Eastern Iowa Community College District
Series 400 -- Personnel
TITLE: PERSONNEL Equal Employment Opportunity/Affirmative Action
The goal of the Board of Trustees is to provide an educational program of the highest quality possible. Success in attaining this goal is dependent in large measure upon the competency and diversity of the district staff, both professional and those who serve in direct supporting positions to the instructional program of the Eastern Iowa Community College District.
The Eastern Iowa Community College District shall provide equal opportunity and protection against illegal discrimination and harassment to all employees and applicants for employment in accordance with all applicable Equal Employment Opportunity laws, directives and regulations of federal, state and local governing bodies and agencies. The District shall take affirmative action in recruitment, appointment, assignment and advancement of women, minorities and disabled individuals.
Individuals who file an application with the Eastern Iowa Community College District will be given consideration for employment if they meet or exceed the qualifications set by the Board, administration, and State Department of Education for the position for which they apply. In employing College District personnel, the Board shall consider the qualifications, credentials, and records of the applicants without regard to race, color, creed, sex, marital status, national origin, sexual orientation, religion, ancestry, age or non job related handicap or disability. In keeping with the law, the Board shall consider the veteran status of applicants.
Inquiries by employees or applications for employment regarding compliance with equal employment opportunity and affirmative action shall be directed to Jeanette Thomas, the Equal Employment Opportunity Officer, Eastern Iowa Community College District, 306 W. River Drive, Davenport, Iowa 52801. Inquiries may also be directed, in writing, to the Iowa Civil Rights Department or to the Director of the Region VII Office of Civil Rights, Department of Education, Kansas City, Missouri. Such inquiry or complaint to the state or federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.
Further information and copies of the procedures for filing a complaint are available in the District's central administrative office and the administration office in each District attendance center.
DATE OF ADOPTION: 4/21/80
REVISED: 8/20/90; 7/19/93; 12/18/95; 3/10/97; 12/18/06
REVIEWED: 5/15/00; 5/19/03
LEGAL REFERENCE: (Code of Iowa)
RELATED ADMINISTRATIVE PROCEDURES: A1, A2
TITLE: PERSONNEL Recruitment and Selection
Recruitment of the professional and support staff members of the Eastern Iowa Community College District shall be the responsibility of the Executive Officer. In the discharge of this responsibility the Executive Officer shall make such use of the Executive Director for Administrative Services and other administrative or supervisory staff members as may be both practical and effective.
Recruitment efforts shall be determined based on the requirements of the position(s) to be filled and the apparent availability of potential applicants who are qualified or qualifiable for the position(s).
Positions which are to be opened shall be posted in a prominent location on each of the three campuses in the District as well as in the central office so that present employees of the District will have equal opportunity to compete for the vacancies with non employees.
Selection for all positions shall be based on job related factors in determining the applicant who possesses to the greatest degree the skills, knowledge and abilities necessary to fill the vacant position. Selection for all open positions shall be made after competition for the position and shall require licensure if required by statutory enactment and the Department of Education.
The Executive Officer shall recommend to the Board of Trustees the applicant considered most qualified for any licensed or contracted vacancy, and if the Board concurs with the recommendation of the Executive Officer, the Board shall then authorize the President of the Board of Trustees to sign the applicant's contract.
In the case of non licensed or non-contracted positions, the Executive Officer shall determine the most qualified applicant and shall then cause a notice of employment to be issued to the applicant and shall notify the Board of Trustees of the employment action.
An opening may be posted and filled internally at the discretion of the Executive Officer.
DATE OF ADOPTION: 6/18/84
REVIEWED: 5/19/03
REVISED: 3/10/97; 5/15/00; 12/18/06
LEGAL REFERENCE: (Code of Iowa)
RELATED ADMINISTRATIVE PROCEDURES: A2, A3
TITLE: PERSONNEL Licensure/Quality Faculty Plan
Employees requiring licensure shall meet those standards required by current law and by regulations of the Board of Educational Examiners. Full-time faculty who are not required to have licensure must adhere to the requirements of the Quality Faculty Plan.
DATE OF ADOPTION: 4/21/80
REVISED: 3/10/97; 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.36; 272
RELATED ADMINISTRATIVE PROCEDURES: A2
TITLE: PERSONNEL Contracts
Contracts with professional personnel holding regular full time (RF) or reduced regular full time (RRF) positions for whom either licensure by the Board of Educational Examiners or adherence to the District’s Quality Faculty Plan is required, shall be in writing and shall state the length of the time the contract is in force.
