Salish Kootenai College

Policy Manual

Salish Kootenai College P. O. Box 70 Pablo, MT 59855

Effective June 2019

TABLE OF CONTENTS

Mission Vision Guiding Principles

SECTION I - ADMINISTRATIVE Powers and Duties 100.00 Powers of the Corporation 110.00 Duties Delegated to the Board 111.00 Ethical Conduct 120.00 Duties Delegated to the President 131.00 Institutional Planning Process 132.00 Board of Directors Self Evaluation

SECTION II - PERSONNEL Hiring Procedures 200.00 Non Discrimination 200.20 Discrimination 202.00 Hiring the College President 202.20 Position Change 203.00 Hiring of College Faculty and Staff 203.10 In-House Advertisement 204.00 Emergency Appointments

Classifications 210.00 Employee Status 211.00 Exempt Position 212.00 Non Exempt Position 220.00 Staff 222.00 Faculty 224.00 Employment Offer

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Conditions of Employment 230.00 Employee Contracts 231.00 Employee Orientation 232.00 Position Descriptions 233.00 Probationary Period 234.00 Nepotism 234.10 Conflict of Interest & Code of Ethics 234.20 Conflict of Interest in Research 235.00 Performance Evaluations 237.10 Full time Faculty Workload 237.20 Dress Code 237.21 Workspace 237.50 Registered Violent and Sexual Offenders 238.00 Resignation 238.50 Payment of Final Wages 239.00 Outside Employment 240.00 Social Media 241.00 Data Access and Security 242.00 Technology Management

Compensation 245.00 Work Hours 246.00 Payroll Pay Periods 247.00 Overtime Pay 248.30 Salary Classifications 248.50 Salary Schedule Categories 248.70 Administrative Salary 248.90 Faculty Salary 249.00 SKC Salary Schedule 249.50 Employee Benefits

Personnel Leave 250.00 Annual Leave iii

250.50 Faculty Personal Leave 250.70 Holiday Pay 251.00 Sick Leave 251.50 Wellness Leave 252.00 Administrative Leave 253.00 Cultural Leave 253.30 Civic Leave 254.00 Education Leave 254.50 Sabbatical Leave 255.00 Bereavement Leave 256.00 Family Medical Leave Act 256.50 Military Leave 257.00 Leave Without Pay

Personnel Files 259.00 Personnel files 259.30 File Contents 259.50 File Authority

Personnel Disciplinary Actions 260.00 Authority 260.50 Types of Disciplinary Actions 261.00 Reasons for Discipline 261.10 Use of Drugs and Alcohol 261.20 Drug Free Work Place 261.21 Drug Testing 263.00 Uniform Grievance Procedure Policy

SECTION III - FINANCIAL INFORMATION Financial Procedures 300.00 Cash Policy 300.10 Cash Procedure iv

301.00 Credit Card Policy 301.10 Credit Card Procedure 302.00 Petty Cash Policy 302.10 Petty Cash Procedure 302.20 Checking & Short Term Investments Policy 302.30 Checking Account 302.40 Short Term Investment 303.00 Receipt of all Revenues 304.00 Authority to Purchase or Obligate Funds 305.00 Purchase of Supplies 306.00 Purchase of Equipment 306.10 Procurement 307.00 Reimbursements 308.00 Travel 308.10 Air Travel 308.20 Automobile 308.30 Per Diem 308.40 Other Travel Expense 308.50 Other Expenses 308.60 Reports and Travel Requests 308.70 Third Party Travel Reimbursement

Financial 309.00 Use of College Vehicles 309.50 Use of Joe McDonald Health & Fitness Center 309.90 Vehicle Use and Transportation Safety 310.00 Equipment and Supplies Maintenance 310.10 Equipment Inventory 310.20 Use of College Owned Property 311.00 Debt Approval Policy 330.10 Budgeting 340.00 Guardianship Funds Policy 350.10 Bookstore Materials v

350.20 Bookstore Sales 350.30 Returns & Refunds 360.00 Auxiliary Services 365.00 Financial Reporting Requirements 370.00 SKC Business Office Document Retention 380.00 Email 390.00 Grants

SECTION IV – INSTRUCTIONAL PROGRAMS Curriculum 401.00 Curriculum 402.00 Course Schedules 403.00 Changes in Course 405.00 Canceling Classes 406.00 Changes in Curriculum 407.00 Definitions of Courses and Credits

Instructor Responsibilities 412.00 Grading Policies 414.00 Record Keeping 416.00 In-Service Training and Staff Meetings 417.00 Academic Freedom and Responsibility

SECTION V - STUDENT SERVICES 501.00 Advisement 504.00 Academic Progress 505.00 Transcripts

SECTION VI - STUDENT SUPPORT SERVICES 604.10 Honorable Discharged Veteran Fee Waiver 607.00 Student Organizations 609.00 Rental of Facilities 610.00 Campus Food Service vi

SECTION VII – CAMPUS SAFETY AND SECURITY 700.00 Campus Security Act 705.00 Incident Management and Recovery 710.00 College-Sponsored Programs or Activities Involving Minors 715.00 Hazardous Waste Management 720.00 Blood Borne Pathogen Program 722.00 Disposal of Infectious Waste

SECTION VIII - DONABLE PROPERTY 800.00 U.S. Government Excess Property Management System

SECTION IX – FOUNDATION 900.00 SKC Foundation 910.00 Fund Raising

SECTION X – INSTITUTIONAL REVIEW BOARD 1000.00 SKC Institutional Review Board

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APPENDIX Appendix A Cultural Leave

Appendix B Salary Schedule

Appendix C Donated Property

Appendix D Drug Free campus

Appendix E SKC Major Endowment Programs

Appendix F Discrimination Grievance Procedures

viii

Mission Statement

The mission of Salish Kootenai College is to provide quality postsecondary educational opportunities for Native Americans, locally and from throughout the United States. The College will promote community and individual development and perpetuate the cultures of the Confederated Tribes of the Flathead Nation.

Łu Scʔ awʔ awm Scntels Łu scntelsts łu Seliš Sqlse Kʷtił Snʔ ac̓x̣łq̓ey̓mintn qes xʷič̓ši t x̣est nwist npx̣pax̣tn x̣ʷl̓ sqlqelixʷ ye tl̓ šiʔ elixʷ u tl̓ es mlk̓ʷmulexʷ ye l̓st̓ulixʷ. N̓em es kʷupsts t Kʷtił Snʔ ac̓x̣łq̓ey̓mintn łu snl̓šeʔ tn m̓ čnaqs snpx̣ʷtilštis m̓ qes čšt̓ims łu nk̓ʷul̓mis uł Seliš, Sčłq̓tkʷmsčin u Sql̓se Nk̓ʷnk̓ʷelixʷ.

Vision Statement (revised fall 2015)

Salish Kootenai College aspires to be the preeminent educational center of excellence for American Indian students, grounded in the cultures and traditions of the Selish, Ksanka, and Qlespe people of the Flathead Nation. The College will empower students to improve the lives of their families and communities through research, leadership, and service.

GUIDING PRINCIPLES The Salish Kootenai College Board of Directors has adopted the following goals. These were formulated to provide further specificity to the Mission Statement. 1. To assist with the preservation of the cultures, languages, histories, and natural environment of the Salish, Pend d’Oreille, and Kootenai people. 2. To provide postsecondary education opportunities for Native Americans in the following areas: degree programs, vocational training, college transfer programs, community service, Native American culture and history, and adult education. 3. To provide a learning environment in which students develop skills in effective communication, critical thinking, cultural understanding, and citizenship. 4. To provide comprehensive student services.

5. To provide life-long, continuing education opportunities for personal and both professional development through a variety of instructional formats offered on and off campus. 6. To provide assistance to tribal entities and departments in staff preparation, planning, research and services according to identified needs. 7. To assist the Indian community with economic development needs of the Flathead Indian Nation. 8. To provide adequate institutional support and financial resources.

SECTION I - ADMINISTRATIVE POWERS AND DUTIES On November 18th, 1977, the Confederated Salish and Kootenai Tribes passed a resolution creating Salish Kootenai College (SKC). The SKC Articles of Incorporation state the purpose of the College and give specific powers to the corporation. The powers and duties are described as follows:

100.00 Powers of the Corporation The Articles of Incorporation give the SKC Corporation the following powers: a. To have perpetual existence by its corporate name, Salish Kootenai College, to dissolution by the Tribal Court or action by the Tribal Council if the latter determines misconduct, or the like. b. To sue and be sued, complain and defend, in its corporate name in Tribal Court. c. To have a corporate seal which may be altered at pleasure, and to use the same by casting it or a facsimile thereof, to be impressed or affixed or in any other manner reproduced. d. To purchase, take, receive, or otherwise acquire, own, hold, improve, use and otherwise deal in and with, real or personal property, or any interest therein, wherever situated within the boundary of the Flathead Indian Reservation. e. To sell, convey, mortgage, pledge, lease, exchange, transfer and otherwise dispose of all, or any part of its property and assets in excess of $5,000 providing the tribes have first preference in purchasing, etc. f. To elect or appoint officers and agents of the corporation, and define their duties and fix their compensation.

g. To make and alter bylaws, not inconsistent with its articles of incorporation or with the laws of the Confederated Tribes or the United States, for the administration of the affairs of the corporation. h. To borrow money from the Tribal Credit enterprise and/or FDIC insured banks pursuant to the declaration of Policy and Plan of Operations of the Credit Enterprise and/or bank. i. To engage in any business that will further the social-economic well-being of the college or to undertake any activity of any nature whatever, not inconsistent with Federal law or the constitution and/or ordinances of the Confederated Tribes. j. To make and perform contracts and agreements of every description not inconsistent with Federal law or with any provisions of the constitution and/or ordinances of the Confederated Tribes, with any persons, association, or corporation, with any municipality or any county, or with the United States or the State of Montana. k. To have and exercise all powers necessary or convenient to effect any or all of the purposes for which the corporation is organized. l. To cooperate with other similar associations in creating central, regional, or national agencies for any of the purposes for which this corporation is formed, and to become a member of, or stockholder of, such agencies as are now or hereafter may be, in existence. m. To receive grants of private, state or Federal funds to aid in the furtherance of the purposes of this Corporation. n. To confer certificates, diplomas and post-secondary degrees to students who have satisfactorily completed an approved course of study. o. To prescribe courses of study, programs, textbooks, and materials to be used, to charge tuition, board, rent, student union fees, building fees, or other fees necessary to operate the College. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 1/13/16, 2/15/19

Reviewed: April 2015

110.00 Duties Delegated to the Board The Tribal Council of the Confederated Salish and Kootenai Tribes (CS & KT) appointed a seven-member board of directors to varying terms of office to carry out the powers and duties of the corporation. The Tribal Council further specified the duties of the Board as follows: a. To represent the CS & KT Council in the administration and management of SKC. b. To report to the CS & KT Council on a regular basis and inform members of pertinent activities of the Board and progress of the College program. c. To participate in the planning, development, operation, and evaluation of the College program. d. To formulate goals, objectives, and policies for SKC which are consistent with the guidelines stipulated by the U. S. Office of Education, and the Confederated Salish and Kootenai Tribes. e. To assure that job preference for the reservation component be given to applicants who are aware of the sociological, cultural, and educational values, customs, and traditions of the Salish and Kootenai people. f. Select, appoint and regularly evaluate the president g. Regularly evaluate its own performance and demonstrate to the tribal and non-tribal community that it carries out its responsibilities in an effective and efficient manner. h. Approve the annual budget and the long-range financial plan and review annual fiscal audit report. i. Be knowledgeable of the College’s accreditation status and assist in the accreditation process. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 1/13/2016

Reviewed: April 2015

111.00 Ethical Conduct a. Board members are prohibited from engaging in business with the College as a contractor or as a full time employee. Contractor is a person responding to a request for a bid from the College. b. Board members seeking employment with SKC must resign their Board seat prior to submitting an application for employment to the SKC Personnel Office 1. Contractor is a person that submits a bid for service when the College advertises for bids. 2. Board members can receive an honorarium for lectures, workshops, special jobs, and serving facilitators on a one-time basis. 3. Board members are prohibited from being employed by the college. 4. Board members are prohibited from serving as paid consultants for the College. c. The Board acts only as a committee of the whole; no member or subcommittee of the Board acts on behalf of the Board except by formal delegation of authority by the governing Board as a whole. 1. Board members will recognize the lack of legal authority in any individual Board member when interacting with the President or with College employees, except when explicitly authorized by the Board. 2. Board members will recognize the same limitation and the similar inability of any Board member or Board members to speak for the Board in interaction with the public, press, or other entities. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13, 1/26/18 Reviewed: April 2015

120.00 Duties Delegated to the President The Board of Directors established the position of the President to implement Board policy and to direct the overall organization of the College. The President may delegate or reserve any executive management function but retains the final responsivity for duties included but not limited to: a. To serve as the executive secretary of the Board of Directors. b. To direct the general operation of the total College programs, c. To present the institutional budgets to the Board for review and approval. d. To develop and recommend policy changes for the Board, e. To coordinate public relations efforts at the local, State and National levels, f. To manage the overall College budget, g. To approve non-budgeted equipment purchases and miscellaneous expenditures up to $10,000 and approve campus development projects up to $20,000, h. To foster positive relationships between the College, the CS & KT Tribal Council, Tribal departments, area high schools, accreditation associations, institutional associations, and the Indian community, i. To represent the College at board meetings of the American Indian Higher Education Consortium, j. To develop and present an annual report on the status of the College to the CS & KT Tribal Council. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 1/13/2016 Reviewed: April 2015

131.00 Institutional Planning Process

1. The Strategic Plan sets the long-term direction of the College and provides major College-level priorities. The Strategic Plan is developed through a collaborative and comprehensive process that includes input from stakeholders including the SKC Board of Directors (the Board), SKC Administration, SKC faculty and staff, students, and members of the community. a. A strategic planning process will be conducted every five to seven years or as needed. The plan will identify key goals and strategies to increase fulfillment of institutional mission over a specific period, usually five years. The strategic planning process will provide for evaluation of adequacy of resources and effectiveness of operations as directed toward achievement of the mission and core themes. b. The planning process also includes consideration of factors external to the institution that will impact institutional function as well as data utilized to evaluate the current status of operations as well as institutional and program effectiveness. c. The plan will be reviewed at an annual planning meeting and updated as appropriate according to changes in internal or external factors or newly identified institutional priorities. Any changes to the Strategic Plan must be approved by the Board. d. In addition to the Strategic Plan, other long-range planning will include: i. Technology Plan ii. Facilities Master Plan iii. Academic Master Plan 2. Annual Planning and Budgeting a. The Board will review the Strategic Plan and Board Goals at an annual planning meeting in preparation for the budgeting process. b. The Strategic Plan, Board Goals, President’s Goals, and Department Goals, and review of data provide direction for short-term institutional planning and budgeting.

c. Academic and nonacademic department goals are determined through an annual planning process, aligned with core theme planning. These goals are provided to the administration and the Board prior to the annual planning meeting and considered in the annual budgeting process. i. Using the mission and core themes as well as department priorities, the administrative and academic units begin the annual planning and evaluation process by determining their own unit goals and expected outcomes for meeting those goals. ii. Departments annually measure their achievement in meeting goals using pre-determined assessment methods, report and analyze results, and decide whether improvements are needed based on the results. iii. A summary report shall be presented d. In case of financial exigency, major revisions to the budget will be determined by the President and approved by the Board. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 7/17/13, 1/13/2016 Reviewed: April 2015

132.00 Board of Directors Self Evaluation The Board of Directors is committed to assessing its own performance as a Board in order to identify its strengths and areas in which it may improve its functioning.

The Board of Directors will conduct a self-assessment process at least every two years or at the Board’s discretion to include:  The completion of a self-assessment instrument by each member of the Board, which is returned to the Secretary of the Board of Directors.  A discussion of the compiled results.  The development of a set of objectives for the next year or appropriate time frame.

History: Adopted: July 17, 2013 Revised: Reviewed: April 2015

SECTION II – PERSONNEL

200.00 Salish Kootenai College (SKC) is an Indian preference* and equal opportunity employer.

Non-Discrimination SKC does not discriminate on the basis of race, ethnicity, national origin, sexual identification, gender, age, or disability, except as allowed by the Indian preference provision of the Civil Rights Act of 1964, as amended. Consistent with state and federal law, reasonable accommodation will be provided to persons with disabilities.

The Title IX Coordinator is responsible for coordinating the College’s compliance with federal and state discrimination and sexual harassment laws, including Title IX. Inquiries concerning Title VI, IX, and Section 504 may be referred to the Title IX Coordinator, (406) 275-4851.

Reference: Title IX of the Educational Amendments of 1972

Tribal Member Preference Hiring Guidelines The College will give priority based on position qualifications to hiring its target population, tribal members of the Confederated Salish and Kootenai Tribes (CSKT), and then descendants of the CSKT. Priority will be on the basis of: 1. Enrolled members of the CSKT 2. First Generation Descendants of the CSKT 3. Enrolled members of federally recognized tribes & State of Montana recognized tribes 4. All Others History: Adopted on: Policy has been in place prior to Sept. 2003. Revised on: 6/10/09, 11/09/16 Reviewed September 2016

200.20 Discrimination

It is the policy of Salish Kootenai College to maintain an environment free of discrimination and harassment for all employees, vendors, visitors, or contractors. Discrimination and harassment are contrary to the standards of the College community. They diminish individual dignity and impede educational and professional opportunities, equal access to freedom of academic inquiry, and equal employment. Discrimination and harassment based on an individual’s race, color, religion, national origin, creed, service in the uniformed services (as defined in Tribal and federal law), veteran status, sex, age, political ideas, marital or family status, pregnancy, disability, genetic information, gender identity, gender expression, sexual orientation, height, or weight will not be tolerated at Salish Kootenai College. The College is firmly committed to an environment free of discrimination and harassment as prohibited by this policy and tribal law. The College has a compelling interest in assuring an environment in which learning and productive work thrives. At the same time, the College has an equally compelling interest in protecting freedom of speech and academic freedom and in preserving the widest dialogue within its instructional, research, and employment settings.

The College considers discrimination and harassment to be very serious matters that have far-reaching, current and future impact on the lives, professional experience, and careers of individuals. Intentionally false accusations can have a similar impact. A person who knowingly and intentionally files a false complaint under this policy is subject to College discipline. Both a person who impermissibly discriminates against another, and a person who knowingly and intentionally files a false complaint under this policy, are subject to College discipline.

Definition of Discrimination and Harassment: For the purposes of determining whether a course of conduct constitutes discrimination or harassment under this policy, the following definition will be used:

Discrimination is conduct that is based on an individual’s race, color, religion, national origin, creed, service in the uniformed services (as defined in Tribal and federal law), veteran status, sex, age, political ideas, marital or family status, pregnancy, disability, genetic information, gender identity, gender expression, sexual orientation, height, or weight that:

1. Adversely affects a term or condition of an individual’s employment, working environment or participation in a College role or activity; 2. Is used as the basis for or a factor in decisions affecting that individual’s employment, working environment, or participation in a College role or activity; or 3. Has the purpose or effect of unreasonably interfering with an individual’s employment performance or creating an intimidating, hostile, offensive, or abusive environment for that individual’s employment, working environment, or participation in a College role or activity.

The College is committed to preventing and eliminating impermissible discrimination and harassment of faculty, staff, employees, vendors, visitors, or contractors. To that end, this policy will be published on the College’s web site. Information regarding discrimination and this policy will be included in orientation materials for new faculty and staff and made available in the Human Resources Department and other appropriate campus locations. In addition, appropriate educational sessions will be conducted by the College on an ongoing basis to (1) inform faculty and staff about identifying and preventing discrimination and harassment and the problems they cause, (2) advise members of the College community about their rights and responsibilities under this policy, and (3) train personnel in the administration of this policy.

The Human Resource Department and the Title IX Coordinator are responsible for ensuring and monitoring the College’s compliance with federal and tribal

nondiscrimination laws. However, an environment free of impermissible discrimination and harassment is the responsibility of every member of the College community.

The College can take corrective action only when it becomes aware of problems. Therefore, the College encourages persons who believe that they have experienced or witnessed discrimination or harassment as prohibited by this policy to come forward promptly with their inquiries, reports, or complaints and to seek assistance within the College.

An individual who wishes to complain to the College about alleged discriminatory or harassing behavior or retaliation must, within 24 hours of receiving the information, report all information they have about alleged or possible discrimination, harassment, and sexual misconduct involving any faculty, staff, employees, vendors, visitors, or contractors to the Human Resource Department or Title IX Coordinator. Employees who are statutorily prohibited from reporting such information are exempt from these reporting requirements. This policy does not in any way impact curriculum or in any way prohibit or abridge the use of textbooks or curricular material.

The President appoints a Title IX Coordinator. For information on the identity of and how to reach the College’s Title IX Coordinator, please see the Human Resource Department. The Human Resource Department and the Title IX Coordinator will provide equitable and remedial action and investigation of all complaints using the

Discrimination Grievance Procedures located in Appendix F.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 3/13/13, 8/21/13, 04/15/15, 05/12/2017 Reviewed September 2016

202.00

Hiring the President The Board of Directors will hire the President. History: Adopted on: Policy has been in place prior to Sept. 2003 Revised on: 3/2005, 6/10/09, 8/21/13, 11/09/16 Reviewed September 2016

202.20

Position Change

Position changes include promotions, lateral changes and demotions. Requests for employee position change shall be approved by the President. A written statement of the reason for a position change will be submitted by the direct supervisor through the chain of command.

If an employee moves to a new position, pay will be based upon job duties and experience with those duties. Pay may stay the same, increase or decrease based on position factors.

Employees may request a position change or may be directed to a new position by their supervisor, with approval from the President. Positions must already be in place for any employee movement. Newly created positions must be advertised per current hiring policy. Position changes will not be allowed into newly created positions.

History: Adopted on: 6/10/09 Revised on: 8/12/15 Reviewed September 2016

203.00 Hiring of College Faculty and Staff Position vacancies will be advertised for a minimum of two weeks in the CS&KT newspapers and other publications as deemed necessary by the President or the President’s designee.

Recruitment/Hiring Process The application, screening and interview process will be conducted as outlined in the procedures manual. History: Adopted on: Policy has been in place prior to Sept. 2003 Revised on: 8/21/13 Reviewed September 2016

203.10 In-House Advertisement Notices of position vacancies shall be advertised In-House for 5 working days prior to public advertisement.

An applicant must be a current employee, be in good standing with no corrective action in place and be employed in the same position for a minimum of six months prior to applying for an in-house vacancy. Finalists will be selected according to policy 200.00.

History: Adopted on: March 13, 2019

204.00 Emergency Appointments The President may make an emergency appointment to fill a position for a period not to exceed 90 calendar days, during which time the position must be advertised and regular procedures followed to hire an employee.

History: Adopted on: Policy has been in place prior to Sept. 2003 Revised on: 3/2005, 6/10/09, 1/12/11, 8/21/13, 11/09/16 Reviewed September 2016

CLASSIFICATIONS CLASSIFICATIONS 210.00 Employee Status Employees are subject to all the policies contained in this manual as well as specifications included in their individual contract.

Full-time employee A full-time employee will receive an annual contract and works forty (40) hours per week.

Part-Time Employee A part-time employee will receive an annual contract and work thirty-nine (39) hours or less per week. Part-time employees do not accrue leave or benefits, except for those working more than 30 hours as per the Affordable Care Act regulations, but will receive Holiday Pay.

Student Employee A student employee is defined as a current student attending SKC and employed in a tutor, work-study, or intern position. Student employees do not accrue leave or benefits and are not eligible for holiday pay. Student employees may not exceed 29 working hours per week.

Emergency Hire Employee An emergency employee is hired for a period not to exceed 90 days and is not eligible for any benefits. Reference: Emergency Appointments, 204.00 History: Adopted on: Policy has been in place prior to Sept. 2003 Revised on: 3/2005, 6/10/09, 12/14/11, 1/11/12, 8/21/13, 1/13/16, 1/11/17

Reviewed October 2016

211.00 Exempt Position A position which satisfies the Fair Labor Standards Act definition and are paid a salaried rate. An employee in an exempt position is expected to work the hours necessary to fulfill their duties, the expectation is a minimum of 40 hours per week. Exempt positions are not entitled to overtime compensation. History: Adopted: 8/21/13 Revised: 1/11/17 Reviewed October 2016

212.00 Non Exempt Position A position subjected to the provisions of the Fair Labor Standards Act. Employees in non exempt positions are paid hourly wages including time and one-half (overtime) for all hours in excess of 40 hours per week. History: Adopted: 8/21/13 Revised: Reviewed October 2016

220.00 Staff An employee is designated as staff if the employee is in a support role and does not teach more than ½ of his/her regular working hours. Staff positions can be exempt or non-exempt depending on the job description and requirements for the position. History:

Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13, 1/11/17 Reviewed October 2016

222.00

Faculty

The College faculty is central to the fulfillment of the SKC College Mission. A full time faculty member’s primary work directly involves student learning and academic program content and delivery. Position responsibilities are defined by the faculty position description, and approved by the Vice President for Academic Affairs. Conditions of employment will be set forth in the offer letter of employment. Faculty positions are paid a salaried rate and are exempt from overtime compensation.

Department Chairs

Each academic department designates one of its full-time faculty members as Department Chair. The process for designation will be determined inter-departmentally with full participation by all department faculty, and where appropriate, the Division Dean as described in the Faculty Handbook. The Vice President of Academic Affairs must approve the Department Chair position. Some department chairs maybe hired by the institution.

Division Deans

When departments are formed under a division, the process for selection of the Dean will be determined with full participation by department faculty and the Vice President of Academic Affairs as described in the Faculty Handbook.

History:

Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13, June 2019 Reviewed October 2016

224.00 Contracts for Services

Consultants may be hired by the President to perform any duty not assigned to SKC employees. No employee may make financial commitments to a consultant without first receiving the approval of the President.

A. Supplemental Staffing Agreement A supplemental staffing agreement applies to any current SKC employee only. Employees may not have a Supplemental Staffing Agreement that exceeds 125% of their annual work time.

B. External Consultants External consultants are independent contractors who are not employees of SKC. The College will attempt to get the most qualified External Consultant for each specific task. If the cost of a single contract exceeds $3,000 or the aggregate cost of more than one contract to the same consultant for a similar task exceeds $3,000, then the College shall negotiate the price of the contract after seeking prices from at least three parties capable of providing the service requested. Any contract over $3,000 may be approved by the President after consultation with the Board Chair.

