbursed. It will be up to the appropriate supervisor(s) to approve or disapprove claims under this category.

D.

Reimbursement requests for expenses incurred through attendance of workshops and other informational and/or skill building programs sponsored by professional organizations are subject to all provisions of the general travel policy of the college.

E.

Any staff accompanying a group of students for a state/national competition, conference or educational trip must follow the student travel policy and complete the student travel request form. These forms can be found on the College website under Business Office Forms and Policies (click on Faculty & Staff, Staff Resources and Login). Samples of the forms are contained in the Appendix.

International Travel College personnel assigned to travel internationally for purposes of college business and/or student supervision are required to follow college travel procedures for trip authorization and reimbursement. Staff travelling internationally will be paid a daily stipend for meals not included in the trip, without providing receipts, at a per diem determined prior to travel based on average rates of that country. This per diem rate must be noted and approved on the Request to Travel out-of-state form. Employees travelling internationally are responsible for obtaining their own passport. When required by the destination country, fees for obtaining a required visa for international travel will be reimbursed with appropriate documentation. Contracted faculty travelling for college purposes during non-contracted breaks will be reimbursed at the current adjunct faculty rate for the number of contact hours for the course with some exceptions such as PLTW trainings stipends. If one trip consists of more than one course, the faculty member will be reimbursed for the contract hours for only the course with the largest number of hours. Full time faculty travelling during their regular contracted term will not receive additional compensatory time or adjunct pay. Exempt employees travelling for college purposes during non-scheduled work days may earn compensatory days in half or full day increments for days worked, not including travel days, per college policy.

Submittal of Travel Reimbursement Report The travel reimbursement report should be completed and be personally certified by the claimant and approved by the Budget Director and the Vice President, Executive Dean of 70

Student Services or Chief Financial Officer. Further approval is necessary only as directed by the President or Vice President of the division. The College may disallow any amount pertaining to claim amounts dated six weeks prior to the date the claim is received by the Payroll Office. Reimbursement reports must include indication of the purpose of the trip and the accounts to be charged with the expense. The dates of departure and return should be noted and the points of travel should be noted in the description column. A copy of the approved travel request form must be attached when being reimbursed for business conducted out-of-state.

Transportation Information Actual round trip transportation costs are allowed for travel by common carrier. Charges in excess of round trip rates by the most direct or normally traveled route will be allowed only when satisfactorily explained. Method of travel should be noted on the travel request form and indicated on the travel reimbursement report. All out-of-state travel arrangements must be coordinated through the President's Office. First-class airline fare is allowed only when coach fare is not available and must be satisfactorily explained. Charter air travel at the standard rates, may be authorized by the President. Any person authorized to travel at college expense may have the choice of using a personal automobile or the usual common carrier. Reimbursement for the use of a personal auto is at the IRS approved rate for the number of miles of required travel shown on the travel reimbursement report and will be allowed under the following conditions: A. B.

When there is no adequate common carrier between points of travel. When there is a justifiable time emergency.

When choosing your transportation mode due to personal preference, reimbursement of travel expense, meals and hotel will be computed at the least cost to the college. Documentation of the amount to be reimbursed must be provided on the travel request form at the time of approval. Reimbursement for the use of a personal automobile will be made only to the owner or driver of the automobile. Show the actual mileage on the travel reimbursement report and list the names of passengers traveling in the same car on college business. Persons driving a privately owned automobile on college business do so at their own risk and are personally responsible for all costs of operation, including repairs to the automobile and for public liability and property damage.

Vehicle Rental If a rental vehicle is anticipated, request for approval is to be submitted prior to the trip. A receipt for charges must be attached with the travel reimbursement report. Vehicle insurance coverage carried by the college will cover Iowa (in-state) rentals. If renting a vehicle out of state, 71

insurance (liability and comprehensive) should be purchased from the lessor as part of the rental transaction.

Lodging Hotel or motel charges must be listed on the travel reimbursement report. Itemize those charges by the day and attach corresponding itemized receipts provided by the hotel. Some hotel/motels will accept purchase orders. With approved travel, employees must check with the hotel/motel in advance as to their acceptance of a purchase order for lodging to avoid paying state sales tax. If acceptable, a purchase order needs to be created after the travel is approved. Final payment to the hotel/motel is to be covered by a purchase order or personal credit card. A College Purchasing Card is available to confirm lodging reservations for approved travel by contacting Accounts Payable in the Business Office. If purchase orders are not accepted by the hotel/motel, contact Accounts Payable in the Business Office for other options. When an employee on college business is accompanied by a spouse or non-college employee, lodging reimbursement will be made at 75% of the room/tax charges or at the single rate room charges if adequately documented by the hotel/motel. Maximum allowable charge for in-state motel lodging per day will be $75.00. A rate higher than $75.00 will be allowed in scheduled group meeting situations when the excess rate is noted on the travel request form and approved in advance by the Vice President, Executive Dean of Student Services or Chief Financial Officer, whichever is appropriate. Hotel or motel rates for out-of-state lodging will require approval prior to the trip with the limits indicated on the travel request form and approved by the President.

Meals It is the intention of the college to reimburse only those meals which qualify as a deductible expense for income tax purposes. The Internal Revenue Service allows the costs of meals as a deductible expense if all of the following conditions are met: 1) 2) 3)

reasonable and necessary, and incurred while away from home overnight, and incurred in the pursuit of business

Or a group business meeting where the group is identified and the nature of the business is stated on the reimbursement report. This group must include individuals other than IHCC employees. Meal costs including tips must be itemized showing the actual cost of each meal. Receipts are not required when claiming only for yourself and claiming no more than a $20.00 per day allowance. If your claim includes the cost of meals for someone other than yourself, itemized 72

receipts must be attached and the name(s) listed on the travel reimbursement report. Meals for spouse are not allowed. To be reimbursed for meals over the $20.00 per day allowed, prior approval must be noted on the travel request form and ALL itemized receipts must be attached.

Other Describe and itemize other miscellaneous expenses. Allowable items may include: Tips:

Hold to reasonable amounts. Itemize by day and indicate the purpose or the person to whom paid (note that meal tips are to be included in the costs of the meals).

Airline Baggage Expense:

Airline charges for one checked bag per flight. Receipts required.

Telephone:

Reasonable expense itemized by day, receipts required.

Parking:

Itemize by day and attach receipts for parking. Meter parking will be disallowed.

Admission or Registration Fees:

Explain in the description column and attach receipts.

Tolls:

Bridge or toll road fees are allowable items of expense.

Taxi or Local Common Carrier Fares: Itemize by day and indicate points of travel in the description column on voucher.

Items Not Allowed for Reimbursement Charges for personal insurance, baggage insurance, laundry, lockbox, entertainment, movies, alcoholic beverages, valet or room service and similar items are not allowed. If charges of this type are incurred, they should be paid directly by the individual when checking out. Should such charges remain on the bill after check-out, the college should be reimbursed immediately. Charges for emergency purchases of minor items are not allowed as travel expense. For such business related items, submit paid receipts for reimbursement through accounts payable on a purchase order.

Persons Other Than Faculty and Staff Travel at college expense for persons other than college staff should have prior approval of the Chief Financial Officer. Such persons should be furnished forms and regulations on travel 73

procedure prior to the trip. Reimbursement of expenses to non-employees for the purpose of an interview must be approved by the Human Resources Director.

Denial of Claim Reimbursement Persons not complying with guidelines and procedures as outlined in this travel policy may be denied reimbursement pending the decision of the President.

