A. Academic Integrity, Academic Freedom and Responsibility
- Academic Integrity
The principles enumerated below have been among the cornerstones of academic integrity for years. The faculty members reaffirm them here to provide a fuller view of our beliefs and our expectations for the future.
- We fully accept the responsibility of College teachers to establish and maintain standards of excellence in the courses they teach.
- We recognize the need for consistency and fairness in the evaluation of student performance.
- We fully recognize the need to maintain public confidence in the academic integrity of our colleges.
- We know that inflated grades have cheapened value, and therefore we strongly affirm the need to strengthen and preserve credible measures for evaluating student performance.
- Academic Freedom
Lee College, like all other institutions of higher education, serves the common good, which depends upon an uninhabited search for truth and its open expression. The points enumerated below constitute our position on academic freedom:*
- Faculty members of Lee College are appointed to impart to their students and their communities the truth as they see it in their respective disciplines. The teacher’s right to teach preserves the student’s right to learn.
- The mastery of a subject makes a faculty member a qualified authority in that discipline and competent to choose how to present its information and conclusions to students. The following are among the freedoms and responsibilities which should reside primarily with the faculty: planning and revising curricula, selecting textbooks and readings, selecting classroom films and other reaching materials, choosing instructional methodologies, assigning grades, and maintaining classroom discipline.
- Faculty members of Lee College are citizens and, therefore, possess the rights of citizens. These rights include, among others, the right as private citizens to speak freely outside the classroom on matters of public concern and to participate in lawful political activities.
- Prior restraint or sanctions should not be imposed upon faculty members of Lee College in the exercise of their rights as citizens or duties as teachers. Nor should faculty members fear reprisals for exercising their civic rights and academic freedom.
- Faculty members of Lee College have a right to expect their governing board and administrators to uphold vigorously the principles of academic freedom and to protect their faculty from harassment, censorship, or interference from outside groups and individuals. (Approved by the Lee College Board of Regents on October 21, 1993.)
- Academic Responsibility
The academic freedom of Lee College faculty members is accompanied by equally compelling obligations and responsibilities to their profession, their institutions and their communities. Faculty-members must defend the rights of academic freedom while accepting willingly the responsibilities enumerated below:
- Faculty members of Lee College should be judicious in the introduction of material in the classroom without forfeiting the instructional benefits of controversy.
- Faculty members of Lee College are entitled to all rights and privileges of academic freedom in the classroom while discussing the subjects they teach. No faculty member, however, should attempt to force on his or her students a personal viewpoint or be intolerant of the rights of others to hold or express diverse opinions.
- Faculty members of Lee College recognize their responsibility to maintain competence in their discipline through continued professional development and to demonstrate that competence through consistently adequate preparation and performance.
- Faculty members of Lee College recognize that the public will judge their institution and their profession by their public conduct. Therefore, faculty members should always make clear that the views they express are their own and should avoid creating the impression that they speak or act in behalf of their employing institutions or of their profession.
B. Academic Regalia
Regalia must be ordered at least six weeks prior to the event.
C. Board Policy
Copies of Lee College Board Policy Manual are available for all employees to review in the following locations:
- The President’s Office
- The Lee College Library
- The Human Resources Office
- The Office of the Instructional Deans
- The Office of the Dean of Student Development & Institutional Planning
- The HC/LC Office
- The College Attorney’s Office
- The Office of the Faculty Assembly Representative for Policy Change
- Participation in department/division budget development.
- Participation on or presentation to the Planning Committee during its annual hearings on new expenditures.
The budget is amended as necessary throughout the fiscal year. All amendments must be approved by the division chair, appropriate supervisory dean, the Dean of Financial Services, the College President and the Board. When these amendments occur between program areas or from transfers of administrative contingency funds, they will be periodically reported in either Faculty Assembly meetings or individual division meetings.
E. Cash Receipts
F. College Facilities
- Student Center – Student Activities Coordinator (ext. 6861)
- Phyllis Davis Reception Room- President’s Office (ext. 6300)
- Testing Center- Counseling Center (ext. 6384)
- Tucker Hall – Secretary of Purchasing Office (ext. 6320)
- Gazebo – Secretary of Student Development and Institutional Planning (ext. 6462)
- Edythe Old Studio (ext. 6379)
- The Sports Complex (ext. 6487)
The above lists only some of the rooms available. Also division secretaries schedule the rooms in their areas for classroom needs through the office of the Dean of Administrative Services.
