Employee Handbook

LINDSEY WILSON COLLEGE EMPLOYEE HANDBOOK (Effective July, 2020)

Dear Lindsey Wilson College Employee:

This handbook has been designed to provide you with timely and useful information about your employment with Lindsey Wilson College. It establishes sound guidelines for most situations which affect you and the college, and it will help answer many of the questions you may have about your employment here.

Please read this handbook carefully. It not only sets forth what you may expect from Lindsey Wilson College in connection with your employment here, but it also sets forth many of the college's expectations and requirements pertaining to you as an employee. A clear understanding of the responsibilities that all of us have to our college and to one another will help us work together in a cooperative and friendly spirit.

We are glad you have joined us here at Lindsey Wilson College. It is with the help, work and effort of all of us as members of the Lindsey Wilson College family that our college will reach new horizons and attain goals that will aid all of us and the community we serve.

Sincerely,

William T. Luckey, President

TABLE OF CONTENTS SECTION Page No.

STATEMENT OF PURPOSE ...... 1

I. EMPLOYMENT

1. Equal Opportunity Policy ...... 2

2. New Employee Requirements ...... 2

3. Classification of Employees ...... 3

4. Appointment Letters ...... 3

5. Employee Grievance Procedure ...... 3

6. Disciplinary Action Procedure ...... 4

7. Ending Employment ...... 5

II. BENEFITS

I. Vacation ...... 6

2. Holidays ...... 6

3. Retirement ...... 7

4. Social Security ...... 7

5. Medical Insurance ...... 8

6. Life Insurance ...... 8

7. Accidental Death & Dismemberment ...... 8

8. Sick Leave ...... 8

9. Tuition Allowance ...... 9

10. Employee Graduate Tuition Reimbursement ...... 10

11. Survivor Benefit ...... 10

12. CIC Reciprocal Agreement ...... 10

13. Tuition Exchange Guidelines ...... 11

iii

14. Graduate Tuition Policy ...... 12

15. Leaves of Absence ...... 13

16. Worker's Compensation ...... 14

17. Return to Work Policy ...... 14

18. Unemployment ...... 14

19. Military Leave ...... 14

20. Jury Duty ...... 15

21. Bereavement Leave………………………………………...... 15

III. POLICIES AND PROCEDURES

A. Employment Policies and Procedures 1. Hours of Work ...... 15

2. Pay Periods and Pay Day ...... 16

3. Use of College Property ...... 16

4. Computer Resources Acceptable Use Policy...... 16

5. Telephone/Voice Mail Policy ...... 19

6. Intellectual Property ...... 21

7. Personal Information Privacy Policy ...... 22

8. Parking ...... 23

9. Travel Advances ...... 24

10. Vehicle Usage Policy ...... 24

11. Performance Evaluation ...... 25

12. Hiring and Evaluation of Administrators ...... 26

13. Promotions and Transfers ...... 26

14. Health and Safety ...... 26

15. Accidents and Illness ...... 26

16. Smoking ...... 27

17. Adherence to Federal Legislation ...... 27

a. ADA ...... 27

b. Sexual Harassment ...... 28

c. Drug·Free Schools ...... 29

d. FMLA ...... 32

B. Standards of Conduct 1. Adhering to Schedule ...... 36

2. General Standards of Conduct ...... 36

3. Specific Standards of Conduct ...... 37

A. Solicitation ...... 37

B. Political Activity...... 37

C. Outside Employment ...... 38

D. Confidentiality ...... 38

E. Serving Alcohol ...... 39

F. Non-Fraternization ...... 39

G. Dress and Grooming Standards ...... 39

H. Attendance at College Function ...... 39

Note: This handbook is issued as a source of information regarding the rules and responsibilities governing non-faculty employees at Lindsey Wilson College. The information contained herein is, in no way, intended to imply that the handbook or its contents represent any contractual relationship between the college and its employees. This handbook is subject to change as deemed necessary by the College Board of Trustees.

STATEMENT OF PURPOSE

Lindsey Wilson College firmly believes in its Mission Statement which is as follows:

The mission of Lindsey Wilson College is to serve the educational needs of students by providing a living- learning environment within an atmosphere of active caring and Christian concern where every student, every day, learns and grows and feels like a real human being.

In support of its Mission Statement, the College's goals are to:

1) Strive for the highest degree of educational excellence by providing programs based upon the findings of research and sound professional practice.

2) Create the best possible environment for the individual growth of students through the intentional and cooperative efforts of the entire College world.

3) Prepare students for life and a career in a rapidly changing world.

4) Develop intellect, character and self-esteem through value-centered learning experiences.

I. EMPLOYMENT

1. EQUAL OPPORTUNITY POLICY

It is the policy of Lindsey Wilson College to assure equal employment opportunity for all employees and candidates for employment. The employment practices of Lindsey Wilson College are to recruit, hire and promote individuals on the basis of qualifications, ability, past performance, and other job-related measures. Such matters as race, color; sex, age, national origin, religious beliefs, sexual orientation, genetic information, or non-job related medical condition, disability, marital or veteran status, amnesty, and any other characteristic protected by law, are not factors in consideration of qualifications.

This policy applies as well to the areas of compensation, benefits, education, College-sponsored training, layoffs, opportunities for advancement, and all other privileges and conditions of employment. All recruitment efforts, including employment advertising, are set forth in a manner making it clear that all individuals are welcome to apply without regard to race, color, sex, age, national origin, religion, disability, or veteran status.

As an equal opportunity employer, Lindsey Wilson College intends to comply with applicable laws and executive orders. All employees are expected to conduct themselves in accordance with this policy. Any employee with questions or concerns about any type of discrimination in the workplace should bring the matter to the attention of their immediate supervisor, any Vice President, or the President. Any employee who makes a report of discrimination will not be discriminated or retaliated against by reason of having made the report. Acts of discrimination by managers, supervisor, and other employees, including sexual and racial harassment, are not tolerated and will result in disciplinary action.

2. NEW EMPLOYEE REOUIREMENTS

All new employees need to report to the Personnel Office before they begin work. The completion of the proper employment forms is necessary in order that the Institution can verify employment eligibility, as well as correctly enter the employee in our payroll records. During the visit to the Human Resources Office, the new employee will be provided an overview and orientation regarding the operations of Lindsey Wilson College and its mission, as well as more detailed instruction on the job to which they will be assigned. It is expected that your supervisor or other designated person will provide you an opportunity to meet coworkers during the first days on the job.

There are several procedural items which the College requires before you officially begin work. These items are designed to acquaint you with the College's operations and to make your work as efficient and problem free as possible.

All employees are subject to a 60-day probationary period. During this probationary period, new hourly employees will not be allowed to use accrued vacation or sick leave, and will not be paid for holidays.

During your probationary period, your employment can be terminated by you or the College without notice for any reason.

All employees are required to read and understand this handbook. If you have any questions about any part of the Handbook, please inquire with the Human Resources Office.

3. CLASSIFICATION OF EMPLOYEES

Generally, Lindsey Wilson College employees work under four classifications or categories. These are:

Full-time Salaried Employees. These employees are considered professional staff employees and are assigned to key administrative or supervisory positions under a twelve-month letter of appointment. It is expected that these employees work a minimum of a 40 hour work week. These employees will often times work extended hours and weekends. Generally, these employees need to work as much time as is required to get the job done, but at least 40 hours per week.

Full-Time Hourly Employees. Persons in this classification are expected to work a minimum of 35 hours per week. Most employees will work 40 hours per week. These employees will be paid overtime for any hours worked above the 40 hours per week threshold. Full-time hourly employees are eligible for fringe benefits. Sick or vacation time will not be paid as overtime if the hours actively worked do not exceed 40 hour per week. Full-time hourly employees are eligible for fringe benefits.

Part-Time Hourly Employees. Individuals working in this classification work less than 35 hours per week and are not entitled to employee benefits.

Temporary Employees. From time to time the College will hire individuals to work for a short period time and be compensated either on an hourly or flat fee basis. These employees are not entitled to benefits

4. APPOINTMENT LETTERS

Employees classified as Professional Staff receive formal Letters of Appointment issued in September of each year for the period July 1 - June 30. These letters of appointment describe the salary and benefits as well as other specific information related to the position at the College. All non-faculty employees serve at the pleasure of the President of the College under an "employment-at-will" arrangement wherein the letter of appointment mayor may not be renewed in the following year, for any reason.

