EXPECTATIONS

Greenville College believes that education should be given under conditions which are conducive to the development of moral character and to the cultivation of the spiritual life. Therefore, staff employees (non-exempt) are expected to be supportive of the College Mission, Theological Assumptions and College Lifestyle Statement. (Appendix R) It is expected that staff employees will adhere to these standards during working hours and anytime while in or on Greenville College property.

President 's Cabinet and Administrative Staff must be in agreement with and supportive of the College Mission, Theological Assumptions, Philosophy of Education, Institutional Goals and Objectives and the College Lifestyle Statement and adhere to them at all times (Appendix R). It is expected that during employment at Greenville College, President 's Cabinet and Administrative Staff will remain in agreement and supportive of these standards and wholeheartedly support the entire program of the institution.

CONFIDENTIALITY

In addition, maintaining confidentiality is an integral part of an employee's responsibilities. It is expected that Employees will handle any confidential information entrusted to them in a professional manner. If there is a question whether certain information may be released, check with the Office of Payroll and Benefits.

PERSONNEL RECORDS

The personnel records of each staff member are maintained in the Office of Payroll and Benefits. It is the responsibility of the employee to report any changes in marital status, number of children, dependents, telephone number, address, or other similar information to the Office of Payroll and Benefits. This information impacts payroll and federal and state withholding taxes and employee benefits.

ATTITUDE AND APPEARANCE

Greenville College expects employees to have a helpful and positive attitude toward students, fellow workers, and campus visitors. Employees should be professional, cordial, approachable and helpful. The College also expects employees to be well groomed and to dress in a professional manner appropriate for their job.

HIRING PROCESS

A Personnel Action Form (PAF) must be completed by the supervisor and approved by the appropriate persons prior to any offer of employment. (Appendix B) All personnel information, applications, and IRS forms must be completed and forwarded to the Office of Payroll and Benefits prior to employment. The personnel files for all staff will reside in the Office of Payroll and Benefits.

REQUEST FOR NEW POSITIONS

When a new position is requested, the following steps will be followed:

• A new job description must be written with the supervisor making a written request for this position to the respective Cabinet member stating the rationale for the request based on workload and budget.
• If the Cabinet member approves the request, he or she will forward the job description and rationale to the Office of Payroll and Benefits to establish the position title and pay range.
• This information will then be forwarded to the President's Office for Cabinet discussion and final approval. The President's Office will inform the Office of Payroll and Benefits of the final decision.
• The Office of Payroll and Benefits will communicate the decision to the supervisor.
• The position will be posted internally for a minimum of five days.
• The department will communicate to the Office of Payroll and Benefits if the position should be posted externally.
• Employment Applications and resumes will be sent to the department, either directly by the applicant or by the Office of Payroll and Benefits, for review and response.
• When a finalist has been chosen, the supervisor will submit a completed Personnel Action Form (PAF – Appendix B) to the Office of Payroll and Benefits.

EMPLOYMENT OF FAMILY MEMBERS

No immediate family member may be employed in positions where they will be subject to close supervisory authority of other family members or where a family member, in the ordinary course of business, makes decisions or plays a significant role in making decisions concerning work assignments, duties and responsibilities.

Immediate family is defined as husband, wife, son, daughter, mother, father, brother, sister, grandparents, grandchildren, step-children, father-in-law, mother-in-law, brother-in-law, and sister-in-law.

This policy applies to full-time, part-time, temporary and student employees. Any exceptions to this rule must be approved by the President and be subject to annual review.

FAMILY AND VISITORS IN THE WORKPLACE

Greenville College strives to maintain a family-oriented atmosphere. It is, however, also important to honor the professionalism and essential productivity of the College. Therefore, providing regular childcare in College offices during normal business hours is not allowed as it can interfere with employees' job duties.

EMPLOYEE REVIEW

It is the policy of Greenville College to conduct annual performance evaluations. This session is intended to recognize each employee's efforts and to offer encouragement and input about the employees' areas of responsibility. The employee will have an opportunity to provide input and suggestions.

SALARY INCREASES

Salary increases are determined during the annual budget process. When salary increases are given the increase is normally effective the beginning of each fiscal year (July 1 - June 30).

New staff hires will receive salary increases in the fiscal year (July 1 - June 30) following their employment start date (only when an across the board salary increase is given), according to the following chart:

Start date of employment is during the:

TRANSFERS

Employees are generally expected to serve in the position for which they are hired for at least one year prior to transferring to another position within the College. The Cabinet Member responsible for the area in which the employee is serving may approve exceptions where there is a clear institutional benefit.

Employees interested in applying for another position on campus must complete the “Notification of Request for Transfer” Form (Appendix T) and submit it to the Office of Payroll and Benefits. Employees interested in a transfer must complete the application process. Approved transfers will generally occur following a 30-day transition period.

RETURNING EMPLOYEES

Any full-time employee who returns to employment at Greenville College after an interruption of service not exceeding three (3) years for reasons acceptable to the College will maintain their prior years of service, for vacation and tuition waiver benefits.