G. College Property
H. College Vehicles
A complete set of regulations on use of vehicles is included in the Financial Services Policy Manual.
I. Communication Channels
J. Compensation, Benefits, Payroll, etc.
K. Conflict of Interest35
No College District employee who has authority to make recommendations or decisions regarding contracts with business entities shall accept outside employment with, or have a substantial interest in, a business entity that has a contract, work, or business with the College.
L. Copyrighted Materials
M. Drug-Free Work Place Policy36
- Any, controlled substance or dangerous drug as defined by law, including but not limited to marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate.
- Alcohol or any alcoholic beverage.
- Any abusable glue, aerosol paint, or any other chemical substance for inhalation.
- Any other intoxicant, or mood changing, mind altering, or behavior-altering drugs.
An employee who uses a drug authorized by a licensed physician through a prescription specifically for that employee’s use shall not be considered to have violated this policy. Each employee shall be given a copy of the District’s statement regarding drug-free workplace and drug-free schools, a description of the applicable legal sanctions under local, state, or federal law and a description of the health risks associated with the use of illicit drugs and the abuse of alcohol.
N. Drug-Free Workplace Requirements
Employees who violate this prohibition shall be subject to disciplinary sanctions. Such sanctions may include referral to drug and alcohol counseling or rehabilitation programs or employee assistance programs, termination from employment with the District, and referral to appropriate law enforcement officials for prosecution. Information on available rehabilitation or employee assistance programs is available in the Human Resources Office.
Compliance with these requirements and prohibitions is mandatory and is a condition of employment. As a further condition of employment, an employee shall notify the College President of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. Within ten days of receiving such notice—from employee or any other source—the District shall notify the granting agency of the conviction.
Within 30 calendar days of receiving notice from an employee of a conviction for any drug statute violation occurring in the workplace, the District shall either (1) take appropriate personnel action against the employee, up to and including termination of employment, or (2) require the employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a federal, state, or local health agency, law enforcement agency, or other appropriate agency.
O. Emergency Closures
Early morning decisions for delayed openings and/or all-day campus closures will be made by 5:00 a.m. Afternoon decisions for early, full, partial or specific location closures/evacuations will be made by 2:00 p.m. for evening classes.
The President, designee or Dean of Administrative Services notifies the Dean’s Council and the Assistant to the President for Special Projects:
The Deans and Executive Director for Institutional Advancement begin the campus-wide process of calling department heads who are to call their lead people, who call their section heads and so on until all full and part-time employees/student workers are notified. Establishment and maintenance of calling system is the responsibility of each area.
The Public Information Manager prepares and provides written/verbal statement(s) and notifies:
- Media —-Read Communications (who notifies all Houston area media outlets) and calls/emails KWWJ 1360 AM in Baytown and KSHN 99.9 FM in Liberty, and WNZH-1610 AM. Baytown Department of Emergency Management and Disaster Preparedness.
- Campus Security—with information for signs if posted on campus doors, or whether to secure entrances, and/or guide exiting traffic as necessary.
- Director of IT–who has the switchboard operator record a message on the main campus telephone system and has the web coordinator put the message on the Lee College home page.
- Sends all-user email, as appropriate.
- Calls satellite location managers, especially if their location (only) is affected.
- Calls Athletic Director.
- Calls Student Activities Director with request that he notify/email appropriate student organizations.
P. Emergency Procedures
Q. Equal Opportunity/Affirmative Action37
Lee College shall not discriminate in employment, as set out above, because an individual is age 40 or above.
As an exception to the policy stated above the Board may employ an individual on the basis of an individual’s religion, sex, national origin, or age in those certain instances where religion, sex, national origin, or age is a bona fide occupational qualification reasonably necessary to the normal operation of the College.
The College district shall not deny initial employment, reemployment, retention in employment, promotion or any benefit of employment on the basis of membership in a uniformed service, performance in a uniformed service, application for uniformed service, or obligation to a uniformed service. The College District shall not take adverse employment action or discriminate against any person who takes action to enforce protections afforded by the Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA).
The College District may not substantially burden an employee’s free exercise of religion, unless the burden is in furtherance of a compelling governmental interest and is the least restrictive means of furthering that interest.