Contracts with full time administrative personnel for whom licensure is not a requirement shall be in writing, and shall not exceed one year in duration, except for the Executive Officer.
Such contracts shall be approved by the Board, signed by the Board President and filed with the Secretary of the Board.
DATE OF ADOPTION: 4/21/80
REVISED: 3/10/97; 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.36; 279.13; .24
RELATED ADMINISTRATIVE PROCEDURES: A11
TITLE: PERSONNEL Master Contract(s)
Any direct conflict in policy which the Executive Officer finds to exist between the formal policies of the Board of Trustees as set forth in this series and a Master Contract or Contracts which have been approved by the Board of Trustees with a certified bargaining agent for any group of employees in the district and which Contract remains in effect, shall be decided in favor of the Master Contract(s) for those employees covered thereby.
DATE OF ADOPTION: 4/21/80
REVIEWED: 3/10/97; 5/15/00; 5/19/03
REVISED: 12/18/06
LEGAL REFERENCE: (Code of Iowa) 20
RELATED ADMINISTRATIVE PROCEDURES: A11
TITLE: PERSONNEL Assignment and Transfer
Assignment shall be based upon the qualifications of the candidate and the philosophy and needs of the District.
Changes in assignment, to include transfers, may be made at the request of the employee, by the Executive Officer or at the initiative of administrative staff members with the approval of the Executive Officer. Reassignments and transfers shall be made with the full knowledge of all parties involved, and shall be reported to the Board.
DATE OF ADOPTION: 4/21/80
REVIEWED: 3/10/97; 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES: A1; A2
TITLE: PERSONNEL Evaluation
The administrative staff shall continuously evaluate the services of the professional and support personnel of the district and shall submit such evaluations in writing to the employee and Executive Officer in such manner and at such times as may be determined by the Executive Officer.
Evaluation criteria for instructional faculty positions shall be as follows:
1. Instructional Competencies
2. Professional Development
3. Responsibility to College
Evaluation criteria for other positions shall be job-specific and will consist of the position duties and responsibilities as listed on the job description.
DATE OF ADOPTION: 2/18/85
REVISED: 5/19/03
REVIEWED: 3/10/97; 5/15/00; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 279.14
RELATED ADMINISTRATIVE PROCEDURES: A5; A6; A7
TITLE: PERSONNEL Oral Competency
To insure the highest quality of instruction, it shall be the policy of Eastern Iowa Community College District to evaluate the oral communication competency of its faculty. For the purpose of this policy, oral communication competence includes the ability to analyze and adapt spoken communication to learners' needs, to plan and present instruction in language that is clear and appropriate to subject and learners, and to organize content so as to enhance understanding and effect the desired learning outcomes.
This policy applies to all faculty teaching credit classes, whether employed on a full time, part time or adjunct basis. The evaluation procedures will incorporate a mechanism for evaluation by students.
DATE OF ADOPTION: 7/8/91
REVIEWED: 3/10/97; 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14#15
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Dismissal
Discharge of contracted personnel shall be by majority vote of the Board of Trustees.
Discharge of non-contracted employees shall be by the Executive Officer.
DATE OF ADOPTION: 6/18/84
REVISED: 12/18/06
REVIEWED: 3/10/97; 5/15/00; 5/19/03
LEGAL REFERENCE: (Code of Iowa) 279.15; .24; .25; .27
RELATED ADMINISTRATIVE PROCEDURES: A4; A24; A29
TITLE: PERSONNEL Resignation
Resignations shall be in writing, signed by the resigning party and directed to the Executive Officer.
Resignations of non-contracted employees shall be received and maintained by the Executive Officer.
Resignations of employees filling contracted positions shall be referred by the Executive Officer to the Board of Trustees with recommendations, as provided by statute.
Recognizing that some circumstances will arise which will force an employee to request a release from a contract before the expiration thereof, the Board will release personnel from their contracts at any time that suitable replacements can be secured or when it is determined by the Board that replacements are not necessary.
In the event that an employee filling a licensed position terminates employment without proper release, the Executive Officer will advise the State Department of Education for appropriate action by the Department.