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Fringe Benefits Eligibility The following paragraphs provide information relating to the fringe benefits for eligible employees of Indian Hills. For this purpose, the following definition shall be used to define eligible employment status at Indian Hills. To be eligible for the fringe benefit package, an employee of Indian Hills Community College must be employed with a Board of Trustees approved faculty contract to teach a full load for a minimum of 3 terms in an academic year and/or a Board of Trustees approved letter of employment to work 36 hours per week for a minimum of 3 terms per academic year or its equivalent. All other employment is considered to be part time and/or temporary. An employee may become eligible to receive health insurance in accordance with the regulations of the Affordable Care Act if the average hours worked are in excess of 30 or more hours during the designated look back period from May 1st to April 30th each year. The determination as to whether or not a position shall be classified as eligible shall be made by the Director of Human Resources. College employees paid from time sheets who are declared eligible for fringe benefits and elect to take coverages under the Indian Hills Fringe Benefit Plan may be required to pay monthly premiums in advance. Actual fringe benefit coverage ends on the last day an exiting employee is in attendance at work. Vacation days, holidays and earned compensatory days are not considered in attendance at work.

Retirement FICA

IPERS/ TIAA-CREF

All employees must participate. These contributions as noted below are effective January 1, 2014. Medicare:

1.45% of gross wages

Social Security:

Employee 6.2% and Employer 6.2% of gross wages earned up to a maximum of $118,500

All full-time and some regular part-time employees must participate in a retirement plan. Two options are available to eligible employees: IPERS, a defined benefit plan, or TIAA-CREF, a defined contribution plan. You may also be eligible to continue with a current employee sponsored retirement plan provided it requires mandatory employee contributions that meet the requirements of IRC Sec. 401(a), 403(a) or 403(b) and is issued by or through an insurance company authorized to issue annuity contracts in the state of Iowa. Once an employee chooses a retirement plan, the choice is irrevocable. The employee contribution to either plan will be 5.95 percent of gross wages. The college contribution will be 8.93 percent of gross wages. For more information, contact the Human Resources Office.

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403(b)

IHCC sponsors a voluntary 403(b) tax deferred plan that is available to all employees. For additional information, contact the payroll office. Information is also available at http://ric.iowa.gov/.

457(b)

IHCC sponsors a voluntary 457(b) tax deferred plan for full-time employees only. For additional information contact the payroll office. Information is also available at http://ric.iowa.gov/.

Insurance For Errors Or Omission The college provides separate coverage from general liability for teacher's and supervisor's liability.

Worker's Compensation The college pays the entire premium for insurance covering all employees while on the job. An employee that has been injured on the job and needs to seek medical attention, they should go to the following facility for their initial treatment and not to their own personal physician. Ottumwa:

Centerville: Other location:

Occupational Health located at the Ottumwa Regional Health Center. Enter the emergency room outpatient entrance and ask for occupational health. You can also reach them by calling 641-684-2466. If unsure whether or not medical attention is needed, an initial consultation may also be made with Student Health Services. Centerville Medical Clinic, 19876 St. Joseph Drive Closest medical facility

In case of an emergency, the employee should go to the nearest medical facility for emergency treatment. Either the employee or his/her supervisor must contact the payroll office within 24 hours of a job related accident to complete a workers’ compensation claim form. This is required even if no medical treatment is sought and can be done electronically. Failure to do so may result in the employee being charged for the treatment. The accident report form and first report of injury form can be found in Staff Resources. If an employee suffers an injury arising out of and in the course of employment with the college and is awarded temporary total disability benefits under the worker's compensation laws of the state, the employee may assign the temporary total disability benefits to the college minus any unusual expenses incurred as the result of the accident. In exchange for the assignment of the temporary total disability benefits, the employee shall be entitled to be paid full pay under the college sick leave policy. The employee shall be entitled to the benefits of the sick leave policy in lieu of temporary total disability benefits until the employee has used all of the accrued sick leave to which the employee would be entitled.

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When the employee has used all the sick leave benefits to which the employee is entitled, the assignment of temporary total disability benefits will be released by the college and the employee shall receive those benefits with no additional sick leave benefits until the employee returns to work and begins to accrue sick leave or becomes eligible for coverage under the Indian Hills Community College self-insured sick leave program. In the event the employee receives temporary partial disability benefits under the worker's compensation laws of this state and is able to work on a part-time or reduced duty basis, the employee shall be eligible to draw an amount from the college sufficient to constitute full pay. The amount of sick leave which will be charged against the employee's accrued sick leave shall be in an amount equal to the relationship of the partial payment made by the college to the employee to supplement the temporary partial disability benefit as that amount bears to the total amount that the college would have paid if the employee had been receiving temporary total disability benefits as described in the preceding paragraph. An employee may choose not to assign the temporary total disability benefits to the college. If this is the case, the employee will not be entitled to the benefits of the sick leave policy. A per diem reduction of wages will be made until the employee returns to work.

Pre-Tax/Section 125 A pre-tax plan is available that allows an employee to redirect a portion of their gross income, before it is taxed, to pay certain eligible expenses such as medical and dependent care expenses. Receipts should be kept by the employee for IRS audit purposes. Additional information is available from the Human Resources Office.

Insurance Each year a qualifying employee may select from a variety of plans to build their own package. Changes may only be made to the package (i.e., health, vision, dental, and life) at the beginning of each plan year unless there is a qualifying event. Should a qualifying event occur, the employee has 30-days from the event to make the change. The Human Resources Office should be contacted immediately. See Appendix for definition of qualifying event.

Life Insurance The college provides each qualifying employee an amount of life insurance equal to his or her annual salary rounded to the next thousand. The amount of insurance may double in the event of accidental death or dismemberment. The following is also provided as part of your group life insurance coverage. Life Planning Financial and Legal Resources is a face-to-face, personalized financial counseling service that provides survivors of eligible employees and/or employees facing a life-threatening illness with

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financial advice. Additional information can be found at www.lifeworks.com (user ID = unum; password = support). Work Life Balance EAP is designed to help employees find solutions for the everyday challenges of work and home as well as for more serious issues involving emotional and physical well-being. This is a confidential service between the employee and consultant/counselor. Additional information can be found at www.lifebalance.net (user ID and password = lifebalance) or call 1-800-854-1446. Worldwide Travel Assistance provides medical emergency assistance when traveling. Additional information can be found at www.unum.com/travelassistance or call 1-800-872-1414.

Long Term Disability This coverage provides, when coordinated with deductible sources of income and disability earnings benefits, 60 percent of the staff member's gross wages up to a maximum of $10,000 per month. Refer to the LTD Plan book for details, which is available on the IHCC website under staff forms or by contacting the payroll office. This benefit begins 180 calendar days from the date of disability and continues until recovery or in conformity with the following schedule: Maximum Duration

Age at Disability: Less than age 60 60 61 62 63 64 65 66 67 68 69

Benefits Will Be Paid: To age 65, but not less than 5 years 60 months 48 months 42 months 36 months 30 months 24 months 21 months 18 months 15 months 12 months

In addition, IHCC has adopted a self-insured plan for all employees covering the period of time from 30 traditional or 24 lengthened work days to 180 calendar days or a proportionate number of working days from the date of incapacity. This is, in effect, an automatic sick leave provision. The following guidelines are to be used for the implementation of that portion of the payroll protection (short term) plan selfinsured by IHCC and the long-term disability program provided by IHCC. A.

During the first 30 traditional or 24 lengthened work days of incapacity, the employee will be paid only for sick leave days accrued. Employees will not be paid for those days in excess of their accrued sick leave during this period of time.

B.

After 30 traditional or 24 lengthened consecutive work days of incapacity, the employee will be placed on the IHCC self-insured payroll protection plan and will be paid for additional leave during the period from 30 traditional or 24 lengthened work days to 180

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calendar days or a proportionate number of work days. Accumulated sick leave, if available, must be used during this period. C.

Board approved salary increases will not be awarded during this time. Any approved increase will be retroactive to August 26 once the employee returns to work.

D.

Medical Certification will be required prior to being placed on the IHCC self-insured payroll protection plan. Any form required by the insurance carrier of the long-term disability policy will be provided by them.