No employee of the College shall participate in the selection, award, or administration of a consulting contract if to his or her knowledge any of the following have financial interest in the contract:

1. Any member of his or her immediate family as defined in policy 234.00, Nepotism.

2. His or her partner. 3. An Organization in which any of the above is an officer, director, or employee. 4. A person or organization with whom any of the above individuals is in negotiation with or has an arrangement for prospective employment.

SKC will use Federal IRS and State guidelines to determine whether an individual will be paid as an employee or an independent contractor/consultant.

If a person meets the criteria as an SKC employee any time during the past year, they must be paid as an employee for any subsequent services provided in that year. (Services are differentiated from reimbursement of costs and/or expenses).

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13. 04/15/15, 1/11/17 Reviewed October 2016

CONDITIONS OF EMPLOYMENT 230.00 Employee Offer Letter Upon acceptance of an appointment employees filling staff and faculty positions, will be issued offer letters at the beginning of their employment. Offer letters will have the signature of the President and the employee. If the offer letter is not signed by the employee and/or returned within the time period designated by the offer letter, the offer letter will be considered null and void and the offer of employment will be rescinded. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13, May 16, 2017

Reviewed May 2017

231.00 Employee Orientation New employees will meet with the Human Resource Officer on the first day of employment or as soon thereafter as can be arranged for Employee Orientation as described in the procedure manual. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 Reviewed January 2017

232.00 Position Descriptions Each position will be detailed in a written position description containing the following: a. Position title and classification b. General statement of duties c. Specific duties d. Supervisory duties e. Qualifications f. Exempt or nonexempt status as described in Policy 210.00.

Supervisors will review and update position descriptions as per the evaluation policy or when responsibilities change. Recommended changes must be submitted to the supervising Vice President for approval. Signed originals will be filed in the employee personnel file. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13, 1/26/18 Reviewed January 2017

233.00 Probationary Periods The purpose of the probationary period is to determine whether the employee demonstrates the ability to perform the duties described in the position description, cooperates with fellow employees and supervisor(s), and proves a capacity to work within the SKC structure and to assess the employee’s suitability for continued employment.

The probationary period for new or transfer employees begins the first day of employment and ends one hundred eighty (180) calendar days later.

Supervisors will complete written performance evaluations of probationary employees after 3 months of service. At the end of the probationary period, the supervisor will complete a final probationary evaluation.

If the probationary employee’s performance or suitability for the position is deemed unsatisfactory, the employee may be terminated at any time during the probationary period. Such terminations are not eligible to utilize the grievance procedure.

A supervisor may extend the probationary period due to interruption of service.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: June 2006, 8/21/13, 04/15/15, 2/10/17 Reviewed January 2017

234.00 Nepotism

Employees will not supervise relatives. For the purposes of this policy, a supervisor is defined as a person having the authority to oversee and direct work assignments, assign tasks, schedule hours of work, determine rate of pay, evaluate work performance, hire, fire, or discipline employees.

In this section, the term relative means father, mother, son, daughter, brother, sister, grandparent, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half brother, or half sister, legal dependents, or common law partners.

History: Adopted: 8/8/12 Revised: 8/21/13 Reviewed January 2017

234.10 Conflict of Interest and Code of Ethics All employees are expected to maintain the highest standards of honesty, integrity, and impartiality in the conduct of College business. An employee will not: 1. engage in any activity that conflicts with the employee’s official duties. 2. use their position to secure privileges. 3. receive compensation from any other person or organization for performing official duties. 4. disclose confidential information to an unauthorized person for any reason. 5. use College resources for personal benefit.

Conflict of Interest, or potential conflict of interest, occurs when there is a divergence between the employee’s private interests and professional obligations to SKC, such that an independent observer might reasonably question whether the employee’s professional actions or decisions are determined by considerations of personal gain, financial or otherwise.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 Reviewed January 2017

234.20 Conflict of Interest and Disclosure of Conflict of Interest in Research Salish Kootenai College is committed to ensuring that research and scholarly activities are carried out under the highest standards of ethical conduct and adhere to Federal and State regulations. All research and contract work must align with the College mission and related policies.

The College’s overall policy on conflict of interest is that none of its faculty, staff, or administrators shall engage in any activities that place them in a conflict of interest between their official activities and any other interest or obligation. Salish Kootenai College’s responsibilities in this area include the identification of the potential for conflicts of interest and the assurance that they do not improperly affect the College’s integrity in its relationship to activities involving sponsored research, education, and public service activities. This policy provides the mechanism for the proper review of such interests in order to determine whether a conflict of interest exists and, if so, whether action must be taken to eliminate, reduce or manage the conflict before the contract, grant or gift supporting the research or other activity may be accepted.

Faculty and staff relationships with outside entities must support the College mission. This includes professional responsibilities on behalf of the College

including, but not limited to, activities such as research, consultation, teaching, professional practice, committee memberships, and service on panels such as Institutional Review Boards or Data and Safety Monitoring Boards. Additionally, this policy is intended to meet and conform to written federal conflict of interest regulations as required for institutions of higher education that receive grant and contract funds. Compliance with this policy is required by all Salish Kootenai College employees.

Conflict of Interest, or potential conflict of interest, occurs when there is a divergence between the employee’s private interests and professional obligations to SKC, such that an independent observer might reasonably question whether the employee’s professional actions or decisions are determined by considerations of personal gain, financial or otherwise. The following list provides examples of activities or actions that merit case-by-case review to determine whether they create a material conflict of interest.

a. Consulting activities that use College resources (laboratories, equipment, and/or human resources) and/or place the individual in a position to influence business decisions between the College and the hiring agency. b. The purchase of goods or services for the College from businesses in which the employee, or his or her family, has a financial interest, or as a result of such purchase, may directly benefit. c. Receipt of gifts, gratuities, loans, or special favors (including trips or speaker's fees) from research sponsors or vendors. d. Holding of an equity, royalty, or debt instrument interest by the employee or the employee's family in an entity providing to College financial support, including research or other support or services, when such support will benefit the employee or persons supervised, directly or indirectly, by the employee. e. Some memberships on board of directors, committees, advisory groups (or similar bodies) of governmental, for-profit or not-for-profit entity.

f. Use of information received as a College employee for personal gain. All College employees are required to disclose to the V.P. of Business Affairs potential conflicts of interest related to sponsored activities including research, creative, or scholarly activities receiving external funding or other activities that might potentially create a conflict of interest between the SKC employee and their professional activities. The statement of disclosure will be forwarded to the SKC Institutional Review Board and/or the Grants Management Office for review. (Adapted from University of Montana Policy 42.0, Conflict of Interest and Financial Disclosure) History: Adopted: November, 2010 Revised: 8/21/13 Reviewed January 2017

234.30 Research Misconduct It is the policy of Salish Kootenai College (SKC) to require the highest ethical standards in the research of its faculty and staff; to inquire into and, if necessary, investigate and resolve promptly and fairly all instances of alleged or apparent misconduct; and, as appropriate, to comply in a timely manner with requirements for reporting cases of possible misconduct to sponsoring agencies when sponsored research funds are involved. Misconduct in research shall be considered a breach of contract between the employee and the College. This policy applies to any research activity undertaken by faculty or staff. Cases of research/academic misconduct involving students are subject to the disciplinary rules governing students, but may be reviewed, where appropriate, under this policy.

In addition to the research itself, this policy applies to:

Applications or proposals for extramural or intramural funding of research, research training or activities related to research, or training, such as the dissemination of research information; Plagiarism of records produced in the course of research or activities related to that research or training; Intentional noncompliance with applicable federal research regulations including (but not limited to) those governing the use of biohazardous materials and human subjects in research.

This policy addresses only research misconduct as defined herein. Other misconduct such as reckless disregard for accuracy, failure to supervise, and other serious deficiencies—but not within the definition of research misconduct—may constitute breaches of other ethical and professional standards and shall be addressed by the cognizant dean, director, or vice president as provided in other applicable policies.

Definitions The following definitions apply in this policy: "Inquiry" means information gathering and initial fact-finding to determine if the allegation or apparent instance of misconduct warrants an investigation.

"Investigation" means a formal presentation, examination and evaluation of all relevant facts to determine whether misconduct has occurred, the severity of the alleged misconduct and its impact, and the recommendations for specific actions to be taken to address the misconduct.

"Research" means a systemic investigation designed to develop or contribute to generalizable knowledge including, but not limited to, scientific, applied, behavioral and social-sciences research and/or any such activity for which funding is available from federal agencies.

"Research misconduct" means fabrication, falsification, or plagiarism in proposing, performing, or reviewing research, or in reporting research results. Fabrication is making up data or results and recording or reporting them. Falsification is manipulating research materials, equipment, or processes, or changing or omitting data or results such that the research is not accurately represented in the research record.

Plagiarism is the appropriation of another person's ideas, processes, results, or words without giving appropriate credit.

Research misconduct does not include honest error or differences of opinion. For purposes of this research misconduct policy, the definitions found in 42 CFR Part 93 shall apply in addition to the definitions above. The College hereby adopts the definitions to apply to all research misconduct regardless of funding source. “ORI” as used herein means the U.S. Department of Health and Human Services Office of Research Integrity.

Responsibility to Report Research All employees or individuals associated with Salish Kootenai College should report observed or suspected misconduct in science and creative activities to the Research Integrity Officer (RIO). An individual, unsure whether a suspected incident falls within the definition of scientific misconduct, may call the RIO to discuss the suspected misconduct informally. If the circumstances described by the individual do not meet the definition of misconduct, the RIO will refer the individual or allegation to other offices or officials with responsibility for resolving the problem. At any time, an employee may have confidential discussions and consultations about concerns of possible misconduct with the RIO and will be counseled about appropriate procedures for reporting allegations, which may be made orally and anonymously.

An individual who reports suspected research misconduct will be protected as a Whistleblower. The institution will protect the privacy of those who report misconduct in good faith and to the maximum extent possible. For example, if the whistleblower requests anonymity, the institution will make an effort to honor the request during the inquiry, within applicable policies and federal law.

Procedures for Reporting, Inquiry, Investigation, and Reporting of Research Misconduct are contained in Procedure 243.30.

Institutional Administrative Actions Salish Kootenai College will take appropriate administrative actions against individuals when an allegation of research misconduct has been substantiated through the inquiry process. If the RIO determines that the alleged misconduct is substantiated by the findings, the case file will be turned over to the College President who will decide on the appropriate actions to be taken. Actions may include withdrawal or correction of all pending or published abstracts and papers emanating from the research where scientific misconduct was found; removal of the responsible party from the particular project; letter of reprimand; special monitoring of future work; probation, suspension, or termination of employment; and/or restitution of funds as appropriate. History: Adopted: 11/09/16 Reviewed January 2017

235.00 Performance Evaluations Supervisors will complete performance evaluations for each employee to inform the employee how well they are meeting the assigned duties of the position description. Failure to complete evaluations will be reflected on the supervisor’s

performance evaluation and will be subject to disciplinary actions.

Schedule of Evaluations President The SKC Board will conduct an annual evaluation of the College President. Upon completion of the evaluation the Board shall meet with the President to review the results. The original evaluation, dated and signed by both parties, will be placed in the personnel file. Evaluations shall be done by the end of academic year.

Staff Immediate supervisors will complete staff evaluations annually for the first two years of employment and at least once every three years thereafter. Upon completion of the evaluation the immediate supervisor will meet with the employee to review the results. The original evaluation, dated and signed by both parties, will be placed in the employee’s personnel file. Evaluations shall be done in the month of the employee’s anniversary of hire.

Faculty The faculty evaluation process is designed to improve teaching effectiveness and ensure fulfillment of instructional and other faculty responsibilities. The process is consistent with the principles of academic freedom and the mission of Salish Kootenai College. Faculty members are evaluated on the basis of the position description, which includes teaching, engagement in scholarship and creativity, service to the profession, the College, and the community, and the promotion of cultural understanding. Full-time faculty members are evaluated using the following processes:

Academic Department Chairs will complete performance evaluations for faculty members in their respective departments utilizing the current approved faculty evaluation criteria. Performance evaluations are conducted annually for the first two years of employment and then at least every three years thereafter. Upon

completion of the evaluation the Department Chair will meet with the faculty member to review the results. The original evaluation, dated and signed by both parties, will be placed in the faculty member’s personnel file.

Faculty members will complete an annual Self Appraisal Survey as part of the evaluation process. The goal of the survey is to identify the individual’s perception of self and department needs and effectiveness. The Self Appraisal will be created by Faculty Council and approved by the Faculty Association. Responses will be submitted to both the Department Chair and Division Dean. If there is documented need, the Self Appraisal will be submitted to the Vice President of Academic Affairs.

Students will complete Course Evaluations according to the following timeframe: One course will be evaluated each quarter during the first year of employment and two courses per year will be evaluated thereafter. A summary of the course evaluations will be provided to the faculty member, the Department Chair, and the Vice President of Academic Affairs. Instructors may request student evaluations for additional courses as desired.

Department Chairs and Division Deans

Performance evaluations for Department Chairs includes all of the faculty evaluation components, but they will be completed by the Division Dean (if applicable) or Vice President of Academic Affairs and utilize a position specific Evaluation Form and Self Appraisal. These evaluations will align with the specific position description and must include feedback from all department faculty members in the assessment of both academic and administrative effectiveness.

Non-Full Time Faculty

Non-full time faculty will be evaluated for contract renewal by the Department Chairs who supervise their courses, in consultation with the Vice President of Academic Affairs. This process will include at least one student course evaluation per year.

Faculty Improvement Plan

If a faculty member experiences challenges in satisfactorily completing their assignments or job duties, those challenges should be identified and documented by the Department Chair. Recommendations for improvement will be included in the scheduled performance evaluation or as deemed necessary by the Department Chair. If the problem continues, the Department Chair can initiate a formal improvement plan. The Department Chair will work with the faculty member to develop an improvement plan. The improvement plan will provide a structure for planning, evaluating and monitoring improvements. The Department Chair must provide the faculty member specific recommendations in writing, which will assist the faculty member in achieving a satisfactory improvement plan.

Improvement plans must address the following: 1. Problem that needs resolving. 2. Strategies for resolving the problem (including resources and mentoring). 3. Date for completing each strategy.

As determined by the improvement plant, the Department Chair will monitor faculty progress and give feedback in completing the improvement plan. Faculty who fail to improve performance will be subject to Corrective Disciplinary Actions under policy 260.50, Types of Corrective Disciplinary Actions. Improvement plans for Department Heads/Division Chairs will be initiated and implemented by the Division Chair/Vice President for Academic Affairs.

Staff Improvement Plan If faculty or staff members experience problems in satisfactorily completing their assignments or job duties, recommendations for improvement will be included in the scheduled performance evaluation or as deemed necessary by the supervisor. The improvement plan is developed by the faculty or staff member with the help of the supervisor. The Improvement Plan will provide a structure for planning, evaluating and monitoring improvements.

The supervisor must provide the faculty or staff member specific recommendations in writing which will assist the faculty or staff member in achieving a satisfactory improvement plan. Improvement plans must address the following: 1. Problem that needs resolving. 2. Strategies for resolving the problem (including resources and mentoring). 3. Date for completing each strategy. The supervisor will periodically monitor faculty or staff progress and give feedback in completing the improvement plan.

Faculty or staff who fail to improve performance will be subject to Corrective Disciplinary Actions under policy 260.50, Types of Corrective Disciplinary Actions. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: April 2006, April 2009, 8/21/13, June 2015, 05/12/2017, June 2019 Reviewed March 2017

237.10 Full-time Faculty Responsibilities

Full-time faculty members are expected to work a full 40-hour workweek. Times and locations will be flexible according to needs of individual departments and faculty. Job duties per the faculty position description must be fulfilled.

Full-time faculty members will designate six (6) hours per week for on-campus Commented [EC1]: Suggestion of at least added, but Fac Council wants to match contract and avoid any confusion. consultations with students, as well as post current hours at the office. Responsibilities for Leaving it with “will designate six”

full time faculty include course instruction, program administration and assessment, advising, student supervision, and campus committee participation. Additional duties may Commented [EC2]: This “may” stays due to the fact not all faculty are required to do all the same duties. It is include grant administration, research, and other non-teaching duties as defined by the dependent on job description. faculty position description, and approved by the Vice President of Academic Affairs. Faculty teaching loads should not exceed 15 credits per quarter or forty-five (45) credits per academic year without adjusted compensation. A faculty member whose teaching load exceeds forty-five (45) credits per academic year will be compensated for the additional credits on an equitable basis as requested by the faculty member and approved by the Vice President of Academic Affairs.

Department Chair Responsibilities

In addition to full-time faculty duties, Department Chair responsibilities include budgeting, scheduling, faculty evaluation and program assessment and planning, committee participation and other department management tasks as needed. The Department Chair facilitates communication between the department and the SKC administration and staff, helps disseminate institutional information to students and faculty in the department, and includes member faculty input, requirements and needs in department decision-making. The Department Chair is responsible for coordinating member faculty, and promoting a productive and collegial working environment within the department.

The department members, Department Chair, Division Dean, and the Vice President of Academic Affairs shall assist in the determination of additional the responsibilities of the Department Chair. These responsibilities will be recorded in the Department Chair Position Description and kept on file for reference and revision as needed.

Division Dean Responsibilities

The Division Dean will coordinate the collective efforts of the departments, which have been combined into a division due to common curriculum, students, faculty, objectives and/or funding. The Division Dean will work closely with the division member Department

Chairs and to facilitate planning, budgeting, assessment and decision making for the departments included in the division.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: April 2006, 8/21/13, 2/10/17, June 2019 Reviewed March 2017

237.20 Dress Code Employees will dress in professional attire appropriate to the worksite considering safety, comfort, and public image. History: Adopted: September 2010 Revised: 8/21/13 Reviewed March 2017

237.21 Workspace All employees will maintain a neat and clean workspace reflecting pride in the College and their department. History: Adopted: September 2010 Revised: 8/21/13 Reviewed March 2017

237.50 Registered Violent and Sexual Offenders SKC Security Department will maintain all pertinent information, including pictures and legal descriptions of all registered violent and sexual offenders who are employed full-time, part-time, and emergency hires, along with full-time and part- time students, and housing residents.

The Employment Review Committee will review each case, and decide if it is appropriate for the registered sexual or violent offender to be hired at SKC. This applies to all full-time and part-time applicants. History: Adopted: January 2011 Revised: 8/21/13 Reviewed March 2017

238.00 Resignation If an employee wishes to voluntarily resign employment, or change status, he/she will submit a written notification to their immediate supervisor for release from the contract at least two weeks before the proposed resignation. The resignation letter and subsequent action shall be placed in their personnel file. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/8/12, 8/21/13, 2/10/17 Reviewed March 2017

238.50 Payment of Final Wages When an employee terminates from SKC, the final wage payment is issued in the next regular pay period that includes their final working day.

The terminated employee must complete the checkout process with Human Resources prior to final wages being released to the employee. All SKC property must be returned in good working order including but not limited to all computers, iPads, phones, keys and credit cards. The value of the any un-returned item will be deducted prior to processing the final check. The final paycheck will be paid in check form with the direct deposit option inactivated.

History: Adopted: 6/15/11 Revised: 8/21/13, 02/10/17 Reviewed March 2017

239.00 Outside Employment Employees are not allowed to work for any other organization or engage in a business for themselves without expressed written permission of the President. Permission will not be granted, if such employment would result in any of the following: a. Impairment of on-the-job efficiency b. Conflicts of interest c. Unfavorable public relations with the College or the Confederated Salish & Kootenai Tribe Employees must submit requests in writing and must state: the type of work to be engaged in, the name of the hiring organization, the hours of the work, and the reasons for desiring such employment. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 Reviewed March 2017

240.00 Social Media Policy

Social media are powerful communications tools that allow Salish Kootenai College to communicate with students, employees, community members. Social media also allow the College to tell its story to stakeholders and impact the College’s reputation. The purpose of this policy is set forth the guidelines that must be followed to establish and maintain an

official Salish Kootenai College Social Media Site or page or use Social Media for official college communications.

For the purpose of this policy, "social media" refers to, but is not limited to, blogs (web- based journals) and microblogs (e.g., Tumblr), collaborative websites (e.g., wikis, etc.), message boards, social networking sites (e.g., Facebook, Twitter), podcasts (multimedia distributed over the internet), video sharing (e.g.,YouTube), and photo sharing (e.g., Instagram).

This policy only applies to social media accounts created to represent SKC groups, departments, programs, etc. and does not apply to private individual accounts. SKC respects the freedom of speech and First Amendment rights of the college community. Nothing in this policy is intended to limit employees’ rights as prescribed by the National Labor Relations Act, principles of Academic Freedom, and other applicable legal rights.

Monitoring

Sites created on behalf of the College or its departments are not private and may be monitored to ensure compliance with all college policies.

Salish Kootenai College does not pre-screen posted content, but it shall have the right to remove, in its sole discretion, any content that it considers to violate this policy. Acceptable content may be positive or negative in context to the conversation, regardless of whether it is favorable or unfavorable to the College. However, language or content that is illegal, obscene, defamatory, threatening, infringing on intellectual property rights, invasive of privacy, profane, libelous, threatening, harassing, abusive, hateful or libelous to any person or entity is unacceptable and shall be removed.

The College may also remove social media sites that are not maintained for longer than six (6) months.

The College does not endorse or take responsibility for content posted by third parties.

Accounts made for a college unit must be created by an authorized representative of the College. Students may not be named as administrators. In order to comply with most platforms' terms and conditions, and to enable the college to monitor authorized accounts and platforms, any unit wishing to create an account with a social media site will provide the Information Technology Services Department with information about such accounts, along with the contact information for the individual(s) who will be authorized to create, operate, monitor, and edit accounts on an ongoing basis.

The Administrator:

1. Has approval of the department head or unit supervisor and is registered with the Information Technology Services Department.

2. Adheres to the terms of use/service set forth by any applicable third-party Social Media Outlet.

3. Complies with all laws, regulations and college policies, including but not limited to Federal Educational Right to Privacy Act (FERPA), harassment, privacy, confidentiality, copyright, trademark, intellectual property, data security, information technology, Anti-Harassment, Non-Discrimination, and Conflict of Interest.

4. Uses college symbols and logos, and images of college students/employees/facilities, and follows campus content and style guidelines.

5. Includes a disclaimer stating, “Opinions expressed on this page are those of the author, and do not reflect the opinions of Salish Kootenai College…”

6. Follows all procedures included in the Social Media Guidelines.

Use of copyrighted or proprietary materials:

Rights and permissions must be secured before posting, sharing, or distributing copyrighted materials, including but not limited to copyrighted photographs or texts, portions of copyrighted video, or information considered proprietary by a college partner, vendor, or contractor, except when such material is covered under Fair Use provisions. Commercial use, e.g., sales of merchandise.

Endorsing commercial products or services is not permitted. The provision of online services or the sale of college publications or products is permitted with permission of the President.

History: Adopted 04/15/15 Reviewed March 2017

241.00 Data Access and Security Policy

PURPOSE Access to institutional data by faculty, staff, and other employees is essential to support college functions. In turn, faculty, staff, and others with access are obliged to appropriately use and effectively protect college data, including digital and paper records.

College data covered by this policy include items of information that are created, collected, maintained, and utilized by the college community for the purpose of carrying out institutional functions including teaching, advising, business functions, and research, limited by any overriding contractual or statutory regulations. Research data, scholarly work of members of the faculty, staff, or student body, and intellectual property are beyond the scope of this policy.

Authorization to access college data carries with it the responsibility to use the data as intended and not for personal gain or other inappropriate purposes. This data usage policy is intended to ensure that college data is used appropriately.

DATA ACCESS POLICY STATEMENT

College data shall be accessible for inquiry and/or download by authorized employees in support of college functions appropriate to the role/duties of the authorized individual. Access to data will be as broad as possible, consistent with the classification of the data, role(s) and responsibilities of the user, and level of training. Data will be classified according to its sensitivity to unauthorized exposure as per the standards defined in this document.

All individuals who require access to student data - other than public data as defined below – will complete training in data security and protection of confidential data.

DATA ACCESS AUTHORIZATION

Access to college data for inquiry and/or download purposes (through centrally or departmentally supported applications software, user-written software, or other means) will be authorized on the basis of data inquiry access categories and the individual's roles/duties. An individual's access to his/her own student or employment information, however, is governed by law and is not constrained by these categories.

Data reporting required for grants may be subject to review by the Salish Kootenai College Institutional Review Board (See SKC Policy 1000.0).

Data is classified according to the following categories:

Public Data: Data which are of interest to the general public and for which there is no business need or legal reason to limit access. Public data may be made available to the

general public in printed or electronic format. Anyone in the general public may view these data using such public sources such as institutional web pages or printed materials. Examples include student data identified as ‘directory information’ and aggregated data provided in institutional or departmental facts books.

Non-Public Data: All data held by the college for operational, educational, and/or other purposes which are not appropriate or available for general public use. Non-public data shall be made available to authorized college employees for inquiry/download only in support of the performance of their assigned roles/duties. Non-public data may be released to individuals or groups outside of the College community only with approval as required by law, approval through the Salish Kootenai College Institutional Review Board, or approval by the appropriate data steward(s) as listed below. Examples of non-public data include records subject to disclosure under law including college business transactions, employee records, and student records including student grades. Non-public College data shall be stored or transported on portable devices/media (laptops/tablets, USB drives, CD-ROM, DVD, etc.) only as required to conduct College business functions. Where necessary to store or transport such data on a portable device/medium, they should be protected from disclosure in the event of device/media loss using commercially reasonable business practices such as device locks or data encryption.

Further distribution of non-public data or use of non-public data for a purpose other than that for which it was requested is a violation of college policy.

Confidential Data: Data to which access is restricted for legal or other college business reasons including personal information. Examples of confidential data include a person's name together with social security number or bank account number or driver's license number, a student’s SKC ID together with its password, SKC ID together with name, certain personnel records, certain student records, etc.

All members of the college community are responsible to access confidential data only for legitimate purposes of college business. Each member of the college community with authorization to access confidential college data must document with a signed statement that he/she understands and will comply with College policies and procedures applicable to that data.

All confidential data connected with an individual's name shall be stored securely on physically secured storage devices or media and displayed in an encrypted or otherwise obscured manner.

Confidential data – including student grades or other academic records, college business records, etc. - should never be stored on an unsecured device such as a laptop computer or USB drive unless the data is nonidentifiable as pertaining to any particular individual(s), and should be stored in password protected files. Highly confidential data shall not be collected or stored outside the designated central system of record.