DATE OF ADOPTION: 4/21/80
REVISED: 3/10/97; 5/19/03; 12/18/06
REVIEWED: 5/15/00
LEGAL REFERENCE: (Code of Iowa) 279.13; .24
RELATED ADMINISTRATIVE PROCEDURES: A24
TITLE: PERSONNEL Substitutes
Personnel serving on a substitute or temporary basis in faculty positions for the District shall whenever possible meet the criteria of the District’s Quality Faculty Plan for the positions which they are to fill. Every effort shall be made to fill temporary positions with substitutes who have preparation equal to that of the regular contract personnel. In the event that such persons are not available, the employment of personnel who are not properly in compliance is authorized on a purely substitute or temporary basis.
DATE OF ADOPTION: 4/21/80
REVISED: 5/19/03
REVIEWED: 3/10/97; 5/15/00; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 20.9
RELATED ADMINISTRATIVE PROCEDURES: A8
TITLE: PERSONNEL Tutoring
Professional personnel employed by the college shall not render tutorial services for pay to students enrolled in their own classes. Facilities, equipment or materials of the college shall not be used for the private tutoring of individuals for pay.
DATE OF ADOPTION: 4/21/80
REVIEWED: 3/10/97; 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Salary Schedule and Guides
The Board of Trustees shall establish salary schedules and guides for the various professional and support positions in the District that will, in the opinion of the Board, (1) attract to Eastern Iowa Community College District the best candidates available, (2) give stability to the professional and support staff, and (3) stimulate professional growth by all employees while in the service of the District.
These schedules and guides shall be subject to periodic review and modification as seems necessary to the continued improvement of the educational program of Eastern Iowa Community College District.
DATE OF ADOPTION: 4/21/80
REVIEWED: 3/10/97; 5/15/00; 5/19/03
REVISED: 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14; 279.13
RELATED ADMINISTRATIVE PROCEDURES: A8; A9; A10; A11; A15; A17; A18; A19; A20;
A22; A23; A25; A26; A27; A28
TITLE: PERSONNEL Work Hours
The work week for employees of Eastern Iowa Community College District shall be a period of forty hours.
Employees filling non-instructional positions on an hourly rate basis with the District shall be compensated for any non-instructional hours which they are directed to work above and beyond the forty hours per week.
DATE OF ADOPTION: 4/21/80
REVIEWED: 9/15/97; 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES: A21; A23; A25
TITLE: PERSONNEL Insurance
Insurance premiums may be deducted from the salaries of personnel of the District. Eastern Iowa Community College District shall contribute an amount towards the insurance premium for employees of the District. The amount of the District contribution and the amount of insurance to be included in a package for some or all employees of the District shall be determined annually by the Board of Trustees.
While insurance coverage provided for employees may vary on the basis of criteria considered appropriate by the Board of Trustees, the insurance coverage shall be provided to full time employees as defined in Board Policy 430.
DATE OF ADOPTION: 4/21/80
REVISED: 9/15/97; 12/18/06
REVIEWED: 5/15/00; 5/19/03
LEGAL REFERENCE: (Code of Iowa) 279.12
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Reimbursement for Expenses
Attendance by employees at professional meetings may be approved by the Executive Officer. If an employee is directed to attend such meeting(s) or other event by the Executive Officer or his/her designee, the District shall reimburse the employee for all appropriate expenses incurred by the employee.
If attendance at professional meetings is not directed by the Executive Officer or his/her designee, but is approved for reimbursement of expenses incurred by the individual, he/she will be reimbursed at an amount negotiated and approved by the Executive Officer prior to attending the meeting.
The District shall pay to the employee mileage necessitated by assignments to more than one center at the rate of $0.38 per mile, effective July 1, 2006. The mileage for which payment will be made will be based on the total miles traveled by non district vehicle on assignment(s), less the number of miles from the employee's residence to the center of principal assignment.
DATE OF ADOPTION: 8/21/95
REVIEWED: 9/15/97; 5/15/00; 12/18/06
REVISED: 7/19/99; 5/19/03; 5/16/05; 6/19/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES: A12; A31
TITLE: PERSONNEL Annuities
Within the provisions of Iowa law, it shall be the policy of the Board of Trustees to honor the written request of the employees of the District, when properly executed by the employee and filed with the Board Secretary, to purchase an individual annuity contract for such employee.
Eastern Iowa Community College District does not guarantee that any annuity contract purchased will provide the desired tax benefits. It shall be the responsibility of each participating employee and his or her insurance company to see that the contract purchased complies with the requirements of the Internal Revenue Code in this regard.
DATE OF ADOPTION: 4/21/80
REVIEWED: 9/15/97; 5/15/00; 5/19/03
REVISED: 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14#9; 294.16
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Physical Exams
Any personnel whose physical well-being may be in doubt in the opinion of the Executive Officer shall present satisfactory examination results when requested to do so, but not more often than once annually. The district shall bear the cost of such required examinations.
