Policy IV-C: Policy on Employment

Policy for Employment of Contracted Personnel

The Board of Trustees shall employ a Chancellor of the college for a term not to exceed three years. Other employees, including faculty, administrators and professionals, may be employed by the Board of Trustees under the specific terms of a contract upon recommendation of the Chancellor. Every employee, including those employed under contract, serves the Board subject to assignment by the Chancellor.

Policy for Employment of Non-Contracted Personnel

Non-contracted employees, including part-time faculty, staff and professional staff who have not been given a contract, will serve at the will of the Board of Trustees upon recommendation of the Chancellor. These at-will employees may be terminated for any reason or for no reason so long as it is not an illegal reason upon the recommendation of the Chancellor and approval by the Board of Trustees.

Policy for Interviewing and Recommending Full-Time Contracted Personnel

There shall be on each campus of the college, a personnel committee charged with the responsibility of interviewing qualified applicants for full-time contracted personnel vacancies for the purpose of formulating a recommendation to the district office.

Policy Concerning Assignment to Acting Positions

From time to time employees may be assigned duties on an acting basis to assist in the orderly coordination of the college district. An employee may be assigned to an acting position for up to six (6) months. All acting assignments must be ratified by the Board of Trustees. Requests to continue an employee in an acting status beyond six (6) months must be brought back to the Board of Trustees for authorization. All assignments of this nature shall be at the will of the Chancellor and are not to be considered as permanent. The employee may receive a stipend as deemed appropriate for the duties. The employee assigned to any position may be reassigned to another position or returned to his or her former employment upon recommendation of the Chancellor or his/her designee.

(Effective March 2, 1981. Revised July 11, 1988, February 3, 1992 and October 6, 1997; Reviewed February 5, 2008.)

Policy on Medical Examinations

The college reserves the right to require an employee to undergo a medical examination (physical or mental) to secure a licensed practitioner's certification that the employee can perform his or her essential job functions whenever circumstances indicate this to be an item of concern. The exam will be used solely for the purpose of determining if there is a condition that interferes with the employee's performance of his or her assigned duties. Such required examinations shall be conducted by a licensed practitioner selected by the college, and such examination shall be paid for by the college.

Policy on New Employee Medical Examination

New employees with job classifications of maintenance employees, police officers, cafeteria workers, child care employees, printing employees and bookstore employees will be required to undergo a physical examination prior to their first day of employment to determine if they are fit to perform the essential functions of their job. This will be done by a licensed practitioner selected by the college and paid by the college.

Questions concerning this policy should be directed to the district Human Resources Office who will make all arrangements for the medical examination.

Policy on Nepotism

An applicant, whether internal or external, shall not be hired by the District in any full-time, part-time, or temporary position when the applicant would directly or indirectly be supervised by, or be supervisory to, a current district employee who is related to the applicant within the third degree of consanguinity or second degree by affinity as defined by the state nepotism statues.

The applicant shall not be related by blood within the third degree, or by marriage within the second degree to a person in a direct or indirect supervisory relationship as defined by this policy.

For the purpose of this policy, "direct or indirect" supervision exists when the applicant or the current employee would, under an existing policy or procedure, be required to approve an employee action or would have authority over terms or conditions of employment of the other.

Policy for College Officials Serving on Committees, Commissions, Boards or Agencies

When a college employee is to be off from his/her job to serve on a district or regional or state board, committee or commission, the following criteria must be met:

• Permission must be obtained from the campus President and the Chancellor or Executive Vice Chancellor.
• Committee or commission must be of benefit to the college as determined by the campus President and Chancellor or Executive Vice Chancellor.
• Committee or commission must be related to the employee's area of expertise or college-related in some manner.
• Information regarding frequency of meetings, amount of release time needed, cost of travel for serving, and length of service must be submitted prior to the final appointment of the employee.