E.

IHCC employees are advised that the college may also require an independent physician's statement relating to the employee's condition while the employee is disabled.

F.

Insurance Coverage During Disability Leave: During the first 180 days of your disability leave, your health, vision and dental coverage remains the same. You will also continue life and disability coverage. Premiums will be continued with IHCC making its regular contribution and a deduction from your salary being made or a requirement that you provide a personal check for any premium cost normally taken on a payroll deduction basis. An individual on short term (payroll protection) disability will be entitled to any stipend normally received from flexible benefit funds.

G.

Should the employee be unable to return to work, with a physician's release, within 180 days from commencement of incapacity, the employment relationship will be terminated. IHCC will discontinue any contribution towards insurance premiums on behalf of the disabled employee after 180 calendar days from the commencement of incapacity.

Medical Information regarding your medical plan may be obtained from the Human Resources Office. Various options for coverage are available. You can not be denied medical insurance provided you return the application within 30 days of hire.

Security of Health Information We are required by applicable federal and state law to inform you of our privacy practices and our legal obligations regarding your protected health information under the Health Insurance Portability and Accountability Act of 1996 (HIPPA). IHCC’s Notice of Privacy Protection can be found in Staff Resources. Appropriate disciplinary procedures, up to and including termination of employment, will be imposed upon workforce members violating this policy.

Dependent Life A full-time employee who has eligible dependents and is enrolled in the basic life program may elect to add dependent life to our group insurance program. A monthly premium of $1.00 provides $2,000 coverage to all eligible dependents in the family regardless of number. This particular coverage is only available at the time of hire or a qualifying event as defined in the Appendix. 79

Optional Supplemental Group Life and AD & D Insurance A full-time employee may elect additional group life insurance from $10,000 to $100,000 to supplement the college's basic life coverage. This includes a 24-hour accidental death and dismemberment benefit. If an insured individual dies within 24 hours from accidental causes, the total death benefit would be twice the face amount of his/her supplemental life coverage. Premiums for supplemental protection are graded by age. Upon attainment of age 70, group life is reduced by 50 percent.

Dental and Vision These plans are available to employees as either a single or family policy. Dental and/or vision insurance may be purchased whether or not the employee elects medical insurance. These plans are also eligible for COBRA coverage. Specific terms and benefits can be obtained from the Human Resources Office.

COBRA Federal law requires that our group plan allow qualified persons to continue group health coverage after it would otherwise end. Continuation is not available to any employee or dependent who is eligible for Medicare or who is a covered employee under another group health plan unless it contains a pre-existing condition clause. You will be contacted by the Human Resources or Payroll Office upon termination to select or reject the continued coverage. It is the responsibility of the employee, retiree, or family member to notify the college within 60 days of events consisting of divorce, legal separation or a child's ceasing to be covered as a dependent under plan rules.

Insurance For Retirees A qualifying retired employee may continue to participate, at his/her own expense, in the college’s group health, dental and vision plans following retirement until the age of 65. A retiree for purposes of this policy is defined as a full time employee who at the time of retirement meets the IPERS regulation’s requirements for retirement. A spouse covered at the time of the employee’s retirement may continue coverage, at the retiree’s expense, until the spouse turns 65 as long as the spouse remains covered under the plan. Dependents covered at the time of the employee’s retirement may continue coverage, at the retiree’s expense, in compliance with the College’s insurance plan’s guidelines for dependent coverage. The retired employee must pay the full premium cost(s) by the first day of the month of coverage. Failure to do so will result in cancellation of coverage. In the event of the death of a retiree, the spouse/dependents may continue coverage by paying the premium as long as all conditions stated above continue to be met.

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The College reserves the right to alter the health insurance coverage of participants so it is consistent with the health insurance coverage provided IHCC employees. The College in no way guarantees that an employee, spouse, or dependent will be provided any certain level of benefits during the time of participation.

Insurance Conversion The employee Group Life Insurance Policy provides options for both portability and conversion of coverage to an Individual Policy if the employee's (or the employee's covered dependent's) insurance eligibility ends. Application must be made within 31 days of the termination of group insurance coverage. The employee's Certificate of Insurance contains specific conversion rights. Contact the payroll office for additional information.

Leaves Of Absences Personal Illness The College recognizes that illnesses arise from time to time which may interfere with regular attendance and has established a policy that provides income continuation to full time employees to cover those situations. This benefit, however, does not mean that regular attendance is not a factor in determining fully satisfactory performance. In general, employees are expected to be at work, on time, every day they are scheduled to work. A full-time employee shall be granted 12 traditional or 9.6 lengthened workdays a year compensation for illness or critical illness of an immediate family member. Sick leave may be calculated to partial days. Routine appointments or checkups are not generally eligible for sick leave. During an employee's first year of employment this allotment may be prorated to reflect actual days worked. (It should be noted that workdays are those days the employee is scheduled to work while calendar days include all days. Days referred to in this section are workdays with the exception of calendar days as utilized in the section relating to disability insurance.) An additional allotment per year, as noted below, will be granted for each year of service during the first five years of consecutive employment. Year 1 Year 2 Year 3 Year 4 Year 5

Traditional 12 days 13 days 14 days 15 days 16 days

Lengthened 9.6 days 10.4 days 11.2 days 12.0 days 12.8 days

If the employee is on sick leave and there is a reasonable assurance he/she will return to work, as determined by the Director of Human Resources, the employee will accrue sick leave/vacation. If it is determined that the employee is not expected to return to work, the employee will not accrue sick leave or vacation. However, should the employee return to work, sick leave and vacation will be granted retroactive to the correct accrual date.

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An employee must be actively employed to be allotted additional leave. The maximum days allowed per year is 16 traditional or 12.8 lengthened. Unused days for full-time employees may be accumulated according to the length of the employee's regular contract or assignment as follows: 3-term employment

-

90 traditional days or 72 lengthened days or the equivalent of 18 regular workweeks.

3 1/2-term employment -

105 traditional days or 84 lengthened days or the equivalent of 21 regular workweeks.

4-term employment

120 traditional days or 96 lengthened days or the equivalent of 24 regular workweeks.

-

Written confirmation from a medical doctor is required to verify illness of more than three consecutive work days, either whole or partial. This documentation must include: 1. 2. 3.

A brief statement that supports the need for absence due to illness. Approximate date the condition commenced and probable duration of the absence. Name, address, and signature of physician.

The documentation should not include genetic information in compliance with GINA Law. Failure to provide this documentation may result in termination of employment for unexcused absence. A health professional's written statement releasing the employee to return to work is required anytime an employee is absent due to illness for a period of more than three consecutive work days, either whole or partial. Without this release, the employee may not be allowed to return to work and a deduction in pay will be made on a per diem basis until a release is obtained. The employee will return to full service on the date indicated on the release unless a resignation or request for FMLA leave has been received and approved by the Human Resources Office. Failure to do so may be considered cause for termination. Any time sick leave qualifies for FMLA leave, both leaves will run concurrently. If an employee does not have sufficient accumulated sick leave to cover the leave, a per diem reduction in wages will be made. The described sick leave program is in compliance with requirements in the Iowa Code.

Pregnancy Related Leave Up to eight calendar weeks of accumulated sick leave or compensatory time may be used as pregnancy related leave. This could include up to two weeks prior to due date and six weeks after delivery or the entire eight weeks may be taken following childbirth. Part time employees are allowed up to 8 weeks unpaid leave for childbirth. The Human Resources Office should be contacted to make arrangements for break time and accommodations for nursing mothers as per the Patient Protection and Affordable Care Act following a pregnancy related leave. The employee will submit a medical doctor's (an individual licensed by the State Board of Medical Examiners) statement with the specific date the doctor has determined the employee will become available to return to work and perform regularly assigned duties.