Foodservice employees shall be required to take physical examinations annually, with the District to bear the cost of such examinations.
DATE OF ADOPTION: 4/21/80
REVISED: 9/15/97
REVIEWED: 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Vacations and Holidays
Non Contracted Personnel
Regular full time employees, as defined in Board Policy 430, other than those who are under contract are entitled to the following holiday and vacation schedules:
HOLIDAYS: Ten (10) paid holidays per year, such holidays to be determined in accordance with the District calendar. Determination of holidays will be by the Executive Officer and will conform as nearly as possible to national holidays. National holidays are determined to be New Year's Day, Martin Luther King Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day and Christmas Day.
VACATION: Vacation leave shall be credited annually to eligible employees. For the purpose of computing vacation leave the fiscal year shall be used. Employees beginning employment with the District shall receive a pro-rated vacation leave for the fiscal year remaining. At the beginning of the next fiscal year the employee will be credited with the vacation days provided for the second year of employment. The vacation days to be credited will be on the following basis for employees working 40 hours per week and pro-rated for those working less than 40 hours but still qualifying for vacation leave.
Fiscal Year
Non-Contracted Personnel
12 Month Employment
First year of employment 10.5
Second year of employment 12
Third year of employment 12
Fourth year of employment 15
Fifth year of employment 15
Sixth year of employment 15
Seventh year of employment
and subsequent years 18
Approval of vacation scheduling must be secured from the President or the Executive Officer as appropriate. The minimum charge against vacation time will be one hour.
An employee accrues vacation on a monthly basis throughout the fiscal year. Vacation that is to be accrued for the year may be used in advance. If the employee leaves employment prior to accruing vacation which they have used, an equivalent number of days pay will be subtracted from their remaining salary.
If a holiday falls within the period that the employee is on vacation, such holiday will not be charged as vacation time. Vacation that is earned, if not taken during the budget year in which it is earned, must be taken during the next budget year.
Pay for accrued vacation will be granted to each employee upon termination. Upon retirement, any accrued vacation shall be paid to the employee through the special pay deferral plan that utilizes IRS Code Sections 401(a) and 403(b). Upon the death of an employee, the accrued vacation shall be paid to the beneficiary as designated under IPERS/TIAA-CREF.
Contracted Personnel
Regular full time employees, as defined in Board Policy 430, who are under administrative and professional support staff contracts are entitled to the following holiday and vacation schedules:
HOLIDAYS: Ten (10) paid holidays per year, such holidays to be determined in accordance with the academic calendar of the District. Determination of holidays will be by the Executive Officer in cooperation with the Presidents and will conform as nearly as possible to national holidays. When a holiday falls on a weekend, the nearest weekday will be considered a holiday unless circumstances warrant a change. Holidays shall be determined by June 1 and announced to all employees. National holidays are determined to be New Year's Day, Martin Luther King Day, Memorial Day, the Fourth of July, Labor Day, Thanksgiving Day and Christmas Day.
VACATION: Commencing with the first day of the month in which employment begins, and up to and including the final full month of continuous full time employment, vacation shall be accrued at the rate of 13.3 hours per month, 160 hours of vacation per year.
Regular full time (RFT) employees as defined in Board Policy 430 who are employed for less than 40 hours of work per week shall receive a prorated share of the above mentioned monthly vacation accrual.
Approval of vacation scheduling must be secured from the Presidents or the Executive officer, as appropriate. The minimum charge against vacation time will be one hour.
An employee accrues vacation on a monthly basis throughout the fiscal year. Vacation that is to be accrued for the year may be used in advance. If the employee leaves employment prior to accruing vacation which they have used, an equivalent number of days pay will be subtracted from their remaining salary.
If a holiday falls within the period that the employee is on vacation, such holiday will not be charged as vacation time. Vacation that is earned, if not taken during the budget year in which it is earned, will be forfeited with the exception of 5 days a year which may be carried over.
Pay for accrued vacation will be granted each employee upon termination. Upon retirement, any accrued vacation shall be paid to the employee through the special pay deferral plan that utilizes IRS Code Sections 401(a) and 403(b). Upon the death of an employee, the accrued vacation shall be paid to the beneficiary as designated under IPERS/TIAA-CREF.