DELETING DATA Data should be stored and archived in accordance with the legal requirements for that particular type of data. For example, financial records are required to be archived for a specific period of time. The steward of any particular data along with IT Services and Institutional Research will determine when archived data can be appropriately deleted.

DATA USAGE Non-public and confidential college data shall be used only in the performance of assigned roles/duties within the college.

DATA USAGE RESPONSIBILITY Each individual with access to college data has the responsibility to use those data and any information derived from them appropriately. Individuals will be held responsible for any use made of college data under their user IDs and passwords.

Use of college data must comply with all applicable federal laws and college policies, including FERPA, HIPAA, and SKC antidiscrimination policies. College data must not be used to promote or condone any type of harassment, copyright infringement, political activity, personal business interests, or any activity that is unlawful and/or precluded by college policies.

Willful misuse of college data or other breaches of this policy can result in termination of access privileges, disciplinary action which may include termination of employment, and/or civil and criminal penalties.

ACCOUNT AND PASSWORD RESPONSIBILITIES

Every individual at SKC has several accounts allowing access to various systems at SKC, many that allow access to private and confidential data. It is the individual’s responsibility to keep the user IDs and passwords of these accounts private and treat the information as confidential data. User IDs and password shall not be written down and shall not be kept in an easily visible location. See Good Security Practices in the SKC Procedures Manual for information on how to properly keep your account information confidential.

Systems and accounts that are found to be in violation of this policy may be removed from the SKC network, disabled, etc. as appropriate until the systems or accounts can comply with this policy.

History: Adopted 04/15/15 Revised: 4/27/18 Reviewed: March 2017

242.00 Technology Management Policy

SKC IT Services Department will purchase all technology equipment and software for the campus. The technology equipment and software procurement procedure is specified in the SKC Procedure Manual. SKC shall follow all federal rules and regulations as set forth in the CFR 200.

Adopted: 4/27/18 Revised:

COMPENSATION 245.00 Work Hours Unless otherwise specified, all full-time non-exempt employees will work a forty (40) hour week. The work week begins Sunday 12:01 a.m. and ends Saturday 12:00 a.m. The work schedule for the employee’s job is determined by the supervisor. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: April 2006, 8/21/13, 1/26/18 Reviewed April 2017

246.00 Payroll Pay Periods The pay periods for SKC employees are bi-weekly with paychecks issued on Wednesday mid-morning following the end of a pay period. Any employee who is paid for time not worked, or is compensated for such time, will have the overpayment deducted from the following pay period. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13, 1/26/18 Reviewed April 2017

247.00 Overtime Pay Non-exempt employees will be paid for work time that exceeds 40 hours in one week. All overtime must be approved by the Supervisor through the electronic approval process prior to the work being performed, unless otherwise authorized by the appropriate Administrative person. Pay will be at 1.5 times regular hourly pay as per FLSA requirements.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: September 2003, 8/21/13, 04/15/15, 1/26/18 Reviewed April 2017

248.30 Salary Classifications SKC uses a ranking method for salary classifications. The positions are ranked into groups entitled Custodians and Secretaries, Administrative Assistants, Technology Technician & Managers, Administrators, Instructors, and Child Care. Factors taken into consideration when ranking are: 1. Value of the position to the College. 2. How decisions of the position affect the College. 3. Special skills required for the position 4. Competition in recruiting and retaining personnel for the position 5. Education and training 6. Level of supervision required/given 7. Contact with the students and the public Subjective judgment by the President is used in the ranking. The President places the job in the ranking position after conferring with the administrator in charge, studying the job description, assessing the field for potential personnel, and surveying the salary requirements to fill the position.

Salaries for the different rankings are determined by surveying the salaries of employees in similar positions in the recruitment area. The ability to pay is also a major consideration. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 Reviewed April 2017

248.50 Salary Schedule Categories Secretarial Senior Secretary and Accounting Technician Administrative Secretary Custodian Basic Secretary Secretary Trainee Administrative Assistants Bachelor Degree AA Degree below AA Administration Director IV Director III Supervises Major Programs Director II Other Program Management Director I Counselors, Registrar, Financial Aid Officer Technology Technician Manager Instruction Bachelor Degree

Master’s Degree Doctorate Degree Salary schedules are developed for each category. Credit is given for education and a step increase is provided for each year of successful work experience. When cost of living adjustments are made, the base is increased by the given percentage. Each step is then increased by a percentage of the base. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 Reviewed April 2017

248.70 Administrative Salary Principles governing implementation of the Administrative Salary: a. The Board reserves the right to negotiate the salary of the President, Vice- President of Academic and Student Affairs, and Vice President of Finance, Business & Administration independent of the salary schedule. b. The schedule is based upon 12 months of service. c. Current salary and education shall be used initially placing employees on the schedule. d. The placement of a College position into the Director I, II, III, IV or other category shall be made at the discretion of the President in accordance with the duties of the position. e. A Director III or IV position supervises major administrative department(s), as defined by the President. f. Annual adjustments may be made in the salary schedule upon recommendation by the President and with the approval of the Board. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 Reviewed April 2017

248.90 Faculty Salary The College strives to stay regionally competitive with Faculty salaries and faculty workload. It participates in regional salary surveys and surveys educational entities in the local area. Beginning salaries and increments are governed by the President or designee and the Board wherever applicable. Full time employees will be paid according to the levels on the SKC Salary Schedule. Part time instructors will be paid at a rate based on the credit hours taught according to the salary schedule for Part Time Instructors. Other part time or temporary appointments will be paid at a rate that is commensurate with the type of duties to be performed. The President will establish the rate of pay for these appointments.

Full time instructors will negotiate with the College for the amount of prior experience to be counted. The following will be considered in negotiating: each complete academic year of teaching at a college, university or technical school serving adult Indian students, and other experience relating to the position. Instructors at SKC will advance one step for each full academic year of teaching at SKC, subject to funds being available. Part time instructors will be given credit for teaching experience earned only at SKC. The quarters teaching need not be consecutive.

Instructors will be allowed to move laterally on the salary schedule according to the following conditions: a. Credits are earned graduate credits b. Proof of credits earned (transcripts) are submitted to the President c. Salary increase for additional credits or degrees will be awarded at the time the next contract is made following the completion of the credits.

In cases where there is a high demand for instructors in certain fields, and it is not possible to secure a qualified instructor at the rate indicated, the President with concurrence of the Board, may raise the suggested level for that position.

When the budget will allow, the President may grant salary increases or salary supplements based upon length of service, merit and other factors related to job performance and the availability of funds within the range approved by the President. Salary Advances are prohibited to part time employees. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: March 2005, 8/21/13 Reviewed April 2017

249.00 SKC Salary Schedule SEE APPENDIX B, SALARY SCHEDULE History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 4/13/11, 8/21/13

249.50 Employee Benefits Retirement The retirement plan is mandatory for SKC full time employees. The employee will contribute 6% minimum of the monthly salary and the College will match with a 6% contribution.

Medical/Life Insurance/Vision/Dental Full time staff are eligible for benefits that include medical, dental, vision, and life insurance.

Part Time employees working an average of more than 30 hours per week will be eligible for medical benefits. Employees must work an average of more than 30 hours per week for two consecutive calendar quarters to be eligible for medical coverage. If the employee falls below 30 hours for two consecutive calendar quarters they will no longer be eligible for coverage. A Part Time employee will not be eligible for any other benefits under this policy.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 12/14/11, 8/21/13, 04/15/15 Reviewed April 2017

PERSONNEL LEAVE

250.00 Annual Leave Full-time staff will accumulate annual leave.

Accumulation of Leave Annual leave is accrued at the rate of four (4) hours per pay period two weeks from the date of employment and six (6) hours per pay period twenty (20) days after three (3) years of full time employment, employment in any CSKT tribal entity will be counted. The maximum accumulation total for each employee shall not exceed 156 hours of annual leave. Annual leave will not be earned during a pay period in which the employee has taken leave without pay.

Granting of Annual Leave Granting of leave requests are subject to the prior approval of the immediate supervisor. Unapproved leaves constitute unauthorized absence from assigned duties. An unapproved absence will be grounds for disciplinary action up to and including discharge.

Employees are encouraged to plan vacation time with their supervisor and others affected by the employee’s absence. All annual leave for a period of more than five (5) days duration shall be requested in writing to the immediate supervisor at least two (2) weeks prior to the requested leave time. In the event of conflict among the staff for leave time the immediate supervisor will make the determination.

Disapproval of Annual Leave All annual leave requests made after the fact will not be approved, unless proof of an emergency is supplied to the supervisor. The supervisor has discretionary

power to approve or disapprove leave. If disapproved, the employee will be charged leave without pay.

Compensation for unused Leave Time An employee is eligible to receive terminal compensation for annual leave at the current hourly rate if he/she has been terminated without sufficient notice to utilize the annual leave during the working period.

Holiday When a holiday occurs during annual leave, except for terminal compensation, the holiday is not considered a day of annual leave. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: September 2003, February 2004, 8/21/13, 11/09/16, 1/26/18 Reviewed October 2017

250.50 Faculty Personal Leave Teaching faculty will be granted two (2) days personal leave per 9-month contract. On June 30 of each year, all Faculty Personal Leave hours will reset to a zero balance. Contracts in excess of 9 months shall receive a prorated amount of personal time. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13, 11/09/16 Reviewed October 2017

250.70 Holiday Pay

In order to receive pay for a recognized holiday, an employee must be in a work or paid leave status for the full shift on his scheduled workday immediately preceding and immediately following the holiday. The College will recognize and observe any other day that is established as a holiday by Federal or CSKT Tribal proclamation. SEE APPENDIX A FOR APPROVED HOLIDAYS History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 10/12/11, 8/21/13, 1/26/18 Reviewed October 2017

251.00 Sick Leave Sick leave is accrued at the rate of four (4) hours per pay period (two weeks) from the date of employment and six (6) hours per pay period twenty (20) days after three (3) years of employment. Employment in any CSKT tribal entity will be counted. The maximum accumulation total for each employee shall not exceed 240 hours of Sick leave. No sick leave will be earned during a pay period in which the employee has taken leave without pay.

Each faculty member will receive a bank of sick leave equal to 1 day per month of contract time at the start of the contract year.

An employee will forfeit all unused sick leave upon the date of termination of employment of the college.

The use of sick leave will be governed by the following:  When an employee is absent on sick leave, the employee must notify his/her Supervisor the day they are absent.  If five (5) or more days of sick leave are used consecutively, a doctor’s statement must be submitted to the Human Resource Officer.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13, 1/11/17, 1/26/18 Reviewed October 2017

251.50 Wellness Leave A full time employee that has an accrued balance of 240 hours of sick leave after the first pay day in October of each year may elect to move 40 sick leave hours to the Wellness Leave category. A signed written request of the transfer must be in the payroll office no later than the end of business on October 15.

Employees must use the Wellness Leave hours by the end of September for each year. On October 1 all Wellness Leave hours will reset to a zero balance.

Granting of Wellness Leave is subject to the approval of the immediate supervisor and may be used for personal time off.

An employee will forfeit all unused Wellness leave upon the date of termination from employment. History: Adopted: 10/12/11 Revised: 8/21/13, June 2015 Reviewed October 2017

252.00 Administrative Leave Administrative leave may be authorized by the College President. Employees on administrative leave maintain their rate of pay and employment benefits. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

Reviewed October 2017

253.00 Cultural Leave Employees may be granted cultural leave to participate in activities as approved by the Salish and Kootenai Culture committees. Leave requests must be pre- approved by the employee’s supervisor. SEE APPENDIX A - CULTURE COMMITTEE APPROVAL History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 Reviewed October 2017

253.30 Civic Leave When an employee is obligated to attend jury duty, the employee has an option to take annual leave and retain all fees and allowances received, or to take his/her regular wages and remit any fees to the College. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 Reviewed October 2017

254.00 Education Leave Educational Leave can be granted to full time employees when the education is to the benefit of SKC and the employee’s career development. Upon having prior approval by the employee’s supervisor, up to six (6) hours of paid leave per week can be granted. Any educational leave exceeding six (6) hours per week must be requested in writing to and approved by the Board.

Fee Waiver for SKC College Classes

Full time SKC staff and faculty members may register for 6 credits each quarter at no cost except for laboratory fees. Part time staff and faculty members may register for 3 credits each quarter at no cost except for laboratory fees. Full time SKC staff receives release time for classes during the normal working hours upon having prior approval by the employee supervisor. Part time SKC staff and all faculty must schedule classes outside of their normal working hours. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 12/14/11, 8/21/13 Reviewed October 2017

254.50 Sabbatical Leave Administration as defined in Section 220.00; Instructional Staff as defined in Section 222.00; and Non Teaching Faculty as defined in Section 222.10 shall be eligible for sabbatical leave in accordance with the following sabbatical leave provisions: a. Full-time employees will become eligible for sabbatical leave upon completion of five (5) consecutive years of employment at the College. b. Compensation during sabbatical leave will be negotiated with the Board. c. Upon returning to the SKC campus, the employee will submit a report to the President and the Board concerning the value of leave to him/her. d. The purpose of the leave should be to study, travel, research, write or rest designed to improve the faculty/administrator’s professional and vocational ability. e. The applicant must submit a plan outlining the purpose of the sabbatical leave and how the time will be spent. f. Sabbatical leave time may not exceed 30 months. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

Reviewed October 2017

255.00 Bereavement Leave Bereavement leave can be granted when there is a death in the immediate family, for a maximum of five (5) day’s leave with pay. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13, 1/26/18 Reviewed October 2017

256.00 Family Medical Leave Act Employees employed for at least 12 months may be eligible for unpaid leave of up to 12 weeks per year. This leave should be requested to the supervisor in writing and may be taken for the birth of a child; adoption or foster care; to care for a child, spouse, or parent with a serious health condition; or due to the employee’s own serious health condition. History: Adopted: 8/21/13 Reviewed October 2017

256.50 Military Leave A full-time employee who is a member of any component of the United States Armed Forces shall be allowed a leave of absence for required training or duty for a period not exceeding fifteen (15) working days during one calendar year. In the event that the time of such training is optional, the time shall be designated at the discretion of the supervisor. Such leave will be with full pay, minus that which the employee received from the military for service while on military leave.

Employees returning from active duty service will be reinstated if they meet the requirements of the Uniformed Services Employment and Reemployment Rights Act.

Employees called to participate in military training shall furnish the supervisor with certification, normally copies of official military orders, that they were called to duty by proper authority. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 Reviewed October 2017

257.00 Leave Without Pay Leave without pay may be authorized under the following conditions and stipulations: a. The President may grant a full-time employee leave without pay for a period not to exceed ninety (90) days. Requests for leave without pay for longer periods of time must be approved by the Board. b. College staff is encouraged to work on advanced degrees. In most instances leave without pay request will be approved for a period up to three years. Leave request will be subjected to the impact the completed leave conditions will have on the College. Considerations include, but are not limited to the following:

1. If the leave is to complete a college degree, will this improve the overall effectiveness of SKC? 2. If the leave is for travel, will the results of the completed travel help the College improve?

3. If the leave is for the employee to work in an internship, will this help the overall College program?

4. Will the leave of absence cause hardship on the College and cost the College more than the benefits to be gained?

c. The position held by the employee prior to the leave will not be available to said employee if the employee does not fulfill the obligations of the leave without pay. Employment upon return from the leave without pay status may not be available if the position held prior to leave does not exist. This could be due to loss of funding or reorganization. If the conditions of the leave are fulfilled, and the position no longer exists the employee will be eligible for in-house hiring for a period of three (3) months from the termination date of the leave without pay. d. Applications for a leave without pay should be made at least three (3) months prior to the requested starting date. The application must be made in writing, state the intended dates for the leave, the obligations to be fulfilled by the applicant and a brief statement of the benefits to be gained from the leave. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 Reviewed October 2017

PERSONNEL FILES

259.00 Personnel files The Human Resource Office will establish and maintain a comprehensive personnel file for each employee. Personnel files are confidential and secured in the Human Resource Office located in the Big Knife Building. Records in the Human Resource Office supersede all other department records and files. It is the responsibility of the Department Head to insure that all personnel records and information on each

employee are forwarded to the Human Resource Office. Inactive files are kept for a period of three years. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: April 2006, 8/21/13

259.30 File Contents 1. Full-time employee personnel files will contain but not be limited to the following: a. Application for employment b. Resume and official transcripts of college courses (when applicable) c. Contract (original signed by all parties) d. Position description e. Performance evaluations f. Correspondence related to disciplinary actions, change in status, change of assignment, etc. f. Termination or resignation History: Adopted: Policy has been in place prior to Sept. 2003 Revised: April 2006, 8/21/13

259.50 File Authority Personnel files are confidential. Personnel files shall be accessible to the President, Human Resource Officer, the employee, employee supervisor(s) in the direct line of managerial authority, and internal and independent auditors and various federal and state agencies on a “need to know” basis. The employee must provide written permission or legal order to release personnel information to

additional persons or agencies. File reviews will take place in the Human Resource Office during normal working hours in the presence of the Human Resource Officer. Personnel records can be offered as evidence that the College uses fair employment practices. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: April 2006, 8/21/13

PERSONNEL DISCIPLINARY ACTION

260.00 Authority The President has the authority to suspend or terminate an employee for cause without pay. All full-time employees subject to disciplinary actions shall have access to the Employee Grievance Procedures. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

260.50 Types of Corrective Disciplinary Actions Corrective discipline will be used as a method of dealing with unsatisfactory performance or misconduct of employees. It will be used to provide the employee with an opportunity to become aware of and correct the misconduct or performance. Copies signed by employee and supervisor will be submitted to the Human Resource Officer and placed in the employee’s personnel file.

The type and degree of disciplinary action will be determined by the nature of the offense. It is not necessary that the types of corrective discipline be applied sequentially. a. Written Corrective Action - When an employee requires corrective attention, the employee’s supervisor shall discuss the reason for corrective attention in a timely manner and outline corrective action. The written Corrective Action shall include the nature of the deficiency or infraction; the required means of correction, appropriate timeline, and the possible resulting action (suspension, or termination) if improvement is not made. b. Suspension - The President may, with just cause, suspend an employee without pay for one (1) to thirty (30) days. The employee will not accrue

leave during the suspension period. Documentation of the suspension shall be placed in the personnel file. d. Termination - If the employee is to be terminated, the employee will be notified in writing of the action. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: March 2005, 8/21/13

261.00 Reasons for Discipline The following are grounds for demotion, suspension or termination: a. Theft or willful misuse or abuse of SKC property. b. Insubordination c. Unauthorized absence or excessive absence or tardiness (Not more than 5 unexcused absences in a rolling calendar year) d. Misappropriation or willful falsification of records regarding funds. e. Acceptance of solicitations, bribes or favors. f. Intoxication, consumption of illegal drugs or alcohol while on the job or during a College activity. g. Neglect of duty or inefficiency. h. Serious personal misconduct while on the job, such as assault, battery, verbal abuse, etc. i. Violation of laws and safety regulations. j. Falsely counterfeiting or forging any form of request. k. Failure to comply with the conditions set forth in Section 261.20, Drug Free Work Place. l. Concealing, removing, mutilating, obliterating, or destroying program records or documents. m. Use of SKC technology resources to: 1) willfully receive, create, transmit or disseminate images, audio, video, text, e-mail or other electronic media that

are generally considered sexually explicit, 2) run a personal business, 3) gamble, or 4) harass, threaten, or intimidate others. Refer to the SKC Acceptable Use Statement for clarification. n. Violation of Tobacco Use on SKC’s Campus o. Violation of Dress Code p. No Call No Show for three consecutive days

This list is not intended to be considered all-inclusive. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: September 2010, 8/21/13, 04/15/15

261.10P Use of Drugs and Alcohol The unlawful manufacture, distribution, sale, possession or use of alcohol or illicit drugs by employees on SKC property or while conducting College business are prohibited. Employees who engage in such activities are subject to disciplinary action which may lead to termination of employment. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

261.15 Tobacco Use on Campus Use of tobacco products including cigarettes, cigars, pipes, and smokeless tobacco is prohibited in and within 25 feet of all campus buildings and facilities. 1. Employees may use tobacco only during designated breaks. 2. Supervisors will designate times for smoking breaks.

3. Smoking is limited to designated areas. All smoking materials must be properly disposed of in provided containers. 4. Employees who fail to comply with this policy will be subjected to disciplinary action, under Policy 260.50, Types of Corrective Disciplinary Actions. History: Adopted: September 2010 Revised: 8/21/13

261.20 Drug Free Workplace SKC is committed to The Drug Free Work Place Act of 1988 (DFWA), which requires SKC to maintain a drug free workplace. It is unlawful for employees and students to manufacture, distribute, disperse, be in possession of, or use a controlled substance on the SKC campus. College classes away from the main campus and college-sponsored activities are also considered to be covered by the DFWA act.

Employees must notify the President within five days “of any criminal drug statute conviction for a violation occurring in the work place”. The President will notify the appropriate funding agency of any employee convicted of drug activity at the work place within ten (10) days of receiving such notice from the employee. Any violation of this policy may result in disciplinary action up to and including termination. The employee, if not terminated, will be required to participate and satisfactorily complete a drug abuse assistance or rehabilitation program approved by Tribal Health, or an appropriate agency. The cost of such assistance or rehabilitation will be the responsibility of the said employee. If said employee is not under suspension, he/she may use sick leave or annual leave if necessary. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

261.21 Drug Testing Policy a. All newly hired employees must submit to and pass an initial drug test before official hire. b. Salish Kootenai College shall participate in the effort to eliminate illegal drugs by establishing a comprehensive drug-free work place program which is humane, responsible, and effective. The program shall be conducted without regard to race, color, religion, sex, national origin, age, or disability. The program will include drug education and training, employee counseling (EAP; Employee Assistance Program) and assistance, drug testing and corrective action for employees who are found to use illegal drugs. c. Every effort shall be made to help employees who have drug abuse and alcohol abuse problems by coordinating with other entities that offer rehabilitation services. d. To the maximum extent possible, the employee’s personal dignity and privacy will be respected in reaching SKC drug testing goal of a drug-free workplace. e. Employees are required to refrain from using illegal drugs whether on duty or off duty and SKC shall initiate disciplinary action against any employee who is found to use illegal drugs.

f. The drug and alcohol-testing program shall include both voluntary and mandatory testing. Mandatory testing shall include accident or unsafe practice, applicant follow-up, and reasonable suspicion testing. g. SKC will continuously review the procedures used by the collection site person and the drug testing laboratory to ensure that the activities of both are in compliance with the requirements of the “Mandatory Guidelines for Federal Workplace Drug Testing Programs”, published by the Department of Health and Human Services in the Federal Register on 4-11-88 (53 FR 11979). h. Urine specimens collected for testing will be analyzed in a laboratory certified by Federal Government using a testing methodology that will ensure the results are highly reliable and accurate; and as an added safeguard, the HR department will review laboratory results. i. Applicants who refuse to be tested or are verified as testing positive for the use of illegal drugs shall not receive further consideration for the position for which they applied. j. SKC shall offer assistance through the Employee Assistance Program Counselor to employees who use illegal drugs. k. In accordance with 42 U.S.C.290ee-3, all medical and rehabilitation records in an Employee Assistance Program are considered confidential “patient” records and may not be disclosed without the prior written consent of the patient. This includes records created when an employee formally enters and participates in a program dealing with drug and alcohol abuse problems. l. Drug test results may not be disclosed without prior written consent of the donor, unless the disclosure would be:

(1) To the Safety Officer, the Employee Assistance Program Coordinator or Counselor.

(2) To a supervisory official within SKC having authority to take a personnel action that is adverse to the employee (including suspension or termination).

(3) Pursuant to the order of a court of competent jurisdiction where required by the Judge to defend against any challenge against an adverse personnel action. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13, June 2015, March 2019

261.23 P Alcohol Testing SKC is committed to providing an alcohol-free workplace. The possession, use or distribution of any alcoholic beverage in the workplace and/or while conducting college business is prohibited.

Any violation of this policy may result in disciplinary action up to and including termination. At the discretion of the College, an employee violating this policy may be required to satisfactorily complete an alcohol abuse assistance or rehabilitation program approved by Tribal Health, or an appropriate agency as a condition of continued employment. The cost of such assistance or rehabilitation will be the responsibility of the said employee. If said employee is not under suspension, they may use sick leave or annual leave. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

263.00 Uniform Grievance Procedure SKC administration will endeavor to respond to and resolve complaints without resorting to the grievance procedure and, if a grievance is filed, to address the grievance promptly and equitably. The Human Resource Officer will be kept apprised of all grievances. Record of a grievance initiated by an employee shall not be made a part of his/her official personnel file. However, if the grievance involves a disciplinary action that disciplinary action shall be part of the official personnel file unless the final grievance decision includes an order to remove the disciplinary action record from the personnel file.

All employees subject to disciplinary actions shall have access to these grievance procedures. The following actions are not grievable: a. The contents of SKC Policy & Procedures. b. Non-selection for interview, hire or promotion. c. Termination during any probationary period d. Management decisions relating to benefit plans and packages e. Change in work schedule or duty station. f. Termination arising out of a reduction in force. g. Directed reassignment

All grievances will begin with a discussion between parties as the first attempt to resolve the dispute.

Direct reports of the President may file a written grievance to the SKC Board of Directors, if the Step 1 Initial Informal Grievance is not resolved.

Step 1 Initial Informal Grievance The objective of this step is to resolve the matter promptly and informally. An individual with a grievance must notify the Human Resource Officer and complete the Grievance Procedure Form. An individual with a grievance must discuss it with

whom the grievance is against, within fourteen (14) calendar days after the first knowledge of the occurrence of the grievance. Failure to present the grievance within the fourteen (14) calendar days shall be an absolute bar to prosecuting a grievance. If the grievance is settled to the satisfaction of the individual, the matter will be considered resolved. If the grievance is not resolved, the grievance may be advanced to Step 2, Formal Written Grievance. The individual filling the grievance must notify their immediate supervisor of their intent to file, prior to filing a formal grievance. Grievances involving complaints of sexual harassment are exempt from step 1 and should be reported as specified under policy 261.30.