The College shall not discriminate, as set out above, against a qualified individual with a disability because of the individual’s disability in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment. Discrimination includes not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability, unless the College can demonstrate that the accommodation would impose an undue hardship on the operation of the College.
Lee College shall not exclude or deny equal jobs or benefits to, or otherwise discriminate against, a qualified individual because of the known disability of an individual with whom the qualified individual is known to have a family, business, social, or other relationship or association.
Lee College shall designate at least one employee to coordinate its efforts to comply with and carry out it’s responsibilities under Title II, Subtitle A, of the Americans with Disabilities Act and its implementing regulations, including any investigation of any complaint communicated alleging the College’s noncompliance or actions prohibited by those provisions. The College shall make available to all interested individuals the name, office address, and telephone number of the employee(s) so designated.
The College shall make available to applicants, participants, beneficiaries, and other interested persons information regarding the provisions of Title II of the American Disabilities Act and its applicability to the College’s programs, services, and activities. The information shall be made available in such manner, as the Board and College President find necessary to apprise such persons of the protections against discrimination assured them by the ADA.
The College shall post notices in an accessible format to applicants, employees, and members describing the applicable provisions of Title I of the ADA.
The term “disability” means, with respect to an individual, a physical or mental impairment that substantially limits one or more of the individual’s major life activities, a record of having such an impairment, or being regarded as living with such an impairment. “Major life activities” means functions such as caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working.
The term “qualified individual with a disability” means an individual with a disability who, with or without reasonable accommodation, can perform the essential functions of the employment position that the individual holds or desires. Consideration shall be given to the College’s judgment as to what functions of a job are essential, and if a written description has been prepared before advertising or interviewing applicants for the job, the description shall be considered evidence of the job’s essential functions.
The term “reasonable accommodation” may include:
Making existing facilities used by employees readily accessible to and usable by individuals with disabilities and job restructuring, part-time or modified work schedules, reassignment to a vacant position, acquisition or modification of equipment or devices, appropriate adjustment or modification, of examinations, training materials or policies, the provision of qualified readers or interpreters, and other similar accommodations for individuals with disabilities.
The term “undue hardship” means, an action requiring significant difficulty or expense, when considered in light of factors related to the nature and cost of the accommodation needed, overall financial resources of the affected facility and the College, and other factors set out in law.
The term “qualified individual with a disability” does not include any employee or applicant who is currently engaging in the illegal use of drugs, when the College acts on the basis of such use. Nor does it include any individual who is an alcoholic whose current use of alcohol prevents the employee from performing the duties of the job in question or whose employment, by reason of such current alcohol abuse, would constitute a direct threat to property or the safety of others.
As a qualification standard, the College may require that an individual shall not pose a direct threat to the health or safety of other individuals. In the workplace. Although the term “physical or mental impairment” includes such contagious diseases as HIV disease (whether symptomatic or asymptomatic) and tuberculosis, an individual who by reason of such disease or infection would pose a direct threat to the health or safety of others that cannot be eliminated or reduced by reasonable accommodation or who is unable to perform the duties of the job shall not be considered a “qualified individual.”
The determination that an individual poses a “direct threat” shall be based on an individualized assessment of the individual’s present ability to safely perform the essential functions of the job. The assessment shall be based on a reasonable medical judgment that relies on the most current medical knowledge and/or the best available objective evidence. In determining whether an individual would pose a direct threat, the factors to be considered include:
- The duration of the risk;
- The nature of the severity of the potential harm;
- The likelihood that the potential harm will occur; or
- The imminence of the potential harm.
R. Ethical Standards for Employees38
They are expected to support the philosophy of the College and to be aware of and concerned with the broad range of objectives and capabilities of the students who the College seeks to serve. They will seek to develop the most effective instructional techniques and will be receptive to new approaches which offer promise. They will provide guidance to students which will promote their welfare and their proper educational development.
The following standards of conduct shall apply to all employees of the College.
- No employee shall accept or solicit, any gift, favor, or service that might reasonably tend to influence the employee in the discharge of official duties or that the employee knows or should know is being offered with the intent to influence official conduct.
- No employee shall accept employment or engage in any business or professional activity that the employee might reasonably expect would require or induce the disclosure of confidential information acquired by reason of the official position.