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Without this release, the employee will not be allowed to return to work and deduction in pay will be made on a per diem basis until a release is obtained. The employee will return to full service on the date indicated by the medical doctor's verification unless a resignation or request for family leave has been received and approved by the Human Resources Office. Failure to do so will be considered cause for termination. Medical complications arising from pregnancy shall be treated as any other illness. If an employee does not have sufficient accumulated sick leave to cover the leave, a per diem reduction of wages will be made. Pregnancy related leave will be counted toward the employee's 12 week FMLA leave entitlement.

Illness in Immediate Family In the case of serious illness of a staff member's immediate family, leave of absence, with full pay, may be granted. Such absence shall be charged against personal sick leave. The immediate family shall be interpreted as father, mother, brother, sister, spouse, son, daughter, stepson, stepdaughter, grandfather, grandmother and comparable in-laws. This provision shall include the birth of a child to the wife of a staff member while the wife is hospitalized and one convalescent day. It also includes the need for temporary care of a small son or daughter whose illness prevents daycare or school attendance and requires the presence of an adult. The granting of this leave for more than three consecutive days, either whole or partial, is subject to the approval of the President. The request for such leave must be submitted on Form PER21 where the circumstances surrounding the necessity for family sick leave must be clearly stated. Depending on the circumstances, leaves may be required to follow FMLA guidelines. Employees will be notified should this be necessary. It is conceivable that the illness of some person other than those listed above may warrant the granting of leave. Such cases will be considered on an individual basis by the President and a recommendation will be made to the Human Resources Office. Sick leave used in the case of illness of an employee's immediate family must be reported to the Human Resources Office and recorded on the attendance record with an S*.

Family and Medical Leave Pursuant to the Family and Medical Leave Act of 1993 (P.L. 103-3), employees may be eligible for up to twelve workweeks of unpaid leave during a 12-month period for the birth or adoption of a child, the serious illness of the employee or the serious illness of the employee's child, spouse or parent. To be eligible for this leave, the employee must have been employed by IHCC for at least twelve months and worked at least 1250 hours over the prior 12 months. The following guidelines apply toward this leave. 1.

Leave may be taken for the birth or adoption of a child or the placement of a foster child in the employee's care. This entitlement expires and must be completed 12 months from the date of birth or placement. Granting of intermittent leave or a reduced leave schedule will be determined on an individual basis at the discretion of the Executive Officer. Spouses are entitled to an aggregate 12 weeks of leave.

2.

Leave may be taken to care for a spouse, child or parent with a serious health condition. Spouses are entitled to an aggregate of 12 workweeks to care for a parent with a

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serious health condition. They will each be entitled to 12 workweeks in the case of illness of a child or spouse. This leave may be taken intermittently or on a reduced leave schedule when medically necessary (as distinguished from voluntary treatments and procedures). Requests for this leave must include medical documentation provided by the health care provider. The form for this purpose can be obtained from the Human Resources Office. 3.

Medical leave may be taken when the eligible employee is unable to perform his/her job because of a serious health condition. A health professional's written statement releasing the employee to return to work is required anytime the employee is absent due to illness for a period of more than three consecutive work days, either whole or partial. The employee is required to follow personal illness and disability policies in conjunction with this FMLA leave.

4.

Leave may be taken due to any qualifying exigency arising out of the fact that a spouse, son, daughter or parent is on active duty or has been notified of an impending call or order to active duty in the Armed Forces in support of a contingency operation. This leave may be taken intermittently or on a reduced leave schedule. Spouses are entitled to an aggregate of 12 workweeks. A request for this leave must be supported by a certification issued by the US Secretary of Labor when regulation prescribed.

5.

Leave may be taken by an employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember to care for the servicemember. A total of 26 workweeks of leave may be taken for this purpose or in combination with other FMLA leave. Spouses are entitled to an aggregate of 26 workweeks. This leave may be taken intermittently or on a reduced leave schedule when medically necessary and is available during a single 12 month period only. Requests for this leave must include medical documentation provided by the servicemember’s health care provider.

Request for leave should be submitted on form PER21 and supported by an appropriate statement of need. When possible, the employee should provide not less than 30 days notice before the date the leave is to begin. If a date of illness or placement requires leave to begin in less than 30 days, the employee should provide such notice as is practical. Failure to do so could result in denial of the leave. Leaves taken without approval may be grounds for termination. Unless provided for under other IHCC leave policies, employees may not use accumulated sick leave for FMLA leave and must reschedule and use accrued compensatory or vacation days toward the twelve weeks. The college will provide the difference in time with unpaid leave. No holidays are paid during unpaid leave. IHCC will continue to make the same contribution towards insurance premiums while the employee is on leave. If the leave is unpaid, the employee must pay, one month in advance, any amount that is normally taken on a payroll deduction basis for insurance. Any additional flex funds beyond what is required for insurance premiums will not be made during the unpaid leave. These contributions will resume upon the employee's return to work. Under FMLA provisions an employee must work for at least 30 calendar days to satisfy the return to work requirement. The employee may be required to repay insurance premiums paid while the employee was on leave and may also be subject to termination of employment if the 84

employee does not return on the first workday following the approved leave of absence. Exceptions may be made in emergency situations that are beyond the control of the employee. Relevant Definitions: 12 Month Period: The 12 month period that an employee is eligible for 12 weeks of FMLA leave shall be the employee's designated "employment year". If you are unsure of your employment year, contact the Payroll or Human Resources Office for clarification. Holidays: Should a holiday occur during a week of FMLA leave, the week is still counted as a full week of leave. School Breaks: If an employee is not scheduled to work during school breaks and the employee is on leave during the break, the break will not be counted against the employee's FMLA leave entitlement. If school breaks are included as part of the employee's regular work schedule, this time will be counted toward the employee's FMLA leave entitlement. Child: Biological, adopted or foster child, stepchild, legal ward or a child of a person standing in loco parentis. This child must be under age 18 or if older than 18, must be designated as incapable of self-care because of a mental or physical disability prior to a request for FMLA leave. Parent: Biological parent or an individual who stood in loco parentis (persons with day-to-day responsibilities to care for and financially support a child) to an employee when the employee was a child. This does not include "in-law" parents. Spouse: Husband or wife as defined or recognized under state law. Covered Servicemember: A member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. Outpatient Status: With respect to a covered servicemember, means the status of a member of the Armed Forces assigned to a military medical treatment facility as an outpatient or a unit established for the purpose of providing command and control of members of the Armed Forces receiving medical care as outpatients. Next of Kin: Nearest blood relative of an individual. Serious Health Condition: An illness or injury, impairment or condition that involves either inpatient care or continuing treatment by a health care provider which includes any period of incapacity due to: 1) A health condition lasting more than three consecutive days that also includes treatment two or more times by a health care provider or one treatment by a health care provider with a continuing regimen of treatment or 2) pregnancy or prenatal care or 3) A chronic serious health condition which continues over an extended period of time, requires periodic visits to a health care provider and may involve occasional episodes of incapacity or 4) a permanent or long-term condition for which treatment may not be effective or 5) any absences to receive multiple treatments for restorative surgery or for a condition which would likely result in a period of incapacity of more than three days if not treated. In the case of a member of the Armed Forces, an injury or illness incurred by the member in the line of duty on active duty that may render the member medically unfit to perform the duties of the member’s office, grade, rank or rating.

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Continuing Treatment: A period of incapacity of more than three consecutive calendar days and subsequent treatment or incapacity relating to the same condition that involves treatment two or more times under the supervision of a health care provider or treatment by a health care provider which results in a regimen of continuing treatment. Qualifying Extingency: As defined in regulation by the US Secretary of Labor. Contingency Operation: A military operation that is designed by the US Secretary of Defense as an operation in which members of the armed forces are or may become involved in military actions, operations or hostilities against an enemy of the United States or against an opposing military force; or results in the call or order to, or retention on, active duty of members of the uniformed services during a war or during a national emergency declared by the US President or Congress.