Step 2 Formal Written Grievance If the grievance is not resolved at step 1, the grievant may file a written grievance stating: 1) specifically and clearly the nature of the grievance 2) the remedy requested, and 3) witnesses and evidence of the grievance. It must be signed and dated by the grievant. The Step 2 written grievance must be filed with the Human Resource Officer and with the immediate Supervisor of whom the grievance is against, within thirty (30) calendar days of the event or incident or from the date after the first knowledge of the occurrence of the grievance

If the grievance alleges a violation of Title IX of the Education Amendments of 1972, Title II of the Americans with Disabilities Act, Section 504 of the Rehabilitation Act of 1973, or sexual harassment, the Supervisor in Step 2 will turn the complaint over to the Title IX Coordinator who will investigate the grievance as stated in Policy 261.30. Otherwise, the immediate Supervisor will investigate and attempt to resolve the grievance. The Supervisor will notify the parties and the Human Resource Officer in writing of the decision within fourteen (14) calendar days from the date the grievance was submitted. If either party is not satisfied with the supervisor’s decision, the grievance may be advanced to Step 3 by requesting in writing that the supervising Vice President review the Step 2 decision. Such request must be

made within ten (10) calendar days of receiving the Step 2 decision and filed with the Human Resource Officer.

Step 3 Upon receipt of the written request for review, the supervising Vice President will schedule a meeting between parties and render a decision in writing to the parties and the Human Resource Officer within fourteen (14) calendar days of the request. During the meeting the parties will be afforded the opportunity to either dispute or concur with the Supervisor’s report. If the Vice President agrees with the recommendation of the supervisor, the recommendation will be implemented.

If the grievant is not satisfied with the Vice President’s decision, the grievance may be advanced to Step 4 by requesting in writing, with a copy to the Human Resource Officer, within fourteen (14) calendar days that the President review the Vice President’s (Step 3) decision.

Step 4 Upon receipt of the written request for review, the President will schedule a meeting between the parties. The parties will be afforded the opportunity to either dispute or concur with the Vice President’s report. The President will decide the matter and will notify the parties and the Human Resource Officer in writing of the decision within fourteen (14) calendar days of the meeting. If the President agrees with the recommendation of the Vice President, the recommendation will be implemented. The decision of the President is final.

Legal Reference: Title IX of the Education Amendments of 1972, 20 USC 1681- 1688; Title II of the Americans with Disabilities Act § 504 of the Rehabilitation Act of 1973 History:

Adopted: Policy has been in place prior to Sept. 2003 Revised: August 2007, 2/13/13, 8/21/13

SECTION III - FINANCIAL INFORMATION

FINANCIAL PROCEDURES 300.00P Cash Policy All cash will be taken to the Business Office to be receipted for and deposited as soon as possible. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

300.10P Procedure Normally cash should be received by the Business Office directly. If received by someone else, it should be taken to the Business Office the same day, or if the Business Office is closed, the next day the Business Office is open. If the Business Office is closed and the amount of cash collected or to be collected is significant, arrangements should be made to make a night deposit with the bank. If you receive money on behalf of the College, you are responsible for it until it is receipted for at the Business Office. No one should be accumulating cash in their office or desk i.e. stamps, coffee fees, etc. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

301.00P Credit Card Policy Credit cards are needed for a variety of reasons. The Vice President of Business Affairs will check out corporate credit cards to college employees and board members that are going to travel. Corporate cards will be issued to the President, Director of Computer Services, Upward Bound Director, and All Nations for Minority Participation

in Science (AMP), Vice President of Academic Affairs and Vice President of Business Affairs.

Credit cards may be used for guaranteeing purchases of equipment, travel costs, group meals, food for cookouts, and other special college events. College credit cards may not be used for personal use, or for the purchase of tobacco or alcoholic products. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

301.10P Procedure The sales slip for charges incurred on behalf of the College will be marked as to the purpose of the charge and the general ledger account to be charged and forwarded to the Business Office. When the monthly bill is received, it will be reviewed and approved by signing and forwarding it to the Business Office. The Business Office will accumulate the sales slips, match them up to the monthly statement and the bill will then be paid. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

302.00P Petty Cash Policy The College will not have any petty cash fund, but will have an administrative checking account limited to $1,000.00. This account will require only one signature of the following: President, Vice President of Academic Affairs, Vice President of

Business Affairs or Chief Financial Officer. The purpose of this account will be for the payment of cash type purchases. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

302.10P Procedure A check will be written and signed by the President, Vice President of Academic Affairs, Vice President of Business Affairs or Chief Financial Officer. The check will be marked with the purpose of the expenditure and a receipt obtained. Monthly, a Business Officer will issue a regular check reimbursing the administration checking and charging the necessary expense accounts. This procedure will reconcile the administrative checking account, obtain the necessary back up documentation, and restore the administrative account to $1,000.00. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

302.20P Checking and Short Term Investments Policy The Vice President of Business Affairs has the overall responsibility for designing and operating an effective cash management program. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

302.30P Checking Account The checking account shall require two signatures or the signature by the

facsimile check signer. The authorized signers shall be the President, Vice President of Academic Affairs, or the Vice President of Business Affairs. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

302.40P Short Term Investments The Vice President of Business Affairs shall be responsible for the day-to-day management of short-term investments. This includes: * Initiating transactions * Monitoring investment market values and performance * Reviewing all investment activity with the Board of Directors monthly The Vice President of Business Affairs or the President shall have the authority to sign on investment accounts. Board approval will be required to open new investment type accounts.

The Controller will be responsible for maintaining and approving the general ledger entries for investments. The Vice President of Business Affairs shall be responsible for maintaining detail subsidiary accounting records from those for reconciling the detailed subsidiary records to those of the general ledger. The President shall maintain the physical custody of the securities or other documents evidencing ownership. Short-term investments will meet the following criteria: * Maturity of one year or less. * Very low or no risk as to the principle invested insured savings or certificates of deposits. * Purchase agreements backed by U.S. government securities. * Money market funds that are not market sensitive as to the principle insured and grant backed.

* U.S. Government securities. The following types of securities are not intended to fall into this classification: * Stocks * Mutual fund * Real estate * Any “risk” type security These are College operating and reserve funds that are being invested only for the purpose of earning “interest” income while they are “excess” funds. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

303.00P Receipt of All Revenues All income and revenue is to be received directly by the Business Office, with the exception of bookstore sales. The bookstore policies and procedures are documented in Section 350.00. Procedures: 1. All mail receipts will be forwarded to the cashier. The cashier will endorse all checks “For Deposit Only” on the reverse side of the check. 2. The cashier will enter the information concerning the receipt of monies into the computer and mail the receipt back to the proper party. 3. In person payments will be entered directly into the computer and the person given the receipt immediately (payments will be immediately credited to either Accounts Receivable, or to a revenue account.) 4. Each day the cashier will print cash receipts register, balance out the till, and prepare a bank deposit. The bank deposit will be deposited into the bank. The bank receipt will be attached with the receipt register and the cashier’s till reconcilement and forwarded to the controller for review and approval. 5. The controller will review and approve each days receipt register. 6. When money is received through a bank wire, the bank will notify the Business Office and send them a deposit ticket. The information will then be given to the cashier to be entered in as a receipt.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

304.00P Authority to Purchase or Obligate Funds Policy Authority to purchase and obligate College funds shall be limited to the President, Vice President and Vice President of Business Affairs. A College employee who wishes to use College funds to make a purchase must receive the written approval of one of the three designated administrators. Purchases must be accompanied by a signed Purchase Order. The College is not responsible for financial obligations made by an employee without proper authorization. Procedure Employees will fill out SKC Purchase Orders as follows (this is the actual form that will be sent to the supplier so type or write legibly): Date - Fill in current date. Date Needed - Fill in the date needed or ASAP. Vendor - Fill in complete name, addresses, and zip code of the vendor (supplier). Special Instructions - Fill in any special instructions to the vendor here. List items ordered by: a. quantity b. suppliers stock or catalog number c. description d. unit price (each, case, dozen, etc.) e. fill in total (quantity ordered x unit price) f. add in any postage, shipping, etc. g. add and fill in total of order

Enter general ledger account number(s) and amount(s) that purchase is to be charged to. If you do not know, get information from the Department Program Manager.

Sign your complete name at “Requisitioned by”. Department/Program Manager (whichever is applicable) must sign purchase order. One of the College’s authorized signers (President, Vice President, Vice President of Business Affairs or Chief Financial Officer) must sign. Purchase Order Number will be assigned by the Business Office. Purchase order is not valid until it has both an authorized signature and a purchase order number. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 305.00P Purchase of Supplies Office and instructional supplies, consumable in nature, will be supplied to staff members as needed according to budget allowances. Supply requests should be made to the Bookstore Manager. Supplies will be disbursed and charges made to the appropriate budget. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

306.00P Purchase of Equipment Equipment is defined as an item that costs over $5000.00 and will not wear out or completely deteriorate in twelve (12) months. Office furniture, such as desk and file cabinets are also classified as equipment. Equipment requests should be

presented to the Purchasing Agent or the Project Director. Equipment purchases can be made only when they are consistent with grant policies. Purchases to be made with the College General Fund must be approved by the President. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

306.10P Procurement When goods or services with a value in excess of $3,000 are to be acquired, a minimum of three (3) bids shall be solicited for the goods and/or service with the following exceptions as per federal guidelines. 1. SKC will provide the goods and/or service. 2. Time constraints are such that the bid process will delay the project in such a manner as to cause the project to become economically or practically unfeasible. 3. The goods and/or service needed is only available from a single local (75 mile or less radius) provider. Exceptions should be specified in writing and approved by the SKC President or Vice President of Business Affairs. Bids shall be in writing, dated and signed by the vendor. (Faxes will constitute original documents.) Where quality and costs are deemed to be equal, preference will be given to Indian owned businesses.

No contract shall be made to parties listed on the General Services Administration’s List of Parties Excluded from Federal Procurement or Non- procurement Programs. This list contains the names of parties debarred, suspended, or otherwise excluded by agencies. All persons performing procurement duties of SKC are required to check potential vendors against this list. History:

Adopted: Policy has been in place prior to Sept. 2003 Revised: July 2010, 4/27/18

307.00P Reimbursements Employees may be reimbursed for expenses in the transaction of authorized SKC business, if they have prior written approval of one of the authorized administrators. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

308.00P Travel Travel paid by the College is restricted to College employees. Exceptions may be made for non-College individuals if the purpose of the travel is to represent the college. Exceptions must be approved by the proper chain of command. All travel must be pre-approved according to the current procedure. If travel is not pre- approved the employee may be responsible for all costs.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/12/15, 4/27/18

308.10P Air Travel Employees should make their reservations and purchase tickets through a travel agency and charged directly to SKC or to an SKC credit card. Travel must be at the lowest reasonable cost. No premium or first class seating will be reimbursed by SKC or any funding agency. All air travel must be Fly America Act compliant.

History Adopted: Policy has been in place prior to Sept. 2003 Revised: 4/27/18

308.20P Automobile SKC may reimburse employees mileage at the current Federal Government rate for the use of their personal vehicle for business purposes. The total amount claimed must not exceed the cost of the lowest airfare available at the time the trip was planned. Employees must have current auto insurance. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/17/11, 4/27/18

308.30P Per Diem Lodging Reimbursement for lodging will be at the Federal Government per diem rate. Lodging may be reimbursed at the actual confirmed rate, plus tax with prior approval. Receipts must be attached to the employee’s Trip Report. Lodging rates may be different based on the funding source of the travel.

Meals Expenses for meals will be reimbursed for business travel at the Federal Government per diem rate. Per diem will not be paid for any meals included at the event or meeting. If an employee is unable to eat the food provided on travel, all receipts must be turned in to the SKC business office to receive payment or reimbursement.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 9/17/08, 4/27/18

308.40P Other Travel Expense Rental car, taxi, bus, parking; usual charges for these services will be reimbursed. Expenses are to be explained and receipts are required for any of these expenses that exceed $25. Fuel reimbursement will be to the exact cent; money received in advance must be accounted for by receipts or returned to the Business Office. Any extra insurance coverage purchased or chosen by the employee at the time of renting a car will not be reimbursed by the college.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: September 2003, 4/27/18

308.50P Other Expenses Other non-travel expenses shall be entered in this section of the travel request form with the proper general ledger object number i.e. registration or conference fees. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 4/27/18

308.60P Reports and Travel Request A Travel Request must be completed, signed and approved prior making any travel arrangements or incurring any costs and prior to a check being issued. Travel

requests must be accompanied by a meeting notice or meeting agenda. The President or a Vice President must approve department head travel. Upon completion of the trip an SKC Trip Report must be completed and signed. Agenda, airline ticket stub(s) (if applicable or other evidence) lodging receipts, and receipts for all other travel expenses (as specified in 308.10 through 308.40 above) must be attached. All trip reports must be turned into the Business Office within one week after completion of the trip. Additional travel will not be approved unless all receipts are submitted. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: September 2003, 4/27/18

308.70P Third Party Travel Reimbursement When travel is reimbursed by a third party, all funds advanced by SKC must be returned to the college. If the reimbursement from the third party is in excess of the funds advanced by SKC, only the amount of the SKC advance needs to be reimbursed. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: February 2004

309.00P Use of the College Vehicles College vehicles may be used by authorized College Board Members and employees to conduct college business. College vehicles will not be loaned/rented to individuals or groups outside of the College or Tribal government. Exceptions will be made upon written approval by the President, Vice President of Academic Affairs or Vice President of Business Affairs. All employees must follow current procedures:

a. At no time shall there be alcohol or drugs carried in any college vehicle. There shall not be any smoking or chewing of tobacco in any college vehicle. b. At no time will any employee drive a vehicle under the influence of alcohol or controlled substances. c. Should any college vehicle become involved in an accident, the driver or any able-bodied passenger must notify the college immediately. If an accident occurs after normal working hours, then the President should be notified first. If unable to reach the President, then the below named individuals should be notified: 1) Vice President of Academic Affairs 2) Vice President of Business Affairs d. Employees who may drive college vehicles, must have a current Montana Driver’s License. Transportation must have copy of license number on file. e. According to the insurance plan, any employee driving a college vehicle for a college function is covered by insurance provided the driver has obtained proper permission from the college administration to drive and has a valid license.

Tribal agencies or bona fide tribal organizations may use college vehicles with the approval of the Vice President of Business Affairs. They will be charged a per mile fee to utilize SKC’s vehicles.

History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 4/27/18

309.50P Use of Joe McDonald Health & Fitness Center

Mission Statement The mission of the Joe McDonald Health & Fitness Center is to provide Salish Kootenai College students educational opportunities in regards to physical fitness, nutrition, healthy life style choices, athletics, and recreation.

Vision The vision of the Joe McDonald Health & Fitness Center is to foster and promote programs, curricula, and events that meet the health and physical needs of the Native American population and community at large.

Goals 1. To provide a learning environment for Health & Physical Education classes. 2. To provide a comprehensive health facility for weight lifting, gym activities, exercise, aerobic walking-jogging, and healthy nutrition classes. 3. To provide a facility for hosting college and community events that promotes healthy life style choices. 4. To provide a facility for athletics. 5. To maintain a professional relationship with the Confederated Salish & Kootenai Tribal Fitness Centers. 6. To assist as a site for emergency management.

Use of Gym & Camas Room/Kitchen Use of the gym and facility is a privilege and it is expected that people will use all areas wisely, safely, and follow all regulations in place.

The Health & Fitness Center staff is required to insure that all policies and procedures are enforced. Violations of the policies will not be tolerated and will result in removal from the premises.

SKC is a drug and alcohol-free campus.

The Director of the Health and Fitness Center has the ultimate scheduling authority. All schedules and fee assignments for the facility will be established and maintained by the Director. Priority for scheduling is given to SKC classes first, SKC student events second, and community events third.

All use of the facility – daytime, evenings, and weekends must be scheduled and approved before use.

Athletic events, tournaments, intramurals, open gym, and student life activities are scheduled first with the Student Life Activities Coordinator. He will then work with the Director of the Health & Fitness Center to coordinate and schedule use of the gym and Camas room. SKC athletic teams must submit a practice schedule before their season starts and will be given priority in use of the gym after classes are over each day. The practice schedule will remain in effect until the season is over. Schedule changes will be limited due to the use of the gym by other groups.

Outside community teams wishing to use the gym for practice must first obtain permission from the Student Life Activities Coordinator, who will then schedule use with the Health and Fitness Center Director for approval.

Use of the facilities game clock, sound equipment, and score table equipment can only be approved by the Student Life Activities Coordinator.

Family gym nights for the community will be scheduled and announced each quarter by the Health & Fitness Center Director and Student Life Activities Coordinator.

Maintenance of the Health & Fitness Center facilities is handled by SKC maintenance and is the sole responsibility of SKC.

All groups using the Camas Kitchen are subject to a walk- through of equipment and approval by the Health & Fitness Center Director. A deposit may be required and will be refunded after use, once the area has been inspected and found to be satisfactory condition. If the area is not clean, the monies will be retained.

The operational hours of the facility are as follows: School Year: 7:00 am - 6:00 pm Monday through Friday Summer: 7:00 am - 5:00 pm Monday through Thursday Weekend hours will be announced and based on staff supervision.

The Salish Kootenai College strives to promote health and wellness throughout the reservation. Use of the facility will be available as often as possible for the community at large to exercise.

In addition to normal SKC classroom regulations, the following rules also apply to the use of the facility: 1. All people must sign in before using fitness center, weight room, track, and gym. 2. Liability release forms, scheduling paperwork, and rental agreements must be completed before use of the facility by the community and parents. 3. No Street shoes, roller shoes, chewing gum and sunflower seeds on the gym floor. 4. Children are not allowed in any areas of the facility during SKC school hours, (7:00am – 6:00pm), unless there is prior approval by the Fitness staff and they

are supervised/accompanied by an adult. Summer hours for children will be announced the first week of June. 5. All children under the age of 12 in the gym and Camas room attending community events, athletic games, and SKC student/family activities – must be accompanied by an adult. 6. If parents are participating in intramurals, open gym, practice, or exercising - all children under 8 years of age must be supervised by another adult. 7. Children are not allowed to climb and play on stage equipment, flooring, bleachers that are pushed in, or other special items stored temporarily on the gym floor. 8. People must be 12 years and older to use the running/walking track, and at least 18 years old to use the weight room. Exceptions must be approved by the Health & Fitness Director.

The Salish Kootenai College is not responsible for lost, damaged, or stolen personal items such as clothing, shoes, jewelry, and work out equipment. The college is also not responsible for any IT equipment such as laptops, cell phones, and cameras that are brought to the facility. History: Adopted: 9/7/11 Revised:

309.90P Vehicle Usage and Transportation Safety Program Vehicles owned and available for use at Salish Kootenai College are to be maintained in safe and operational condition at all times. The responsibility for maintaining College vehicles is vested in the Department for which the vehicles have been assigned custody (primarily Transportation, Physical Plant Construction Worker training and Auxiliary Enterprises). College vehicles will be inspected and preventative maintenance performed on a regular schedule coinciding with the

factory recommended maintenance schedule (approximately every 3000 miles). All vehicles are equipped with emergency safety equipment. In the event of an accident, an accident report (available in the glove compartment of the vehicle and in the Transportation Department) must be completed and filed with the Director of the Transportation Department or the Vice President of Business Affairs. In the event that, due to driver negligence as determined by the investigating officer, a college vehicle is damaged in an accident or the driver is issued a citation by a recognized law enforcement agency, the driver will lose their privileges to operate College vehicles until they have participated in a College sponsored defensive driving class and driving privileges are reinstated by the College President, Vice President of Academic Affairs or Vice President of Business Affairs. If a motor vehicle record (MVR) check discloses that a driver has moving violation(s), which the College considers to be detrimental, to prudent risk management principals (per insurance company guidelines), their privileges to drive college vehicles will be suspended.

The following policies must be followed when using SKC vehicles. 1. Drivers of any SKC vehicle must have a current valid Montana State driver’s license and a copy of their license must be on file with the SKC Transportation Department. 2. Candidates for SKC employment that require driving college vehicles must agree to a motor vehicle record (MVR) check that will be performed prior to hiring. 3. The College and/or its insurance carrier will perform periodical MVR checks for acceptable driving records. 4. College vehicles are only to be used for College Business. 5. When picking up a College vehicle, the driver is responsible for performing a visual inspection of the vehicle and noting any damage or other problems with the vehicle on the vehicle log. Any defects must be reported immediately to the Transportation Department supervisor.

6. When operating a College vehicle all occupants of the vehicle are required to use seatbelts. 7. Cell phones are not to be used by the driver while driving. Pull off the road to a safe area to make or take a call. 8. Drivers of College vans are responsible for assuring that all passengers use their seat belts. 9. 15 passenger vans have had the rear seat removed and are to transport no more than 10 passengers. When not fully loaded van passengers should be directed to sit in front of the rear axle. (SKC will not purchase additional 15 passenger vans until they are manufactured to meet federal safety standards.) 10. College vehicles are available only to drivers familiar and comfortable with driving such vehicles. The Transportation Department can arrange for instruction in the safe operation of most vehicles. 11. No drugs or alcohol will be conveyed or consumed in any College vehicle. 12. No college vehicle will be operated while under the influence of an intoxicating substance or while the ability to operate a vehicle is impaired. 13. No smoking or use of other tobacco products is allowed in any college vehicle. 14. The driver of a College vehicle will operate the vehicle in a safe and courteous manner and obey all traffic regulations. 15. Employee drivers may not grant permission for a college vehicle to be driven by any other person, including family members. 16. No hitchhikers may be picked up when driving a college vehicle. 17. Student employees (including work-study, interns and student government senators and officers), whose job duties require that they drive a college vehicle, must abide by all of the above policies and will be required to participate in a defensive drivers training program offered by a certified instructor (available through the SKC Continuing Education Department). - Defensive drivers training will address:

i. Review of policies and procedures stressing the driver’s responsibilities. ii. Skills needed in operating a vehicle’s specialized equipment. iii. Emphasis in driving defensively. iv. Special considerations when driving vans (including 15 passenger vans). History: Adopted: Policy has been in place prior to Sept. 2003 Revised: October 2004

310.00P Equipment and Supplies Maintenance College owned equipment and supplies shall be used for official college business. Audio-visual equipment for instructional use should be checked out from the Library. It is the responsibility of the employee to insure that the equipment is properly used and maintained. If the equipment is not working properly, it should be reported to the Media Center Director immediately. Employees will be held financially responsible for any deliberate damage of equipment. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

310.10P Equipment Inventory An inventory of all College equipment, regardless of the source of funds used to purchase the equipment, shall be maintained by the College. The inventory will include items with a value of $5000.00 or more or be listed as equipment in grant applications. The inventory should include the following information: a. Description of item b. Serial number and/or model number c. Brand or manufacturer’s number

d. Purchase price and date e. Guarantee maintenance agreement f. Insurance policy History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

310.20 P Use of College Owned Property In maintaining the resources necessary to have an adequate learning environment for students, it is necessary for the college to utilize its resources prudently. It is important for the college to maintain a positive image in the community by using its resources prudently. Employees show respect for the college by not using college owned property for personal use. Discipline for violation of this policy will be in accordance with Policy 261.00. 1. Use of Machines, Vehicles, and Equipment College owned and leased equipment and vehicles are to be utilized for college work and business. Incidental use is permitted, provided the use does not result in additional cost to the college. Any use that is more than incidental must have the approval of the administration. 2. Use of College Owned Telephones College owned telephones including cell phones are assigned to employees to assist them in doing their jobs. Incidental use of telephone for personal use is permitted if: a. Use of telephones does not interfere with work to be accomplished or tie up telephone lines for long periods of time, or: b. Use of telephones does not burden the college with additional cost. When personal use of the telephones costs more then regular monthly fees, payment needs to be reimbursed to the college promptly.

c. Phone logs will be audited regularly to ensure that no unauthorized use has occurred. c. College owned telephones are not to be used for harassment, pornography, on-line games, unauthorized political endeavors, or off colored jokes. 3. Use of Fax Machines and Copiers Use of fax machines and copiers are for college use. Incidental personal use is permitted if: a. Use of fax machines does not tie up telephone lines and prohibit use by employees for college purposes, and does not cause additional cost for operating the fax. c. Use of copiers is not excessive and consumes excessive amounts of copy paper.

4. Use of College-Owned Computer Systems. a. College-owned computer systems assigned to employee positions are to be used predominately to accomplish the tasks assigned to that position. b. College-owned computer systems available to students are provided to support assignments. E-mail is intended to be used for student- instructor communication and for student-to-student communication. Internet access is intended to support the student’s academic assignments and learning. c. Incidental use of College-owned computer systems for personal purposes is permitted if: 1. Use occurs outside of the employee’s work schedule. 2. Use does not interfere with work being performed by another employee; 3. Use is not for pay or profit; 4. Use does not consume excessive supplies. 5. Use does not violate software-licensing agreements.

6. Use is not for harassment, pornography, on-line games, unauthorized political endeavors, or off colored jokes. d. Use of College-owned computers to produce a product (e.g., document, program, etc.) qualifies the product for inclusion under the College’s intellectual property rights policy. d. E-mail communications are not private. Users should not put anything in e-mail that they would not publicly disclose. The College reserves the right to monitor, inspect, and view employee e-mail messages on College owned e-mail communication and Internet use at any given time. Authorized personnel from the Information Technology Department will conduct this procedure per request from Chief Administration. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

311.00P Debt Approval Policy The College Board of Directors must authorize all College borrowing in excess of $100,000.00 with a loan period or term greater than one year. Borrowing of this nature would primarily be to fund capital acquisitions or major program expansion. Debt instruments would include, but not be limited to mortgages, notes, and bond issuance. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: June 2004

330.10P Budgeting Purpose

To provide an organized method for the development of a fiscal plan of operation in which program needs are matched to available resources. Responsibilities:

Board of Directors - Approval of final budget President - Leads the budgeting effort Vice President of Academic Affairs - Coordinates the budgeting of the Instruction Departments Vice President of Business Affairs - Coordinates the budgeting of all other College departments. Prepares the final budgeting documents and forwards the budget to the Board of Directors for review and approval.