DATE OF ADOPTION: 11/15/93
REVISED: 9/15/97; 3/10/03; 10/18/04
REVIEWED: 5/15/00; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Sick Leave
All regular full-time or reduced regular full-time employees, as defined in Board Policy 430, of the Eastern Iowa Community College District shall be granted sick leave in accordance with this policy series.
Sick leave shall be credited annually to eligible employees. For the purpose of computing sick leave the fiscal year shall be used for administrative, professional support and support staff. Faculty sick leave will be computed by the academic year. Employees beginning employment with the District shall receive a pro-rated sick leave for the period of the academic or fiscal year remaining. At the beginning of the next academic or fiscal year they will be credited with the sick leave days provided for the second year of employment. The sick days to be credited will be on the following basis for employees working 40 hours per week and pro-rated for those working less than 40 hours but still qualifying for sick leave. Those eligible employees working other lengths of employment will be pro rated based upon the following schedules:
Academic Year Fiscal Year
165 Day Administrative, Professional Support
Faculty Support Staff
Contract 12 Month Employment
First year of employment 10 14
Second year of employment 11 15
Third year of employment 12 16
Fourth year of employment 13 17
Fifth year of employment 14 19
Sixth year of employment
and subsequent years 15 20
The aforementioned sick leave is defined to mean absence from duty with pay because of sickness, injury, or medical, dental or optical examinations or treatment, if such absence is approved by the President or Executive Officer, such approval being at their discretion. In addition contracted administrative, professional support and other non contracted staff may use up to three days annually to attend to the illness of a person in their immediate family who lives in the same household, as well as the employee’s mother, father, mother-in-law or father-in-law. Upon returning to work from sick leave, an employee is required to sign a statement confirming the necessity of sick leave for one of the reasons defined. In the case of unusual circumstances, a doctor's statement or other acceptable source of proof of illness or injury may be required by the President or Executive Officer.
Sick leave when unused by an employee may be accumulated from year to year to a maximum of one hundred (100) days.
An employee who is absent because of illness or other sick leave covered reasons must notify his/her supervisor as early as practical before his/her shift of work begins and also upon his/her return.
Sick leave will automatically terminate on the date of separation or retirement of the employee. The minimum charge against sick leave will be one hour or multiples thereof.
An employee who has accumulated sick leave and whose employment has been reduced to less than half time is not eligible to utilize or further accumulate sick leave. Such employees who are reinstated within twelve months to a level that qualifies them for sick leave shall be reinstated with sick leave days accumulated at the time of reduction.
DATE OF ADOPTION: 8/20/90
REVISED: 10/20/97; 5/19/03
REVIEWED: 5/15/00; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14; 279.40
RELATED ADMINISTRATIVE PROCEDURES: A11
TITLE: PERSONNEL Maternity Leave
Sick leave benefits for pregnancy shall be granted on the same basis as any other temporary disability or illness. Any maternity leave exceeding six weeks' duration will require a doctor's statement certifying the period of leave.
An employee may apply for extended leave beyond the period of disability. Such request is to be made sixty days before the expected delivery date.
DATE OF ADOPTION: 6/18/84
REVIEWED: 9/15/97; 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Extended Leave of Absence
Any regular full time or reduced full time employee, as defined in Board Policy 430 may be granted an extended leave of absence without pay for reasons acceptable to the Executive Officer and the Board of Trustees.
For instructional employees such extended leave of absence shall be for a period of not less than one (1) academic term and not more than one (1) academic year.
For non instructional employees such extended leave of absence shall be for a period not less than 30 days and not more than six months.
Such leave of absence may not be renewed more than two (2) times.
An instructional employee on an extended leave of absence during the spring term must notify the Executive Officer in writing by the 15th day of May that he/she will report for duty the next academic year or his/her position will be declared vacant.
Non instructional employees on an extended leave of absence must notify the Executive Officer in writing at least one month before the end of his/her leave of absence that he/she will report for duty at the end of the leave of absence or his/her position will be declared vacant.
In the case of an extended leave of absence for health reasons such absence shall be for a period not to exceed two years. An employee unable to return to their position and to perform the usual and customary duties and assignments of that position after a two year medical absence will be considered to be terminated from employment.
Employees granted an extended leave of absence without pay may remain in the District insurance program by paying the full cost of monthly premiums to the District Office by the third Friday of each month. Upon returning to full employment with the District following the approved leave of absence, the District share of the employee's insurance costs while on leave of absence, shall be reimbursed upon request by the employee.