ADMINISTRATIVE STAFF PARTICIPATION IN GOVERNANCE AND FACULTY ORGANIZATION

Administrative Staff are encouraged to pursue creative and scholarly projects and participate in the professional societies in their fields.

Please refer to Appendix E (Faculty Handbook) concerning Administrative Staff participation in governance and faculty organization.

Although not an inclusive list, all Administrative Staff may be involved in:

• serving on faculty committees (not required of first-year Administrative Staff)
• attending faculty meetings and other formal convocations of the faculty such as the Faculty Fall Fellowship
• marching in the academic processions of the College for the convocation, baccalaureate and commencement occasions, and participating in other special academic occasions as called upon (master's degree and at least half-time employment required to march.)
• serving as sponsors/advisors to student organizations and classes
• attending College events, e.g., chapels, faculty, and student activities during the year
• participating in community and church affairs
• serving as adjunct faculty upon request and with approval of appropriate Cabinet Member

PAY DAYS/WORKWEEK

Pay checks are issued twice per month, on the 15th and the last day of the month. Should the 15th or the last day of the month fall on a Saturday or Sunday, paychecks will be distributed on the preceding Friday. A work week is defined as the period from 12:01 a.m. Sunday through 12:00 midnight Saturday. A workday is defined as the period from midnight to midnight. A standard workweek is 37.5 hours.

HOURS

A standard working day is 7 ½ hours.

Academic Year

Office hours are 8 a.m. to 4:30 p.m. with a one hour unpaid lunch break. Some department's work schedules may vary in hours required, (e.g. physical plant and the library). Employees may adjust, with the approval of their supervisor, their beginning/ending time to fulfill a standard working day.

Administrative Staff are expected to work the normal 37.5 hour work week at minimum and be present during normal office hours as much as possible. Due to the nature of the duties of these positions more hours may be required and are exempt from overtime/compensatory time.

Summer

During the summer months, beginning the Monday one week after commencement and ending the Monday one week before the fall semester begins, office hours will be Monday through Friday from 7:30 a.m. to 4:00 p.m., with a one hour unpaid lunch break. Supervisors may adjust work hours depending on departmental needs.

OVERTIME

Non-Exempt Staff

Unless specifically authorized by the supervisor, an employee is not permitted to work overtime.

For approved overtime work, non-exempt staff will receive overtime pay for hours worked over 40 hours per week at one and one-half times the regular rate. Overtime worked in one pay period cannot be averaged out by working fewer hours in a corresponding pay period to obtain the minimum 40 hours standard.

Exempt Staff

Not-applicable

COMPENSATORY TIME

Non-Exempt Staff

If an employee desires, time-off can be given for hours worked above their normal shift. This time is called compensatory time. However, compensatory time must be used within the same workweek.

Exempt Staff

Not-applicable

OTHER PAYROLL INFORMATION

A Federal and State W-4 form and an I-9 form must be completed before an employee begins work. All mandatory tax deductions are taken from each check issued, along with all authorized benefit deductions. Gifts to the College may be authorized through payroll deduction. Forms authorizing this deduction are available in the Office of Payroll and Benefits. All new employees are required to participate in direct deposit to the bank(s) of their choice (up to a maximum of 3 accounts).

GRIEVANCE PROCEDURE

Greenville College recognizes that any time people work together closely conflict may arise. In an effort to resolve conflicts in a timely manner, the College seeks to foster open communication. As such, the College recognizes an employee's right to express grievances and to seek a solution concerning disagreements arising from working relationships, working conditions, employment practices, or differences of interpretation of policy that might arise between the institution and its employees.

When a grievance arises, employees of the College should seek to follow a biblical approach to conflict resolution. As we have sought to live this out we have adopted the following procedure:

1. If a grievance arises, discuss it with the individual or department most directly concerned,

2. If no resolution results from Step 1, the employee shall discuss the matter with his or her supervisor and should attempt to settle the matter at this level.

3. If no resolution results from Step 2, the employee may request a meeting with the Cabinet Member over his or her respective area.

4. If no resolution results from Step 3, the employee may appeal the matter in writing to the President for final disposition.

CONDUCT RESULTING IN DISCIPLINARY ACTION

Greenville College hopes that the working relationship between the employee and the College will be mutually satisfactory. However, an individual's employment will continue only so long as the employee is satisfied with the College and the College is satisfied with the employee. Just as the employee may resign at any time, he or she may be disciplined or discharged at any time.

The College makes no promise of continued employment for a specific period of time.

Any employee who performs his or her job in a manner that the College, in its sole discretion, deems to be unsatisfactory or is otherwise guilty of misconduct will be subject to discipline.

Because circumstances vary in each case involving possible disciplinary action, each situation will be handled on an individual basis. The types of formal discipline that may be imposed include, but are not limited to, verbal warnings, written warnings, suspension, and termination. Among the types of conduct that may result in discipline up to and including termination, depending on the seriousness of the offense in the judgment of the College's management, are the following:

• Insubordination, including, without limitation, the refusal promptly to obey a supervisor's order or to perform any assigned work.
• Theft of College property or the property of other employees.
• Willful misuse, destruction, or damage to College property or the property of other employees.
• The use, possession, consumption, or sale of intoxicants, including alcohol, tobacco or controlled substances, on College property or while on College business. Reporting to work under the influence of intoxicants, including alcohol or controlled substances, or reporting to work while suffering from an alcoholic hangover that interferes with job performance and/or safety.
• Physical or verbal threats against any employee, student, or other person(s) encountered while conducting College business or representing the College.
• Acts of espionage or sabotage against the College.
• Dishonesty or falsification of College records, including but not limited to falsification of employment applications, time records, other personnel records, or expense reports; intentionally giving false information to management personnel; and concealing defective work.
• Disclosing confidential material or information to unauthorized persons.
• Violation of established safety rules or safety practices.
• Excessive absenteeism or tardiness.
• Immoral or indecent conduct. Use of profane, obscene, abusive, or disrespectful language on College property or while conducting College business.
• Possession of weapons on College property.
• Violation of local, state, or federal laws.
• Smoking on College property.

The examples of prohibited conduct listed above are not, and are not intended to be, exhaustive or exclusive. Prohibited conduct for which an employee may be disciplined or discharged may exist in forms other than listed in the foregoing examples. Greenville College reserves its right to discipline for offenses as it, in its sole discretion, deems appropriate.

TERMINATION OF EMPLOYMENT

If an employee decides to voluntarily leave Greenville College for any reason, we request a minimum of two weeks advance notice of intention to terminate employment. The College needs this time for locating and hiring a replacement and to ensure that the final paycheck is prepared. Upon termination, an employee must return all keys, computer equipment, handbooks, and any other College property in their possession. The final paycheck will be paid on the next regular payday following termination assuming they have taken care of the items listed above.

PERSONNEL RECORDS

All personnel records are confidential to the administration of the College and shall not be made available to the public except for the following: Date(s) of employment shall be communicated on request with affirmation of employment status.

No file information relative to personnel evaluation, discipline or salary shall be released except by law. Salary will be confirmed for mortgage or credit purposes only upon receipt of a signed request for such verification from the employee.

An employee may have access to his or her own file. As a matter of normal practice, the College will respond as soon as possible to a request for review, but no longer than a 30 day period. Review of personnel files must be done in the presence of the Coordinator of Payroll and Benefits.

FAMILY EDUCATIONAL RIGHTS & PRIVACY ACT OF 1974 (FERPA)

The Family Educational Rights and Privacy Act of 1974, also known as the Buckley Amendment, helps protect the privacy of student education records. The Act provides for the right to inspect and review education records, the right to seek to amend those records, and the right to limit disclosure of information from the records. The intent of the legislation is to protect the rights of students and to ensure the privacy and accuracy of education records.

Many offices now have direct access to student information that is protected by this law. This makes it doubly important that all users of student records be made aware that the information handled and known by many office personnel is protected by law from disclosure to any other party. Directory information is information that is generally not considered harmful or an invasion of privacy if disclosed. Under the terms of FERPA, Greenville College, has established the following as directory information:

• Parents' names and addresses
• Student's name, address(es) and telephone numbers
• Date and place of birth
• Participation in officially recognized activities and sports
• Dates of attendance
• Major field(s) of study
• Degrees and awards received
• Denominational or religious preference
• Most recent previous school attended
• Athletic team members: height, weight and position played
• Photographs (non-captioned)

The previous information may be released for any purpose at the discretion of our institution. However, FERPA states that each student has the right to withhold any or all of the information. Greenville College will honor the student's request to restrict the release of “Directory Information.” Once restricted, that information cannot be released without the written consent of the student. A student may make such a request in the Records Office.

All users of information must check with the Records Office to make sure that any information being used is not protected information.

ABSENCE FROM WORK

Employees are required to promptly notify their supervisor in advance if they are not able to report to work each day. Excessive absenteeism or tardiness may result in termination.

SAFETY

It is expected that all employees on Greenville College 's campus will strive to use good judgment and safety precautions to help prevent accident and injury. Accidents which are work related not only cost the individual distress and pain but may also impact the scope of benefits the College can offer in the future. Since Greenville College is concerned with the safety of employees, it is expected that supervisory personnel will do everything possible to comply with safety standards and encourage their employees to do so. Failure to comply with a direct order in connection with the wearing of safety apparel or actions relative to safety will be considered insubordination.

EMERGENCY PROCEDURES

Buildings shall be evacuated in case of fire, bomb threats, or other life threatening emergencies when an alarm sounds and/or upon verbal instruction.  During a tornado warning or an earthquake, all employees should move to lower level interior halls away from moveable objects and glass doors or windows.  Areas in each building have been designated as emergency centers.  For more information refer to The Greenville College Emergency Plan. For further information please contact the Director of Campus Safety & Security located in the Lower Union.

OUTSIDE EMPLOYMENT

The College requires that full-time employees must receive approval from their supervisor prior to accepting outside employment or internal employment beyond their regular assignment that might interfere with their normal College work.

NETWORK AND COMPUTING RESOURCES

The internet is available to most offices for business purposes only. See Network and Computing Resources Policy for more information http://helpdesk.greenville.edu/policies/campusIT.php. (Appendix F)