Process 1. Develop program goals, objectives and priorities 2. Project total revenues, staffing needs and expenditure plan which provides guidelines for the departmental budget 3. Departments develop their budgets 4. Departmental Budgets collated into a total budget 5. Revision, if necessary 6. Final budget prepared 7. Submitted to Board of Directors for review and approval or revision History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

340.00P Guardianship Funds Policy All clubs, organizations, associations, etc, that are related to or use the SKC name will maintain their monies through the College. The exception to this policy would be those organizations that have their own Tax ID number i.e. SKC Foundation, SKC Alumni. Any College club, organization, or association that accumulates funds will open a deposit account with the College Business Office. All procedures for the handling of cash purchases and disbursements will be adhered to. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

350.10P Bookstore Materials SKC Bookstore is the designated outlet for all supplies, material and textbooks for all programs and departments of the college. All faculty, staff or departments must order all supplies, textbooks, related material and special order items through the bookstore. Anyone desiring to purchase out side of the bookstore must have the approval of the Director of Auxiliary Services prior to doing so. The bookstore carries a variety of supplies and textbooks, see section 411.00, Ordering Textbooks and Supplies, for procedures, and section 601.00, Bookstore Textbooks. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

350.20P Bookstore Sales The bookstore accepts cash, charge sales, department charge sales (paid by other Tribal departments), and inter-department charges. All charge sales other than credit card sales must have prior approval, either through the Business Office (inter -department and student charges), or the Bookstore Manager (other Tribal department). Any deviation from this procedure should be directed to the Director of Auxiliary Services. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

350.30P Returns and Refunds Returns and refunds are accepted at the bookstore on most items, (check with Bookstore Manager concerning special orders i.e. tapes, CD’s, clothing, etc.). The original receipt is required for any return to be accepted. Depending on how the purchase was made will determine on how the refund will be processed. Check with Bookstore Manager on posted policies at time of sale. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

360.00P Auxiliary Services Student Housing, Bookstore, Cafeteria, Compu Plus and Golf Course are considered auxiliary services. These services support the College in its service to students and the community. Student Housing, Bookstore, Cafeteria and Golf Course services are

administered by the Director of Auxiliary Services. Compu Plus services are administered by the Vice President of Business Affairs.

Each enterprise within auxiliary services may establish advisory boards to provide recommendations to the Director of Auxiliary Services and Vice President of Business Affairs on ways to improve services to constituents. Advisory Boards are appointed by the College Board of Directors. The Board of Directors will approve the job descriptions for advisory board and by-laws for the operation of the committees. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: April 2006

365.00P Financial Reporting Requirements for Sub-recipients of Federal Awards All sub-recipients of federal awards that are managed through the SKC grants office and are subject to A-133 audit requirements will provide the principal investigator for the sub-recipient contract with a copy of the audit. The principal investigator will make this copy available to SKC grants office for review. History: Adopted: July 2010 Revised:

370.00P SKC Business Office Document Retention The unnecessary retention of business office historic records and documents, results in significant costs and storage space requirements. In order to reduce these costs, the Business Office will maintain historic documents only for periods required by law and considered appropriate by its auditors.

Post reports, accounts payable vouchers, deposits, and all journal entries will be kept for seven (7) years. After seven (7) years, these documents will be destroyed. History: Adopted: Revised: December 2004 380.00P Email Policy Purpose The purpose of this policy is to ensure the proper use of Salish Kootenai College’s email accounts. Electronic Mail is a tool provided by the College to complement traditional methods of communication and to improve education and administrative efficiency. Users have the responsibility to use this resource in an efficient, effective, ethical and lawful manner. Use of the College Email Accounts evidences the user's agreement to be bound by this policy. Violations of the policy may result in restriction of access to the College Email Accounts and/or other appropriate disciplinary action. In the event a College employee holds both a College Employee Email Account and a Student Account, the more stringent rules of this policy for College Employee Email Accounts shall apply.

Account Creation College Email Accounts are created based on the official name of the student, faculty, staff or alumni as reflected in Human Resource, Payroll and Registrar records.

Ownership of Email Data The College owns the College Email Accounts. Subject to underlying copyright and other intellectual property rights under applicable laws and College policies, the College also owns data transmitted or stored using the College Email Accounts.

Personal Use

While incidental personal use of a College Email Account is acceptable, conducting business for profit using a College Email Account is forbidden. Use of a College Email Account for political activities (supporting the nomination of any person for political office or attempting to influence the vote in any election or referendum) is forbidden. Any use of a College Email Account to represent the interests of a non-College group must be authorized by an appropriate College official. Privacy and Right of College Access While the College will make every attempt to keep email messages secure, privacy is not guaranteed and users should have no general expectation of privacy in email messages sent through a College Email Account. Under certain circumstances, it may be necessary for the IT staff or other appropriate College officials to access College Email Accounts; these circumstances may include, but are not limited to, maintaining the system, investigating security or abuse incidents or investigating violations of this or other College policies, and, violations of SKC’s email provider’s Acceptable Use Policy or the College’s contract with that email provider.

IT Services, the supervisor of an account holder or College officials may also require access to a College Email Account in order to continue College business where the College Email Account holder will not or can no longer access the College Email Account for any reason (such as death, disability, illness or separation from the College for a period of time or permanently). Such access will be on an as-needed basis and any email accessed will only be disclosed to those individuals with a need to know or as required by law.

Email Retention Individuals are responsible for saving email messages as they deem appropriate. Employees who have actual knowledge of matters in which it can be reasonably anticipated that a court action will be filed, a subpoena has been served or notice of same has been given, or records are sought pursuant to an audit, a government

investigation or in similar circumstances preserve College records, including emails or instant messages should not delete email pertaining to these matters.

Email Backup There are no backup or restoration services offered by the College for College Email Accounts.

Expiration of Accounts Faculty and Staff – Faculty and Staff members who leave the College will have email privileges removed effective one week after their last worked day. If such separation is for cause, email privileges may be immediately suspended indefinitely without notice. Students who leave before graduation – Students who leave the College without completion of their degree or other program may keep their email privileges for one academic year from the last term when they were registered. A student who is expelled - If a student is expelled from the College, email privileges will be terminated immediately upon the directive of the Vice President of Academic Affairs.

There are many situations at the College where the length of email privileges or expiration of accounts will differ from those written above. The College reserves the right to remove email privileges at any time for a College Email Account.

Appropriate Use When using email as an official means of communication, students, faculty and staff should apply the same professionalism, discretion, and standards that they would use in written business communication. Furthermore, students, faculty and staff should not communicate anything via email that would not be prepared to say publicly. Users of email shall not disclose information about students or employees in violation of College policies or laws protecting the confidentiality of such

information.

No private personally identifiable information about College faculty, staff, students, alumni or other College members should be transmitted via email or stored in an unencrypted format. This includes but is not limited to Social Security number, bank account information, tax forms or other sensitive data.

No technical data with potential for military defense application or otherwise subject to export control or other international trade control laws may be transmitted or stored in an unencrypted format. Users who use email communications with persons in other countries should be aware that they may be subject to the laws of those other countries and the rules and policies on others systems and networks. Users are responsible for ascertaining, understanding and complying with the laws, rules, policies, contracts and licenses applicable to their particular uses.

Students who are employed by the College may not store information relating to their employment on their Student Account.

User Responsibilities IT Services maintains the College’s official email system; faculty, staff and students are expected to read email on a regular basis and manage their accounts appropriately. An email message regarding College matters sent from an administrative office, faculty, or staff member is considered to be an official notice. Faculty, staff, or students who choose to use another email system are responsible for receiving College-wide broadcast messages and personal mail by checking the College's official email system, newsgroups, and the College’s World Wide Web Homepage.

Sharing of passwords is strictly prohibited. Each individual is responsible for his/her account, including the safeguarding of access to the account. All email

originating from an account is deemed to be authored by the account holder, and it is the responsibility of that holder to ensure compliance with these guidelines.

Inappropriate Use All Accounts, including those of alumni, are subject to SKC’s Acceptable Use Policy and to SKC’s email provider's Acceptable Use Policy. History: Adopted: 2/13/13 Revised:

390.00 Grants All grant funds awarded to or flowing through SKC shall be managed, performed, accounted for and compliant with the applicable standards set forth in 2CFR200.

History: Adopted: 4/13/2016 Revised:

SECTION IV – INSTRUCTIONAL PROGRAMS

CURRICULUM 401.00 Curriculum All courses and programs of the SKC curriculum are described in the current catalog and other College publications. The curriculum is primarily designed to meet the needs of Native American students and to provide training to meet the current opportunities in the job market. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

402.00 Course Schedules The schedule of classes to be offered each quarter is prepared under the direction of Vice President for Academic and Student Affairs. The schedule of classes is made available on the SKC website at least 2 weeks prior to the registration. Any class listed on the course schedule may be canceled by the Vice President for Academic and Student Affairs if there is insufficient enrollment in the class at the end of the drop/add period. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

403.00 Changes in Course Any changes in the course schedule (such as the time and place of the class meeting) must be approved by the Vice President for Academic and Student Affairs. History: Adopted: Policy has been in place prior to Sept. 2003

Revised: 8/21/13

405.00 Canceling Classes All classes are required to meet for the specified hours. If an instructor is not able to meet the class, the instructor should make arrangements for another SKC instructor to take the class. If a substitute instructor cannot be found, the instructor should schedule a makeup session at another time during the quarter. The Office of the Vice President for Academic and Student Affairs should be notified in advance of class cancellations. If advance notice is not possible notice must be given the next instruction working day. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

406.00 Changes in Curriculum Changes in the required curriculum for degree programs will be reviewed by the Curriculum Committee. The Committee is chaired by the Vice President of Academic Affairs and Student Affairs (VPASA). The Curriculum Committee will follow established procedures for review of course or degree changes. New courses that are not required for degree programs will be reviewed and approved by the Vice President for Academic and Student Affairs. Classes not offered for three (3) years will be withdrawn from the curriculum and deleted from the catalog. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

407.00P Definitions of Courses and Credits Salish Kootenai College defines a credit hour as the amount of work required each week to achieve the intended learning outcomes of the course, equivalent to one hour of classroom or direct faculty instruction per week and a minimum of two hours of out-of-class work per week for each credit. Some courses have different requirements as necessary to meet the learning outcomes and these requirements are published in the course syllabus, but generally courses require a minimum of three hours of student work per week for each credit hour. Specific requirements for one credit hour for different types of courses are listed below.

Lecture Courses A lecture course is a regularly scheduled class offered for academic credit. Generally, a student will spend one (1) hour in class per week for a ten (10) week quarter and also be assigned additional 2 hours per week of study or reading to be completed out of class to earn one (1) credit. Courses may also be offered in a condensed time frame, e.g. a 1-credit course offered over two 5-hour class periods. At the discretion of the instructor and as outlined in the course syllabus, students may be assigned coursework equivalent to class time, such as independent research or online work.

Activity/Studio Course Courses are scheduled for 1 hour of class time for each class credit taught and additional studio hours are required as indicated in the course syllabus, i.e., 3 credit courses would be scheduled for three hours per week. Lab hours and options are determined by the Instructor and are published in syllabi. Students are expected to meet the additional hours outside of scheduled class time as determined by the Instructor and indicated in the course syllabus. The following are standard methods of meeting this requirement: a) Scheduled Lab Hours - Additional lab hours to meet with instructors may be scheduled during the academic week to discuss or receive assistance on

projects for a specific class. Often these hours are scheduled back to back with the class. b) Field/Studio Labs are extended activities outside of scheduled class hours, and may occur on weekends, evenings, or other times (weekend, evening, etc.) when students are required to participate outside of regular class hours.

Distance Education Distance Education courses, including online courses, do not require the student to be in class. The instructor determines the amount of student work expected in each online course in order to achieve the course objectives. Course credits are assigned based on the definition of a credit hour, equivalent to three hours of student work per week for each credit hour. The amount and types of student work are outlined in the course syllabus.

Laboratory Course Laboratory courses are offered in fields that require the use of laboratory facilities and equipment (Chemistry, Biology, etc.). Two (2) hours of laboratory time are generally required for each credit earned. Laboratory classes may require reading and completion of assignments outside of class.

Independent Study Course Independent study credits are granted to students for work on an individual basis in a specific area of interest and must be approved by the Academic Vice President and the instructor involved. In general, a project will represent 30 hours of student work for each credit earned. An ‘independent study” is not an alternative means of taking a standard catalog course. Students enrolled for independent study should be at least sophomore level and be in good academic standing. The course syllabus for an Independent Study must specify course objectives, learning outcomes, and teaching methods, and must be attached to an Independent Study Request. Introductory courses or basic requirement courses, such as English 101, cannot be offered for independent study. It is the responsibility of the instructor

sponsoring a student tin independent study to determine the purpose, means, type of evaluation, and amount of credit to be earned. Credits earned, however, should be comparable to those of other academic classes. Students should not register for more than one (1) independent study course per quarter and may earn a maximum of five (5) credits per quarter by independent study.

Directed Study Course A directed study is an existing course with an approved syllabus, but which, because of exceptional circumstances, a student is unable to take as part of a regularly scheduled class. A Directed Study is offered only when a faculty member who regularly teaches the course is available to facilitate the Study. Students who take a Directed Study must be in good standing and have a grade point average of 2.5 or better from Salish Kootenai College. Directed Study may not be substituted for lower division general education courses that are offered each quarter. The course syllabus for a Directed Study must specify course objectives, learning outcomes, and teaching methods, and must be attached to a Directed Study Request. Students in a Directed Study must meet with the instructor at least once per week and as necessary to accomplish the learning outcomes.

Seminar Courses The purpose of a seminar course is the exchange of ideas or information on an advanced level. Seminar courses are most appropriate for students enrolled in a specific program, and should be limited to students who have completed more than half of the credits required for their degree or have achieved a level of expertise whereby they may benefit academically from the seminar format.

Field Experience Credits Field Experience credits may be earned in fields where the student will benefit from on-the-job experience. Field experience credits may be earned at the rate of one (1) credit for every two (2) hours per week for ten (10) weeks of supervised work experience.

Workshops for Credit Workshops can be sponsored by SKC but certain conditions must be observed to ensure that the workshops are meeting a definite need, are consistent with the standards set by the College, and are properly reported and recorded. All workshops must have prior approval by the Vice President for Academic and Student Affairs. An Instructor or other party interested in having a workshop offered for credit, should contact the Vice President at least one (1) quarter before the workshop is held. The workshop sponsor should then submit a workshop proposal following the guidelines listed below: a. Workshop topics should be those not normally covered in regular class offerings. b. The workshop should present material on a specific and limited nature which can be accomplished in a relatively short time. c. The amount of credit to be earned will be based on the formula of one (1) quarter credit for ten (10) contact hours. Contact hours mean time spent in direct instruction of any class activities. The hours need not be continuous or consecutive. The workshop must be held in the time period of one (1) quarter. If the days between quarters are to be used, arrangements must be made with the registrar to ensure that the enrollment and completion data will be accurate. d. Before the workshop is approved, the workshop sponsor should inform the registrar of the grading procedures (pass/fail or letter grade) and the date the grades will be submitted. Credit will not be granted for any failing or incomplete grades. Procedure History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

INSTRUCTOR RESPONSIBILITIES 412.00 Grading Policies Evaluation of student work is based on the following system: GRADE INTERPRETATION GRADE POINT A High Degree of Excellence 4 B Above Average 3 C Average 2 D Completion of minimum course requirements 1 F Failure 0 P Pass 0 NP No Pass 0 I Incomplete (To be completed within one calendar yr.) 0 L Listener 0

I - Incomplete An incomplete grade should be given to a student only if the following conditions exist: a. The student has attended more than half of the regularly scheduled class sessions and is making satisfactory progress. b. The student is unable to complete the class c. The student will be able to complete the work outside of class If these conditions are not present, the student should be given an “F”. If an instructor does assign an incomplete grade, he/she must submit an Incomplete Grade Form to the VPSA and give a copy to the student specifying what requirements need to be completed and the timeframe for completion. Pass Fail Elective Courses Under certain conditions, a class may be graded using the “P” grade (see College Catalog). The type of evaluation must be determined at the beginning of the class and cannot be changed while the class is in progress. History:

Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13 414.00 Record Keeping Class Roster It is the responsibility of the instructor to keep class records of all courses taught. Class rosters are available from the Registrar’s Office to instructors without access to the Administrative Computer system. Attendance Because many SKC students are funded by other agencies or receive multiple financial aid, accurate weekly records of class attendance must be kept by the instructors. Excessive absences should be reported to the Retention Coordinator. Final Grade Reports Instructors must submit a final grade for each student listed on the class roster. Final grade reports are due in the Registrar’s Office by the scheduled date and time listed in the quarter calendar. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

416.00 In-Service Training and Staff Meetings It is the responsibility of staff members to attend all College sponsored in-service training meetings and staff meetings. History: Adopted: Policy has been in place prior to Sept. 203 Revised:

417.00

Academic Freedom and Responsibility In order to promote the conditions whereby both the student and the instructor may have the freedom to search for the truth and its free expression, SKC has adopted the following principles expressed by the American Association of University of Professors: a. The teacher and student are entitled to freedom in the classroom in discussing the subject. Still, he/she should be careful to separate his or her personal beliefs from scholarship. b. The teacher and student have the freedom to research diverse issues, topics, and theories that have conflicting perspectives but must acknowledge all derivative sources of work. The teacher should nurture the free exchange of ideas in an academic climate that values a diverse open-minded culture of expression and fosters creativity, initiative, truth seeking, and collaborative problem solving. c. The College teacher is an SKC citizen, a member of a learned profession, and an officer of an educational institution. When an employee of the College speaks or writes as a citizen, he/she should be free from institutional censorship or discipline, but his/her special position in the community imposes special obligations. As a person of learning and an educational officer, he/she should remember that the public might judge their profession and their institution by their utterances. Hence, they should show respect for the opinions of others, and should make every effort to indicate that they are not an institutional spokesperson.

History: Adopted: Policy has been in place with no recorded changes after Sept. 2003 Revised: 6/12/13

SECTION V - STUDENT SERVICES

STUDENT SERVICES 501.00 Advisement Full time instructors and designated part instructors are expected to provide students with academic advisement. The advisor is to help student’s select required courses and elective courses listed in the catalog according to the field of studies selected History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

504.00 Academic Progress Students failing to make satisfactory academic progress or excessively absent will be reported by the instructor to the Retention Office. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

505.00 Transcripts An Official transcript for each student will be maintained by the Registrar. Copies of the transcript will be issued upon receipt of a written request by the student. Transcripts are run every Tuesday and Friday. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

SECTION VI – STUDENT SUPPORT SERVICES

604.10 Honorably Discharged Veteran Fee Waiver The tuition fee may be waived for all honorable discharged persons who served with the United States forces in any of its wars and who were bona fide residents of the State of Montana at the time of entry into the United States military service and/or enrolled members of Indian Tribes of the United Sates. This waiver shall not apply to persons who qualify for other veterans benefits under applicable sections of Title 38 of the U.S. code and shall apply only to those who have at some time qualified for benefits, but who are no longer eligible. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

607.00 Student Organizations Groups under the name and umbrella of SKC must be officially recognized as a School organization by Student Senate. A recognized organization of SKC will promote educational, social, and recreational activities that will contribute to the positive growth of the organization, the College, the Tribe and students. Funds raised or procured as an official SKC club must be for activities that contribute to the goals of the club. Upon being officially recognized by the College, the club or organization will be asked to adhere to the following: a. Official recognition requires submission of all pertinent information to the Vice President for Academic and Student Affairs and the Student Senate. New clubs making application will be notified of their status as soon as possible. b. The organization/club will, at all times, have a sponsor that is a full time staff person of the College or a member of the Board of Directors. The sponsor will be aware of all of the organization activities, be present at official meetings, and approve all expenditures.

c. The organization/club will have by-laws. A current copy of the by-laws should state the purpose of the organization, membership requirements, election of officers, meeting dates, quorum, amendment procedures, etc. d. Minutes will be kept of all meetings and be on file for review by the Vice President for Academic and Student Affairs. e. Funds will be received and expended through the College Business Office. All expenditures will be conducted using published business office procedures. Policy History: Adopted: Policy has been in place prior to Sept. 2003 Revised:8/21/13

609.00 Rental of Facilities Rent for the use of buildings shall include a user fee and cost of a janitor to be on duty during the event and for clean up. Rental fees are as follows: Room Rental $50.00 Per Day Janitor Cost $50.00 Flat Fee with a $10.00 per hour for each hour over 2 hours. History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

610.00 Campus Food Service When food is to be served for College fundraisers, meetings, social events, classes and residential programs the College Food Service should be utilized as much as possible. History: Adopted: Policy has been in place prior to Sept. 2003

Revised: 8/21/13

Section VII – CAMPUS SAFETY & SECURITY

700.00 Campus Security Act 1990 (A) A statement of current campus policies regarding procedures and facilities for students and others to report criminal actions or other emergencies occurring on campus and policies concerning the institution’s response to such reports.

Criminal Actions are reported to the CS&K Tribes Law Enforcement Department. Other emergencies are reported to the nearest available College personnel and/or to Tribal Law and Order, Pablo Volunteer Fire Department, Ronan Ambulance Service or calling 911 as appropriate.

The institution will follow up on all incidents and emergencies to determine additional actions needed, such as, policy changes, facilities or equipment modifications, etc. A log of campus incidents and emergencies is maintained in the Student Services Office.

SKC maintains the disciplinary powers to protect its educational purpose. This is done through the setting of standards of scholarship and conduct and through the regulations of the use of its instructional facilities and Campus Residences. The following areas of misconduct are subject to disciplinary action: 1. All forms of dishonesty including cheating, plagiarism, knowingly furnishing false information to the College, forgery, alteration or use of SKC documents as instruments of identification with intent to defraud. 2. Disruption or obstruction of teaching, research, disciplinary proceeding, or other SKC activities. 3. Physical, verbal, or sexual harassment/abuse of any person on SKC premises or at a sponsored event.

4. Theft or damage to SKC property or property of a member of the SKC community on the College premises. 5. Failure to comply with directions of SKC officials acting in performance of their duties. 6. Violation of published SKC regulations including those relating to entry and use of institutional facilities, the rules of this code of conduct and any other regulations which may be enacted. 7. Use of alcohol or drugs on campus or appearing on campus under the influence as demonstrated by impaired appropriate conduct.

The following are steps that a person must follow to report an incident: 1. A charge is filed with the Vice President of Business Affairs within 60 days of the incident. 2. Vice President of Business Affairs makes preliminary investigation within 5 days of the charge being filed. This will determine if the grievance can be resolved informally or must go through the hearing process. (An example of informal resolution would be a meeting of the two parties facilitated by a third party mediator). 3. If a formal hearing is required, all charges are presented to the accused student in written form and a time set for a hearing is not to exceed fifteen (15) days after the charges are presented. 4. A hearing is held by the Vice President of Business Affairs and will utilize the procedures and standards listed below.

All hearings will be private if requested by the accused student. In a hearing involving more than one student, severance will be allowed if requested. An accused student has the right to be represented by an advisor of his/her own choosing from within SKC. Any party to the proceedings may request the privilege of presenting witnesses subject to the right of cross-examination by the other parties.

Production of records and other exhibits may be required and a record will be kept of the proceedings.

Following a hearing, any one or more of the following may be imposed: 1. WARNING: a written or oral reprimand for violation of specific regulations, including the possibility of more severe discipline sanctions in the event of another violation within a stated period of time. 2. DISCIPLINARY PROBATION: exclusion from participation in privileged activities as specified in writing for a period of time not to exceed one school year. 3. RESTITUTION: Reimbursement for damage to or misappropriation of property. This may take the form of appropriate service or other compensation at the discretion of the Development Officer. This may include written or verbal apology. 4. SUSPENSION: exclusion from classes, other privileges or activities as specified in writing for a definite period of time not to exceed two years.

In cases of probation or suspension, the student may have a choice of one of the following: 1. Appear before the Associate Vice President and accept the decision. 2. Appear before a Student Rights & Responsibilities Committee made up of three students, three faculty members and a chairperson from the administration. The chairperson will be a non-voting member and someone other than the Associate Vice President.

Recommendation for the imposition of sanctions is based upon evidence in support of the charges and not on the failure of the

accused student to answer charges or appear at the hearing. The decision of the Associate Vice President is final unless the student elected to appear before the Student Rights & Responsibilities Committee.

In this case, the decision of the Committee is final, subject only to the student’s right of appeal to the President of the College. The President may request a review, but the final decision rests with the Committee. (B) A statement of current policies concerning security and access to campus facilities, including campus residences, and security considerations used in the maintenance of campus facilities.

SKC maintains an open campus. Instructors regulate access to the classrooms and laboratories. An on campus night watchman is responsible for evening access to buildings and their lockup.

The SKC security system covers all of the buildings on campus. All buildings contain Infrared Sensors, door switches and smoke alarms. Each of the sensors are tied into a master security panel in each building, which trigger various alarms. The Plant Manager and Night Watchman activate and deactivate the systems at night, in the morning or for various activities that take place for each building. During the day while the building is in use the only systems that are active are the smoke alarms and tamper systems. The tamper system maintains proper operating systems; if a device is tampered with an alarm will sound. The smoke alarms have a line monitor system that monitors the wiring to the smoke alarms, if a line becomes open or damaged an alarm will sound. All systems in all buildings are checked on regular intervals to maintain proper operating status and to insure that battery backup systems are in good working order.

(C) A statement of current policies concerning campus law enforcement, including— (i) the enforcement authority of personnel, including their working relationship with State and local police agencies; and (ii) policies which encourage accurate and prompt reporting of all crimes to the campus police and the appropriate police agencies.

SKC does not have a formal campus security department. All criminal incidents should initially be reported to the Development Officer, unless the incident requires immediate police action. In that case, the local law enforcement agency (CS&KT law enforcement) should be contacted first.

The identity of persons making reports is kept confidential. Reporting incidents as a form of good citizenship is encouraged at student assemblies and staff workshops. (D) A description of the type and frequency of programs designed to inform students and employees about campus security procedures and practices and to encourage students and employees to be responsible for their own security and the security of others.

Information on campus security, crime awareness, and prevention of sexual crime policies and procedures will be provided during student orientation and at a student assembly each quarter. Staff training on campus security will be given twice a year during in-service days. The campus security policies will be made a part of the staff policies and procedures manual and the student handbook. The student newspaper will be used as a vehicle to provide monthly information on campus security issues. (E) A description of programs designed to inform students and employees about the prevention of crimes.

The program for students and staff will be presentations by campus administrators on reporting procedures, information from the physical plant manager on campus security and fire systems and presentations by Tribal Law and Order personnel on crime prevention and personal safety. (F) Statistics concerning the occurrence on campus, during the most recent school year, and during the 2 preceding school years for which data are available, of the following criminal offenses reported to campus security authorities or local police agencies— (i) murder; (ii) rape; (iii) robbery; (iv) aggravated assault; (v) burglary; and (vi) motor vehicle theft.