Bereavement Leave In case of death in the immediate family, a staff member will be granted up to four days of absence annually (at the time of the funeral or death) with full pay. Such leave will not be charged against sick leave nor shall it be cumulative. The immediate family shall be interpreted as father, mother, brother, sister, spouse, son, daughter, stepson, stepdaughter, grandfather, grandmother and comparable in-laws. In addition, up to two days of absence annually with full pay, shall be granted to attend funerals of other relatives or close friends. Such leave will be granted with full pay and shall not be charged against sick leave nor shall it be cumulative. For local funerals, it is contemplated that such leave shall constitute only the time necessary to attend the funeral services with approval of your department supervisor.

Personal Leave of Absence Full-time staff may request a leave of absence for personal reasons for a period not to exceed one week. This leave may be granted at the discretion of the President with a salary deduction of the per diem rate of the annual salary for each day's absence. Full-time staff may be granted leaves of absence at full pay in order to participate in special community related activities, provided permission for such leave is obtained from the President prior to the absence. If an emergency requires that the staff member be absent from work for business affairs that cannot be taken care of in the normal time away from work, the President may approve such leave without deduction of salary. Compensatory days and/or vacation time must be taken before a personal leave is approved. All requests for leave should be made on form PER21 well in advance of the leave time desired. It is recognized that there may be emergency situations which would not allow the employee to fill out the request in advance. In these cases, the employee's supervisor should initiate the PER21 and then obtain the employee's signature after the fact.

Jury Duty Full-time staff may be excused by the President with full pay for jury duty with the stipulation that any remuneration for such duty shall be paid to the college. Employees retain any expense allowances received for transportation to and from jury duty, parking fees, etc. If the absence of the staff member would work a real hardship, for example, if a satisfactory replacement could not be obtained, the staff 86

member and/or the President may request that he/she be excused from service. A PER21 request along with a copy of the jury summons should be forwarded to the human resources office as soon as the employee is notified. When not actually serving on the jury, staff are expected to work as much of the regularly assigned hours as possible.

Court Appearances If a fulltime employee receives a subpoena requiring him/her to appear in court for a reason other than a personal action taken against the college, a personal leave with pay will be granted. This leave should be requested on form PER21 as soon as the subpoena has been received. Any remuneration paid by the courts should be paid to the college. Court appearances not involving subpoenas fall under guidelines for personal leaves of absences.

Military Services Military leave of absence shall be granted to staff under provisions of the Uniformed Services Employment and Reemployment Rights Act. In accordance with state law, full-time staff members, when ordered to active duty including National Guard duty, will be provided the first thirty (30) days of military leave in each employment year without loss of pay. At the end of the paid military leave period, the individual will be placed on unpaid leave for up to five (5) years. If the individual wishes to remain in pay status for a longer period of time, s/he may request that any accrued compensatory time or vacation leave be applied. Employees will be reinstated in accordance with federal and state law. Staff members on military leave of absence shall be eligible to return to a position in the college with annual salary adjustments equivalent to the number of years spent in the service of his/her country.

Veterans Day In accordance with Iowa Code Section 91A.5A, an employee who is otherwise required to work and who is a veteran as defined in Iowa Code Section 35.1, shall be provided time off, without pay, for Veterans Day, November 11. At least one month’s prior written notice is required and should be requested on form PER21 accompanied by a federal certificate of release or discharge from active duty.

Staff Improvement Leave The Indian Hills Community College staff improvement leave plan is designed to encourage professional growth. Three options and four obligation options are available. All members of the staff who are employed in a Board of Trustees approved position that meets the conditions of eligibility for the full college fringe benefit package shall be eligible to apply for staff improvement leave. Improvement leave of absence is designed to encourage professional growth and increased competence of the staff, which will contribute to the improvement of the institution. Candidates for improvement leave must utilize all compensatory time they may have accrued prior to and/or in conjunction with any staff improvement leave they may be granted. Request for leave should include a proposed program which gives promise of contributing to the improvement of applicant's services to the institution and evidence that the applicant is qualified to undertake the program. 87

There are three options for such leave: 1. From one to twelve weeks at no reduction in salary. 2. Thirteen to eighteen weeks inclusive at 80 percent salary. 3. Full academic year (three terms) at two-thirds salary. A staff improvement leave obligates the participants in the following manner. This obligation begins with the first regularly scheduled work day following completion of the activity. A year is defined as the number of days in the employee’s regular annual work schedule. Work performed during a time not included in the employee’s regular annual work schedule will not be considered towards fulfilling this obligation. Up to 2 weeks ..................................................................................................... No obligation Over 2 but no more than 12 weeks .................................................................1 year obligation Over 12 but no more than 18 weeks ....................................................... 1 1/2 years obligation Over 18 weeks...............................................................................................2 years obligation A person may discharge his/her obligations by repaying the Board of Trustees the amount of gross salary and college contributions towards the fringe benefit package, including any stipend received in lieu of health insurance, received while on leave. In addition, the obligation may be repaid on a combination basis; i.e. part in time and part in money. College administration has the right to deny or limit the amount of leave time. All applicants for improvement leave shall submit on Form PER21, their request to the immediate supervisor for recommendation. Whenever possible requests must be made at least one Indian Hills term in advance of the requested leave. Approval of leave for an instructor will be subject to the availability of appropriate faculty substitutes for his/her classes. This application will then proceed through proper channels. In the case of multiple requests, priority designations will be given by the division dean or vice president. Reasons shall be stated for the priority designations of each application. The President shall make the final approval. Any staff member refused an improvement leave shall have the right to appeal the case directly to the President. The area board contributions to group insurance and social security and other retirement benefits are to continue while the employee is on leave. The contributions of both staff members and the Board of Trustees are to continue on the same basis as with full salary. A report of accomplishment and/or an official transcript shall be submitted to the Director of Human Resources upon the completion of the improvement leave.

Paid Holidays Full time employees are entitled to paid holidays as follows: Employment = 3 term - 5 holidays Employment = 3 1/2 term - 6 holidays Employment = 4 term - 7 holidays Special calendars will be determined by Human Resources When determining holiday pay for employees, the following will apply: 88



A holiday is the day designated on the board approved calendar.



If an employee begins before this date, he/she is paid for the day.



If an employee begins after this date, he/she will not be paid for it.

When determining holiday pay for employees who terminate mid-year the following will apply: •

A holiday is the day designated on the board approved calendar.



If an employee terminates employment before this date, he/she will not be paid for the day.



If an employee terminates employment after this date, he/she will be paid for it.

When an employee's regular work schedule is different from the board approved calendar (i.e. TuesdayFriday) and a holiday is shown on the board approved calendar to fall on a day the employee is not scheduled to work, the holiday may be rescheduled to an appropriate day otherwise scheduled to work.

Vacation Policy for Qualifying Employees Employees directly affected by the Vacation Policy are only those whose jobs have been classified as custodial or building/grounds maintenance. The following guidelines will apply to vacation days generated by these employees. Vacation is calculated beginning with the employee's hire date and granted according to the following schedule: Length of Employment Six (6) months to four (4) years Five (5) years to nine (9) years Ten (10) years and over

Weeks of Vacation Two (2) weeks Three (3) weeks Four (4) weeks

This schedule may be pro-rated depending on the length of the work schedule. A newly hired employee must work fulltime continuously for six (6) months before earning vacation at which time two (2) weeks vacation will be prorated based on the number of days scheduled to work in the year beginning with the initial hire date. Employees must be actively employed (not on disability) to earn additional vacation. When prorating, days will be rounded up to the nearest half-day. In subsequent years, vacation will be granted at the beginning of each employment year. Employees may not carry more than four weeks of vacation days at any time. Staff will forfeit any unused vacation time beyond the maximum at the beginning of the new employment year. Unused vacation will be paid upon resignation/termination. When an employee wishes to schedule vacation time they must complete form PER21. All vacation requests must be approved in advance. Vacation days may only be scheduled off in half (indicate a.m. or p.m.) or whole day increments. Supervisors will take into account the timing and workload of employees

89

before approving vacation leave. Vacation time will not be approved on the staff day at the beginning of the fall term. Vacation time, once scheduled, may not be substituted with other types of leave after the fact. For instance, should an employee schedule a day off and then become ill on that day, they cannot substitute a sick day for the scheduled vacation day after the fact. Only extreme circumstances such as a sudden grave illness or death in the immediate family can leave be substituted for scheduled vacation.