5. EMPLOYEE GRIEVANCE PROCEDURE

The College recognizes that, from time to time, there is a need to resolve conflicts among employees. The following outlines the informal employee grievance procedure used at Lindsey Wilson College.

Step One: Employees should try to work out any problems directly with the individuals. If this is not possible, then the employee should involve their supervisor and ask for their assistance. In the case

3 where the supervisor and the employee are in conflict, the employee and the supervisor should try to work out the problems informally.

Step Two: In the event that the problem has not been resolved at the lowest level, then the grievance should be reduced to writing and submitted to the Office of Human Resources. The Director of Human Resources will work with the parties involved in order to attempt resolve the issue within three working days.

Step Three: If the Director of Human Resources is unable to resolve the matter, the vice president in charge of the employee’s area will be included in the effort to resolve the problem. The vice president will have three working days to resolve the problem.

Step Four: If the vice president is unable to resolve the problem, the Human Resources department will arrange an informal hearing to occur within the next seven working days. The hearing panel will consist of three individuals chosen from a list of five employees provided by the Human Resources Office. From the list of five employees, the employee grievant will pick one. The person being grieved against will pick the second member and the Human Resource officer will pick the third.

Step Five: An informal hearing process wherein either side may bring witnesses will be held. As this is an informal hearing, no attorneys will be permitted to attend or represent either side of the grievance, nor will the proceedings be recorded.

Step Six: The three-member panel will make a recommendation to the Vice President for Administration and Finance within five working days. In the event the employee is in the area of the Vice President for Administration and Finance, the Vice President for Student Affairs will hear the panel’s recommendation.

Step Seven: The Vice President will issue a final and binding decision within five working days of receipt of the recommendation from the hearing panel.

6. EMPLOYEE DISCIPLINARY ACTION PROCEDURE

From time to time, employees who violate any of the conditions or policies contained in this handbook will be subject to the disciplinary action procedure. The specific disciplinary action taken against the employee will be largely dependent upon the type of infraction ranging from:

Step One: Oral Reprimand - Normally tied to first offense or infraction and a minor violation of the College's rules. Some examples of times when an oral reprimand might be given would be tardiness, minor insubordination, poor judgment, or for minor work mistakes.

Step Two: Written Reprimand - This type of discipline usually will result from a second offense of a specific minor infraction or as a result of a more severe violation of policies or procedures. Some

4 examples of cases where a written reprimand might be issued would be repeated incompetence or work errors, Insubordination, consistent tardiness or absence from work, and other infractions.

Step Three: A suspension of up to five days without pay may be issued for larger or repeated offenses. Examples of times when an employee might receive suspensions would be for repeated major violations of work rules, misconduct, insubordination, and other larger or repeated offenses.

Step Four: Termination - Termination without prior warning may occur for any type of gross incompetence, fighting, theft, embezzlement, use of alcohol or drugs on the job, fraud, gross insubordination, having a weapon, or other major infraction as deemed significant by the College.

It is important to note that no specific time frame is tied to steps within the disciplinary action procedure. Not withstanding the above, the severity of the offense will dictate the type of sanction issued. Indeed, it might be possible that the first disciplinary action meted out could be termination, depending, on the severity of the infraction.

7. ENDING EMPLOYMENT

If you are resigning employment, you will be expected to have an exit interview with your supervisor. One purpose of this interview is to make sure the reasons for termination are not based upon some misunderstanding or condition which could be remedied by either the College or the employee. The College is also interested in obtaining any information that can lead to improvement of working conditions and service to students based upon your observations and experiences.

You must return any College property and/or equipment provided to you. Keys to buildings, offices, classrooms, and College-owned vehicles must be surrendered upon ending the employment relationship with the College. In order to insure the security of College property, failure to return keys will result in the cost of replacement and/or cost of changing the locks being deducted from the employee's final payroll check. Other unresolved issues related to College property or prior Obligations, such as outstanding account balances, phone bills, and travel advances, may also be reflected in the final check. Paperwork for continued medical coverage under the provisions of COBRA must be completed prior to departure. Professional staff/salaried employees are expected to give the College a minimum of 30 days written notice. Hourly employees are expected to give the College at least two weeks written notice. When possible, all resigning employees are required to submit a formal letter of resignation. Resigning employees are not eligible to be compensated for accrued sick days.

II. Benefits

1. VACATIONS

Employees of Lindsey Wilson College accrue vacation as follows:

Regular full-time salaried and hourly employees in the active employ of the College receive 10 days per year or 6.67 hours per month.

The President's Cabinet and Executive Staff in the active employ of the College receive vacation as specified in their letter of appointment.

Note: Any full-time employee can earn an additional five days of vacation for every 10 years of continuous full-time service. However, in no case may any employee exceed 4 weeks (20 days) vacation per year.

The longevity service requirement is determined by the employee’s Anniversary date.

Completion of an approved absence request form, signed by the supervisor, is to be submitted to the Office of Human Resources. A two-week prior permission is required. The decision for approval of a vacation period will be made by the supervisor, in consideration of the priorities of the College.

All vacation days must be taken in current fiscal year. Failure to use accrued vacation days will result in the days being forfeited. If a new employee has accrued vacation days at the end of the fiscal year during their probationary period these days will be rolled over to the new fiscal year.

2. HOLIDAYS

In addition to vacation, the College provides the following paid holidays:

New Year’s Eve Labor Day New Year’s Day Thanksgiving Day Martin Luther King Day Day after Thanksgiving Good Friday Christmas Eve Memorial Day Christmas Day Independence Day (July 4)

The College may grant three additional days during the Christmas-New Year's period. The College will determine each year the specific days to be granted.

In order to be eligible for a paid holiday, the employee must work the last scheduled working day and the first scheduled working day following the holiday itself. Holiday pay will not be granted to employees who are probation.

If a holiday falls on a Saturday or Sunday, it may, at the College's discretion, be observed on either Friday or Monday. Pay for these holidays are included in your monthly pay.

The department head may approve taking a holiday in conjunction with vacation days where doing so will not disrupt the normal functioning of the department in which the employee works. Requests for taking a holiday in conjunction with vacation days must be made in advance to the employee's supervisor.

3. RETIREMENT PLAN

Once full-time employees have been employed by the College for one continuous year, or if they have previously participated in TIAA-CREF, they may elect to participate in the College's retirement plan. The employee may choose between TIAA-CREF or Nationwide. The College will match the employee's contribution, up to 5% of gross pay. The College has also agreed to contribute 3% of the employee's gross pay to the plan for any eligible full-time employee who chooses not to contribute.

All amounts contributed by the College on your behalf will be deposited for you to the appropriate plan to be held until you retire. Should you terminate your employment with the College before reaching retirement, the following statement will apply:

a) If you participate with Nationwide, you may elect to have your vested benefit distributed to you as soon as administratively feasible following your termination of employment. However, if the value of your vested benefit does not exceed $5,000, then a distribution will be made to you as soon as administratively feasible following your termination of employment. In addition, if the value of your vested benefit does not exceed $1,000, then this distribution will be made to you in a lump-sum payment regardless of whether you elect to receive it.

b) TIAA-CREF does not allow you to withdraw the funds upon termination.

Amounts paid to the participant will be full satisfaction of the participant's and spouse's rights to retirement or survivor benefits attributable to such amounts. Since employee and College's contributions were made on a tax deferred basis, any payout will be treated as taxable income and subject to all federal and state taxes and penalties in the year of payback.

Employees are eligible to establish and start contributions to their retirement plan before the College’s matching contribution begins.

For more details about the retirement plans, please consult with the Human Resources Office. If there any differences between the foregoing and the plan itself, the terms of the plan control.

4. SOCIAL SECURITY

Social Security taxes have two components - the OASDI (Old Age, Survivor and Disability Insurance) levy on all wages to a certain maximum provided by law and the HI (Hospital Insurance called Medicare) levy on all wages. The College contributes an amount equal to the tax withheld from each paycheck.