Programs presented to staff and faculty will have the most recent statistics on reportable crimes on campus and the surrounding area. Statistics will also be presented on incidents of a more minor nature, such as, petty theft and campus accidents. The institution will prepare an annual report on campus crimes and incidents which will cover the preceding two years for which information is available. (G) A statement of policy concerning the monitoring and recording through local police agencies of criminal activity at off-campus student organizations whose participants are students of the institution. The off-campus student organizations are those recognized by the institution, including student organizations with off-campus housing facilities.

We do not have off-campus student organizations and therefore, do not have a reporting requirement for this section. (H) Statistics concerning the number of arrests for the following crimes occurring on campus:

(i) liquor law violations; (ii) drug abuse violations; and (iii) weapons possessions.

Statistics will be kept through our incident reporting system on these crimes. This information will be provided in our annual report and at student and staff presentations. (I) A statement of policy regarding the possession, use and sale of alcoholic beverages and enforcement of State underage drinking laws and a statement of policy regarding the possession, use, and sale of illegal drugs and enforcement of Federal and State drug laws and a description of any drug or alcohol abuse education programs as required under section 1213 of this Act.

The use or possession of illegal drugs is prohibited at SKC. Attending class under the influence of alcohol or drugs is reason for dismissal. Under Federal regulation, SKC is required to have a drug and controlled substances code.

Students who manufacture, distribute, dispense, possess or use a controlled substance while on the SKC campus, or attending a college class away for the main campus, or participate in a college sponsored activity may be placed on probation, be suspended, or be expelled from further attendance at SKC.

A “controlled substance” is defined in DFWA by referring to the definition in schedules I-V of section 202 of the Controlled Substance Act (21 U.S 812). Any drugs listed under any of the schedules listed are in conflict with the Indian Religious Freedom Act are exempt from this policy. History: Adopted: Policy has been in place prior to Sept. 2003

Revised:

Policy 705.00 Incident Management and Recovery Salish Kootenai College (SKC) is committed to ensuring continuation of essential functions for students, faculty and staff through an effective and comprehensive program of incident management and recovery. The purpose of this policy is to enable a rapid, coordinated and effective response to an interruption to normal activities and the recovery of SKC’s critical activities. In the event of a major incident or disaster that compromises operational function, SKC’s highest priorities will be: ● Health and safety of individuals ● Continuity of teaching, business operations, and other campus functions ● Preservation of facilities ● Safeguard from financial loss

It is the responsibility of each faculty and staff member to know their role in an emergency, have read the Emergency Response Plan, know the identity of their Building Emergency Coordinator, and participate in trainings, drills and other emergency preparations as requested by campus administration.

Emergency Conditions SKC will attempt to provide for the continuity of operations in the event of emergency conditions. Plans should not be restricted to the loss of critical automated systems. The following possible interruptions, at a minimum, must be considered in developing plans: ● Natural disasters (hurricane, blizzard, earthquake) ● Loss of personnel (pandemic) ● Loss of critical infrastructure and support (central IT services, flood, fire) ● Major disruption of campus community (hostile intruder, mass casualties) ● Neighboring hazards (e.g. chemical spill on highway)

● Loss of buildings, utilities or automated systems (HVAC, water, gas, electricity)

Scope and Process This policy and related procedures pertain to general campus operations. Additionally, the following units will maintain separate and specific recovery procedures: Information Technology, D’Arcy McNickle Library, Business Office, Enrollment Services and Financial Aid, and Student Housing Procedures will be reviewed at least biennially. Periodic exercises will be conducted as needed to test preparation for emergencies and emergency response.

In the event of a campus emergency or disaster, the SKC President or individual designated by the President, will be the only individual authorized to represent the College to the media, the campus community, or the public. This includes all social media.

An Operational Continuity Plan will be developed for the specific incident, considering the extent of operational impairment, anticipated complexity and length of response required, and the specific type of incident. The President will direct the Campus Emergency Response Team (CERT) to maintain functions as detailed in Incident Management and Recovery Procedures.

In the event of an incident reported to the President, or a disaster as defined below, which requires a coordinated response, the SKC President or individual designated by the President will assemble the CERT. Individual personnel may be temporarily reassigned to perform emergency work as needed for emergency management and recovery of college operations. Implementation of the Disaster Recovery Management Process will be determined by the nature and level of the emergency:

LEVEL 1

A minor to moderate incident where campus resources are adequate and available. There may be some damage and/or interruption, the conditions are localized and the Emergency Operations Center activation is not needed.

LEVEL 2 A moderate to severe emergency causes damage and/or disruption of services. A full or partial activation of the Emergency Operations Center is required. SKC may be the only affected unit.

LEVEL 3 A major disaster where resources in or near the impacted area are overwhelmed and assistance from the tribal, county, state and/or federal resources is required. SKC must be self-sufficient for a period of several hours to several days.

The responsibilities of the CERT include, but are not limited to, the following:  Determine the level of emergency and its impact. Decide the necessary level of response required to manage the emergency.  Activate an Emergency Operations Center if required.  Exercise control over Emergency Operations as required.  Coordinate the release of all official information and instructions to faculty, staff, students, and the public.  Provide coordination of Recovery Operations as needed. History: Adopted: 7/17/13 Revised

710.00 College-Sponsored Programs or Activities Involving Minors Aligned with its mission to promote individual and community development, Salish Kootenai College offers programs for minors under the age of 18, including

summer camps and day/weekend programs. In order to provide appropriate supervision and protection, all employees who conduct college-sponsored programs or activities for minors on the SKC campus will follow the Procedure 710.00, College-Sponsored Programs or Activities listed in the SKC Procedures Manual. Programs in violation of this procedure may be denied permission to continue operations at Salish Kootenai College. History: Adopted: 3/13/13 Revised

715.00 Hazardous Waste Management

Salish Kootenai College recognizes the importance of protecting the environment as well as the health and safety of faculty, staff, and students. It is the policy of SKC to reduce the use of toxic materials in college operations whenever reasonably possible and to reduce the amount of hazardous waste generated. College Departments should work towards reducing both the use of toxic materials and the generation of hazardous chemicals in an environmentally sound manner. Disposal of hazardous materials should be considered only after sincere attempts have been made to recycle, recover, or otherwise reuse the material. It is the responsibility of each department head that handles hazardous waste to train all individuals, which may be in contact with such materials, on the safety and management disposal procedures. It is the responsibility of each employee to handle and dispose of hazardous material in a manner that is in accordance with the hazardous waste management procedures established by the College. These procedures have been developed so that hazardous waste disposal at SKC will be in compliance with all state and federal regulations governing the handling and disposal of hazardous waste. History: Adopted: 8/21/13

Revised:

720.00 Blood Borne Pathogen Program SKC maintains a Blood Borne Pathogen Exposure Control Plan in accordance with the standards set forth in Title 29 Code of Regulations, Part 1920.1030 SEE APPENDIX D, Blood Borne Pathogen Program History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

722.00 Disposal of Infectious Waste SKC follows the Center for Disease Control guidelines and meets requirements of the Occupational Safety and Health Administration (OSHA). SEE APPENDIX D, Disposal of Infectious Waste History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

SECTION VIII - DONABLE PROPERTY

800.00 US Government Excess Property Management System

Property acquired by the College will be maintained on a Master Donable Property List. Items should be listed with a name that describes the item, identification/motor number of item, and where the item is placed.

Donable property is to be used exclusively by Salish Kootenai College. When there is no further use for property procured by way of “Donable Property”, the College will follow the appropriate government procedures in transferring ownership or in eliminating said property.

The College will appoint a person to be in charge of procuring, disposition and assigning of property to College departments. This person will be in charge of maintaining the Master Donable Property List and the adherence to proper regulations in maintaining said property.

The person in charge of assigning donable property will assure that vehicles and other equipment that require license plates, and liability insurance, meet the requirements before said items are assigned a department for use. SEE APPENDIX C for Donable Property

History: Adopted: Revised: September 2003

SECTION IX – FOUNDATION

900.00 Salish Kootenai College Foundation The purposes for which Salish Kootenai College Foundation is formed are: 1. To administer the endowment and grant funds of the Salish Kootenai College, Inc., an institution of higher learning located at Pablo, Montana, for the benefit of the college and the students thereof. 2. To award scholarships to deserving students on a non-discriminatory basis who attend the Salish Kootenai College, Inc. 3. To make grants to Salish Kootenai College, Inc. which, in the opinion of the Board of Trustees of the Foundation, will advance the higher educational objectives of Salish Kootenai College, Inc. 4. To receive and maintain a fund or funds of real or personal property or both, and, subject to the restrictions and limitations hereinafter set forth, to use and apply the whole or any part of the income there from and the principal thereof exclusively for the educational and charitable purposes herein stated, either directly or by contributions to organizations that qualify as exempt organizations under Section 509 of the Internal Revenue Code of 1954 and its regulations, as they now exist or as they may hereafter be amended.

In order to insure a good working relationship between the Salish Kootenai College Board of Directors and the Foundation Board the following policies are in effect. 1. The Foundation will be governed by a Foundation Board and in accordance with by-laws adopted by the Foundation. 2. The Foundation shall notify the College Board of Directors of amendments to the Foundation By-Laws. 3. A minimum of two members of the College Board of Directors will serve on the Foundation Board. 4. The Foundation Board and the College Board of Directors will hold a joint meeting once each year. The Foundation will report on its past year’s accomplishments and plans for the future.

5. The Executive Director for the Foundation will be employed by Salish Kootenai College and supervised by the President. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: 8/21/13

910.00 Fund Raising Policy Fund raising at SKC is directed by the Foundation Office. In this role, the Foundation Office is responsible for coordination of all approved fund raising activities conducted for the benefit of the College. The approval of College fund- raising activities are handled by this office. The coordination of fund raising must exist in order to avoid an excess of collections by campus units directed to any one potential funding source; to assure effective timing of our efforts; and to assure that the priorities of the College are being met. This coordination function prevents duplication by College units and increases the possibility of success in discussion with donor(s). The following guidelines have been adopted to ensure this coordinated approach to fund raising. 1. Scope Programs that are to be coordinated by the Foundation Office include, but are not limited to: a. Annual giving from alumni and others via the Leadership Fund, various phonathons, direct mail and other methods. b. Capital campaigns and building campaigns. c. Deferred or planned giving programs (estate planning for the benefits of the College). d. Special projects or gifts (an example of this category might be art collections or a corporate gift of computers). e. Special efforts directed to various constituencies, targeted audiences and for special purposes. (an example might be the Forestry Program soliciting

a Scholarship Fund from Forestry graduates.) NOTE: All federal grants and contracts should be directed to the College and not the Foundation Office. f. Endowments – (See Appendix E for description of SKC’s major endowment programs and the spending policy for Title III and BIA Endowments) g. Grantsmanships - except for Federal grants which should be directed to the College. 2. Coordination a. The Foundation Office assumes full administrative responsibility for college wide and basic fund - raising efforts (i.e. Leadership Fund). b. Certain fund-raising efforts to targeted constituencies may be conducted jointly by the Foundation Office in an appropriate College area. c. In some cases, the fund raising will be accomplished by the area (example: Friends of the Library) but the general schedule and activity will be coordinated with the Foundation Office. 3. Review a. Any literature that may be prepared to cultivate or solicit private funds by any department, school, or program is to be approved by the Foundation Office. This is necessary to ensure a consistent quality image to our external communities. b. The Foundation Office has the responsibility for approving all public statements concerning gifts made to the Foundation Office of the College. c. The Foundation Office in coordination with the Office of the President, will determine the level of funding required to name projects, endow professorships, endow chairs, name scholarships, or other appropriate endeavors. d. For joint campaigns and special area campaigns, the Foundation Office will approve the time of the proposed campaign. 4. Record Keeping a. It is the responsibility of the Foundation Office to officially record and acknowledge all gifts made to the Foundation office, the College, or any

other college agency. Gifts to the College will be handled in accordance with all College and Federal policies and procedures with gift and donor information provided to the Foundation Office for purposes of record and acknowledgement. b. Wherever feasible, gifts should be directed to the Foundation Office and checks made payable to SKC. c. Information on in kind gifts should be provided to the Foundation Office for acknowledgment and recording. History: Adopted: Policy has been in place prior to Sept. 2003 Revised: April 2004, 8/21/13

SECTION X – INSTITUTIONAL REVIEW BOARD

1000.00 Institutional Review Board Salish Kootenai College encourages research by faculty, staff, students, and other affiliated investigators that is consistent with the mission of the College. All research involving human subjects, for whom SKC students, faculty, and staff are subjects or investigators, whether on campus or elsewhere, is subject to review by the SKC Institutional Review Board to assure that the research activities meet ethical and legal standards. No research activities that involve human subjects or cultural or other resources of the Tribes may begin prior to approval by the IRB. It is the responsibility of the researcher to submit proposed research for review and determination of the need for IRB approval. Researchers are required to complete training in protection of human subjects and cultural intellectual property and follow the policies and procedures of the SKC IRB. SKC complies with the regulations of the U.S. Department of Health and Human Services for the protection of human subjects involved in research (Code of Federal Regulations Title 45 Part 46 as revised June 23, 2005). The definition of research used in this policy follows 45 CFR 46.102(d). Research is defined by the regulations as "a systematic investigation, including research development, testing and evaluation, designed to develop or contribute to generalizable knowledge" [Federal Policy §___.102(d)]. In addition the SKC IRB assures research conducted under the auspices of SKC does not individually or collectively harm members of the Confederated Salish and Kootenai Tribes through a misuse of cultural or other resources of the Tribes.

The SKC IRB considers the unique conditions pertinent to ethical research involving cultural intellectual property of the Confederated Salish and Kootenai Tribes including:

 Protection of cultural, natural, and other tribal resources,  Protection of communities,  Respect for elders,  Respect for the strengths and resiliency of Native American communities,

 Respect for and promotion of tribal sovereignty.

The IRB shall have the sole authority to approve, require modifications in, or disapprove all research activities involving human subjects conducted under the auspices of SKC that are regulated by CFR Title 45 Part 46. A written letter of approval from research sites will be required prior to IRB approval. Permission to use Salish Kootenai College as a research site is a separate process from IRB review and written site approval by the President of SKC is required for research projects that will involve SKC students, faculty, staff, or facilities.

If the subject matter of the research may pertain to the cultural intellectual property rights of the Confederated Salish and Kootenai Tribes, the IRB will consult with the Salish and/or Kootenai Culture Committee(s) as appropriate. Researchers will be required to obtain written permission from the appropriate Culture Committee and/or tribal government authority and submit this document with the SKC IRB protocol. The President may overrule decisions of the IRB on research activities involving cultural or other resources of the Tribes.

The President appoints the members of the IRB. The IRB shall consist of eight individuals. The majority of members will be SKC faculty or staff from departments that have performed or could perform research involving human subjects or cultural or other resources of the Tribes. One to two members will be from the local community who are not employees of SKC or immediately related to employees of SKC. The President will appoint one of the SKC employees on the IRB to serve as the Chairman, and another SKC employee on the IRB to serve as the Secretary. At least one of the IRB members must work primarily in a scientific field, and at least one member must work primarily in a nonscientific area.

All IRB members have an equal vote in IRB deliberations. There is no limit to the length of the term for an IRB member or the length of the term of the Chairman. IRB members will complete Human Subjects and Cultural Subject Protections

Training as required for all SKC researchers and file a member certification form with the IRB secretary within one month of appointment. The IRB is governed by a set of written policies and procedures. The SKC IRB will meet monthly during the academic year and monthly as needed during the summer. The procedures governing the initial and continuing review of research involving human subjects shall meet the requirements of CFR Title 45 Part 46. The IRB has the authority to create or modify its procedures as long as the procedures meet these requirements. The procedures for IRB review and for application of investigators for IRB review of their proposed research will be freely available via links from the SKC website. Nothing in these procedures should be viewed as discouraging research or inappropriately limiting academic freedom. Reviewed and approved by the SKC IRB 1/11/07 History: Adopted: Policy has been in place prior to Sept. 2003 Revised:

APPENDIX A

January 11, 2017

Séliš-Ql̓ ispé Culture Committee Atwen Incashola, Director 81 Blind Barnaby Street Shirley Trahan, Salish Language Specialist P.O. Box 550 Chaney Bell, Language Coordinator St. Ignatius, MT 59865 Sadie Peone, Historical Collections Manager Chauncey Beaverhead, Data Entry PHONE: (406) 745-4572 Technician FAX: 745-4573 Gloria Whitworth, Office Manager [email protected] Richard Alexander, Maintenance Technician Thompson Smith, History & Geography Projects Charlie Quequesah, Translator

MEMORANDUM

FROM: Tony Incashola TO: RE: Revised Cultural Leave Policy

There have been some more questions and concerns regarding the Séliš-Ql̓ispé cultural leave policy. We all need to use cultural leave with care and respect so that we can maintain and continue this benefit to our cultural activities.

The Elders Council has advised us that Séliš-Ql̓ispé cultural leave should be granted for Séliš-Ql̓ispé traditional cultural and spiritual activities that are often at unscheduled times. There are other activities, which, while of benefit to the Tribes as a whole, are more of a personal commitment and should be undertaken on personal time.

This clarification of Séliš-Ql̓ispé cultural leave should help avoid having to cancel a policy that helps us maintain our cultures, the lifeblood of the Tribes.

Séliš-Ql̓ispé CULTURAL LEAVE WILL ONLY BE GRANTED FOR ACTUAL HOURS AT.

1. Séliš-Ql̓ispé traditional all-night wakes and funerals. These may be either on or off the Reservation. However, cultural leave will be granted only for one or more of the following reasons, and only for actual hours spent at the wake or funeral:  You have family ties;  You have remained through the night;  You have served as a prayer leader during work hours at the wake or funeral;  You have served as a pallbearer;  You have served as a cook or assisted with the cooking in the kitchen during the wake. (Head cooks will be asked to be responsible of keeping track of all time during work hours).  Hunting for wakes only if requested by the family of the deceased.

2. Jump Dance.

3. Medicine Dance.

4. Bi-annual trips to Medicine Tree.

5. Bitterroot Dig and Feast.

6. SQCC Language/Culture Camp.

7. Sweats during the month of January Medicine Dances.

8. Memorial Feast and Dinners

9. Plant gatherings (medicinal and food) in group events pre-approved by the Séliš-Ql̓ispé Culture Committee or events with the SQCC that benefit the Tribes as a whole.

CULTURAL LEAVE NOT will be given for personal activities such as: 1.Sun Dances and other events or activities from other tribes and cultures. 2. Powwows. 3. Fasting. 4. Personal Sweats. 5. Funerals (If just attending) * 6. Any events or activities that do not benefit the Tribes as a whole.

*The Elders feel that going to funerals is a personal choice; this should come from your heart to want to be there.

Please notify your employees of this revised policy and let them know that we encourage employees to notify their immediate supervisors prior to taking Cultural Leave and to make necessary arrangements during his/her absence. The Séliš-Ql̓ispé Culture Committee will not provide verification of participation in activities until after the event.

APPENDIX B

Board Approved 6/16/2017

Secretary/Custodian Salary Schedule - SC

Secretary Custodian Secretary Acct Tech Basic Admin Senior Sec

Level I II III IV Step Per Hr Per Hr Per Hr Per Hr 0 $8.19 $8.81 $9.42 1 $8.50 $9.12 $9.73 2 $8.19 $8.81 $9.42 $10.04 3 $8.50 $9.12 $9.73 $10.35 4 $8.81 $9.42 $10.04 $10.66 5 $9.12 $9.73 $10.35 $10.97 6 $9.42 $10.04 $10.66 $11.28 7 $9.73 $10.35 $10.97 $11.59 8 $10.04 $10.66 $11.28 $11.90 9 $10.35 $10.97 $11.59 $12.21 10 $10.66 $11.28 $11.90 $12.51 11 $10.97 $11.59 $12.21 $12.82 12 $11.28 $11.90 $12.51 $13.13 13 $11.59 $12.21 $12.82 $13.44 14 $11.90 $12.51 $13.13 $13.75 15 $12.21 $12.82 $13.44 $14.06 16 $12.51 $13.13 $13.75 $14.37 17 $12.82 $13.44 $14.06 $14.68 18 $13.13 $13.75 $14.37 $14.99 19 $13.44 $14.06 $14.68 $15.30 20 $13.75 $14.37 $14.99 $15.60 21 $14.06 $14.68 $15.30 $15.91 22 $14.37 $14.99 $15.60 $16.22 23 $14.68 $15.30 $15.91 $16.53 24 $14.99 $15.60 $16.22 $16.84 25 $15.30 $15.91 $16.53 $17.15 26 $15.60 $16.22 $16.84 $17.46 27 $15.91 $16.53 $17.15 $17.77 28 $16.22 $16.84 $17.46 $18.08 29 $16.53 $17.15 $17.77 $18.39 30 $16.84 $17.46 $18.08 $18.69 31 $17.15 $17.77 $18.39 $19.00 32 $17.46 $18.08 $18.69 $19.31 33 $17.77 $18.39 $19.00 $19.62 34 $18.08 $18.69 $19.31 $19.93 35 $18.39 $19.00 $19.62 $20.24

Base Salary is Level SC-I Step 0

Administrative Assistant Salary Schedule - AA

Below AA AA Degree Bachelors

Level I I II II III III Step Per Hr Annual Per Hr Annual Per Hr 0 $20,218 $9.72 $21,986 $10.57 $25,501 $12.26 1 $21,112 $10.15 $22,859 $10.99 $26,374 $12.68 2 $21,986 $10.57 $23,733 $11.41 $27,248 $13.10 3 $22,859 $10.99 $24,606 $11.83 $28,122 $13.52 4 $23,733 $11.41 $25,501 $12.26 $29,016 $13.95 5 $24,606 $11.83 $26,374 $12.68 $29,890 $14.37 6 $25,501 $12.26 $27,248 $13.10 $30,763 $14.79 7 $26,374 $12.68 $28,122 $13.52 $31,637 $15.21 8 $27,248 $13.10 $29,016 $13.95 $32,531 $15.64 9 $28,122 $13.52 $29,890 $14.37 $33,405 $16.06 10 $29,016 $13.95 $30,763 $14.79 $34,278 $16.48 11 $29,890 $14.37 $31,637 $15.21 $35,152 $16.90 12 $30,763 $14.79 $32,531 $15.64 $36,026 $17.32 13 $31,637 $15.21 $33,405 $16.06 $36,920 $17.75 14 $32,531 $15.64 $34,278 $16.48 $37,794 $18.17 15 $33,405 $16.06 $35,152 $16.90 $38,667 $18.59 16 $34,278 $16.48 $36,026 $17.32 $39,541 $19.01 17 $35,152 $16.90 $36,920 $17.75 $40,435 $19.44 18 $36,026 $17.32 $37,794 $18.17 $41,309 $19.86 19 $36,920 $17.75 $38,667 $18.59 $42,182 $20.28 20 $37,794 $18.17 $39,541 $19.01 $43,056 $20.70 21 $38,667 $18.59 $40,435 $19.44 $43,950 $21.13 22 $39,541 $19.01 $41,309 $19.86 $44,824 $21.55 23 $40,435 $19.44 $42,182 $20.28 $45,698 $21.97 24 $41,309 $19.86 $43,056 $20.70 $46,571 $22.39 25 $42,182 $20.28 $43,950 $21.13 $47,445 $22.81 26 $43,056 $20.70 $44,824 $21.55 $48,339 $23.24 27 $43,950 $21.13 $45,698 $21.97 $49,213 $23.66 28 $44,824 $21.55 $46,571 $22.39 $50,086 $24.08 29 $45,698 $21.97 $47,445 $22.81 $50,960 $24.50 30 $46,571 $22.39 $48,339 $23.24 $51,854 $24.93 31 $47,445 $22.81 $49,213 $23.66 $52,728 $25.35 32 $48,339 $23.24 $50,086 $24.08 $53,602 $25.77 33 $49,213 $23.66 $50,960 $24.50 $54,475 $26.19 34 $50,086 $24.08 $51,854 $24.93 $55,370 $26.62 35 $50,960 $24.50 $52,728 $25.35 $56,243 $27.04

Base Salary is level AA-I Step 0

Director 1 Salary Schedule D-I Director 2 Salary Schedule D-II

Below Bachelor's Master's Below Bachelor's Master's Bachelor's Degree or Higer Bachelor's Degree or Higer

Level I II III Level I II III Step Annual Annual Annual Step Annual Annual Annual 1 $25,931 $27,070 $28,210 1 $29,349 $30,488 $31,627 2 $27,070 $28,210 $29,349 2 $30,488 $31,627 $32,766 3 $28,210 $29,349 $30,488 3 $31,627 $32,766 $33,906 4 $29,349 $30,488 $31,627 4 $32,766 $33,906 $35,045 5 $30,488 $31,627 $32,766 5 $33,906 $35,045 $36,184 6 $31,627 $32,766 $33,906 6 $35,045 $36,184 $37,323 7 $32,766 $33,906 $35,045 7 $36,184 $37,323 $38,462 8 $33,906 $35,045 $36,184 8 $37,323 $38,462 $39,601 9 $35,045 $36,184 $37,323 9 $38,462 $39,601 $40,741 10 $36,184 $37,323 $38,462 10 $39,601 $40,741 $41,880 11 $37,323 $38,462 $39,601 11 $40,741 $41,880 $43,019 12 $38,462 $39,601 $40,741 12 $41,880 $43,019 $44,158 13 $39,601 $40,741 $41,880 13 $43,019 $44,158 $45,297 14 $40,741 $41,880 $43,019 14 $44,158 $45,297 $46,437 15 $41,880 $43,019 $44,158 15 $45,297 $46,437 $47,576 16 $43,019 $44,158 $45,297 16 $46,437 $47,576 $48,715 17 $44,158 $45,297 $46,437 17 $47,576 $48,715 $49,854 18 $45,297 $46,437 $47,576 18 $48,715 $49,854 $50,993 19 $46,437 $47,576 $48,715 19 $49,854 $50,993 $52,132 20 $47,576 $48,715 $49,854 20 $50,993 $52,132 $53,272 21 $48,715 $49,854 $50,993 21 $52,132 $53,272 $54,411 22 $49,854 $50,993 $52,132 22 $53,272 $54,411 $55,550 23 $50,993 $52,132 $53,272 23 $54,411 $55,550 $56,689 24 $52,132 $53,272 $54,411 24 $55,550 $56,689 $57,828 25 $53,272 $54,411 $55,550 25 $56,689 $57,828 $58,968 26 $54,411 $55,550 $56,689 26 $57,828 $58,968 $60,107 27 $55,550 $56,689 $57,828 27 $58,968 $60,107 $61,246 28 $56,689 $57,828 $58,968 28 $60,107 $61,246 $62,385 29 $57,828 $58,968 $60,107 29 $61,246 $62,385 $63,524 30 $58,968 $60,107 $61,246 30 $62,385 $63,524 $64,663 31 $60,107 $61,246 $62,385 31 $63,524 $64,663 $65,803 32 $61,246 $62,385 $63,524 32 $64,663 $65,803 $66,942 33 $62,385 $63,524 $64,663 33 $65,803 $66,942 $68,081 34 $63,524 $64,663 $65,803 34 $66,942 $68,081 $69,220 35 $64,663 $65,803 $66,942 35 $68,081 $69,220 $70,359