- No employee shall accept other employment or compensation that could reasonably be expected to impair the employee’s independence of judgment in the performance of official duties.
- No employee shall make personal investments that could reasonably be expected to create a substantial conflict between the employee’s private interest and the public interest.
- No employee shall intentionally or knowingly solicit, accept, or agree to accept any benefit for having exercised the employee’s official powers or performed official duties in favor of another.
S. Expunging Personnel Files, Right to Review Material39
Materials originated by the employee may be placed in the personnel file without examination by, or notice to, that employee.
In the event an employee fails or refuses after a reasonable time to sign or initial material as provided above, the College President shall cause to be forwarded to the employee, by certified mail, return receipt requested, a copy of the material in question. A notation shall be placed on the file copy of the material in question showing the fact and date of mailing. Proof of delivery shall also be attached if available.
An employee shall have the right to respond in writing to any material placed in his/her personnel file. Any such response shall be attached to the material in question.
T. Faculty Credentials40
U. Faculty Offices
V. Field Trip Procedures
W. Immigration Reform and Control Act of 1986
X. Intellectual Property Policy41
- All classes of intellectual property, scientific and technological developments, materials or objects created on the employee’s own time, and without the use of College facilities, equipment, materials, or support, shall be the sole property of the creator.
- Materials or objects created by employees at College expense or on College equipment shall be the property of the College. The College, in return for unrestricted license to use and reproduce original work without royalty payment, shall transfer full ownership to the creator of any present or subsequent copyright/patent in accordance with the following paragraph.
- In the event that materials or objects are sold to entities outside the College, all income shall go to the College until all developmental expenditures incurred by the College for that project, including, but not limited to, stipends paid to the developer (over and above contract salary), prorated support staff salaries, supplies, and other expenses related to the creation of the materials or objects, are recovered. Thereafter, all remuneration as a result of copyright publication or patented sale shall go to the creator(s) of the materials or objects.
- It is the intention of the Board that any employee developing materials, and the like, defined by this section will be permitted to participate in any royalties. The staff members and/or College District may market the intellectual property upon written notification to the other party at which time an agreement on the division of any royalties received shall be made between the staff member and the College District. The division of any royalties received shall be contingent on the approximate amount of participation in the project by each party as determined by the College President and his or her staff. Further, the inventor or copywriter may participate in the management of a business related to development of his or her intellectual property. Finally, the inventor or copywriter may share in the equity of a company designed to market for profit the invented product, disclosure, trade secret, computer software, or other item or service.
- No College District employee shall realize a profit from materials sold exclusively to Lee College students.
License agreements made with third parties under this policy should contain all provisions as are determined to be in the best interest of both the College District and the inventor and shall be submitted for confirmation to the Board. Materials produced under an externally funded grant will be guided by the terms of the grant.
Y. Keys/Security of Teaching Space
Z. Library Privileges and Circulation
Recognizing that faculty use library resources differently than students and other employees, a circulation policy will be written that applies to their special needs. Needs of faculty include extended borrowing privileges and suspension of late fees.
All faculty bear the responsibility for returning borrowed library materials. Items that are checked out on a faculty card are the responsibility of that faculty member. All book items (including government documents) checked out during a semester will be due at the end of that semester. Items of this nature can be renewed for one additional semester. Media items have a one-week circulation period with a two-week renewal extension. Items that are significantly late or not returned will be declared lost and become the financial responsibility of that faculty member.
If faculty require extended circulation periods, such as materials checked out at the end of a semester that are needed for preparation for the next semester, please notify circulation personnel upon checkout. Items may be recalled by other patrons, including other faculty members. Recalled items should be returned in one week. Faculty who recall media items may need them returned sooner than one week so that items can be used in class instruction. Library staff will communicate this need to original borrowing faculty. Library staff cannot provide faculty with information regarding another patron’s circulation record.
Faculty will be provided notification when materials become/are overdue. Failure to return overdue items will result in borrowing privileges, ordering privileges, and remote privileges being blocked.
BB. Media Services
CC. Naming of Buildings
- Relation to Board Member:
CONSANGUINITY–Two persons are related to each other by consanguinity if one is a descendent of the other or if they share a common ancestor. For this purpose, an adopted child is treated as a natural child of the adoptive parents.