The Social Security Administration maintains an office in Campbellsville and provides a toll-free telephone number. If an employee has questions on benefits to be expected or payments to an account, the information can be provided by telephone or an office visit.

5. MEDICAL INSURANCE

Lindsey Wilson College normally provides its employees, other than temporary employees and part-time employees working less than 35 hours per week, with group health insurance coverage, subject to the individual employee satisfying any eligibility requirements for insurance coverage established by the insurance provider. The College contributes the majority of the amount of the premium for individual coverage, with the precise amount determined annually and permits the employee to cover eligible dependents through payroll withholding.

The College evaluates its health insurance carrier and coverage's on an annual basis.

The College reserves the right in its discretion to change the health insurance provider and to institute cost containment measures.

Refer to the summary plan description provided to you by the health insurance provider for more complete details on coverage eligibility requirements, deductible and co-payment provisions, benefits and limitations and restrictions on benefits. The Human Resources Office will also assist in answering any questions you may have about your health insurance coverage.

6. LIFE INSURANCE

The College has a group life policy which provides protection for all regular, full-time employees. The amount of life insurance is at least $20,000 for each employee.

7. ACCIDENTAL DEATH & DISMEMBERMENT INSURANCE

The College provides an accidental death and dismemberment policy that provides similar coverage's as those listed under Life Insurance in No.6 above.

8. SICK LEAVE

Full-time eligible employees accumulate sick leave on the basis of 6 days per year or 1/2 day per month. In an effort to encourage employees to save accumulated sick days for unanticipated long time illness, the College allows employees to accrue up to, but not to exceed, at any time, 30 days of accumulated and carried over sick time.

When an employee is off work for three or more days, the College requires that employees submit a doctor's statement before returning to work. Sick leave may be used to take care of immediate family members who are sick. Immediate family is defined as father, mother, sister, brother, child or grandparent and the mother or father of the employee's current spouse.

The College may, in its sole discretion, based on a specific employee request, agree to allow other employees to donate sick days to another employee under emergency situations. However, such employees must use all accrued sick and vacation hours they have available at the time of request. Any such request should be submitted on an absence request form, signed by the supervisor and forwarded to the Office of Human Resources.

9. TUITION ASSISTANCE FOR EMPLOYEES AND THEIR DEPENDENTS

Lindsey Wilson College will award employee tuition waivers for the Lindsey Wilson College undergraduate program to employees, current spouses and dependent children of full-time employees in accordance with the terms of this policy. Dependency is determined by the Federal Financial Aid Process. In order to qualify for tuition assistance under this policy, the current spouse, child or children must satisfy the following conditions:

1. To be eligible, an employee must have completed at least six months of full-time service at the Institution.

2. The current spouse, child, or children must maintain satisfactory academic progress as outlined in the college catalog. The benefit is surrendered if the student is placed on probation and can be reinstated if the student returns to status of good standing.

3. This policy provides for a maximum of 136 attempted academic credit hours or attainment of the individual’s first bachelor’s degree.

4. The current spouse, child, or children must complete all necessary financial aid forms. Failure to complete the necessary financial aid forms will render the current spouse, child or children ineligible for the tuition waiver. Please note that any outside grants or scholarships will be applied to the student’s account before the Lindsey Wilson College educational assistance grant is applied.

5. Books, materials, lab fees, etc. required for course work will be at the expense of the current spouse, child or children of the full-time employee.

6. Any employee who terminates at any given time during a term will assume responsibility of payment of the prorated balance of Tuition Assistance Policy for current spouses, child or children of employees.

7. It is normally not the College’s practice to support students receiving dependent tuition assistance in order to attend the Lindsey in London program or other

study abroad programs. Applications for such support will be considered by the President and Executive Staff, on a case by case basis.

Any employee who wishes to take a class during the course of the work day must receive written approval from their direct supervisor and the vice president in charge of their area. College operations need to take first priority. Any employee may take a work related class upon the approval of their supervisor as a Professional Development. Non-work related classes are not included in this benefit.

Any non-faculty employee interested in teaching one or more courses outside the purview of their regular administrative or support assignment, must first receive prior written approval from the direct supervisor and the vice president in charge of their area before agreeing to do so.

10. EMPLOYMENT AGREEMENT CONCERNING GRADUATE TUITION REIMBURSEMENT

This section only applies to employees whose employment agreement specifically states they receive graduate tuition as part of their compensation package.

An employee may not enroll in more than 18 graduate hours per year. An employee may not exceed more than 6 hrs of course work per semester, including summer. Employees may seek a graduate degree outside of Lindsey Wilson College and the college will reimburse an employee up to the cost of attending Lindsey Wilson College. If the cost of graduate tuition is less at another institution, the difference in savings cannot be exchanged for salary or other benefits. Tuition reimbursement is available for up to one degree per employee.

This compensation benefit is supported by the College along with the expectation that an employee will seek to gain a higher degree. Travel time, and time away from work are anticipated in completion of a graduate degree. However, it is expected that all work responsibilities will be completed and that an employee’s work toward a graduate degree will not interfere with their responsibilities at the college.

11. SURVIVOR BENEFIT

Dependent children of any active Lindsey Wilson College employee who dies after at least seven years of full-time, uninterrupted employment will be permitted to attend Lindsey Wilson College and receive free tuition, according to the normal employee-dependent student tuition policy outlined in Section II, No. 9 of this handbook.

12. CIC RECIPROCAL AGREEMENT

Lindsey Wilson College has entered into a reciprocal agreement with many other independent institutions through a programs sponsored by the Council of Independent Colleges. The program is designed to encourage dependents of full-time independent College employees to pursue educational opportunities at similar schools throughout the United States. The specific requirements related to this Program can be obtained through the CIC web site www.cic.edu or the Office of Academic Affairs.

13. TUITION EXCHANGE GUIDELINES

The Tuition Exchange (TE) www.tuitionexchange.org provides a national scholarship exchange program for family members of full-time faculty and staff among its members of approximately 460 colleges and universities.

The primary obligation of a member institution is to maintain a balanced exchange pattern, a reasonable match between student “exports” and student “imports.” A member institution may import as many as it wishes. It may not, however, export more than it imports. Institutions with many applicants may limit the number of TE Scholarships it awards.

All students must seek admission to the partner institution which determines admission and admission procedures.

The following guidelines are applicable to Lindsey Wilson College employees who participate in the program.

1. ELIGIBLE EMPLOYEE: Any currently employed Lindsey Wilson College full-time faculty of staff, who has completed one (1) year of full-time service as of September 1 of the current academic year.

2. FAMILY MEMBER: Any dependent born to an employee, legally adopted by an employee, or for whom legal guardianship can be documented. “Dependent” is defined by the Federal Financial Aid standard.

3. APPLICANT: The family member of an eligible employee who has applied for full-time undergraduate study toward a first bachelor level degree to a college or university that participates in the Tuition Exchange (TE) program. Scholarships are not granted for graduate study, non-degree study or second undergraduate degrees.

4. MAXIMUM SCHOLARSHIP: TE scholarships will not exceed a maximum of four (4) years or eight (8) semester units per eligible employee. The eight (8) units may be divided among dependent children of an eligible employee, but a TE scholarship will be awarded to only one child of an eligible employee at a time, and each child must undertake the eligibility and application process.

5. By November 1 of each academic year family members of Lindsey Wilson College faculty and staff who are seeking TE will notify the TE Liaison Officer of intent to apply by completing the Lindsey Wilson College Preliminary Eligibility Form. The Tuition Exchange Liaisons Officer is the Provost.

6. By December 1 of each academic year, Lindsey Wilson College will be in a position to determine how many new students can be certified.

7. The selection of recipients will be determined by a committee composed of representatives from Academic Affairs, Admissions, Human Resources, Career Services and Registrar’s Office using selection criteria such as acceptance by importing school and quality of student as determined by transcripts, test scores, participation, essay, and letters of recommendation. If the number of applicants exceeds the number of scholarships, and the committee determines that two or more applicants have equal qualifications, recipients will be selected based up on the following priority ranking:

(1) First priority will be given to applicants based on employment seniority of the faculty/staff member. Seniority is based on years of continuous service at Lindsey Wilson College.