While on extended leave of absence an employee shall not accrue vacation or sick leave nor shall the period of leave be considered in determining the rate of vacation or sick leave to be accrued by the employee after returning to full employment. Neither shall the employee be granted any sick leave pay during the period of the leave of absence.
DATE OF ADOPTION: 4/21/80
REVIEWED: 9/15/97; 5/15/00; 5/19/03
REVISED: 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14, 279.12
RELATED ADMINISTRATIVE PROCEDURES: A11
TITLE: PERSONNEL Temporary Leave of Absence
Leave of absence with or without full pay for personal and professional reasons may be granted at the discretion of the Executive Officer. A regular full time or reduced full time employee, as defined in Board Policy 430, must secure prior approval of the Executive Officer before such leave may be taken. A request for personal or professional leave shall be made at least one week in advance of the day or days for which such leave is desired.
Employees may be granted leaves of absence with or without full pay in order to participate in special community related activities, providing permission for such leave is obtained from the Executive Officer prior to the absence.
If an emergency requires that the employee be absent from work for business affairs that cannot be taken care of in the normal time away from work, the Executive Officer may approve such leave without deduction of salary.
Leave of absence with full pay for jury duty shall be granted with the understanding that any remuneration for such duty shall be paid to the Eastern Iowa Community College District.
In the case of illness requiring hospitalization of a member of the employee's immediate family, leave of absence with full pay may be granted. Such absence shall not be charged against personal sick leave. The immediate family shall be interpreted as father, mother, son, daughter, wife, husband, grandmother, grandfather, brother, sister, grandchild, father in law, mother in law, son in law, daughter in law, brother in law, sister in law, and any other member of the immediate household. The granting of this leave is subject to the approval of the Executive Officer. The employee shall sign a statement, under penalty of perjury, certifying the necessity of such leave. In the case of unusual circumstances, the Board of Trustees may require a certificate from a medical doctor or other acceptable source as proof of such illness.
In case of death of a member of the employee's immediate family, bereavement leave with full pay may be granted. The immediate family shall be interpreted as father, mother, son, daughter, wife, husband, grandmother, grandfather, brother, sister, grandchild, father in law, mother in law, son in law, daughter in law, brother in law, sister in law, and any other member of the immediate household. The granting of this leave is subject to the approval of the Executive Officer. The employee shall sign a statement, under penalty of perjury, certifying the necessity of such leave. In the case of unusual circumstances, the Board of Trustees may require proof of death.
DATE OF ADOPTION: 4/21/80
REVISED: 9/15/97; 12/18/06
REVIEWED: 5/15/00; 5/19/03
LEGAL REFERENCE: (Code of Iowa) 20.9; 260C.14
RELATED ADMINISTRATIVE PROCEDURES: A14
TITLE: PERSONNEL Worker's Compensation
Employees of the District shall not be entitled to both sick leave and worker's compensation, which is paid for work time that may be missed.
When and if worker's compensation is paid to an employee for missed work time that has already been covered by sick leave, the employee shall make payment of said worker's compensation to EICCD.
DATE OF ADOPTION: 4/21/80
REVISED: 9/15/97
REVIEWED: 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14; 279.40
RELATED ADMINISTRATIVE PROCEDURES: A11
TITLE: PERSONNEL Tuition Reimbursement for Employees
Any regular full time employee of the District may request tuition reimbursement for coursework at its colleges. The spouse or dependent children of regular full time staff may request tuition reimbursement for credit coursework at its colleges. This benefit also applies to spouses and dependent children of deceased regular full-time staff members.
All tuition reimbursement requests must comply with established administrative policy and be approved by the Executive Officer. Tuition reimbursements will be made following satisfactory completion of the course.
DATE OF ADOPTION: 10/19/92
REVISED: 9/15/97; 5/19/03; 8/18/03
REVIEWED: 5/15/00; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES: A13
TITLE: PERSONNEL Campus Political Activities
The Board of Trustees recognizes and encourages the right of District employees, as citizens, to engage in political activity. However, the Board also recognizes that the District-paid time of its employees, paid for by all the people of the merged area, shall not be used for political purposes.
DATE OF ADOPTION: 4/21/80
REVIEWED: 9/15/97; 5/15/00; 5/19/03
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES: A14
TITLE: PERSONNEL Academic Freedom
A. Dismissal will not be used to restrain professional employees in their exercise of academic freedom or other rights of American citizens.
B. A professional employee shall be entitled to full freedom in research and in the publication of the results, subject to the adequate performance of his/her other academic duties.