The degree of relationship by consanguinity between a person and his/her descendent is determined by the number of generations that separate them. If a person and his/her relative are related by consanguinity, but neither is descended from the other, the degree of relationship is determined by adding the number of generations between the person and the nearest common ancestor shared by him/her and his/her relative to the number of generations between the relative and the nearest common ancestor.
If a Board member is the prospective employee’s parent or child, there exists a relationship in the first degree. If a Board member is the prospective employee’s grandparent, grandchild, sister, or brother, there is a relationship in the second degree. If a Board member is the prospective employee’s great grandparent, great grandchild, aunt, uncle, niece, or nephew, there is a relationship in the third degree. These are the only relationships by consanguinity that is prohibited by the nepotism policy.
AFFINITY–Two persons are related to each other by affinity if they are married to each other or if the spouse of one of the persons is related by consanguinity to the other person.
A husband and wife are related to each other in the first degree by affinity. For other relationships, the degree of relationships by affinity is the same as the degree of the underlying relationship by consanguinity. If a Board member’s spouse is the prospective employee’s parent or child, or if the prospective employee’s spouse is a Board member’s parent or child, there exists a relationship in the first degree. If a Board member’s spouse is the prospective employee’s grandparent, grandchild, sister, or brother, or if the prospective employee’s spouse is a Board member’s grandparent, grandchild, sister, or brother, there is a relationship in the second degree. These are the only relationships by affinity that are prohibited by the nepotism law.
Divorce or the death of a spouse terminates relationships by affinity created by a marriage unless a child of the marriage is living. If a child of the marriage is living, the marriage is considered to continue until the youngest child of that marriage reaches the age of 21.
This policy shall not affect any person who has been employed by the College for a continuous period of six months prior to the date of the election of the Board member to whom that person is so related, or 30 days before the appointment of the member to whom that person is so related.
When a person is allowed to continue in employment under this exception, the Regent who is related to the employee shall not participate in the deliberation or voting on the appointment, reappointment, employment, reemployment, change in status, compensation, or dismissal of the employee if the action applies only to the employee and is not taken with respect to a bona fide class or category employee.
It is illegal to evade the provisions of this policy by trading.
NOTE:An example of trading would be if a Board member employed the relative of a person subject to the nepotism statute, in return for which that person employed a relative of the Board member, given the fact that neither employer could legally employ his or her own relative.
The rules against nepotism apply to employees paid with public funds, regardless of the source of those funds. Thus, the rules apply in the case of a teacher paid with funds from a federal grant.
- Relation to Employee:
No person shall be employed by the College who is related within the third degree by consanguinity or second degree by affinity to an employee who has authority to make decisions relating to employment practices for the position in question, including employment and approval of pay.
After March 15, 1990, when a person in a supervisory position marries a person whom he or she supervises, the supervised spouse shall be transferred to another position for which he or she is qualified if such position is available within the College. In the event such position is not available within the College, the supervised spouse shall be deemed to have resigned his or her employment with the College effective as of the date of the marriage.
This policy shall not apply to persons employed in either full time or part-time positions prior to March 15, 1990.
EE. Outside Employment43
FF. Part-time Faculty
It is not necessary to advertise for part-time employees if a sufficient “applicant pool” is present. However, the position may be advertised locally. Part-time employees will compete with all other candidates for advertised full-time positions. Part-time faculty must meet the same credential requirements as full time faculty.
Part-time faculty are supervised by the division chair in their subject area and the appropriate instructional dean. In addition, several divisions assign full-time faculty mentors to part-time faculty.
More detailed information about the responsibilities of part-time faculty is available in the Part Time Faculty Handbook.
GG. Payroll and Work Schedules
Nine-month faculty are employed for 180 working days, Twelve month faculty personnel are employed 240 working days. Faculty work schedules will be governed by the schedule of classes and Official College calendars.
Personnel Non-teaching professional personnel shall work at least a 40-hour week during a seven-day period. Professional personnel, who are exempt from provisions of the Fair Labor Standards Act, are not eligible for overtime pay or compensatory time off in lieu of overtime pay. The Administration may make exceptions to the minimum length of the workweek and the maximum length of a workday in order to achieve and maintain operational efficiency at the College or any of its offices, departments, or divisions provided that no full-time salaried employee may be authorized to work fewer than 40 hours in a calendar week by reason of action taken pursuant to this provision.
- Classified Personnel
Classified personnel shall work 40 hours per week during a seven-day week. Computation for payroll purposes is made on the basis of 2,080 hours per year. Classified employees are covered under provisions of the FLSA, and, therefore, are eligible to receive premium overtime pay, or compensatory time off in lieu of overtime pay. (See Section XXIII (MM))
II. Professional Development Opportunities
- Professional Development
The president shall appoint annually a professional development committee of staff and faculty that is responsible for planning and facilitation of professional development activities.
The Staff Advisory Council (with the assistance of the President) also assess needs and plans in-house professional development workshops and activities.
- Opportunities for Professional Development
Professional development goals are suited to individual needs, educational background and areas of assigned responsibility, but they also mesh with overall Lee College directions and priorities. Activities are designed to facilitate accomplishment of goals.
The following opportunities are available for faculty and administrators:
- Professional travel.
- Tuition exemption for Lee College credit classes.
- Tuition assistance to pursue relevant graduate classes.
- Professional development leave.
- Leave without pay for study.
- On-campus workshops.
- Teaching excellence awards.
- Release time for extensive curriculum development work/special projects.
The following opportunities are available for staff professional development:
- Tuition exemption for Lee College credit classes.
- On-campus workshops.
- Planned field trips to Texas community colleges.
- Workshops, seminars, college credit classes at colleges other than Lee College.
- Community Education job related classes.
- Staff Development Leave.
JJ. Purchasing Procedures
KK. Secretarial Services
LL. Sexual Harassment/Misconduct Procedures
MM. Tobacco-Free Campus
NN. Social Security
OO. Staff Development Leave
- Eligibility For Application
For continued eligibility, the selected applicant should enroll in:
- 6 or more credit hours (full time) for graduate work
- 1 to 11 hours to complete undergraduate work
- 12 or more credit hours (full time) for undergraduate work
- 12 or more credit hours (full time) for certificate work
- Review Committee (Staff Advisory)
The review committee shall provide a list of persons recommended in priority order to the President. Should persons recommended not be able to initiate the leave for personal or professional reasons, the first alternate shall be offered the leave.
The President recommends the finalist to the Board of Regents for approval.
If permission is granted for a two-semester leave, the recipient shall be entitled to one-half pay with apportioned benefits.
An employee on staff development leave will continue to receive all institutional benefits, including participation in the retirement program and group insurance plans. The manner of compensation will be the same as for all regular employees and will be contingent upon the satisfactory participation of the employee in the approved program of leave.
Persons awarded staff development leaves may not engage in employment during the leave unless such paid employment is a condition of the leave for insurance or other reasons. (Such pay will be deducted from the salary component of the staff development leave.)
- Method Of Application
- Selection Criteria
- Purposes For Which A Staff Development Leave May Be Granted
- Other Provisions Of The Staff Development Leave Agreement
The time encompassed by the leave shall apply toward Lee College Salary classification. This does not imply that an employee returning from a leave will be promoted. Also, employment status does not change if the leave is granted.
Persons who receive staff development leaves will present a program on their staff development leave. This presentation should be announced to the Lee College community-administrators, faculty, staff and students. Such presentation will be reflected in the division minutes. In addition, a written report should be prepared which compares the objective of the leave to what was actually accomplished. This report will be submitted to the appropriate supervisor, dean, and the President. A copy will be placed in the employee’s personnel file.
The supervisor is responsible for verifying in writing to the President that persons awarded a staff development leave fulfilled the conditions of the leave.
- Mentor Program
- Procedural Date-Line
– October 15: Final date for Review Committee (Staff Advisory Committee) to receive staff development leave proposals.
– October 20: Review Committee convenes
– November 1: Review Committee submits recommendations to the President
– November 15: President notifies recipient of pending recommendation to the Board
– November 20: Board approval
2. Review Committee
The Review Committee shall provide a list of persons recommended in priority order to the President. Should persons recommended not be able to initiate the leave for personal or professional reason, the first alternate shall be offered the leave.
The President recommends the finalists to the Board of Regents for approval.
If permission is granted for a two-semester leave, the recipient shall be entitled to one half pay with apportioned benefits.
An employee on sabbatical will continue to receive all institutional benefits, including participation in the retirement program and group insurance plans. The manner of compensation will be the same as for all regular employees.