Credit Tuition Waiver The following regulations apply to Indian Hills Community College credit tuition waivers. The waiver only applies to tuition for Indian Hills courses. •

This benefit is intended for those eligible employees, spouses and dependent children who select Indian Hills as their “college of choice”. Effective Fall term, 1998, those who have previously matriculated at another college must wait three years from the last date of enrollment to qualify for this benefit.



Eligible employees are those who are employed with a Board of Trustees approved faculty contract to teach a full load for a minimum of 3 terms in an academic year and/or a Board of Trustees approved letter of employment to work 36 hours per week for a minimum of 3 terms per academic year consistent with guidelines, definitions and procedures developed and administered by the college.



Eligible spouses are those who are presently married to an Indian Hills employee qualified for this benefit, as verified by college officials. Should a divorce, legal separation or annulment occur, the tuition waiver will terminate at the next college term.



Eligible dependent children include natural children, legally adopted children or stepchildren who are listed as dependents on the eligible employee’s most recent federal tax return or documentation as verified by college officials.



Educational programming for employees, spouses and dependent children who are disabled will be developed through Academic Support Services in accordance with department policy.



Employees, spouses and dependent children who enroll at IHCC under terms of this policy must submit a tuition waiver request on a form available in the Human Resource Office. This form must be completed and received with all required documentation in the Human Resource office no later than the due date. The due date is the official board approved ending date of the term preceding the waiver’s effective term. The waiver must be renewed annually.



Employees, spouses and dependent children enrolling under this policy are expected to register and attend classes in the same manner as any other student and to comply with the same rules, prerequisites, etc., as other students.



This benefit allows enrollment as a full-time or part-time student. However, part-time students must submit an educational plan leading to a degree to qualify (see below). Students must be attending credit classes leading to a degree, diploma or certificate. 90



Employees, spouses and eligible dependents that participate in this program may complete multiple programs of study through the tuition waiver program. However, all course work must be completed within 4 years of initial enrollment. Part-time students may apply for extensions to complete their educational plan. In the case of joint programs, the waiver only applies to IHCC courses.



To remain eligible for continued support through this program, the student must continue to make satisfactory progress in his/her studies. Students must maintain a 2.0 minimum GPA in their initial term and a 2.5 cumulative GPA after their second term and throughout the remainder of their studies. Students who fall below a 2.5 GPA will have one term grace period to bring their grade point back to the minimum standard, before being dropped from this program. Students may return to the tuition waiver program when all eligibility is met. Students will be required to sign a waiver allowing college officials to access grade records for this purpose.



Employees must be employed by the college for the duration of the program that they or their spouse or dependent children are enrolled in to be eligible for continued support. If the employee leaves the college, or no longer qualifies under these regulations, the tuition waiver will terminate at the next college term.



Payment for all books, supplies, fees, room/board, etc., is the employee’s, spouse’s or dependent child’s responsibility.



Employees, spouses and dependent children may not request that past enrollments be changed from employee/spouse/dependent child-paid to college waiver. This tuition waiver is not retroactive.



It is recommended that applicants apply for financial aid. Aid that is not specifically designated for tuition may be used for books, fees, etc. Aid designated for tuition will be applied prior to the waiver. Receipt of the credit tuition waiver supersedes receipt of an IHCC Foundation scholarship as both are for tuition only. For more information on Foundation scholarships, contact the Foundation office.



The college retains the right to require applicants to apply for financial aid.



This tuition waiver may affect any financial aid applied for.



Interpretation and administration of this policy/procedure, as well as unique situations not addressed by these regulations, shall be determined at the discretion of the president of the college or his/her designee.

Educational Plan: This plan must include the anticipated graduation date, the hours needed to graduate, a schedule that includes how many hours per term will be taken, a schedule of classes for the waiver year and the student signature. The waiver may not be renewed if the student fails to generally adhere to the plan.

91

Reduced Tuition This reduced rate/waiving of tuition shall be limited to Indian Hills courses only. The individual must be employed full time on both the enrollment and completion dates. This can be waived in case of retirement. One course per term (based on the start date) will be allowed. Certain reimbursements may be excepted depending on length and type of program (i.e.: truck driving, EMT, etc.) Requests for tuition reimbursement must be made within 60 days of completion of the course. A full-time employee will be allowed the following rates of reduced tuition in accordance with the following conditions: A.

Full-time IHCC staff shall be reimbursed for 100% of the IHCC tuition paid to IHCC upon successful completion of any non-credit customized learning class.

B.

Full-time IHCC staff shall be reimbursed for 50% of the tuition upon successful completion of any credit class.

C.

Retired full time IHCC employees shall be reimbursed at 50% of any class.

Indian Hills Community College employees participating in this program shall pay the regular rate of tuition upon initial enrollment in a given course and shall receive a refund from IHCC upon presentation of proof of satisfactory completion to the Human Resources Office. In all cases, if the minimum enrollment has not been met, employees shall pay the regular rate of tuition. Tuition must be paid to the college to be reimbursable. Charges for fees, supplies or outside providers will not be reimbursed. Full-time IHCC staff may also sit in on/audit credit classes. Staff must not register for the class. No tuition will be charged and no credit is generated. Prior approval and registration is required from Human Resources. The above benefits are not available for participation on an independent study basis.

Employee Identification Card An employee identification card may be obtained in the library on the Ottumwa Campus or Administration Building on the Centerville Campus. This card’s use may not be transferred or used by other people.

Athletic Buildings The Hellyer Student Life Center and Tom Arnold Net Center in Ottumwa and the Multi-Purpose Building in Centerville are available at no charge to full-time staff and their immediate family during regular hours of operation. Staff members are requested to present their employee identification cards when using the facilities. Passes for family members may be obtained from the Athletic Office by the employee. Children under the age of 16 must be directly supervised by a parent at all times.

92

Lockers are also available in Ottumwa to staff members upon request. Only authorized locks may be used. All rules and regulations for building use must be observed. Violations may result in revocation of privileges to use the facility.

College Activities Free admission to all Indian Hills’ fine arts activities and home, regular season athletic events may be obtained with an employee identification card. This will not include fine arts events provided by outside organizations such as the Ottumwa Area Arts Council, the Southeast Iowa Symphony, and the Ottumwa Symphony. Dinner Theaters: The employee will be responsible for the cost of the dinner. Basketball: Because all basketball seats are sold on a reserved seat basis, a reserved seat ticket will be given at the gate upon presentation of the college employee identification card. Employees who have season tickets may wish to continue to purchase them in order to reserve a seating assignment for the entire season. Other Athletic Events: Tickets and/or admission will be issued upon presentation of the college employee identification card.