C. A professional employee shall be entitled to freedom in the classroom to discuss matters relevant to the subject, including those that may be controversial, but not to introduce into his/her teaching controversial matter that has no relation to the subject.
D. A professional employee shall be entitled to freedom in the selection of textbooks, instructional approaches, audio-visual aids and other teaching aids, within budgetary limitation.
E. Professional employees are citizens and members of a learned profession. When they speak or write as citizens, they should be free from institutional censorship or discipline, but their special position in the community imposes special obligations. As persons of learning, they should remember that the public may judge their profession and their institution by their utterances.
DATE OF ADOPTION: 8/24/81
REVISED: 9/15/97; 12/18/06
REVIEWED: 5/15/00; 5/19/03
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Employee Membership in Professional Organizations
The Board of Trustees recognizes and encourages District employees to become members of and participate in the activities of professional organizations. Membership in these professional organizations shall not infringe on the ability of the individual employees to accomplish their functions within the District.
DATE OF ADOPTION: 11/18/85
REVIEWED: 9/15/97; 5/15/00; 5/19/03
REVISED: 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES: A32
TITLE: PERSONNEL Early Retirement Program
The following terms and conditions constitute the Eastern Iowa Community College District Early Retirement Program:
A. Eligibility
1. Minimum Age -- 55 years of age as of July 1st of the year retirement begins.
2. Service at EICCD
a. Minimum of 10 years of service as a full time employee.
b. Time authorized for leaves of absence is included.
c. “Years of service” refers to years of continuous service as an employee of EICCD.
3. Employment categories include all full time employees who meet eligibility
requirements.
B. Terms and Conditions
1. Written application for early retirement shall be submitted to the Chancellor by March 1 of the year retirement is to begin.
2. Instructional staff must retire at the end of the teaching contract for the academic year.*
3. Administration, professional staff and support staff must retire at the end of the fiscal year.*
4. The District will contribute the monthly cost of single health care for those retiring employees who are receiving retirement benefits from IPERS or TIAA-CREF and who continue single or family health coverage through the District’s plan. This contribution will continue until the employee’s death or the employee reaches Medicare eligibility, whichever first occurs.
5. Early retirement payments shall be paid to the employee through the special pay deferral plan that utilizes IRS Code Section 401 (a) and 403(b).
6. The payment shall be divided into equal payments over two fiscal years.
7. Upon the death of an employee, any early retirement payments remaining under Paragraph B8 shall be paid to the beneficiary designated under IPERS or TIAA-CREF.
8. An employee who is approved for early retirement shall receive payment according to the following schedule:
Years of Percent of
Service Salary**
10 50.00
11 50.75
12 51.50
13 52.25
14 53.00
15 53.75
16 54.50
17 55.25
18 56.00
19 56.75
20 57.50
21 58.25
22 59.00
23 59.75
24 60.50
25 61.25
26 62.00
27 62.75
28 63.50
29 64.25
30 65.00
Add .75% for each additional year of service.
* Exceptions to the stated timelines must be approved by the Executive Officer.
** “Salary” refers to an employee's base salary for the year prior to retirement. This does not include overtime, supplemental or other pay above and beyond the base salary.
DATE OF ADOPTION: 10/21/02
REVISED: 4/21/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 279.46
RELATED ADMINISTRATIVE PROCEDURES: (Prior policy approved 7/21/86; repealed 10/21/02)
TITLE: PERSONNEL Definitions
Employment status for employees not covered by a collective bargaining agreement will be established at the time of employment and is defined as follows:
(RFT) Regular Full-time One who is employed 30 hours or more per week and who is hired with the expectation of working for six (6) months or more.
(RRFT) Reduced Regular Full-time One who is employed twenty (20) hours a week but less than thirty (30) hours a week and who is hired for six (6) months or more.
(RPT) Regular Part-time One who is employed less than 50% of the time and for more than six (6) months.
(TE) Temporary — One who is employed for less than six (6) months.
Fringe benefits apply as follows:
(RFT) Retirement*, insurance, sick leave, vacation.
(RRFT) Retirement*, sick leave.
(RPT) Retirement*.
(TE) Retirement*.
* Must meet guidelines set up by IPERS to be eligible for retirement benefits.