(2) Among applicants whose parents have the same years of seniority, priority will be determined by financial need as measured by the Parent’s Confidential Statement. (3) Individuals who have not used the program will be given priority over those who have used the program in the past.

14. GRADUATE TUITION POLICY

As part of Lindsey Wilson College's ongoing professional development efforts, it has established a policy wherein full-time, salaried faculty and professional staff employees may request graduate tuition remission assistance under the following conditions:

To be eligible, an employee must have completed at least two years of full-time service at the Institution.

The graduate program of study must be tied to the individual's position at the College and be deemed important to the employee's professional development for the purpose of improving job performance or expanding skills and knowledge in the employee's area of work.

Each year, the Budget Committee will establish a pool of dollars within the professional development funds allocated for the fiscal year, which will be earmarked for this program. A maximum of $1,100 per fiscal year and a maximum of $550 per semester will be allocated to anyone individual.

Other specific guidelines related to this graduate tuition reimbursement program.

a. Any employee requesting assistance out of this professional development category needs to make application in the form of a letter to the Executive Staff. The letter must provide specific information related to the course of study and how it will be applicable to the applicant's position and improvement of skills directly related to the job. A letter of reference from the employee's immediate supervisor is also required. All materials must be submitted to the Human Resources Office by May 15. Awards will be decided by July 1.

b. The Executive Staff will consider new applications each semester. However, it must be remembered that there is a limited amount of dollars available each year. Therefore, it is envisioned that the number of employees supported under this program will also be limited accordingly.

c. An individual who has been approved for tuition assistance must show proof of academic progress within the program of study on an annual basis in order to be approved for additional support from these funds. The Executive Staff reserves the right to use its sale discretion in allocating funds within this program. Funds can be used for graduate study at any approved higher education institution, including Lindsey Wilson College.

d. It is anticipated that anyone who receives support under this program intends to remain in service to the College for at least an equivalent amount of time as the period for which they received support under this program. This program is intended to provide professional development opportunities for Lindsey Wilson College employees, and is also intended to benefit the College through development and upgrading of its work force.

15. LEAVES OF ABSENCE

A full-time employee may request a personal leave of absence without pay. This request must be in writing and must state the reason why the leave of absence is desired.

Employees may be granted a leave of absence initially, without pay, for any reason, at the discretion of the College, for a period not to exceed six months in duration.

In the event an extension of an approved leave of absence is desired, application for such an extension must be made in writing in advance of the expiration date of the original, or any extended, leave of absence, not to exceed an additional six months. If an employee has not worked for the College for a period of 12 months, for any reason, they will be removed from the College's payroll. If you find that the reason for your leave of absence no longer exists after you have started your leave of absence. you should return to work after giving three days advance notice to your direct supervisor.

A written request for a leave of absence for any reason must be made by you, or for you if you are physically or mentally unable to do so due to illness or accident, to your direct supervisor. Your direct supervisor and the President must approve such request in writing along with any renewal of such request. The College will notify you of its decision after considering the nature of your request and the requirements of the College's operation.

Sick and vacation benefits do not accrue while employees are on a leave of absence.

16. WORKER'S COMPENSATION

Worker's Compensation insurance is provided automatically to all employees of the College. This insurance coverage provides for payment of medical, hospital and other treatment costs and for disability benefits as regulated and decided by the Kentucky Worker's Compensation Law for any employee who becomes ill or is injured as a result of and in the course of his employment. The object of the Worker's Compensation Act is to compensate for lost earning power.

College sick pay benefits will not be paid for absence from work compensated for under Worker's Compensation insurance. However, sick pay benefits may be used to cover the time period for which Worker's Compensation does not and for which the employee has accrued time. The employee who is off work for more than 7 consecutive days is automatically paid from the first day of injury by Worker's Compensation. Also see the Return to Work Policy below.

Any questions concerning Worker’s Compensation should be directed to the Human Resources Office.

17. LWC Return to Work Policy

Lindsey Wilson College has a return to work policy that is designed to assist injured workers in their return to employment after a work related injury. After a work-related injury, the Human Resources office will be in frequent contact with the treating physician. If you are unable to return to your current assignment immediately following a work-related accident, alternative work may be provided. The treating physician will be consulted and asked to provide written restrictions. The College will provide alternative work that takes into consideration any and all restrictions placed on the employee by the treating physician. The employee will be required to participate in the return to work program to ensure that they receive all the benefits due them. Failure to participate in the program may result in the termination of benefits normally associated with a work related-injury. The work offered in the Return to Work Policy is a temporary opportunity that will allow employees to work while they heal. It is the employee’s responsibility to communicate with their supervisor any concerns or difficulty they might have working within any restrictions.

18. UNEMPLOYMENT

If you should become unemployed for reason of layoff or elimination of position, except in the case of retirement, you may receive payments for a limited time until you secure other employment. Eligibility determination and payments flow from the Kentucky Department of Unemployment Insurance. The payments come from the Kentucky Unemployment Compensation Fund which is maintained by the College for you.

19. MILITARY LEAVE

In the event employees are called for active military service, a leave of absence will be granted for the period of active service and the employee's position or equivalent employment will be offered upon

14 returning to work. The employee's period of military service will count as continuous employment when determining time for paid vacation and longevity.

For employees to retain the same or equivalent job and benefits upon release from active military service, the College requires written notice of the intention to return to work. This notice must be received by the College within 30days of the date the employee is released from active military service and must set forth the exact date of anticipated return, which must not be later than the 90th day after release from active military service. If the individual is unable, for any reason, to report for work on the date set forth in the letter, then the Human Resources Office must be notified. In no event may that individual report to work at the College later than the 90th day after the day of release from active military service and still retain the right to the same or equivalent job and benefits. An individual who wishes to report to work after the 90th day following the day of release from active military service will be considered as an applicant.

20. JURY DUTY

Employees who are summoned for jury duty will be paid for jury service up to a maximum of 30 days per work year. The amount employees will be paid will be their daily rate of pay less the amount received for jury duty. In order to be paid, the employee must provide the College with documented proof of jury service, and the employee must immediately report for work on the day dismissed or excused from jury service during regularly scheduled working hours.

21. BEREAVEMENT LEAVE

In the event of death in the immediate family, the employee will be allowed up to three consecutive working days off with pay to arrange and attend the funeral. If an employee requires more than three days, two additional days may be taken without pay. If more time than this five day period is needed, the employee may request a leave of absence as set forth in Section II, No. 13 of this Handbook. "Immediate family" shall mean the employee's current spouse, mother, father, sister, brother, child, son/daughter-in-law, grandparents and the mother and father of the employee's current spouse.

One day of bereavement leave to attend the funeral of a close friend or other relative may be granted with the approval of the employee's direct supervisor.

III. POLICIES AND PROCEDURES

A. EMPLOYMENT POLICIES AND PROCEDURES

1. HOURS OF WORK

The regular workweek for all full-time salaried employees and most full-time hourly employees is a normal 40 hours per week, eight hours per day, Monday through Friday. Employees in some hourly positions may work less than a 40 hour schedule at the discretion of the College.

The regularly scheduled workday for full-time salaried and hourly is from 7:30 a.m. to 4:30 p.m. each day, with the exception of the maintenance staff whose normal day is 7:00 a.m. to 4:00 p.m. In some cases the regularly daily hours of work may be changed depending upon the needs of the College and upon the approval of the Vice President for Administration and Finance.

Although classification of a salaried employee indicates that there is a normal 40 hour work week, these employees are expected to be present during normal working hours as an example to non-salaried employees and are expected to invest whatever time and effort it takes to get the job done.

Employees who are hired or rehired within 90 days before each July 1 are eligible to receive a wage increase for the subsequent year, as negotiated, dependent on the availability of funding for compensation increases.

The College does not provide payroll advances or extend credit to employees. However, in some cases employees may be able to make purchases utilizing some of the College's vendors in order to receive discounts. The individual must be responsible for any applicable state sales tax.

2. PAY PERIODS AND PAY DAY

Salaried employees are paid on the last working day of each calendar month according to the provisions specified in their letter of appointment.

Hourly employees are paid the last working day of every other week, based on the number of hours worked in the prior two-week period. The workweek starts at midnight on Monday and ends at 11:59 p.m. on Sunday.

3. USE OF COLLEGE PROPERTY

Personal use of College property is discouraged. However, if an employee wishes to use items of College property (e.g., tables, chairs, etc.) for personal functions, proper check-out procedures must be followed through the responsible member of the Executive Staff. Reimbursement by the employee for the cost of repair or replacement will be required for items damaged, lost or stolen. The employee will also be responsible for reimbursing the College for its cost in leasing the same or similar items or property if it is necessary for the College to lease such items while the other property is being repaired.

4. COMPUTER RESOURCES ACCEPTABLE USE POLICY

The hardware and software computer resources of Lindsey Wilson College are available to the students, faculty, and staff in support of the educational and administrative goals of the College. It is expected that users of these resources will engage in activities such as conducting research and completing course work, communicating with others, accessing information in the performance of normal College-related job responsibilities, and exploring other information sources. Using the system on an occasional basis for personal use, such as corresponding with friends or family through electronic mail, may also be considered appropriate, but in all cases usage should defer to College related activities. The computer system may not be used for commercial or solicitation purposes without the express written consent of

16 appropriate school officials. The computer resources provided by the College are the sole and exclusive property of the College.

It is expected, in return, that users must respect the rights and privacy of others, and must obey school policies and state and federal laws that may apply to their activities while using the computer system. Although the College, in its official capacity, will make every effort to respect the privacy and civil rights of users of the computer system, it should be understood by all users that the computer system is owned and operated by a private, value-centered College. The Institution reserves the right, in its sole discretion, to monitor any and all aspects of the activities on the system, and to take appropriate action when necessary to uphold legal, moral, or ethical standards. Use of the College computer system means that you agree to abide by the rules and responsibilities set forth in this policy. Administrators of individual systems such as the library or computer labs may establish policies that place additional responsibilities upon users.

It is important that all employees back up their files periodically. Also, please be aware that the Computer Center staff has been instructed to terminate network and e-mail accounts for any individual that leaves the employment of the College.

Legal Responsibilities

There are several legal obligations for users of the computer system. The examples provided here are the most significant, but should not be considered a complete list. It is the responsibility of users to be aware of and respect state and federal statutes that may regulate their activities.

• Users must obey copyright laws and respect the intellectual property of others.

• Software license agreements must be honored. The College makes every effort to properly purchase and license all software installed on the Institution's computer systems. There is no stated or implicit consent given to users to copy any of the programs or data residing on these systems.

• It is a violation of Kentucky law to access a computer system without authorization, or to gain access to a computer system for the purposes of fraud or malicious activities such as the destruction of files or programs.

• It is a civil offense to make false statements about another person (libel), especially if it results in the loss of that person's good name (defamation).

• The creation or knowing distribution of a computer virus or "worm is a violation of federal statute.

• The creation or knowing distribution of a chain letter is a violation of federal statute.

Ethical Responsibilities

17 number of campus publications such as handbooks, catalogues, and policy manuals. Common sense and a personal sense of responsibility are important here.

• Users of the College computer system will refrain from accessing or electronically transferring text or graphics images that would be deemed hateful, demeaning, or pornographic by the prevailing standards of this value-centered Christian College.

• The computer system, especially the electronic mail capabilities, will not be used to create offensive or disruptive messages. This includes messages which contain sexual implications, racial slurs, gender- specific comments, or any other comment that offensively addresses someone's age, sexual orientation, religious or political beliefs, national origin, or disability.

• The privacy of other user's files and electronic mail messages is to be respected at all times. No user, with the exception of authorized system administrators, shall access, or attempt to access, another user's files or electronic mail messages without the explicit consent of that user. In addition, no unauthorized attempt shall be made to obtain the passwords or access codes of any other user, and no use of another person's user ID or password is allowed unless specifically approved by a computer system administrator.

• No attempt will be made by any user to secure unauthorized access to system files or confidential academic or administrative records.

Good Citizen Responsibilities

Beyond the legal and ethical guidelines in this policy, responsible users of the College's computer systems should recognize the fact that they are members of a larger electronic community. As good citizens of this community, users can take several steps to make utilization of the College's resources a rewarding experience for themselves and others.

• The College's electronic mail system should be used primarily for communicating College-related messages. Employees should not forward chain letter, junk mail, jokes, or other messages that distract or interfere with the work of themselves and others. This also greatly increases your chance of receiving and spreading a virus.

• Send mail only to the person(s) who should receive it. Sending something to everyone on the address list uses unnecessary server resources and clutters many mailboxes.

• Report improper use or vandalism of any computer resource.

• Limit time on shared computers in the library and labs, and defer to non-recreational users.

• Clean old files and documents off of shared resources such as file servers and electronic mail boxes.

• Make considerate use of computer resources in public areas. Refrain from accessing programs that produce loud noises or that contain graphic material that may offend others.

• Users will make every attempt to avoid the unintentional spread of computer viruses through awareness of the problem and by having their disks checked on a regular basis.

Abuse of Privileges

If disciplinary action is required for violations of this policy, sanctions may range from loss of computer privileges to expulsion or job termination. Disciplinary actions for students will be addressed by the Vice President for Student Services, for faculty by the Provost and Dean of the Faculty, and for staff by the Vice President for Administration and Finance. Grievances and appeals may be filed in accordance with the respective guiding policy documents for students, faculty, and staff.

5. TELEPHONE/VOICE MAIL ACCEPTABLE USE POLICY

The telephone (including voice mail) system of Lindsey Wilson College is available to the students, faculty, and staff in support of the educational and administrative goals of the College. It is expected that users of these resources will engage in appropriate activities. The telephone system and voice mail system are provided by the College and are the sole and exclusive property of the College. The Department of Information Services is authorized to collect and store internal telephone call accounting data for the purpose of billing and tracking on-campus, local, and long-distance telephone calls.

The Institution reserves the right, in its sole discretion, to monitor any and all aspects of the activities on the system and to take appropriate action when necessary to uphold legal, moral, or ethical standards. Use of the College telephone system means that you agree to abide by the rules and responsibilities set forth in this policy. Individual supervisors may establish policies that place additional responsibilities upon users.

Long Distance Calls

Faculty, staff and students may place personal long-distance calls (including fax calls) from campus only through the use of personal long-distance telephone authorizations codes or personal calling cards. Faculty, staff and students may apply at the Service Center for a long-distance authorization code at any time during the year. Collect calls may not be accepted at College telephones.

Service Requests

Users may request service or notify the College of problems by submitting a written request to the Office of Information Services or by sending an E-mail request to [email protected].

Employee Responsibilities

Employee use of the telephone system on an occasional basis for short personal conversations with friends or family may be considered appropriate but must be guarded against abuse. Forwarding the phone to voice mail is appropriate after office hours or when the office is closed for College related functions. To support the mission of the College, the Administration mandates that all calls must be answered personally when the employee is present. Voice mail may be used during work hours only when the office is closed or the employee is not in the office and the caller requests voice mail. Supervisors confirming abuse of the voice mail system are required to notify the Director of (information Services for termination of voice mail privileges for those employees.

Ethical Responsibilities

Although certain activities of users may not be strictly illegal, there may be cases where a user might violate the ethical standards of the College. Guidelines for appropriate behavior may be found in any number of campus publications such as handbooks, catalogues, and policy manuals. Common sense and a personal sense of responsibility are important here.

• Users of the College telephone system will refrain from leaving messages that would be deemed hateful, demeaning, or inappropriate by the prevailing standards of this value-centered Christian College. Inappropriate messages include, but are not limited to: messages which contain sexual implications, racial slurs, gender-specific comments, or any other comments that offensively addresses someone's age, sexual orientation, religious or political beliefs, national origin, or disability.

• The privacy of other user's voice mail messages is to be respected at all times. No user, with the exception of authorized system administrators, shall access, or attempt to access, another user's voice mail messages without the explicit consent of that user. In addition, no unauthorized attempt shall be made to obtain the passwords or access codes of any other user, and no use of another person's user ID or password is allowed, unless specifically approved by a computer system administrator.

• No attempt will be made by any user to secure unauthorized access to system files or administrative telephone records or utilities.

Good Citizen Responsibilities

Beyond the legal and ethical guidelines in this policy, responsible users of the College's resources can take several steps to make usage a rewarding experience for themselves and others.

• Report improper use or vandalism of any telephone equipment or resource. 20

• Clean old messages out of voice mail boxes regularly.

• Keep a current voice mail message recorded at all times. If you choose to record a daily message that states the date and your office hours, it must be kept up to date.

Abuse of privileges

If disciplinary action is required for violations of this policy, sanctions may range from loss of privileges to expulsion or job termination. Disciplinary actions for students will be addressed by the Vice President for Student Services, for faculty by the Provost and Dean of the Faculty, and for staff by the Vice President for Administration and Finance. Grievances and appeals may be filed in accordance with the respective guiding policy documents for students, faculty, and staff.

6. INTELLECTUAL PROPERTY RIGHTS POLICY

The Intellectual Property Rights Policy applies to individuals employed by or enrolled at Lindsey Wilson College. This policy seeks to: • Ensure the rights of individuals to the works and ideas they produce • Protect the name and rights of the College

Lindsey Wilson College encourages its faculty, staff, and students to contribute to their disciplines and professional organizations in their research and scholarship. The general policy of Lindsey Wilson College is to grant all intellectual property rights to the creator or creators, who will determine how to disseminate the intellectual property and who will keep all income derived from their intellectual property works.

Intellectual property refers to inventions, patents, processes, research articles, artistic creations or other products that can be copyrighted or patented under U.S. laws. This would include:  Patents or inventions, pharmaceutical products, medical technology or equipment  Books, booklets, or electronically published works  Articles in professional journals or magazines  Articles submitted to open access databases such as ERIC  Artistic works: paintings, sculptures, fabric art, drawings, photographs, digital art  Musical compositions or recordings  Plays or theatrical works  Software programs or applications

This policy applies to intellectual property developed on- or off-campus; during a teaching term, sabbatical, vacation, or faculty fellowship; and developed with normal use of office space, library resources, photocopiers, printers, and office computers.

Exceptions to the general policy include the following situations:

1. Assigned Tasks Lindsey Wilson College owns intellectual property developed in the performance of assigned College duties. Such intellectual property includes online classes, lectures, presentations, and material developed for use in distance education.

2. Outside Agreements When intellectual property is developed through a sponsored grant or contract with an outside entity or organization, the provisions contained in the grant or contract determine ownership of the intellectual property. If the grant or contract does not address ownership, the general College policy applies and the work becomes the property of the creator or creators. 3. Significant Use of College-Administered Resources When the development of intellectual property is significantly assisted by the use of College facilities, resources, or personnel; the College is entitled to a share of royalty or other income from that intellectual property. Significant use of College-administered resources does not include resources ordinarily available (e.g., office space, personal office equipment, library) or incidental involvement of students who receive funding from the College.

Responsibility: The College officer to whom an employee reports whether this is a Supervisor, Division Chair, or Chief Academic Officer is responsible for insuring this policy is followed.

When either the College or the Employee determines that a formal assignment or sharing of intellectual property rights between the employee and the institution exists, the terms of any agreements concerning intellectual property rights will be negotiated with the creators by the appropriate College officer, subject to final review and approval by the President.

Shared rights and benefits include but are not limited to:  Recognition of the use of the College’s facilities, resources, and or personnel;  Liabilities and responsibilities concerning the use of facilities, resources, and / or personnel;  Percentage or portion of royalty income or other compensation to be received by the college and the employee.

7. PERSONAL INFORMATION PRIVACY POLICY

Protecting the privacy of students, vendors, and all individuals and entities doing business with Lindsey Wilson College is very important to the College and its employees. Your privacy is held in the strictest of confidence and is considered of highest priority.

This Privacy Policy Notice explains the type of information we may have about you and the type of information we sometimes share with others, as well as the type of information we will not share about you.

Categories of Nonpublic Personal Information Collected by the College

 Information we receive from you on applications or other forms  Information we receive about you from external governmental, financial, testing, or other organizations  Information we receive in processing your accounts with us and the transactions in those accounts

Categories of Nonpublic Information Disclosed by the College

 Information provided to the College by you required for verification of financial aid eligibility  Information regarding accounts that need to be available to third party contractors for collection of delinquent account balances or loans due the College or governmental loan programs  Information requested by an authorized law enforcement process or court order.

Categories of Affiliates and Nonaffiliated Third Parties to Whom the College Discloses Information

The College may disclose certain nonpublic personal information about you to nonaffiliated third parties as permitted by law. The third party must adhere to the privacy principles pertaining to such information with regard to confidentiality. The exchange of information with these entities is deemed important in order to maximize the accuracy and detail of information reported. Information is provided in the following instances:

 The customer requests the information be sent.  Disclosure is required by law.

The College believes that the security and accuracy of nonpublic personal information is confidential and should only be made available to persons who have a need for the information to properly provide services, act upon a request from the student or customer, or to fulfill the employee’s job responsibility.

If at any time you have a concern the security or accuracy of your information, please contact the College’s Privacy Compliance Officer, Mrs. Harriet Gold, at (270) 384-8017, or write us at Lindsey Wilson College, 210 Lindsey Wilson St., Columbia, KY 42728.

8. PARKING

Among Colleges and universities across America, Lindsey Wilson College may be unique in its parking policy. As a highly symbolic representation of mission and our fundamental student-centeredness, the best and closest parking places on campus are reserved for students. As a daily reminder, therefore, faculty and staff are asked to park in the farthest reaches of the campus, including the lot behind Biggers, the lowest level behind the J.L. Turner Building, and the far end of the Cranmer lot. All other areas are reserved for students. The only exceptions to this are during off class hours and summer months, as announced. You are required to obtain a parking permit from the Student Services Office upon employment and annually thereafter.

9. TRAVEL ADVANCES

From time to time it will be necessary for employees of the College to travel or attend functions away from the College. Appropriate travel advances will be granted at the discretion of the employee's supervisor and in conjunction with Business Office policy and must be accounted for at least monthly. If the employee has been approved for the corporate credit card, a travel advance will not be given.

10. VEHICLE USE POLICY

The College makes available a limited number of College-owned vehicles for College-sponsored activities. These vehicles need to be reserved well in advance, and can only be driven by authorized individuals with good driving records who are employees of the College. The following policies must be followed: a. Only authorized regular and student employees will be permitted to drive College vehicles. b. The use of College vehicles is restricted to College business. No personal usage is permitted. c. The Office of Public Safety maintains a list of those individuals approved to drive College-owned vehicles. In order to be included in this list, an eligible employee or student employee must fill out an application form, which includes a copy of the driver's license and identifying information, as well as the appropriate authorized signatures. Individuals making application must sign and agree to comply with all College rules related to driving a College-owned vehicle. The application form itself can be obtained through the Office of Public Safety and is to be returned, when completed, to that office. d. The Office of Public Safety conducts a motor vehicle driving background check for all persons making application to drive College owned vehicles. Those individuals found to have less than perfect driving histories may be subject to driving privilege restrictions or denial of driving privileges, based on a poor driving history. In addition, the Office of Public Safety monitors and checks individual driving records on an annual basis in order to update driver eligibility and/or impose any restrictions deemed necessary, based on the driving history of the individual. e. Any driver who completes a driver application form containing the appropriate authorizing signatures, and is cleared through the Office of Public Safety with having a suitable driving record, must also attend a mandatory training/orientation program before they will be issued a vehicle by the Office of Physical Plant.

A vehicle request form, complete with required authorizing signatures, as well as other trip information, is required before a vehicle can be reserved. The completed forms are to be submitted to the Office of Physical Plant, where keys will be issued only during regular office hours, and only to the driver(s) specified on the vehicle request form. f. Vehicles will be reserved on a first come-first served basis. The Physical Plant office; in its sole discretion, will make a determination about which vehicle will be assigned for a specific trip. This will

be done in consideration of the mileage of the vehicle and other safety and mechanical concerns. In all cases, it is important that safety be the major predominant factor in determining whether a vehicle will be released for use for any purpose. Therefore, this determination will be made at the sole discretion of the Physical Plant mechanic and staff.

Of course, at all times, it is important that everyone be courteous and kind to one another in this process. There are times when there are not enough vehicles to go around and decisions need to be made about how to best serve the Institution's purposes. Please cooperate with the Physical Plant staff in their efforts to resolve scheduling conflicts. Further, it is impossible for vehicles to be picked up earlier than their scheduled reservation dates, as it is often the case that the vehicle is being used by someone else or requires additional prep work before it can be released. g. In order to insure that all persons who have reservations for vehicles can expect the scheduled vehicle to be available, it is extremely important that the vehicles be returned on time and in good condition. h. Each vehicle will be equipped with emergency procedure information, including emergency contact phone numbers. Anyone using a vehicle is required to maintain a log record of the beginning and ending mileage, as well as documenting any problems or complaints concerning the vehicle or its condition. i. Any trip where students are involved that requires a vehicle to go more than 50 miles away from campus requires that a non-student College employee participate in the trip. Also, any overnight trip of any kind that involves students requires that a non-student College employee be in attendance. j. Student employees requesting vehicles must request them only through the Office of Physical Plant. Vehicles assigned to the Admissions and Development offices are reserved solely for regular employee use.

Note: Driving privileges may be revoked for recurring violations of these policies. The Plant personnel are instructed to report violations to the chief administrator who signed the vehicle report form.

11. PERFORMANCE EVALUATION

All employees undergo continuing evaluation in their daily work. However, the College has instituted a formal evaluation process which is done at least on an annual basis. A written summary of that process then becomes a part of the personnel file. The performance evaluation process is intended to be formative in nature and may, at the College's discretion, be used to help determine compensation.

All new employees are to be evaluated at least once during their initial 60 days of employment.

12. HIRING AND EVALUATION OF ADMINISTRATORS

Lindsey Wilson College hires and promotes administrators based upon a review of their credentials (including academic transcripts and CVs for academic administrators), professional experiences, and/or demonstrated competency. General personnel information for all these employees is on file in the Lindsey Wilson College Human Resources Office. Administrators at Lindsey Wilson College are evaluated continuously by their supervisors and are formally evaluated at least once each year. The essential focus of this process is the improvement of institutional effectiveness through enhanced administrative support of the mission of the College The processes used for evaluation are described for Vice Presidents, non-academic administrators and academic administrators.

13. PROMOTIONS AND TRANSFERS

Any employee who is promoted will serve a 60-day probationary period in the new position. The rate of pay and benefits applicable to the job into which the employee is promoted will begin on the first day such an employee actually works in that job, or as negotiated.

All vacancies will be posted on the employee bulletin board until the position is filled. If you are interested in the posted position, you must contact the Human Resources Office, which will maintain a list of all employees who wish to be considered for the position. As a matter of courtesy, advise your supervisor that you are seeking a posted position before you contact the Human Resources Office. All employees who have currently expressed an interest in a posted vacancy will be considered for the promotion. Qualifications, experience, and ability to do the available work shall be the controlling factors in promotion decisions. Quality and duration of past service to the College will be factors in the decision.

14. HEALTH AND SAFETY

The College takes all reasonable precautions to safeguard the health and safety of employees during their regular hours of work and maintains recognized standards of safety and sanitation. All employees must cooperate in every way possible in matters concerning the health and safety of all employees. In the interest of safety to themselves and others, those who ignore safety practices and standards may be subject to disciplinary action. The College periodically offers training in various safety topics, at which attendance may be required. All safety requirements must be complied with by all employees.

15. ACCIDENTS AND INJURY

All injuries, regardless of how minor they may appear, must be reported to the Human Resources Office. Blood born pathogen safety kits are available in some departments, such as athletics, physical plant and the security office. If your injury is serious, you may be taken to the doctor or the hospital. As soon as

26 possible after an accident, a full report must be made. The Human Resources Office will help you prepare this report.

16. SMOKING

The purpose of this policy is to provide a healthy work and learning environment for staff, faculty, and students of Lindsey Wilson College.

For purposes of this policy, "smoking" means lighting or burning any pipe, cigar or cigarette.

Smoking is prohibited in the following areas:

a. All college classrooms and laboratories;

b. All common areas regularly frequented by employees and visitors (such as stairwells, hallways, reception areas and service areas, including computer areas, libraries, copy center, mail room, auditoriums, dining center, restrooms, student club game room and lounges). Signs shall be posted consistent with these guidelines;

c. All office areas;

d. All conference rooms (meeting lasting more than two hours should include breaks to accommodate the participants who smoke); and

e. College-owned vehicles which are used in a pool.

As a general principle, residence hall rooms and College apartments are considered private living spaces where smoking decisions are made by the occupants.

Monitoring and enforcement of this policy shall be the responsibility of department supervisors. The policy will be administered in accordance with established disciplinary procedures.

Any employee who finds it necessary to smoke may do so outside the building during regular break times.

17. ADHERENCE TO FEDERAL LEGISLATION

a. Accommodating Disabilities

Lindsey Wilson College is committed to provide a workplace free from discrimination based on disability in accordance with the Americans with Disabilities Act (ADA), and Lindsey Wilson College does not discriminate against any employee or applicant for employment on the basis of disability. It is the responsibility of the employee or applicant to request an accommodation of any physical or mental disability which substantially limits a major life activity of the employee or applicant. In accordance with the ADA, Lindsey Wilson College will take all such requests seriously and will promptly determine whether the employee or applicant is a qualified individual with a disability and whether a reasonable

27 accommodation exists which would allow the employee or applicant to perform the essential functions of the job without imposing an undue hardship on Lindsey Wilson College or other employees.

b. Racial, Sexual and Other Unlawful Harassment

It is a violation of both state and federal law for any employee to discriminatingly harass any other employee. Lindsey Wilson College is committed to providing a work environment that is free of discrimination and unlawful harassment and it will not tolerate verbal or physical conduct which harasses, disrupts or interferes with another's work performance, or which creates an intimidating, hostile, abusive, or offensive work environment.

Verbal or physical conduct that may constitute discriminatory harassment includes, but is not limited to, actions, words, flirtations, advances, propositions, verbal abuse, jokes, offensive verbal commentaries, or degrading words used to describe an individual, based on an individual's sex, race, color, age, religion, disability, national origin, veteran status, or any other legally protected characteristic. Sexual harassment means any unwelcome sexual advances or requests for sexual favors or any conduct of a sexual nature when:

(1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; or

(2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or

(3) such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, abusive, or offensive work environment.

Prohibition against such conduct covers any officer, manager, supervisor, fellow employee, or a non- employee (such as a vendor, delivery person or the general public) who has contact with our employees or students.

Because some conduct may be considered offensive by some and not by others, you may elect to advise your fellow employees if you are offended by their conduct or comments which could be perceived or found to be discriminatory harassment. Even if you choose to address the matter personally, you must also report the matter immediately to your supervisor. If you do not feel that the matter can be discussed with your immediate supervisor you should contact any Vice President, or the President of Lindsey Wilson College. Also, in order to maintain a work environment free of discrimination and unlawful harassment every employee is responsible to report conduct or comments of which they have knowledge that may be inconsistent with this policy. Even if they are not the object of the conduct or comments.

When a charge of harassment is made, an investigation will be conducted. The confidentiality and privacy of all employees involved will be respected to the extent possible. Any employee making such a report will not be discriminated or retaliated against by reason of having made the report. Any employee who is found after appropriate investigation, to have engaged in conduct contrary to this

28 policy will be subject to appropriate sanctions depending upon the circumstances, which may include termination of employment.

c. Statement Pursuant to Drug Free Schools and Communities Act and Federal Drug-Free Workplace Act of 1988

Lindsey Wilson College is committed to providing a healthy and safe environment for its students, faculty and staff. The College hereby defines below, the standards of conduct in relation to the unlawful possession, use, dispensation, distribution or manufacture of alcohol or illicit drugs. Conduct which is violative of this standard poses unacceptable risks and disregard for the health, safety, and welfare of members of the College community and shall result in disciplinary action, including compulsory rehabilitation, suspension and/or termination.

As a recipient of federal grants and funding, Lindsey Wilson College gives this notice to students, faculty and staff that it is in compliance with and shall continue to be in compliance with the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act Amendment of 1989. Students, faculty and staff are herein notified of the standards of conduct which shall be applicable while on Lindsey Wilson College property, and elsewhere while on College business, and/or while attending College-sponsored activities.

