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II. EMPLOYMENT
II A. Hiring.
All hiring of nonacademic personnel is to be accomplished by standard
procedure. Any supervisor or department head requiring new or replacement
staff shall contact the personnel office prior to advertising positions
available or offering employment to any candidate. Any employee requiring student assistance
shall contact the financial aid office prior to offering employment to any
student.
II B.
Anti-Nepotism Policy. While
employment of more than one family member is permitted, the college
prohibits lines of influence or authority among family members. Supervision
of employees by family members is precluded, as are decisions regarding
promotion, evaluation, wage or salary, work assignments, and leave.
Normally, family members shall not work in the same department. Where such
cases do exist, family members will not be eligible for promotion to
supervisory positions within the department. The following shall be
considered as members of the same family if so related by blood or marriage;
Husband/wife, parent/child, grandparent/grandchild, brother/sister,
uncle/aunt/nephew/niece.
II
C. Americans with
Disabilities Act (ADA). Lenoir-Rhyne College
complies with the Americans with Disabilities Act (ADA) and applicable
state and local laws providing for non-discrimination in employment
against qualified individuals with known disabilities. Lenoir-Rhyne also
provides reasonable accommodation for such individuals in accordance with
these laws.
It is the college’s policy to:
(1)
Ensure that qualified individuals with disabilities
are treated in a nondiscriminatory manner in the pre-employment process
and that employees with disabilities are treated in a nondiscriminatory
manner in all terms, conditions, and privileges of employment.
(2)
Keep all medical-related information confidential in
accordance with the requirements of the ADA and retain such information in
separate confidential files.
(3)
Provide applicants and employees with disabilities
reasonable accommodation, except where such an accommodation would create
an undue hardship on the college.
(4)
Notify individuals with disabilities that
Lenoir-Rhyne provides reasonable accommodation to qualified individuals
with disabilities, by including this policy in the non-academic handbook and
by careful placement of the Equal Employment Opportunity Commission’s
poster on not discriminating against individuals with disabilities.
Procedure for Requesting an Accommodation:
Qualified
individuals with disabilities may make requests for reasonable
accommodation to the Human Resource Director. On receipt of an
accommodation request, the Human Resource Director will meet with the
requesting individual to discuss and identify the precise limitations
resulting from the disability and the potential accommodation the college
might make to help overcome those limitations.
The Human Resource Director, the Director of Security
Services and the appropriate “need-to-know” management representatives will determine the feasibility of
the requested accommodation, considering various factors, including, but
not limited to, the nature and cost of the accommodation, the availability
of tax credits and deductions, outside funding, the college’s overall
financial resources and organization, and the accommodation’s impact on
the operation of the department, including its impact on the ability of
other employees to perform their duties and on the college’s ability to
conduct business.
II D. Induction.
New employees should report as soon as possible upon acceptance of offer of
employment to the Human Resource Director, Room 211 in the Lineberger
Administration Building. Paperwork relative to employment, including state
and federal tax forms and Form I-9 (the Employment Eligibility
Verification), which must be accompanied by two identification documents,
will be completed at that time. This interview must occur on the day work
begins and is necessary for processing payrolls.
II E. Benefits
Orientation. Shortly after your
employment you will attend a brief meeting with other new employees. At
that time benefits will be explained, and you will have an
opportunity to apply for insurance coverage and other benefits such as
pension that go into effect following established waiting periods. Vacation and sick time accrual, paid holidays, and use of
college facilities will also be explained.
II F. Terms of Employment.
Your original appointment is for a probationary period of 90 days. If you
are transferred or promoted within the college, this appointment also
carries a probationary period of 90 days. The probationary period is an
essential part of your orientation and training process. It will be used to
assist you in your adjustment to a new position. If your performance meets
job requirements as expected you will be recommended for regular employment
at the college. If your performance does not meet the standard of work
required during the probationary period one of two things will happen: you
will be placed on further probation subject to further evaluation or your
employment will be terminated.
Unless otherwise specified, your employment
is for an indefinite period of time. Each year around the end of May all
nonacademic employees receive a letter from the President of the college
advising them what their wages or salaries will be effective with the
beginning of the new fiscal year (June 1).
II G.
Employee Designation.
For purposes of salary administration and eligibility for overtime
payments and employee benefits, the college classifies its employees
according to the categories described later in this section. Employees
will be informed of their initial appointment classification at the time
of hire. If an employee’s position changes during his or her employment
as a result of promotion, transfer, or otherwise, the employee will be
informed by the Human Resource office of any change in his or her status
Regular Full-Time
Employees
Staff who occupy a position
that is budgeted for at least 1560 yearly hours (30 hours per week) are
regular full-time employees. Such employees may be classified as either
“salaried exempt” or “hourly non-exempt”. Staff appointment
letters will indicate whether or not the position is a full-time or
part-time appointment. A staff employee must be a permanent full-time
employee to be eligible to participate in college-sponsored benefits.
Regular Part-Time
Employees
Staff who occupy a position
that is budgeted for between 1040 and 1560 yearly hours (20-29 hours per
week) are regular part-time employees.
A permanent part-time designation brings the following benefits:
vacation accrual, sick leave accrual, and 403(b) pension plan eligibility.
Time Limited Employees
Staff who occupy a position
that is budgeted for less than 20 hours per week are time-limited
employees. This designation carries no benefit eligibility, but
these employees are extended privileges for on-campus facilities such as
the McCrorie Fitness Center, the Rudisill Library and a discount in the
dining hall.
II H. Performance Evaluation.
Each employee’s job performance should be formally evaluated annually, at
the discretion of the immediate supervisor. The purpose is to ensure that
each staff member is helped to perform his job as effectively as possible.
A simple evaluation form will be discussed with you, you will be asked to
sign it, and it will be filed in the personnel office.
II I.
Confidentiality
of Information.
As
a private institution, Lenoir-Rhyne College treats information regarding
employees, students, work processes and organizational decisions as
confidential.
College
information is generally classified into one of three categories: (1)
Information that is generated publicly or is intended to be made public;
(2) Information that is gathered or generated for the college's internal
use; or (3) Confidential information pertaining to individual students,
faculty and staff.
The
information that faculty and staff generate or maintain in the course of
their duties belongs to the college, which entrusts it to their custody.
The custody of college information is the responsibility both of the
custodian and his or her supervisors.
Particular
care must be taken by employees with personally identifiable confidential
information, such as a student's financial aid, grades and academic
evaluations; a staff member's salaries and performance evaluations; and
family data and medical records. Such information must be accorded the
strictest safeguards so that access is given only to those whose duties
require it. In addition, disclosure of information pertaining to students
is subject to the requirements of the Family Educational Rights and
Privacy Act, a federal law.
If
a person or agency outside the college requests information that has not
yet been released, or if asked to comment on a college situation, please
forward the call to Public Relations (x7371) or refer the matter to the
division Vice President responsible for the release of the information.
For
additional information regarding confidentiality of employee information,
please call the Human Resources Office. For information regarding student
information or the Family Educational Rights and Privacy Act, please call
the Registrar’s Office.
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