DATE OF ADOPTION: 4/21/80
REVISED: 9/15/97
REVIEWED: 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 97B.42; 260C.14
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Retirement Programs
Employees for whom it is required to provide a retirement system will have the option of being members of the Iowa Public Employees Retirement System (IPERS) at an employee contribution of 3.70% of the annual covered wage and an employer contribution of 5.75% of the annual covered wage;
or
an Optional Retirement Plan with Teachers Insurance and Annuity Association/College Retirement Equities Fund (TIAA CREF) under the 403a 414h(2) plan document administered by the Iowa Association of Community College Trustees at an employee contribution of 3.70% of the annual covered wage as determined under the IPERS plan and an employer contribution of 5.75% of the annual covered wage as determined under the IPERS plan.
DATE OF ADOPTION: 3/14/94
REVISED: 9/15/97
REVIEWED: 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 97B.42; 260C.14#17
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Family & Medical Leave of Absence
Any eligible employee may receive up to twelve (12) weeks of unpaid leave in any one-year period consistent with the provisions of the federal Family and Medical Leave Act (FMLA). An eligible employee is one who (1) has worked for the District for at least a year and who (2) worked at least 1,250 hours during the 12-month period preceding the leave. The employee may apply any paid vacation, personal, or sick leave that is both available and permissible toward the twelve (12) weeks, with the remaining leave unpaid.
For instructional employees, at the discretion of the District, unpaid leave may be extended to the end of a term in order to avoid disruption of continuity in the classroom.
This leave is for the birth of a child; the placement of a child for adoption or foster care in the employee's home; the serious illness of the employee's spouse, parent or child; or the serious illness of the employee. The employee will be required to provide medical certification.
When this leave is due to the serious illness of the employee or a family member, the leave may, where medically necessary, be taken on an intermittent basis.
Where the need for such leave is foreseeable, the employee must provide at least thirty (30) days notice.
Health benefits continue during this leave, with the District and employee continuing to pay their proportionate shares. The employee may be required to reimburse the District's share if the employee does not return to work after the leave.
Upon the employee's return to work, the employee will be restored to the same or an equivalent position. The employee will not accrue vacation or sick leave nor will the period of leave be considered in determining the rate of vacation or sick leave to be accrued by the employee after returning to full employment.
The length of any leave taken under Family & Medical Leave, Policy No. 435, will not be applied to reduce the length of any Extended Leave of Absence that may be granted under Policy No. 422.
DATE OF ADOPTION: 8/16/93
REVISED: 3/11/96
REVIEWED: 9/15/97; 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Drug Free Workplace
It is the policy of the Board of Trustees to take reasonable measures within our power to establish a drug-free workplace as required by the Drug-Free Workplace Act of 1988.
Employees are expected and required to report to work on time and in appropriate mental and physical condition for work. It is our intent and obligation to provide a drug free, healthful, safe and secure work environment.
The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance on District premises or while conducting District business off District premises is absolutely prohibited. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences.
The District recognizes drug abuse as a potential health, safety and security problem. Employees needing help in dealing with such problems are encouraged to seek help and utilize our health insurance plans, as appropriate. For purposes of this policy, the term "drug" includes alcohol.
Employees must, as a condition of employment, abide by the terms of the above policy and report any conviction under a criminal drug statute for violations occurring on or off District premises while conducting District business. A report of such conviction must be made within five (5) days after the conviction.
DATE OF ADOPTION: 4/3/89
REVISED: 9/15/97; 12/18/06
REVIEWED: 5/15/00; 5/19/03
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Smoking Policy
Smoking in District buildings shall be prohibited.
DATE OF ADOPTION: 8/19/91
REVISED: 9/15/97
REVIEWED: 5/15/00; 5/19/03; 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES:
TITLE: PERSONNEL Consensual Relationships
To foster positive environments for learning, to avoid the potential for exploitation or preferential treatment, and to promote professionalism that is derived from mutual trust and respect, Eastern Iowa Community College District prohibits consensual relationships between District staff and those who work or learn directly from those employees.
Eastern Iowa Community College District defines consensual relationships as amorous, romantic or sexual relationships in which consent appears to be mutual between the parties, but where this is a definite power differential between the two parties.
Such relationships would include romantic and sexual relationships between instructors and current students in their classes; between direct supervisors and supervisees; and between administrative staff and students. Consensual relationships that have the potential for serious or adverse consequences for the employee, student, or district, and in particular any relationship in which potential legal claims of harassment or exploitation could arise, must be avoided.
DATE OF ADOPTION: 12/18/06
LEGAL REFERENCE: (Code of Iowa) 260C.14
RELATED ADMINISTRATIVE PROCEDURES: