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Personnel Policies

The College President, or his/her designee, is authorized to establish procedures and directives pertaining to:

  • Employment and separations.
  • Employee conduct and performance.
  • Grievances and complaints.
  • Due process.
  • Discipline.
  • Salary administration.
  • Working hours.
  • Training and development.
  • Leaves of absence.
  • Safety and health.
  • Travel.
  • Employee recognition and awards.
  • Like subjects pertaining to personnel.

In those areas where the Board has adopted specific Administrative policy statements related to personnel issues, the College President’s procedures and directives shall adhere thereto.  Notwithstanding the provisions of this policy statement, all unique, sensitive, and/or potentially controversial personnel procedures and directives will be submitted to the Board.

 

Employment Policies

The Board is the sole authority for the appointment of all employees who report directly to the College President. Employment may be terminated by the Board at any time pursuant to the notice of employment or at the pleasure of the Board of Regents.  The Board may delegate to the College President the appointment, terms of contract, and remuneration of all other employees.

 

Faculty Hiring Policy

General Education faculty requirements include a minimum of a master level degree with 18 graduate credits in the content area.

Technical faculty requirements include a minimum of a bachelor’s degree in an appropriate area and three years of appropriate business/industrial experience.

If faculty candidates do not meet the educational requirements, the candidate who is offered the position must agree to obtain their educational requirements within a reasonable period of time.

 

Dismissal of Contract Employees

Dismissal of contract employees shall be as specified in Missouri Statutes and shall be according to the following causes:

  1. Physical or mental condition making him/her unfit to instruct or associate with students.
  2. Immoral conduct.
  3. Incompetency in line of duty.
  4. Failure to obey the laws of the state or the policies of the Board.
  5. Failure to perform duties as assigned by any superior in the chain of command as per the College administrative structure.
  6. Inability to get along with administrators, supervisors, and/or fellow employees.
  7. Excessive or unreasonable absence from performance of duties.
  8. Conviction of a felony or conviction of any crime involving moral turpitude.

 

Separation of Employment

Resignation or Dismissal: The College has generally two categories of employees.

The first category of employees are generally referred to as staff and are at-will employees who are legally entitled to resign after giving the required period of notice to the College. Resigning employees are encouraged to provide no less than two weeks’ notice, in writing, to facilitate a smooth transition out of the organization. Some positions may require several months of transition while others may only require the obligatory two week notice. The College retains the right to terminate an employee at any time.

The second category of employees are contracted employees who sign an agreement for employment for a fixed term, typically faculty working 9, 10, 11, or 12 months. During the period of this agreement, the College may not terminate a contracted employee without cause nor may the employee who has agreed to work for a fixed term resign without cause (see Dismissal of Contracted Employees). Contracted employees wishing to resign their employment prior to the end of the contract may only do so with the permission of the President of the College and mutually agreed upon satisfaction of the legal obligations the contract requires. These obligations include compensation of an appropriate amount to the College for the cost of obtaining a replacement and other expenses related to the process.

Retirement: The decision to retire from the MOSERS system is an important step in an employee’s career and requires working closely with MOSERS to understand all options available and meet all required deadlines. An employee’s decision to retire is not communicated to the College by MOSERS. Employees who have decided to retire are required to notify their supervisor and Human Resources in writing at least one month before the planned retirement date.

Job abandonment: Employees who fail to report to work or contact their supervisor for three consecutive workdays may be considered to have abandoned the job without notice, effective at the end of the third day. The supervisor shall notify Human Resources at the expiration of the third workday and may initiate the paperwork to terminate the employee. Employees who are separated due to job abandonment are ineligible for rehire. Contract employees who abandon their position before the end of the contract term will be responsible for damages associated with the breach of contract.

Rehire: Former employees who left the College in good standing and were classified as eligible for rehire may be considered for reemployment. An application must be submitted to Human Resources, and the applicant must meet all minimum qualifications and requirements of the position, including any qualifying exam, when required. An applicant or employee who is terminated for violating policy or who resigned in lieu of termination from employment due to a policy violation will be ineligible for rehire.

Return of College Property: The separating employee must return all College property at the time of separation, including but not limited to uniforms, cell phones, keys, electronic devices, and identification cards.

Exit Interview: The separating employee shall contact Human Resources as soon as notice is given.  An exit interview will be scheduled on the employee’s last day of work or another day, as mutually agreed on.

Accrued Vacation: Accrued vacation leave will be paid in the last paycheck.

Accrued Sick Leave: Accrued sick leave can be transferred according the appropriate MOSERS rules and guidelines in place at the time of termination but will not be paid to an existing employee.

Health and Welfare Benefits: Health and welfare benefits terminate on the last day of the last month of employment. Information for Consolidated Omnibus Budget Reconciliation (COBRA) continued health coverage will be provided upon termination of employment. Employees will be required to pay their share of any elected dependent and voluntary benefit premiums through the end of the month of termination.

 

LINE OF AUTHORITY

Responsible Office: President’s Office

Contact person in that office: Executive Assistant to the President

EFFECTIVE DATE

January 2022

Presidential approval: January 2022

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