DQH. Handbook Supplement. Classified Part Time Cl

GENERAL POLICY

All appointments to positions in the classified personnel category shall be on the basis of merit and fitness and in keeping with the laws and regulations of the State of Texas and the Board of Regents.

BEGINNING RATES

The minimum rate of pay for this class shall normally be paid upon appointment to the class. This is an hourly rate of pay position. An employee will be paid only for actual time worked.

WITHIN-RANGE INCREASES

Salary adjustments within an established range shall not be automatic although periodic salary adjustments may be given to the employee. Merit pay adjustments may be considered should staff evaluations reflect unusual meritorious service.

PERSONNEL ASSESSMENT

All classified personnel shall participate in an annual performance evaluation during the last full week in April, conducted in conference with their supervisors. Periodic performance reviews may be conducted when appropriate.

TRANSFERS

All employees in the classified service shall be subject to reassignment from work at one physical location to comparable work at another location as the operating needs of the college require. Insofar as possible, such changes of stations shall be made with due consideration to preference of employees, but consideration of administrative need shall be determinative. Unless reassignment is initiated by the college, a new employee must hold an assignment at least six (6) months before becoming eligible for transfer.

WORK SCHEDULES

The established regular hours of work for part-time employees shall be set by the immediate supervisor. It is the policy of the college to organize and schedule its activities in a manner that employees shall not be required to work in excess of established work periods, except when operating necessities demand.

GENERAL POLICY OVERTIME

Refer to DHP (7) of the Employee Handbook and/or the Policy & Procedure Manual.

EMPLOYEE BENEFITS

Refer to section DH in the Employee Handbook and/or the Policy & Procedure Manual.

DISABILITY

Refer to section DHC in the Employee Handbook and/or the Policy & Procedure Manual.

FMLA

Refer to section DHD in the Employee Handbook and/or the Policy & Procedure Manual.

RETIREMENT PROGRAMS/TEACHER RETIREMENT

Refer to section DI and subsections thereof in the Employee Handbook and/or the Policy & Procedures Manual.

SOCIAL SECURITY

All employees of the college are required to be covered by Old Age and Survivor's Insurance.

HOLIDAYS

Refer to DRA and DRB in the Employee Handbook and/or the Policy & Procedure Manual.

VACATION

Refer to DHK of the Employee Handbook and/or the Policy & Procedure Manual.

SICK LEAVE

Refer to section DHA in the Employee Handbook and/or the Policy & Procedure Manual.

JURY LEAVE

Refer to section DHL in the Employee Handbook and/or the Policy & Procedure Manual.

LEAVE WITHOUT PAY

Refer to section DHD in the Employee Handbook and/or the Policy & Procedure Manual.

FUNERAL LEAVE

Refer to section DHF in the Employee Handbook and/or the Policy & Procedure Manual.

SEPARATIONS RESIGNATIONS

An employee may resign in good standing by submitting his/her reasons for resignation in writing to his/her supervisor at least two (2) calendar weeks prior to the effective date of the resignation. No employee shall be granted vacation leave subsequent to the effective day of the employee's separation. All resignations shall be reported to the supervisor for approval by the President.

DISMISSAL AND DEMOTION

A Supervisor with his/her Dean’s/Director’s and appropriate member of the Executive Council’s approval may demote and dismiss employees at will. At will employees can be discharged for any reason or no reason.

APPEALS PROCEDURES

Appeals concerning rates of pay, classification of positions, hours of work, disciplinary action, and other conditions of employment may be made by the employee through established supervisory channels. In unusual cases, employee appeals may be referred for final decision to the President. Any employee has a right to make an appeal without prejudicing his employment at the college. An employee should consult with his/her supervisor concerning interpretations of the rules, working conditions, and other personnel matters, and should feel free at all times to discuss his/her problems with the supervisor.

OFFICE ETIQUETTE

College offices should practice common rules of etiquette of any good business. The following points are mentioned to guarantee the continuance of high professional office behavior.

1. No radios, TV sets, or similar items should appear in offices unless they are being used for formal instructional purposes or used to receive news of national importance.

2. No eating, smoking, or drinking should take place in offices occupied by secretaries since this detracts from the professional aspects of the college. No office will have coffee cups, soft drink bottles, and the like in evidence.

3. Lights must be turned off when offices are unoccupied.

4. Be very discreet in telephone visiting.

DRESS

Your choice of clothing calls for good judgement. Although South Plains College does not have a set of restrictions, keep in mind business-like attire is definitely preferred. This, of course, includes dresses and pantsuits and eliminates jeans, T-shirts, casual clothing and uncoordinated outfits.

 

Amendment: Clarification
Approved by: Executive Council
Nature of Revision: Wording
Approved: 12/97

 


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