93

Index

Absence Reporting ........................................................................................................................ 59 About the College……………………………………………………………………………………………………………..2 Academic Faculty Titles ................................................................................................................. 51 Academic Services ..........................................................................................................................14 County Service Centers......................................................................................................14 Academic Support Services at the Success Centers ..........................................................14 Services for Students with Disabilities.............................................................................. 15 Library ...............................................................................................................................16 Testing Center ....................................................................................................................16 TRIO Programs ................................................................................................................. 17 Adult Education and Literacy Programs and Community English Classes .................... 17 International/Multicultural Activities and Services ........................................................18 Accommodation for Students with Disabilities ............................................................................ 26 Adjunct Employment .................................................................................................................... 52 Administrative Structure……………………………………………………………………………………………………7 Advancement to Instructional Staff Rank I .................................................................................. 55 Assignments and Transfers ............................................................................................................ 51 Athletic Buildings .......................................................................................................................... 92 Bloodborne Pathogens .................................................................................................................. 30 Child Abuse Reporting Policy ....................................................................................................... 24 Childcare/Restriction of Children in Classrooms ......................................................................... 56 COBRA .......................................................................................................................................... 80 College Activities ........................................................................................................................... 93 College Closings ............................................................................................................................ 64 Suspending Classes........................................................................................................... 64 Announcements of Suspension of Classes ........................................................................ 65 Absence From Work ......................................................................................................... 65 Continuing Education Classes, Workshops and Weekend Classes ................................. 66 College Property ............................................................................................................................ 49 College Vehicles ............................................................................................................................ 50 Communicable Diseases ................................................................................................................31

Confidentiality………………………………………………………………………………………………………………….36 Contracts ....................................................................................................................................... 53 Copyright Policy ............................................................................................................................ 66 Credit and Degree by Examination and Experience For Instructors ........................................... 62 Credit Tuition Waiver ................................................................................................................... 90 Custom Software ........................................................................................................................... 24 Continuing Education & Workforce Solutions ............................................................................. 58 Instruction .............................................................................................................................. 58 Laboratory and Classroom Procedure ............................................................................ 58 Definitions………………………………………………………………………………………………………………………33 Disabilities..................................................................................................................................... 26 Drug Free Environment ................................................................................................................ 28 Drug and Alcohol Policy ................................................................................................... 28 Drug Free Workplace ....................................................................................................... 28 Education and Awareness................................................................................................ 29 Email and Instant Message Retention .......................................................................................... 23 Emergency Notification System .................................................................................................... 24 Employee Grievance Procedure .................................................................................................... 27 Employee Identification Card ....................................................................................................... 92 Employment Outside of School Hours ..........................................................................................57 Evaluation ..................................................................................................................................... 55 Faculty Load .................................................................................................................................. 52 Financial Administration .............................................................................................................. 67 Cash Handling .................................................................................................................. 67 Procurement ..................................................................................................................... 68 Honorariums .................................................................................................................... 68 Reimbursement of Travel Expenses ................................................................................. 68 Trip Authorization ............................................................................................................ 69 Conferences and Other Professional Organization Meetings ......................................... 69 International Travel ......................................................................................................... 70 Submittal of Travel Reimbursement Report ................................................................... 70 Transportation Information ............................................................................................. 71 Vehicle Rental .................................................................................................................... 71 Lodging ............................................................................................................................. 72 Meals ................................................................................................................................. 72 Other ................................................................................................................................. 73 Items Not Allowed for Reimbursement............................................................................ 73

Persons Other Than Faculty and Staff ............................................................................. 73 Denial of Claim Reimbursement ...................................................................................... 74 Fire and Tornado Alarms/Drills ....................................................................................................31 Fringe Benefit Eligibility ................................................................................................................75 Grievance Procedure for Discriminatory Practices ...................................................................... 27 Harassment ....................................................................................................................................19 Historical Timeline……………………………………………………………………………………………………………5 Identity Theft Prevention Program............................................................................................... 30 IHCC Foundation ...........................................................................................................................18 IHCC Information Systems Acceptable Use Policy ...................................................................... 20 IHCC History……………………………………………………………………………………………………………………3 IHCC Planning and Communication Model…………………………………………………………………………8 Institutional Purpose…………………………………………………………………………………………………………2 Instructional Programs .................................................................................................................. 11 Technical Education .......................................................................................................... 11 Continuing Education .......................................................................................................13 Arts and Sciences ...............................................................................................................13 Workforce Solutions ..........................................................................................................13 IowaWORKS ......................................................................................................................13 Insurance .......................................................................................................................................77 Life Insurance ....................................................................................................................77 Long Term Disability ....................................................................................................... 78 Medical.............................................................................................................................. 79 Security of Health Information ........................................................................................ 79 Dependent Life .................................................................................................................. 79 Optional Supplemental Group Life and AD & D Insurance ............................................ 80 Dental and Vision ............................................................................................................. 80 Insurance Conversion ....................................................................................................................81 Insurance for Errors or Omission ................................................................................................. 76 Insurance For Retirees .................................................................................................................. 80 Iowa Gift Law .................................................................................................................................57 Leaves of Absences .........................................................................................................................81 Personal Illness ..................................................................................................................81 Pregnancy Related Leave ................................................................................................. 82 Illness in Immediate Family............................................................................................. 83 Family and Medical Leave ............................................................................................... 83

Bereavement Leave .......................................................................................................... 86 Personal Leave of Absence ............................................................................................... 86 Jury Duty .......................................................................................................................... 86 Court Appearances ........................................................................................................... 87 Military Services............................................................................................................... 87 Veterans Day .................................................................................................................... 87 Staff Improvement Leave ................................................................................................. 87 Lost and Found ............................................................................................................................. 48 Mission Statement .......................................................................................................................... 2 Network Access ............................................................................................................................. 23 Non-Discrimination Policy………………………………………………………………………………………………..19 Office Allocation............................................................................................................................ 50 Orientation For New Employees.................................................................................................... 51 Overtime and Compensatory Time ............................................................................................... 60 Non-Exempt Staff ............................................................................................................. 60 Exempt Staff ..................................................................................................................... 60 Scheduling and Accrual .....................................................................................................61 Paid Holidays ................................................................................................................................ 88 Part Time Employment ................................................................................................................. 53 Pay Periods .................................................................................................................................... 62 Policy Scope……………………………………………………………………………………………………………………..35 Jurisdiction…………………………………………………………………………………………………………..35 Geographic Location (On and Off Campus)…………………………………………………………….36 Policies and Procedures…………………………………………………………………………………………………….19 Political Activity .............................................................................................................................57 Preface…………………………………………………………………………………………………………………………….1 Pre-Tax/Section 125 .......................................................................................................................77 Probation....................................................................................................................................... 54 New Contracted Staff Probationary Period .................................................................... 54 New At Will Employees .................................................................................................... 54 Developmental Plan ......................................................................................................... 55 Process for Responding to Reports of Sexual Misconduct Quality Faculty Plan ....................................................................................................................... 51 Record Retention .......................................................................................................................... 66

Reduced Tuition ............................................................................................................................ 92 Reporting Sexual Misconduct, Including Sexual Assault and Sexual Harassment……………………37 Resignations .................................................................................................................................. 56 Contracted Staff................................................................................................................ 56 Non-Contracted Staff ....................................................................................................... 56 Retirement .....................................................................................................................................75 Safety and Loss Control ................................................................................................................ 49 Salary Guidelines ........................................................................................................................... 51 Sexual Misconduct Policy ............................................................................................................. 32 Staff Development Activities ......................................................................................................... 63 Student Conduct Code………………………………………………………………………………………………………32 Student Records ............................................................................................................................ 30 Substitute ...................................................................................................................................... 56 Terminations ................................................................................................................................. 53 At Will Employees ............................................................................................................ 53 Contracted Professional Staff .......................................................................................... 53 Tutoring ........................................................................................................................................ 56 Use of Tobacco Products ............................................................................................................... 29 Vacation Policy for Qualifying Employees .................................................................................... 89 Violence/Threats of Violence/Weapons ....................................................................................... 32 Worker’s Compensation................................................................................................................ 76 Working Day ................................................................................................................................. 58

Appendix

Definitions At Will Employment: Unless a written contract, that states otherwise, signed by the President of the Board of Trustees has been offered and accepted, employment may be terminated by either party at any time with or without cause. Oral statements or promises made to the contrary are not valid. Casual Work: Work of the employee's own choosing. Compensatory Time: Approved time required by an employee's supervisor that is work beyond the normal work week and approved to be taken off at a later date. Contract Day: Day designated on the board approved college calendar that the college is open. Contract days are relevant to all staff and do not distinguish between at will and contracted employment. Contracted Staff: Staff who have been offered and have accepted a written contract issued by the IHCC Board of Trustees. Defined Benefit Plan: Provides a guaranteed, pre-set amount of retirement income that is determined by using a formula. IPERS is an example of a defined benefit plan. Defined Contribution Plan: Retirement income is determined by investment accumulations and will vary according to those investment results. TIAA-CREF is an example of a defined contribution plan. Effective Date of Termination: Generally the day after the last day of work. Exempt: Employment that is not covered by the Fair Labor Standards Act. Additional compensation is not required for work performed beyond the regular work schedule. Incapacity: Inability to work due to serious health conditions, treatment therefore or recovery therefrom. Immediate Family: Father, mother, brother, sister, spouse, son, daughter, stepson, stepdaughter, grandfather, grandmother, and comparable in-laws. Lengthened Day: 9 hours. closed.

Non-Contract Day: Day designated on the board approved college calendar that the college is

Non-Exempt: Employment that is covered by the Fair Labor Standards Act. Additional compensation is required for work performed beyond 36 hours in one work week. Payment is made at straight time for more then 36 but less than 40 hours and at time-and-one-half for over 40 hours. Probationary Period: Three years for faculty; generally six months for other staff. Completion of a probationary period does not signify permanent employment.

Qualifying Event: Marriage, divorce, annulment or legal separation, death of spouse, birth or adoption of child, death of child, dependent child losing dependent status, or change in employment status as it relates to the benefit. Regular Employment Status: Non-probationary employment status. Does not imply permanent employment. Rescheduled Time: Hours scheduled off that allows the employee to stay within a normal work week (that is, should employees work a Saturday, they must take a day off during the same work week.) Salary Reduction Agreement: An agreement signed by the employee that gives the employer the right to deposit employee approved dollars into an approved retirement account. Serious Health Condition: An illness or injury, impairment or condition that involves inpatient care or continuing treatment by a health provider which includes any period of incapacity due to: 1) A health condition lasting more than three consecutive days that includes treatment two or more times by a health care provider or one treatment by a health care provider with a continuing regimen of treatment or 2) pregnancy or prenatal care or 3) a chronic serious health condition which continues over an extended period of time, requires periodic visits to a health care provider and may involve occasional episodes of incapacity or 4) a permanent or long-term condition for which treatment may not be effective or 5) any absences to receive multiple treatments for restorative surgery or for a condition which would likely result in a period of incapacity of more than three days if not treated. Termination: Severance of the employment relationship. May be voluntary or involuntary due to resignation, retirement, firing, etc. Traditional Day: 7.2 hours. Workweek: Sunday through Saturday (for Fair Labor Standards Act purposes).

Arts and Sciences Programs Buena Vista University Center Criminal Justice Program Disability Services Educational Opportunity Center Performing Arts Printing Department St. John Auditorium SUCCESS Center

Board of Trustees Meeting Room

Business Office Development/Foundation Office Human Resources Office Information Office Payroll Office

Testing Center Housing Office International Affairs Office Student Health Services Student Services Office

Athletic Director’s Office Basketball Court/Offices Golf Office Recreation Facilities

Landscape and Turfgrass Programs









Admissions College Bookstore Counseling/Scheduling Financial Aid Office One-Stop Registrar’s Office Veterans Affairs

M Bennett Student Services Center

I Marge Dodd Outdoor Stage J Child Development Center K Cemetery L Maintenance Building

H Hellyer Student Life Center

F Wapello Residence Hall G Trustee Residence Hall

E Administrative Wing



D Appanoose Residence Hall

Art Gallery Culinary Arts Program English Language Learning Center Formal Lounge Hills Diner and Dining Room Library Maintenance Office (Basement)

B Keokuk/Mahaska Residence Hall C Dining Room/Library



A Arts and Sciences Wing

Main Campus Directory

Advanced Technology Programs Continuing Education & Workforce Solutions Everingham Pavilion Iowa Communications Network Classrooms (107-108) Regional Economic Advancement Center Regional Entrepreneurship and Leadership Initiatives Small Business Development Center Warrior Junction

N Oak Residence Hall O Advanced Technology Center

Rural Health Education Partnership Health Sciences Programs Iowa Communications Network Classrooms (CC3-CC7) Health Sciences Programs





S Rural Health Education Center

Q R.L. Hellyer Softball Field R Rosenman Video Conference Training Center

Cross Country Office Soccer Office Softball Office Volleyball Court/Office



P Tom Arnold Net Center

N

5

Accelerated College Career Academy Adult Basic Education Community Education Center Instructional Programs (Automotive Collision, Avionics, Aviation Maintenance, Aviation Pilot Training, Commercial Driver Training and Welding) Iowa Works Rural Emergency Services Training Center Vocational Rehabilitation

North Campus (at Ottumwa Industrial Airport)

T Security Office U Soccer Field

MAIN CAMPUS

RURAL EMERGENCY SERVICES TRAINING CENTER

TRAINING FACILITY

NORTH CAMPUS

WELDING OCCUPATIONS

EDUCATION CENTER COMMERCIAL TRUCK DRIVING

AVIATION PROGRAMS Pilot Training Aviation Maintenance Avionics

IOWA VOCATIONAL REHABILITATION SERVICE

RURAL ENTREPRENEURIAL CENTER WAPELLO COUNTY REGIONAL ACADEMY

AUTO COLLISION IOWA WORKS SOUTHERN IOWA REGIONAL OFFICE

COMMUNITY EDUCATION CENTER

BASKETBALL COURT

RECREATION FIELD

PR

AC

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DORMITORY

ST AN E

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EG

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ADMINISTRATION

STUDENT SERVICES

E AV E

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EDUCATION

CAFETERIA

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JOB CORPS CENTER

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RECREATION

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TIC FIE E SO LD CC

Terminal Avenue

CV01 Administration Reception/Admissions Business Office Financial Aid Restrooms CV02 Food Service/Student Union Restrooms CV03 Maintenance Building CV04 Maintenance Building CV05 Classroom Building Classrooms 1-2 CV06 Library/Campus Srtore Computer Lab - Room 6 Restrooms CV07 Art Building Classroom 3 CV08 Classroom Building Classroom 4 Photography Lab Restrooms CV09 Science Building Classroom 7 Biology Classroom 8 Physical Science Classroom 9 Chemistry Classroom 10 Restrooms CV10 SUCCESS Center Developmental Education ESL Testing High School Equivalency CV11 Faculty Offices CV12 Industrial Education Building Drafting/Computer Lab Classroom 11 Manufacturing Process Lab 12 Construction Trades Lab 12 Drafting Computer Lab/ Classroom 13 Construction Trades Classroom 14 Visualization Lab 14B Restrooms CV13 Classroom Building Classroom 17 Restrooms CV14 Training Facility Classrooms 15-16 CV15 ICN Classroom Building Classrooms 19-20 CV16

Nursing Building Nursing Lab Room 18 Nursing Classroom 18 Nursing Office

CV17 Multi-Purpose Building Gymnasium Coacxhes’ Office Restrooms CV18 Dormitory CV 19 Sports Complex Baseball/Softball Fields Concession Stand Restrooms CV20 Appanoose County Day Care CV21 Greenhouse On-Campus Property Public Property

CV21