Base Salary is level D-I Step 1

Director 3 Salary Schedule D-III Director 4 Salary Schedule D-IV Below Bachelor's Master's

Bachelor's Degree or Higer Bachelor's Master's Doctorate

Level I II III Level I II III Step Annual Annual Annual Step Annual Annual Annual 1 $35,045 $36,184 $37,323 1 $39,601 $40,741 $41,880 2 $36,184 $37,323 $38,462 2 $40,741 $41,880 $43,019 3 $37,323 $38,462 $39,601 3 $41,880 $43,019 $44,158 4 $38,462 $39,601 $40,741 4 $43,019 $44,158 $45,297 5 $39,601 $40,741 $41,880 5 $44,158 $45,297 $46,437 6 $40,741 $41,880 $43,019 6 $45,297 $46,437 $47,576 7 $41,880 $43,019 $44,158 7 $46,437 $47,576 $48,715 8 $43,019 $44,158 $45,297 8 $47,576 $48,715 $49,854 9 $44,158 $45,297 $46,437 9 $48,715 $49,854 $50,993 10 $45,297 $46,437 $47,576 10 $49,854 $50,993 $52,132 11 $46,437 $47,576 $48,715 11 $50,993 $52,132 $53,272 12 $47,576 $48,715 $49,854 12 $52,132 $53,272 $54,411 13 $48,715 $49,854 $50,993 13 $53,272 $54,411 $55,550 14 $49,854 $50,993 $52,132 14 $54,411 $55,550 $56,689 15 $50,993 $52,132 $53,272 15 $55,550 $56,689 $57,828 16 $52,132 $53,272 $54,411 16 $56,689 $57,828 $58,968 17 $53,272 $54,411 $55,550 17 $57,828 $58,968 $60,107 18 $54,411 $55,550 $56,689 18 $58,968 $60,107 $61,246 19 $55,550 $56,689 $57,828 19 $60,107 $61,246 $62,385 20 $56,689 $57,828 $58,968 20 $61,246 $62,385 $63,524 21 $57,828 $58,968 $60,107 21 $62,385 $63,524 $64,663 22 $58,968 $60,107 $61,246 22 $63,524 $64,663 $65,803 23 $60,107 $61,246 $62,385 23 $64,663 $65,803 $66,942 24 $61,246 $62,385 $63,524 24 $65,803 $66,942 $68,081 25 $62,385 $63,524 $64,663 25 $66,942 $68,081 $69,220 26 $63,524 $64,663 $65,803 26 $68,081 $69,220 $70,359 27 $64,663 $65,803 $66,942 27 $69,220 $70,359 $71,498 28 $65,803 $66,942 $68,081 28 $70,359 $71,498 $72,638 29 $66,942 $68,081 $69,220 29 $71,498 $72,638 $73,777 30 $68,081 $69,220 $70,359 30 $72,638 $73,777 $74,916 31 $69,220 $70,359 $71,498 31 $73,777 $74,916 $76,055 32 $70,359 $71,498 $72,638 32 $74,916 $76,055 $77,194 33 $71,498 $72,638 $73,777 33 $76,055 $77,194 $78,334 34 $72,638 $73,777 $74,916 34 $77,194 $78,334 $79,473 35 $73,777 $74,916 $76,055 35 $78,334 $79,473 $80,612

Base Salary is level D-I Step 1

Director 5 Salary Schedule D-V

Master's Doctorate

Level II III Step Annual Annual 1 $48,715 $49,854 2 $49,854 $50,993 3 $50,993 $52,132 4 $52,132 $53,272 5 $53,272 $54,411 6 $54,411 $55,550 7 $55,550 $56,689 8 $56,689 $57,828 9 $57,828 $58,968 10 $58,968 $60,107 11 $60,107 $61,246 12 $61,246 $62,385 13 $62,385 $63,524 14 $63,524 $64,663 15 $64,663 $65,803 16 $65,803 $66,942 17 $66,942 $68,081 18 $68,081 $69,220 19 $69,220 $70,359 20 $70,359 $71,498 21 $71,498 $72,638 22 $72,638 $73,777 23 $73,777 $74,916 24 $74,916 $76,055 25 $76,055 $77,194 26 $77,194 $78,334 27 $78,334 $79,473 28 $79,473 $80,612 29 $80,612 $81,751 30 $81,751 $82,890 31 $82,890 $84,029 32 $84,029 $85,169 33 $85,169 $86,308 34 $86,308 $87,447 35 $87,447 $88,586

Base Salary is level D-I Step 1

Technology Technician - TT Technology Manager - TM

Level I II III IV Level I II III Step Step 0 $27,021 $28,211 $29,400 $30,590 0 $30,590 $32,969 $34,159 1 $28,211 $29,400 $30,590 $31,780 1 $31,780 $34,159 $35,349 2 $29,400 $30,590 $31,780 $32,969 2 $32,969 $35,349 $36,538 3 $30,590 $31,780 $32,969 $34,159 3 $34,159 $36,538 $37,728 4 $31,780 $32,969 $34,159 $35,349 4 $35,349 $37,728 $38,918 5 $32,969 $34,159 $35,349 $36,538 5 $36,538 $38,918 $40,107 6 $34,159 $35,349 $36,538 $37,728 6 $37,728 $40,107 $41,297 7 $35,349 $36,538 $37,728 $38,918 7 $38,918 $41,297 $42,486 8 $36,538 $37,728 $38,918 $40,107 8 $40,107 $42,486 $43,676 9 $37,728 $38,918 $40,107 $41,297 9 $41,297 $43,676 $44,866 10 $38,918 $40,107 $41,297 $42,486 10 $42,486 $44,866 $46,055 11 $40,107 $41,297 $42,486 $43,676 11 $43,676 $46,055 $47,245 12 $41,297 $42,486 $43,676 $44,866 12 $44,866 $47,245 $48,435 13 $42,486 $43,676 $44,866 $46,055 13 $46,055 $48,435 $49,624 14 $43,676 $44,866 $46,055 $47,245 14 $47,245 $49,624 $50,814 15 $44,866 $46,055 $47,245 $48,435 15 $48,435 $50,814 $52,004 16 $46,055 $47,245 $48,435 $49,624 16 $49,624 $52,004 $53,193 17 $47,245 $48,435 $49,624 $50,814 17 $50,814 $53,193 $54,383 18 $48,435 $49,624 $50,814 $52,004 18 $52,004 $54,383 $55,573 19 $49,624 $50,814 $52,004 $53,193 19 $53,193 $55,573 $56,762 20 $50,814 $52,004 $53,193 $54,383 20 $54,383 $56,762 $57,952 21 $52,004 $53,193 $54,383 $55,573 21 $55,573 $57,952 $59,142 22 $53,193 $54,383 $55,573 $56,762 22 $56,762 $59,142 $60,331 23 $54,383 $55,573 $56,762 $57,952 23 $57,952 $60,331 $61,521 24 $55,573 $56,762 $57,952 $59,142 24 $59,142 $61,521 $62,711 25 $56,762 $57,952 $59,142 $60,331 25 $60,331 $62,711 $63,900 26 $57,952 $59,142 $60,331 $61,521 26 $61,521 $63,900 $65,090 27 $59,142 $60,331 $61,521 $62,711 27 $62,711 $65,090 $66,279 28 $60,331 $61,521 $62,711 $63,900 28 $63,900 $66,279 $67,469 29 $61,521 $62,711 $63,900 $65,090 29 $65,090 $67,469 $68,659 30 $62,711 $63,900 $65,090 $66,279 30 $66,279 $68,659 $69,848 31 $63,900 $65,090 $66,279 $67,469 31 $67,469 $69,848 $71,038 32 $65,090 $66,279 $67,469 $68,659 32 $68,659 $71,038 $72,228 33 $66,279 $67,469 $68,659 $69,848 33 $69,848 $72,228 $73,417 34 $67,469 $68,659 $69,848 $71,038 34 $71,038 $73,417 $74,607 35 $68,659 $69,848 $71,038 $72,228 35 $72,228 $74,607 $75,797

Base Salary is TT-I step 0 Base Salary is TT-I step 0

Teacher/Instructor Bachelor's Salary Schedule - T2 BA 15 30 Journeyman

I II III J Step Annual Annual Annual Annual 0 $22,996 $24,014 $25,033 $27,549 1 $24,014 $25,033 $26,052 $28,568 2 $25,033 $26,052 $27,070 $29,587 3 $26,052 $27,070 $28,089 $30,605 4 $27,070 $28,089 $29,108 $31,624 5 $28,089 $29,108 $30,126 $32,643 6 $29,108 $30,126 $31,145 $33,661 7 $30,126 $31,145 $32,164 $34,680 8 $31,145 $32,164 $33,182 $35,699 9 $32,164 $33,182 $34,201 $36,717 10 $33,182 $34,201 $35,220 $37,736 11 $34,201 $35,220 $36,238 $38,755 12 $35,220 $36,238 $37,257 $39,773 13 $36,238 $37,257 $38,276 $40,792 14 $37,257 $38,276 $39,295 $41,811 15 $38,276 $39,295 $40,313 $42,829 16 $39,295 $40,313 $41,332 $43,848 17 $40,313 $41,332 $42,351 $44,867 18 $41,332 $42,351 $43,369 $45,885 19 $42,351 $43,369 $44,388 $46,904 20 $43,369 $44,388 $45,407 $47,923 21 $44,388 $45,407 $46,425 $48,941 22 $45,407 $46,425 $47,444 $49,960 23 $46,425 $47,444 $48,463 $50,979 24 $47,444 $48,463 $49,481 $51,997 25 $48,463 $49,481 $50,500 $53,016 26 $49,481 $50,500 $51,519 $54,035 27 $50,500 $51,519 $52,537 $55,054 28 $51,519 $52,537 $53,556 $56,072 29 $52,537 $53,556 $54,575 $57,091 30 $53,556 $54,575 $55,593 $58,110 31 $54,575 $55,593 $56,612 $59,128 32 $55,593 $56,612 $57,631 $60,147 33 $56,612 $57,631 $58,649 $61,166 34 $57,631 $58,649 $59,668 $62,184 35 $58,649 $59,668 $60,687 $63,203

Base Salary is level T2-I Step 0 Base Salary is level T2-J Step 0 9 month salary 9 month salary

Teacher Master's Salary Schedule - T3

MA 15 30 45 60 Doctorate Level I II III IV V VI Step Annual Annual Annual Annual Annual Annual 0 $26,208 $27,375 $28,542 $29,709 $30,876 $32,043 1 $27,375 $28,542 $29,709 $30,876 $32,043 $33,210 2 $28,542 $29,709 $30,876 $32,043 $33,210 $34,377 3 $29,709 $30,876 $32,043 $33,210 $34,377 $35,544 4 $30,876 $32,043 $33,210 $34,377 $35,544 $36,711 5 $32,043 $33,210 $34,377 $35,544 $36,711 $37,878 6 $33,210 $34,377 $35,544 $36,711 $37,878 $39,045 7 $34,377 $35,544 $36,711 $37,878 $39,045 $40,212 8 $35,544 $36,711 $37,878 $39,045 $40,212 $41,379 9 $36,711 $37,878 $39,045 $40,212 $41,379 $42,546 10 $37,878 $39,045 $40,212 $41,379 $42,546 $43,713 11 $39,045 $40,212 $41,379 $42,546 $43,713 $44,880 12 $40,212 $41,379 $42,546 $43,713 $44,880 $46,047 13 $41,379 $42,546 $43,713 $44,880 $46,047 $47,214 14 $42,546 $43,713 $44,880 $46,047 $47,214 $48,381 15 $43,713 $44,880 $46,047 $47,214 $48,381 $49,548 16 $44,880 $46,047 $47,214 $48,381 $49,548 $50,715 17 $46,047 $47,214 $48,381 $49,548 $50,715 $51,882 18 $47,214 $48,381 $49,548 $50,715 $51,882 $53,049 19 $48,381 $49,548 $50,715 $51,882 $53,049 $54,216 20 $49,548 $50,715 $51,882 $53,049 $54,216 $55,383 21 $50,715 $51,882 $53,049 $54,216 $55,383 $56,550 22 $51,882 $53,049 $54,216 $55,383 $56,550 $57,717 23 $53,049 $54,216 $55,383 $56,550 $57,717 $58,884 24 $54,216 $55,383 $56,550 $57,717 $58,884 $60,051 25 $55,383 $56,550 $57,717 $58,884 $60,051 $61,218 26 $56,550 $57,717 $58,884 $60,051 $61,218 $62,385 27 $57,717 $58,884 $60,051 $61,218 $62,385 $63,552 28 $58,884 $60,051 $61,218 $62,385 $63,552 $64,719 29 $60,051 $61,218 $62,385 $63,552 $64,719 $65,886 30 $61,218 $62,385 $63,552 $64,719 $65,886 $67,053 31 $62,385 $63,552 $64,719 $65,886 $67,053 $68,220 32 $63,552 $64,719 $65,886 $67,053 $68,220 $69,387 33 $64,719 $65,886 $67,053 $68,220 $69,387 $70,554 34 $65,886 $67,053 $68,220 $69,387 $70,554 $71,721 35 $67,053 $68,220 $69,387 $70,554 $71,721 $72,888

Base Salary is level T3-I Step 0 9 month Salary

NURSING SALARY SCHEDULE - NS Bachelor Master's Doctorate

Step I II III Annual Annual Annual 0 $33,365 $36,801 $42,636 1 $34,383 $37,968 $43,803 2 $35,402 $39,135 $44,970 3 $36,421 $40,302 $46,137 4 $37,439 $41,469 $47,304 5 $38,458 $42,636 $48,471 6 $39,477 $43,803 $49,638 7 $40,495 $44,970 $50,805 8 $41,514 $46,137 $51,972 9 $42,533 $47,304 $53,139 10 $43,551 $48,471 $54,306 11 $44,570 $49,638 $55,473 12 $45,589 $50,805 $56,640 13 $46,608 $51,972 $57,807 14 $47,626 $53,139 $58,974 15 $48,645 $54,306 $60,141 16 $49,664 $55,473 $61,308 17 $50,682 $56,640 $62,475 18 $51,701 $57,807 $63,642 19 $52,720 $58,974 $64,809 20 $53,738 $60,141 $65,976 21 $54,757 $61,308 $67,143 22 $55,776 $62,475 $68,310 23 $56,794 $63,642 $69,477 24 $57,813 $64,809 $70,644 25 $58,832 $65,976 $71,811 26 $59,850 $67,143 $72,978 27 $60,869 $68,310 $74,145 28 $61,888 $69,477 $75,312 29 $62,906 $70,644 $76,479 30 $63,925 $71,811 $77,646 31 $64,944 $72,978 $78,813 32 $65,962 $74,145 $79,980 33 $66,981 $75,312 $81,146 34 $68,000 $76,479 $82,313 35 $69,018 $77,646 $83,480

Base Salary: level NS-I Step 0 Base Salary: level NS-II Step 0 9 month Salary 9 month Salary

Chidcare Cook/Aide Salary Schedule - CDA Childcare Teacher Salary Schedule - DCT

Entry 1yr Cert AA Degree Entry 1yr Cert AA Degree /CDA /CDA Level I II III Level I II III Step Per Hr Per Hr Per Hr Step Per Hr Per Hr Per Hr 0 $8.39 $9.01 0 $8.39 $9.01 $9.63 1 $8.70 $9.32 1 $8.70 $9.32 $9.94 2 $8.39 $9.01 $9.63 2 $9.01 $9.63 $10.25 3 $8.70 $9.32 $9.94 3 $9.32 $9.94 $10.56 4 $9.01 $9.63 $10.25 4 $9.63 $10.25 $10.87 5 $9.32 $9.94 $10.56 5 $9.94 $10.56 $11.18 6 $9.63 $10.25 $10.87 6 $10.25 $10.87 $11.48 7 $9.94 $10.56 $11.18 7 $10.56 $11.18 $11.79 8 $10.25 $10.87 $11.48 8 $10.87 $11.48 $12.10 9 $10.56 $11.18 $11.79 9 $11.18 $11.79 $12.41 10 $10.87 $11.48 $12.10 10 $11.48 $12.10 $12.72 11 $11.18 $11.79 $12.41 11 $11.79 $12.41 $13.03 12 $11.48 $12.10 $12.72 12 $12.10 $12.72 $13.34 13 $11.79 $12.41 $13.03 13 $12.41 $13.03 $13.65 14 $12.10 $12.72 $13.34 14 $12.72 $13.34 $13.96 15 $12.41 $13.03 $13.65 15 $13.03 $13.65 $14.27 16 $12.72 $13.34 $13.96 16 $13.34 $13.96 $14.57 17 $13.03 $13.65 $14.27 17 $13.65 $14.27 $14.88 18 $13.34 $13.96 $14.57 18 $13.96 $14.57 $15.19 19 $13.65 $14.27 $14.88 19 $14.27 $14.88 $15.50 20 $13.96 $14.57 $15.19 20 $14.57 $15.19 $15.81 21 $14.27 $14.88 $15.50 21 $14.88 $15.50 $16.12 22 $14.57 $15.19 $15.81 22 $15.19 $15.81 $16.43 23 $14.88 $15.50 $16.12 23 $15.50 $16.12 $16.74 24 $15.19 $15.81 $16.43 24 $15.81 $16.43 $17.05 25 $15.50 $16.12 $16.74 25 $16.12 $16.74 $17.36 26 $15.81 $16.43 $17.05 26 $16.43 $17.05 $17.66 27 $16.12 $16.74 $17.36 27 $16.74 $17.36 $17.97 28 $16.43 $17.05 $17.66 28 $17.05 $17.66 $18.28 29 $16.74 $17.36 $17.97 29 $17.36 $17.97 $18.59 30 $17.05 $17.66 $18.28 30 $17.66 $18.28 $18.90 31 $17.36 $17.97 $18.59 31 $17.97 $18.59 $19.21 32 $17.66 $18.28 $18.90 32 $18.28 $18.90 $19.52 33 $17.97 $18.59 $19.21 33 $18.59 $19.21 $19.83 34 $18.28 $18.90 $19.52 34 $18.90 $19.52 $20.14 35 $18.59 $19.21 $19.83 35 $19.21 $19.83 $20.45

Base Salary is level CDA-II Step 0 Base Salary is level CDA-II Step 0

Childcare Lead Teacher Salary Schedule -DCLT

1yr Cert AA Degree BA Degree /CDA Level I II III Step Per Hr Per Hr Per Hr 0 $8.49 $9.21 $9.93 1 $8.85 $9.57 $10.29 2 $9.21 $9.93 $10.65 3 $9.57 $10.29 $11.01 4 $9.93 $10.65 $11.37 5 $10.29 $11.01 $11.73 6 $10.65 $11.37 $12.09 7 $11.01 $11.73 $12.45 8 $11.37 $12.09 $12.81 9 $11.73 $12.45 $13.17 10 $12.09 $12.81 $13.53 11 $12.45 $13.17 $13.89 12 $12.81 $13.53 $14.26 13 $13.17 $13.89 $14.62 14 $13.53 $14.26 $14.98 15 $13.89 $14.62 $15.34 16 $14.26 $14.98 $15.70 17 $14.62 $15.34 $16.06 18 $14.98 $15.70 $16.42 19 $15.34 $16.06 $16.78 20 $15.70 $16.42 $17.14 21 $16.06 $16.78 $17.50 22 $16.42 $17.14 $17.86 23 $16.78 $17.50 $18.22 24 $17.14 $17.86 $18.58 25 $17.50 $18.22 $18.94 26 $17.86 $18.58 $19.30 27 $18.22 $18.94 $19.66 28 $18.58 $19.30 $20.02 29 $18.94 $19.66 $20.38 30 $19.30 $20.02 $20.74 31 $19.66 $20.38 $21.10 32 $20.02 $20.74 $21.47 33 $20.38 $21.10 $21.83 34 $20.74 $21.47 $22.19 35 $21.10 $21.83 $22.55

Base Salary is level DCLT 1 Step 0

Student Internship Salary Schedule -SI

Below AA AA Degree & 3rd year BS or BA program Level I I II II Step Annual Per Hr Annual Per Hr 1 19,573 9.41 21,299 10.24 2 21,299 10.24 23,005 11.06 3 23,005 11.06 24,731 11.89 4 24,731 11.89 26,437 12.71 5 26,437 12.71 28,142 13.53

SKC Part Time Instructor Salary Schedule $400.00 (four hundred dollars) per credit.

APPENDIX C

SKC U.S. Government Excess Property Management System 1000 Introduction 2000 Acquisition 3000 Inventory 4000 Utilization 5000 Disposition

2000.00 Acquisition

2000.01 Property will be acquired for SKC.

2000.02 Request for property will be forwarded to the Vice President of Business Affairs and assigned to designated College accountable personnel for acquisition.

2000.03 The accountable personnel will report to the Vice President of Business Affairs quarterly on procurement of U.S. Government Excess Property requests.

3000.00 Inventory

3000.01 The Vice President of Business Affairs through his/her accountable personnel will be responsible for maintaining an inventory of all acquired U.S. Government Excess Property.

 Non-Reportable property shall be monitored for one year from acquisition date. (Value of less than $5000)  Reportable property shall be monitored until disposition. (Value of over $5000)

3000.02 Accountable personnel will report to the Vice President of Business Affairs quarterly on the status of all U.S. Government Excess Property.

3000.03 Upon disposition of U.S. Government Excess Property, inventory property shall be moved to a property disposition list.

3000.04 The following information will be maintained on all of SKC’s U.S. Government Excess Property.  Description  Identifying Number (serial, model, etc.)  Acquisition date  Agency acquired from  SKC Department assigned and date  Date of Disposition  Means of Disposition

4000.00 Utilization

4000.01 All U.S. Government Excess Property shall only be used for official college business

4000.02 The Vice President of Business Affairs or his/her authorized accountable personnel will assign all procured property to the proper department.

4000.03 Any request for transfer of U.S. Government Excess Property from one college department to another College department shall be made through the Vice President of Business Affairs or his/her authorized accountable personnel.

5000.00 Disposition

5000.01 The disposition of all U.S. Government Excess Property acquired by SKC will be in compliance with all the Federal regulations/policies and SKC’s disposition policy.

5000.02 All U.S. Government excess property not used by the College department will be turned into the Vice President of Business Affairs or his/her authorized personnel for transfer or disposition.

5000.03 Means of Disposition - U.S. Government Excess Property that is determined excess to SKC shall be disposed of in the following manner:  Transfer property to other SKC programs  Offered for sale through bid, auction, or exchange for services or goods.  Sold as scrap to vendor (at highest offer). 5000.04 Proceeds from the Disposition of Federal Excess Property will be deposited into the Federal Excess Property Account to assist SKC recover some of the cost accrued in the procurement of Federal Excess Property.

APPENDIX D

CORRECTIVE ACTIONS

1. GENERAL. Disciplinary action is specified in Board Policy 261.10 and 261.20.

2. FAILURE TO SUBMIT. If the employee indicates that the failure may be attributed to a medical condition, then the employee should be referred to a medical professional for evaluation. Failure to provide a sample without having a valid medical reason for doing so shall be deemed a positive test result and shall warrant corrective action.

3. POSITIVE TEST RESULT. The employee must be removed from the workplace for the remainder of the work period and either granted leave or placed on administrative leave for the period.

a. MEDICAL REFERRAL. If the employee indicated that the test result may be attributed to a medicine taken, then the employee should be referred first to medical professional.

b. EAP REFERRAL. As a minimum, the employee must be referred through the EAP coordinator to an EAP counselor for assessment to determine whether or not the employee has a more serious problem than what the test reflected, particularly a handicapping disability. If a consent of Release of Patient Information form has been filed, the counselor and supervisor should confer to determine an appropriate course of action. If the form is not signed the employee is referred directly to the EAP if the employee opts to take advantage of such services.

c. DISCIPLINARY ACTION. If the employee has violated the abstinence policy, then disciplinary action must be proposed. Whether or not disciplinary action is warranted will depend on whether or not the employee admits he/she has a problem and seeks help in resolving it, the frequency of the problem, and whether or not the employee had a previously similar test result. The supervisor should discuss each case with the College Personnel Office before determining a course of action. The College Personnel Office will consult with the legal counsel’s office as needed.

4. RETURN TO DUTY. The supervisor must determine if the employee may return to duty, taking into consideration such factors as the level of impairment; the employee’s record of past test results; whether the employee can be assigned to non-sensitive duties; a medical evaluation, if deemed necessary; the EAP counselor’s assessment; progress in a treatment program; and/or security concerns. Each case must be determined on its own merit.

5. FOLLOW-UP TESTING. Any employee with a positive test result may be scheduled for more follow-up tests.

261.23 Alcohol Testing Policy 1. PURPOSE. To provide policy and guidance regarding:

a. The use of alcohol as it relates to job performance, efficiency, and safety in the work place;

b. The administration of a testing program intended to identify employees who are impaired on the job; and

c. Preventive measures to be taken which should eliminate alcohol abuse and impairment.

2. SCOPE. This policy applies to all Salish Kootenai College employees. However, certain policies and testing requirements apply only to those employees in health and safety-sensitive positions.

3. BACKGROUND.

a. Studies have shown that alcohol impairs an employee’s performance at very low breath/alcohol concentration levels. Such impairment can result in personal injury, injury to others, and/or property damage.

b. This policy deals with substance abuse; however, alcohol is not a “controlled substance” covered by the Drug-Free Workplace Program since that program involves only specific illegal drugs (see reference 4, the Controlled Substances Act, and Drug Testing Under the Drug-Free Workplace Program). There are many similarities between alcohol abuse and prevention and drug-free workplace programs in terms of spirit and intent of spirit and identifying, resolving, and preventing substance abuse. It is anticipated that any employee subject to random alcohol testing is also subject to random drug testing. However, because alcohol consumption is legal for other than minors and testing time frame and procedures are significantly different, a separate policy for this program is warranted.