Persons awarded sabbatical may not engage in employment during the leave unless such paid employment is a condition of the leave for insurance or other reasons. (Such pay will be deducted from the salary component of the sabbatical.)
4. Method of Application
5. Selection Criteria
6. Purposes for Which a Professional Development Leave May be Granted
Other areas of study or work related activities may qualify if deemed appropriate by the deans, division chairs, Review Committee, and the President.
7. Other Provisions of the Professional Development Leave Agreement
The employee may apply credits earned and research or work experience accomplished during the leave toward salary classification, in accord with College policies. Likewise, the time encompassed by the leave shall apply toward Lee College salary classification.
Evaluation as agreed upon prior to the granting of the leave must be completed in a satisfactory manner at the conclusion of the leave.
Persons who receive a sabbatical will present a program on their leave. This presentation should be announced to the Lee College community — administrators, faculty, staff, and students. Such presentation will be reflected in the division minutes. In addition, a written report should be prepared which compares the objectives of the leave to what was actually accomplished. This report will be submitted to the appropriate division chair, dean, the president, and a copy will be placed in the employee’s personnel file.
The supervising dean is responsible for verifying in writing to the President that persons awarded a sabbatical leave fulfilled the conditions of the leave.
8. Procedural Date-line
– October 1: Election of Review Committee Members (Human Resources Office initiates)
– December 1: Final date for Human Resources Office to receive sabbatical proposals
– January: Review Committee convenes
– March 1: Review Committee submits recommendations to the president
– April 1: President notifies recipients of pending recommendation by the board. The sabbatical is not official until the board approves the budget
– June: Board Meeting Preferred finalization
RR. Worker’s Compensation45
An employee shall use his/her available local sick leave for absences due to injuries covered by Worker’s Compensation until he/she is eligible for Worker’s Compensation pay benefits (7-day period of continuous absences). When an employee receives Workers’ Compensation pay benefits, Lee College shall pay the difference between the weekly income benefit and the employee’s regular weekly compensation up to six (6) months.
If, after the 180-day elimination period, an employee is still receiving Worker’s Compensation benefits, the employee shall be provided with an application for the State Long-Term Disability program.
An employee who has been receiving Worker’s Compensation benefits, and who returns to regular duties with an unrestricted release from his/her personal physician, and who subsequently misses work for the same medical condition will have the absence charged against accrued personal illness.
Lee College may require employees who wish to return to work under this program, to receive an independent assessment regarding the employee’s fitness to return to work. This assessment may be provided through the College’s Employee Assistance Program or other medical provider contracted by the College.
TT. TOBACCO-FREE CAMPUS
Prohibited items and activities under the tobacco-free policy will include all forms of smoking, tobacco use, and unregulated nicotine products, including but not limited to:
- cigarettes, cigars (commercially or self-rolled) pipes, hookahs, water pipes
- electronic cigarettes
- vape pens
- smokeless tobacco (e.g., snuff, snus, chew)
Tobacco use includes smoking, chewing, dipping, or any other use of tobacco products.
Smoking refers to inhaling, exhaling, burning, or carrying of any lighted or heated tobacco product, as well as non-tobacco smoking substances and smoking instruments.
Where does the policy apply?
The policy includes all property owned by Lee College. This includes the parking lots and the smoking structures that were installed last year.
How will the policy be enforced?
We are an institution of higher education therefore education is key to implementing this policy. We will raise awareness of the tobacco-free policy through electronic messaging, signage, notices in event programs and marketing. An explanation of the tobacco-free campus policy will be communicated to prospective and enrolling students and new employees. Additionally, we will ask event planners to include information about the policy in materials distributed to all outside groups that use college facilities.
The expectation is that persons will voluntarily comply with the policy.
36 Board Policy DH Local, Issued 2-5-1996
37 Board Policy DAA Legal, Issued 12-18-2000
38 Board Policy DH Local, Issued 02-05-1996
39 Board Policy DBA Local, Issued 8-26-1991
40 Board Policy DN Legal, Issued 07-01-1982
41 Board Policy DBD Local, Issued 08-19-2002
42 Board Policy DBE Legal, Issued 02-05-1996
43 Board Policy DBF, Issued 09-17-1990
44 Board Policy DHA Local, Issued 11-08-1999
45 Board Policy DEC Local, Issued 05-09-1994
46 Board Policy DEC Local, Issued 07-05-2004