4. POLICY. A. GENERAL.

(1) SKC shall establish and maintain an alcohol program which is reasonable, responsible, and effective in identifying and eliminating alcohol-induced impairment. The program will include alcohol education and training, employee counseling and assistance, alcohol testing, transportation arrangements for impaired employees, and disciplinary action, as appropriate.

(2) No employee is to report for duty, perform duties, or drive a vehicle in the performance of duties if impaired by alcohol, regardless of the source nor is any employee to consume alcohol while performing his/her work. This includes any employee called back to duty.

(3) Alcoholism is regarded as a treatable illness; however, an employee determined to be impaired for duty or who consumes alcohol during the performance of his/her work will not be allowed to continue daily work activity and is to be removed from the work place. Such employees are either to be referred through the Employee Assistance Program (EAP) coordinator to an EAP counselor for assessment and counseling or granted leave and sent

home, or both, as appropriate. Supervisors are to make transportation arrangements for impaired employees.

(4) If counseling is pursued with the EAP counselor and the counselor discovers information which would indicate that the employee is in violation of safety and health requirements which may lead to property damage or personal injury, then the counselor must inform the supervisor accordingly.

(5) The EAP Coordinator is to provide an employee’s supervisor with any information obtained that would indicate that the employee has violated any aspect of this policy or may have an alcohol problem that needs referred to an EAP counselor.

(6) All employees may be subject to testing for cause i.e., as a result of an accident or unsafe practice requiring an investigation under the provisions of the Environmental Protection, Safety, and Health Protection Information Reporting Requirements, or reasonable suspicion; or follow-up to a rehabilitation program or test result of .04 or higher alcohol concentration.

(7) Any employee who causes an accident while in duty status or commuting from a work related activity if under the influence of alcohol, whether in a government or non-government vehicle, plane, etc. will not receive any legal assistance from SKC if not acting within his/her scope of employment. Such employees are subject to testing for cause by SKC in addition to any law enforcement agency or hospital. Such employees are to provide their supervisor test results from any law enforcement agency or hospital.

(8) Employees will be tested only during work periods. Testing will be done using evidential breath testing devices. Such devices are required for all random applicant tests and should be utilized to the maximum extent feasible to evaluate “for cause” situations.

(9) All employees are to be made aware and periodically reminded of this policy through formal training sessions, employee orientation sessions, employee handbooks, notices, etc.

B. HEALTH AND SAFETY-SENSITIVE POSITIONS.

(1) To ensure fitness for duty, employees in health and safety-sensitive positions must refrain from drinking alcohol for at least four (4) hours prior to reporting for duty. Employees who violate this policy are subject to disciplinary action and testing based on reasonable suspicion.

(2) Employees in health and safety-sensitive positions are not permitted to consume alcohol during any work period, including meal breaks (including meals while in a travel status) or office activities, such as retirement and farewell luncheons. Supervisors and team leaders of ad hoc groups of employees in these positions are responsible for ensuring that their subordinates adhere to this policy.

(3) Employees are subject to random testing to ensure fitness for duty at all times. Employees and tentatively selected applicants subject to both drug and alcohol testing shall have those tests conducted concurrently if feasible to do so.

(4) Employees are required to provide their supervisor a copy of an arrest or conviction notice resulting from an alcohol related incident, such as driving under the influence (DUI) or driving while intoxicated (DWI), within ten (10) days of the incident, or, if confined to a hospital, ten (10) days from release from the hospital. Supervisors are to provide a copy of the notice to the Safety Officer and the EAP counselor and, if applicable, the appropriate transportation’s management official when the employee holds a commercial driver’s license.

(5) Employees who observe an employee under the influence of alcohol during work hours/while on duty, should treat the situation as an unsafe working

condition and report it as soon as possible to the employee’s supervisor or the Safety Officer.

TESTING PROCEDURES

1. TIMELINESS. Because alcohol does not remain in the body very long, random tests should be scheduled within the first hour of the employee’s work period or within one hour of the employee’s meal break. For cause tests should be performed within one hour from when the determination has been made and concurred in by a higher level supervisor when practicable.

2. EQUIPMENT. All tests are to be performed with an evidential breath testing device. When appropriate and in the interest of cost reduction, test devices may be provided by the contract tester.

A. SPECIFICATIONS. All devices must be included on the National Highway Traffic Safety Administration’s (NHTSA’s) Conforming Products List of Evidential Breath Measurement Devices and the manufacture’s quality assurance plan approved by the Department of Transportation. In addition, testing devices must: (1) Provide a printout of the test result; it is preferred that the printout provide the date and time of the test, test number (number consecutively), whether the test is the initial or confirmatory test, and lines for the signatures of the operator and employee tested; and

(2) Provide air blanks, which assure that no air in the chamber is contaminated prior to a test, and that all air had been cleared following a test.

It is preferred that testing devices make the determination as to which portion of a breath is to be analyzed rather than require the operator to make that determination.

B. OPERATORS. Operators of evidential breath testing devices must be certified to operate the equipment utilized. Operators must be available on a short-notice basis (within an hour) in order to perform for cause testing.

C. OPERATION AND MAINTENANCE. Testing devices must be checked and calibrated at least quarterly and prior to performing a confirmatory test. Calibration can be accomplished utilizing a breath simulator device with sample concentration at .02 and .04. Air blanks are used before and after a breath has been expired into, the testing device must be kept in a secured area. The facility staff is responsible for ensuring that the equipment is ready for use at all times, including arranging for any maintenance and calibration.

3. AUTHORIZING OFFICIALS. This section describes the management official who approves the different types of tests.

(A) RANDOM TESTS. The SKC Board approves the use of random tests.

(B) APPLICANT TEST. The testing of any applicant for employment with SKC shall be conducted pursuant to the terms and requirements of this policy.

(C) FOR CAUSE TESTS. A supervisor at least one level above the employee’s immediate supervisor must concur that a test for cause is warranted.

(D) FOLLOW-UP TESTS. The employee’s supervisor, safety officer, and/or EAP coordinator shall determine the need and frequency for these tests and advise the scheduling of the tests.

(E) EXEMPTIONS. Exemptions to random test for participation in treatment or rehabilitation programs in which the patient has completed a Consent for Release of Patient Information form does not require further approval.

4. ADMINISTERING TESTS. Once the employee reports to the location where the test is to be given, the operator must positively identify the person by a photo ID and record the ID number on a log sheet prior to beginning the test. Each test must be logged by the person’s name and test number. Once the test begins, an air blank will be performed, then the employee will breathe into the testing device, the air chamber will be subsequently cleared, and then another air blank will be performed. A printout of the test result will then be provided, a copy of which is to be provided to the person tested and the employee’s supervisor. If the test result does not provide the information specified in paragraph 2(A)(1) of this chapter, then a separate form

must be created locally which contains the information and the test result printout stapled to the form. a. LESS THAN .O4 LEVEL. If the initial test or subsequent confirmatory test result is less than .04 then no further action is required. The employee should return to his/her workplace. b. .04 LEVEL OR HIGHER. If the initial test result is .04 or higher, then a second confirmatory test must be given after a 15 to 20 minute break. The equipment is to be checked for proper calibration during the break and results of the check logged with the confirmatory test entry on the log sheet. If the second test, result is at .04 or higher, then the test result is “positive”.

When the test result is .04 or higher, the operator must call the Safety officer, report the test result, and ask the Safety Officer to make transportation arrangements for the employee to be transported back to see the supervisor.

SAFETY SENSITIVE POSITIONS

The following are considered safety sensitive positions/departments and shall be subject to random drug testing: Custodial (Including housing) Maintenance Security Community Health Upward Bound Child Care Center Transportation (any employee that drives SKC vehicles) Highway Construction Fitness Center Art Business Dental Education Forestry Hydrology Liberal Arts Library Life Science Math Media Native American Studies Office Professions

Psychology Social Work Wildlife Recruitment Admissions

261.24 Blood Borne Pathogen Program The purpose is to establish a procedure for implementation of Blood Borne Pathogen standards. Policy SKC maintains a Blood Borne Pathogen Exposure Control Plan in accordance with the standards set forth in Title 29 Code of Regulations, Part 1920.1030.

The elements of the plan are: 1. Written plan and procedure 2. Employee training 3. Record keeping 4. Personal protective equipment (PPE) 5. Hepatitis B vaccination and post-exposure follow-up 6. Labels and signs 7. Index of reference materials All health occupations and other appropriate staff and faculty must be offered the Hepatitis B vaccination series or screening at no cost.

Procedure The Human Resource Office (HRO) Ensures the accurate and timely submission of all required occupational illness/injury reports relating to exposure to blood borne pathogens. HRO assigns responsibility for implementation of the plan to appropriate staff. The HRO provides the following 1. Training to all staff on: a. Implementation of the plan. b. Staff and employee responsibilities c. Proper use of personal protective equipment (PPE) d. Hepatitis B vaccine and post-exposure follow-up e. Proper work practice controls and other preventive measures 2. The HRO monitors compliance with the plan as part of SKC’s regularly scheduled environmental health inspections. 3. Provides feedback to appropriate department heads and the President on all noncompliance issues.

4. Periodically reviews and amends the plan with President’s approval to ensure compliance with the provisions of 29 CFR 1910.1030. 5 Maintains a file of employees who have signed consent to vaccinate or declination statement. 5. Maintains a file of exposure incidents and forwards this information to the Tribal Sanitation. 6. Forwards copies of exposure reports on staff to the Tribal Sanitation.

Managers and Supervisors 1. Provide training to staff as necessary. 2. Report any known incidents of exposure. 3. Maintain personal protective equipment in each work area consistent with the risk of exposure in each area. 4. Maintain adequate housekeeping in accordance with Section IV of the SKC Blood Borne Pathogen Exposure Control Plan. Staff 5. Be aware of SKC Blood Borne Pathogen Exposure Control Plan. Report all known incidents of exposure to supervisor.

261.25 Disposal of Infectious Waste Purpose is to provide Salish Kootenai College with a procedure which governs the disposal of infectious wastes. Policy 1. SKC follows the Center for Disease Control (CDC) guidelines and also meets requirements of the Occupational Safety and Health Administration (OSHA). 2. The Dental Assisting Department and the Vice President for Business Affairs are responsible for contracting for disposal of infectious waste with a licensed waste disposal agency. 3. All departments, which deal with infectious waste, are responsible for disposing of it in accordance with CDC and OSHA guidelines.

Procedure Dental Assisting Department

1. Contracts with Browning-Ferris Industries will transport the sealed container to BFI laboratory for proper disposition. 2. Contracts with Browning-Ferris Industries will transport the sealed container to BFI laboratory for proper disposition. 3. Maintain a signed and dated form from the waste disposal contractor when container is picked up for disposal. Health Professions and Environmental Science Staff 1. Autoclave all items in direct contact with blood or other potentially infectious body fluids. 2. Dispose of needles, syringes, other “sharps”, and microscope slides into approved “sharps containers”. 3. On a regular basis and utilizing gloves, employ “sharps containers” into a designated box which is lined with a bag liner. 4. When the biohazard waste container is full, contact BFI to ensure container is secured, labeled properly, and picked up.

APPENDIX E

APPENDIX F

Discrimination Grievance Procedures

Purpose The purpose of these procedures is to provide a prompt and equitable resolution for complaints or reports of discrimination based upon race, color, religion, national origin, creed, service in the uniformed services (as defined in Tribal and federal law), veteran status, sex, age, political ideas, marital or family status, pregnancy, disability, genetic information, gender identity, gender expression, sexual orientation, height, or weight. Any person believing that they have been subjected to discrimination or harassment on any of these bases may file a complaint or report with the College. These procedures address all complaints or reports of alleged discrimination or harassment, including conduct that violates the Discrimination Policy (hereinafter referred to as “Policy Violations”). The procedures also address complaints or reports of retaliation against those who have opposed practices forbidden under the policy, those who have filed complaints or reports under the policy, and those who have testified or otherwise participated in enforcement of the policy.

College Complaints and Reporting Complaints and third-party reports of discrimination, including Policy Violations, should be made to the Human Resource Department/Title IX Coordinator (“HR”). HR staff members are trained to help you find the resources you might need, to explain all reporting options, and to respond appropriately to conduct of concern. All instances of retaliation should be reported and will be addressed in the same manner. The contact information for the Human Resources Department and Title IX Coordinator is listed below.

Human Resources Department/Title IX Coordinator Salish Kootenai College Pablo, MT 59855 406-275-4985

Complaints and reports should be made as soon as possible after an incident. HR coordinates and tracks all complaints and reports under this procedure.

There are several avenues available for submitting a complaint or report:

 Leave a private voice message for HR;  File a complaint or report on the Grievance form contained in the Policy Manual;  Send a private email to one of the HR staff;  Mail a letter to the HR office;  Visit one of the HR staff (it is best to make an appointment first to ensure availability).  Report to another trusted College official who will provide information as required under the policy to HR.

If there is a complaint about HR or any staff member that is part of the HR office, or if the HR staff has a complaint, that complaint should be filed with the President of the College. The President will appoint another trained individual to take the place of HR for purposes of the complaint.

Criminal Reporting Please remember that if someone is in immediate danger or needs immediate medical attention, the first place to report is 911. Some forms of discrimination and harassment may also be crimes. For example, sexual assault, stalking and rape are crimes. Criminal reports should be made to law enforcement, even if it is uncertain whether the particular conduct is a crime. HR is available to assist in making a criminal report. Calling local law enforcement can help you: Obtain emergency and nonemergency medical care; get immediate law enforcement response for your protection; understand how to provide assistance in a situation that may escalate to more severe criminal behavior; arrange a meeting with victim advocate services; find counseling and support; initiate a criminal investigation; and answer questions about the criminal process.

Confidentiality of Complaints and Reports Parties in these processes, including the Complainant, the individual accused of a Policy Violation (“Respondent”), and witnesses, have privacy rights and reasonable

expectations of confidentiality in the investigation of matters subject to this procedure. In addition, the integrity of the process depends on ensuring reasonable expectations of confidentiality. HR will keep confidential the complaint, report, witness statements, and any other information provided by the Complainant, Respondent, or witnesses and will disclose this information only to the Complainant, Respondent, or witnesses, as necessary to give fair notice of the allegations and to conduct the investigation; to law enforcement consistent with Tribal and federal law; to other College officials as necessary for coordinating interim measures or for health, welfare, and safety reasons, and to government agencies who review the College’s compliance with federal law. The investigation report and any written decision from HR office will be disclosed only to the Complainant and Respondent, and College officials as necessary to prepare for subsequent proceedings (e.g., College President and College Legal Counsel).

Anonymous and Third Party Reporting HR accepts anonymous and third-party reports of conduct alleged to violate this Policy and will follow up on such reports. The individual making the report (Reporter) is encouraged to provide as much detailed information as possible to allow HR to investigate and respond as appropriate. HR may be limited in the ability to investigate an anonymous report unless sufficient information is furnished to enable HR to conduct a meaningful and fair investigation.

Role of HR HR is charged with coordinating the College’s compliance with federal civil rights laws, all of which are listed at the end of these Procedures. HR is not an advocate for either the Complainant or the Respondent. HR will explain to both parties the informal and formal processes outlined below and the confidentiality provisions as outlined above. Where appropriate, HR will provide to both parties information about options for obtaining medical and counseling services; information about making a criminal report, information about receiving advocacy services, information about other helpful campus and community resources. HR will offer to coordinate with other campus officials, when appropriate, to implement interim remedial measures such as no-contact orders. HR will describe the process of a fair and impartial investigation. HR will explain the right of the Respondent to review and respond to allegations and evidence against him or her. HR

will explain to both parties their rights to have a person of support, with them during their interviews and during the hearing stage of these procedures. If an individual does not want to pursue a complaint, HR will inform the individual that the College is limited in the actions it can take without the cooperation of the individual. HR will also explain to parties and witnesses that retaliation for reporting alleged violations of the policy, or participating in an investigation of an alleged violation, is strictly prohibited and that any retaliation should be immediately reported and will be promptly addressed.

Immediate Action and Interim Measures Interim measures are those services, accommodations, or other assistance that the College puts in place after receiving a report of sexual misconduct, harassment, stalking, or retaliation. These measures are put in place before any final outcomes of investigatory, disciplinary or remedial processes. Interim measures are intended to assist or protect the parties during the grievance process, as necessary. The College determines which measures are necessary on a case-by-case basis. Such measures may include arranging for changes in work schedules

Resolution If a Complainant chooses to file a complaint, there are two avenues for resolution of an alleged Policy Violation: formal and informal resolution. The Complainant has the option to proceed informally, when permissible. In cases involving allegations of sexual assault, informal resolution is not appropriate, even if both the Complainant and Respondent indicate a preference for informal resolution.1 HR is available to explain the informal and formal resolution procedures.

A. Informal Process and Resolution

If the Complainant, the Respondent, and HR all agree that an informal resolution should be pursued, HR (or her/his designee) shall attempt to facilitate a resolution of the conflict that is agreeable to all parties. Under the informal process the HR shall be required only to conduct such fact-finding as is useful to resolve the conflict and as is

1 The U.S. Department of Education, Office for Civil Rights, Dear Colleague Letter, dated April 4, 2011, p. 8, states: [I]n cases involving allegations of sexual assault, mediation is not appropriate even on a voluntary basis.

necessary to protect the interests of the parties, the College and the community. Typically, an informal investigation will be completed within twenty (20) days of receipt of the complaint. If it becomes necessary to extend the process, both parties will be notified of a revised expected resolution timeframe.

A Complainant or Respondent always has the option to request a formal investigation. HR also always has the discretion to initiate a formal investigation. If at any point during the informal process, the Complainant, the Respondent, or HR wishes to cease the informal process and to proceed through formal grievance procedures, the formal process outlined below will be invoked.

The informal resolution must adequately address the concerns of the Complainant, as well as the rights of the Respondent and the overall intent of the College to stop, remedy and prevent Policy Violations. (Informal actions might include, but are not limited to: providing training to a work unit; having an informal discussion with an individual whose conduct, if not stopped, could rise to the level of discrimination, or hostile environment harassment; or having a confidential conversation with a supervisor or instructor).

B. Formal Process

(HR refers to HR or trained designee.)

Step 1: HR discusses concerns with Complainant, and the Respondent as appropriate, including providing information about the policy and procedures and other helpful resources. HR also considers whether immediate or interim actions or involvement of other College offices is appropriate. HR determines whether the office has jurisdiction to investigate the matter. HR only has jurisdiction to investigate complaints alleging discrimination, harassment, sexual misconduct, stalking, and retaliation.

Option 1: If HR determines that there is no jurisdiction, HR will offer to assist the Complainant and, as appropriate, the Respondent, in finding appropriate campus and off-campus resources for addressing the issue of concern.

Option 2: If HR determines that there is jurisdiction, HR will proceed to Step 2.

Step 2: HR conducts or oversees the conducting of a fair and impartial investigation of the alleged Policy Violation and proceeds to Step 3. Typically an investigation will be completed within twenty (20) days of receipt of the complaint. If it becomes necessary to extend the process, both parties will be notified of a revised expected resolution timeframe.

HR will conduct an investigation. Respondents will have the opportunity to review and respond to evidence considered against them. Both parties will have the opportunity to review and provide comments to the investigator about the written investigation report before it is finalized.

Step 3: HR determines whether there is a preponderance of the evidence to believe that an individual engaged in a Policy Violation. This means that individuals are presumed not to have engaged in alleged conduct unless a “preponderance of the evidence” supports a finding that the conduct has occurred. This “preponderance of the evidence” standard requires that the evidence supporting each finding be more convincing than the evidence in opposition to it.

In making the determination of whether harassment has created a hostile environment, HR will consider not only whether the conduct was unwelcome to the Complainant, but also whether a reasonable person in the Complainant’s situation would have perceived the conduct as objectively offensive. HR’s findings will be in writing and will be provided to both the Complainant and to the Respondent(s).

Option 1: If HR finds a preponderance of the evidence of a Policy Violation does not exist, the matter is documented and closed; in this case the Complainant may appeal the finding to the President.

Option 2: If HR finds by a preponderance of the evidence that a policy violation exists, HR’s written report will include recommendations for steps to take to prevent recurrence of any such violation, and as appropriate, remedies for the Complainant. The Respondent may appeal the finding to the Discipline Authority. The Discipline Authority is the College Administrator with the authority to impose

sanctions in accordance with applicable employment policies and procedures. The Discipline Authority will work with HR to determine the ultimate sanctions imposed upon a Respondent. HR will inform the Complainant of the sanctions as permitted by applicable privacy laws.

Reporter or Complainant Requests No Investigation If a reporter or Complainant requests that an investigation not be conducted, HR will consider the reasons for the request, including concerns about continued safety of the person reportedly harmed and members of the campus community. HR must also balance considerations about the continued health and safety of members of the community against a reporter’s or Complainant’s desire not to have the report investigated. In cases when a reporter or Complainant does not want to have a report investigated, but HR has concerns that not taking formal or informal action might endanger the health or safety of members of the campus community, HR may initiate confidential consultation with appropriate individuals to analyze the situation and assist in determining appropriate measures to take. HR will make the ultimate decision about whether to conduct a formal investigation or respond to the report in another manner, including taking informal actions, such as those described above. Whether or not an investigation is conducted, the College will provide, as necessary, interim measures.

Filing an Appeal A request for a hearing before the President must be filed within five (5) working days, of the receipt of HR’s decision, unless good cause can be shown for an extension of time. The request for a hearing must be filed with HR. The request for a hearing must be in writing and must describe the appellant’s desired outcome; as well as describe how the appellant believes HR: (1) exhibited unfair bias which influenced the result of the investigation; (2) failed to conduct a thorough investigation; (3) issued arbitrary findings and recommendations; (4) had a conflict of interest; or (5) issued findings and recommendations that if adopted would result in substantial injustice. As soon as practicable, HR will provide the non-appealing party and the President with a copy of the written appeal.

Standard of Review The President reviews the findings and recommendations of HR. The President may approve, overturn, or modify the findings and recommendations of HR. The President may overturn or modify the HR’s findings and recommendations if it finds that HR: (1) exhibited unfair bias which influenced the result of the investigation; (2) failed to conduct a thorough investigation; (3) issued arbitrary findings and recommendations; (4) had a conflict of interest; or (5) issued findings and recommendations that if adopted would result in substantial injustice.

Notice of Hearing Within ten (10) working days of receipt of the written request for a hearing, HR will notify the Complainant and the Respondent of the time and place of the formal hearing before the President. The hearing will normally be scheduled within thirty (30) days of receipt of the written appeal. If such an appeal causes a significant delay, HR will consider interim measures, as described above, to continue to protect the parties during the process.

Preparation for and Conduct of the Hearing Written Statements on Appeal Within ten (10) working days of filing the appeal, the party appealing the decision must submit to HR the following information:

(a) detailed statement of facts relevant to the complaint or report of discrimination, hostile environment harassment, sexual misconduct, stalking, or retaliation; (b) names and addresses and anticipated testimony from witnesses to be called; (c) copies of any documents which will be submitted as evidence; (d) additional materials the party believes the committee should obtain prior to the hearing; (e) reference to the portion of the policy alleged to be violated; (f) specific remedy(ies) requested; and (g) whether the party will be represented by legal counsel and the identity of the counsel.

The non-appealing party may also submit the information described in (a) through (f), above. If the non-appealing party will participate in the hearing, that party must notify HR as described above at (g) whether he or she will be represented by legal counsel.

In cases in which the non-appealing party chooses not to participate in the hearing, HR will provide to the President, in addition to the written investigation report, any additional documents or other materials, and names and addresses of any witnesses HR believes should provide information to the President at the hearing.

Forwarding Appeal Documents HR will forward copies of HR’s written investigation report; the above-listed materials; and any additional evidence relevant to the matter to the members of the President at least five (5) days prior to the hearing.

The Hearing The hearing will be a non-adversarial proceeding and strict rules of evidence will not be applied. However, the President may limit or refuse to allow evidence or testimony that is not reasonably related to a determination of whether a violation of the policy occurred.

The hearing will be conducted to assure fairness and accuracy in fact-finding. The parties and witnesses will address the President rather than each other. The President will be the final arbiter of all matters of procedure. All hearings are closed to the public.

The Decision Within ten (10) working days of the conclusion of the formal hearing the President will submit a decision in writing to the parties and HR. The written decision will contain the following:

a. A summary of the allegations including a description of the harm alleged to have been caused;

b. A summary of the response to the allegations;

c. A statement of the relief sought by the Complainant if known, or of the recommendation of HR, if applicable;

d. Specific reference to the portion(s) of the policy(ies) alleged to have been violated;

e. Analysis of whether HR: (1) exhibited unfair bias which influenced the result of the investigation; (2) failed to conduct a thorough investigation; (3) issued arbitrary findings and recommendations; (4) had a conflict of interest; or (5) issued findings and recommendations that if adopted would result in substantial injustice; and

f. Recommendations, if any, regarding redress of the complaint as well as any other recommendations, as applicable, for precluding further policy violations.

If the discrimination or harassment complaint is against the President of the College, the Board Chairperson will act as the final determination following all steps outlined above.

External Complaints If you filed a complaint with HR and believe the College’s response was inadequate, or you otherwise believe you have been discriminated against by the College on the basis of race, color, national origin, sex, including sexual harassment, disability age, or retaliation, you may file a complaint with the Office for Civil Rights (OCR) of the U.S. Department of Education based in Seattle or the Educational Opportunities Section (HRS) of the Civil Rights Division of the U.S. Justice Department of Justice, and a complaint based on religion with HRS of the U.S. Justice Department.

As an employee, if you filed a complaint with HR and believe the College’s response was inadequate, or you otherwise believe you have been discriminated against by the College on the basis of race, color, national origin, sex, including sexual harassment, disability, age, religion, creed, pregnancy, marital status, familial status (housing only), or political beliefs, or retaliation, you may file a complaint with the Office for Civil Rights.

References: Titles IV, VI, and VII of the Civil Rights Act of 1964; 34 C.F.R. pt. 100; Title IX of the Education Amendments of 1972; 28 C.F.R. pt. 54 and 34 C.F.R. pt. 106; Section 504 of the Rehabilitation Act; 34 C.F.R. pt. 104; Age Discrimination Act of 1975;

34 C.F.R. pt. 110; and Titles I and II of the Americans with Disabilities Act; 28 C.F.R. pt. 35;