• Statement Required of Recipients of Federal Grants. A signed, written statement is required from all students and staff who are recipients of federal grants, including Pell Grants, certifying their abstinence from unlawful manufacture, distribution, dispensation, possession or use of a controlled substance.

• Standards of Conduct. Students, faculty and staff are prohibited from the UNLAWFUL possession, use, dispensation, distribution, or manufacture of illicit drugs whether on College property, on College business and/or elsewhere while attending College sponsored activities. Further, students, faculty and staff are required to abide by state and local laws concerning alcoholic beverages.

Basically, Kentucky laws state that, if one is under the age of2I, it is unlawful to; l) possess or consume alcoholic beverages;2) misrepre•sent one's age for the purpose of purchasing alcoholic beverages; or 3) use a fake ID in an attempt to purchase alcoholic beverages. No matter what one's age, Kentucky law states that it is unlawful to; 1) procure any alcoholic beverages for anyone under 21 years of age; or 2) drink or be drunk in public places (College campuses and buildings are considered as public places for purposes of these laws).

Additionally, ordinances of the Columbia-Adair County Government prohibit sale, possession for sale, or transportation for sale of alcoholic beverages.

Further, it is a violation of state law to operate a motor vehicle while under the influence of any substance which may impair one's driving ability (drugs or alcoholic beverages).

29 c. Education. Lindsey Wilson College will attempt to educate the faculty, staff, and students through use of educational video and written documentation concerning the use of drugs and alcohol.

Lindsey Wilson College's Human Resources Office will attempt to work closely with any necessary outside agencies to provide information helpful in the prevention and detection of drug use and to post notices and provide handouts when available in the prevention and detection of these problems.

Lindsey Wilson College will support and encourage faculty in incorporating alcohol and drug education into the curriculum where appropriate. d. Health Risks. The scope and impact of health risks from alcohol and drug abuse are both alarming and well-documented, ranging from mood-altering to life-threatening, with consequences that extend beyond the individual to family, organization, and society at large. Lind•sey Wilson College will attempt to educate its students, faculty and staff that consumption and use of drugs may alter behavior, distort perception, impair thinking, impede judgment and lead to physical or psychological dependence. Alcohol and/or drug abuse may lead to the deterioration of physical health by causing or contributing to various health conditions including but not limited to fatigue, nausea, personal injury, insomnia, pathological organ damage, some forms of cancer, pancreatitis, heart attack, respiratory depression, birth defects, convulsions, coma, and even death. Alcohol and drug abuse may also result in deterioration of mental health by causing or contributing to various conditions such as increased aggression, hallucinations, depression, disorientation, and psychosis.

Alcohol consumption causes a number of marked changes in behavior. Even low doses significantly impair the judgment and coordination required to drive a car safely, increasing the likelihood that the driver will be involved in an accident. Low to moderate doses of alcohol also increase the incidence of a variety of aggressive acts, including spouse and child abuse. Moderate to high doses of alcohol cause marked impairments in higher mental functions, severely altering a person's ability to learn and remember information. Very high doses cause respiratory depression and death. If combined with other depressants of the central nervous system, much lower doses of alcohol will produce the effects just described.

Repeated use of alcohol can lead to dependence. Sudden cessation of alcohol intake is likely to produce withdrawal symptoms, including severe anxiety, tremors, hallucinations, and convulsions. Alcohol withdrawal can be life-threatening. Long-term consumption of large quantities of alcohol, particularly when combined with poor nutrition, can also lead to permanent damage to vital organs such as the brain and the liver.

Mothers who drink alcohol during pregnancy may give birth to infants with fetal alcohol syndrome. These infants have irreversible physical abnormalities and mental retardation. In addition, research indicated that children of alcoholic parents are at greater risk than other youngsters of becoming alcoholics. e. Institutional Policy Statement for Employees of Lindsey Wilson College. In compliance with the Drug Free Schools and Communities Act Amendments of 1989, Public Law 101-226: Lindsey Wilson College

30 recognizes the ill-effects of drugs on the individual, society and the institution. In order that we might be in compliance with federal law, state law, and, in some instances, with local ordinance, Lindsey Wilson College has established the Drug-Free Workplace Policy for all associates and students. The implications of this policy are that the College will do whatever is necessary to maintain a drug-free workplace and provide drug counseling for associates and students. Violations of this policy will result in disciplinary action of the associate or student up to compulsory rehabilitation and/or termination, depending on the severity of the offense. The aim of the Drug-Free Workplace Policy is to provide a safe, productive, congenial and scholarly setting in which all can perform their responsibilities.

Lindsey Wilson College shall publish the Drug-Free Workplace Statement in all employee and student handbooks. f. Standards of Conduct Enforcement. Lindsey Wilson College will consistently enforce the foregoing standards of conduct respecting drugs and alcohol.

Students who violate these standards of conduct are subject to disciplinary action from a minimum of a warning to maximum of suspension from the College in accordance with and pursuant to procedures provided in the student handbook. Violations by staff shall be dealt with by the President's Executive Staff, exclusive of the President, acting as a body, and may include penalties up to and including dismissal. Without limiting the foregoing, sanctions may include rehabilitation.

Under state and federal drug laws, the gravity of the legal sanction depends on the classification of the controlled substance, the particular activity involved, (e.g., possession, trafficking which includes manufacture, sale, and possession with intent to sell), and whether or not multiple convictions are involved. Under Kentucky law, the most severe penalty for a drug law violation involves trafficking. On a first offense conviction, one may receive a fine of up to $10,000 and/or a sentence of up to ten years in the penitentiary; for subsequent offenses, the penalties may be doubled. Under federal law, for simple possession of a controlled substance, one may be imprisoned for up to one year and/or fined up to $1,000. For subsequent offenses, one may be imprisoned for up to three years and/or fined up to $5,000. Under federal law, one may be fined up to $8,000,000 and/or may be sentenced from not less than ten years up to life in prison for trafficking in drugs. For violations of other federal drug laws, one may receive life in prison or the death penalty. Under both state and federal laws, one may suffer the loss of whatever property (house, farm) or possessions (vehicle) which one may have used in the drug trade.

Sanctions for violation of state alcohol laws vary from a fine of $10 to $2,000. a sentence of forty-eight hours to 12 months in jail, and/or suspension of one's operator's license. g. Notice of Drug-Related Conviction to be Given by Employees and

Pell Grant Recipients. In compliance with the Federal Drug-Free Work place Act of 1988. ANY employee (including students who are employees of the College) shall, within five days of conviction, notify the immediate supervisor (who shall bring it to the attention of an officer of the College), if the employee is convicted of a criminal drug offense occurring in the workplace or while on College business or at

College functions. The College shall impose appropriate sanctions and remedies in accordance with its statement discussed above. If the employee is under federal granting or funding, the College shall notify the granting or funding agency of the conviction and of its actions. This section of this statement is also applicable to students who receive a Pell Grant. This policy statement and any revisions thereto shall be distributed annually to students and employees. Distribution shall be the responsibility of the Dean of Students and the Personnel Administrator.

d. Family and Medical Leave of Absence

1. Leave policy. In accordance with the Family and Medical Leave Act of 1993 (“FMLA"). Lindsey Wilson College ("the College") will provide up to 12 weeks of unpaid family or medical leave in a 12-month period for eligible employees. Any combination of family leave and medical leave may not exceed this maximum limit. (The phrase "I2-month period" for determining when the 12 weeks of leave entitlement occurs means the 12-month period measured forward from the date an employee's first FMLA leave begins.)

2. Employee Eligibility. Eligible employees are those employees who have been employed by the College for at least 12 months and who have worked at least 1,250 hours during the 12-month period preceding the start of the leave period.

3. Reasons for FMLA Leave. An unpaid family or medical leave may be granted only for the following circumstances:

• Birth of a child of the employee, and to care for the newborn child;

• Placement of a child with the employee for adoption or foster care;

• Serious health condition of the employee, rendering the employee unable to perform the functions of their job; or

• In order to care for the employee's spouse, child or parent who suffers a serious health condition.

The right to FMLA leave for reasons "a" or "b" expires at the end of the 12-month period beginning on the date of birth or placement. Additionally, spouses employed by the College who request FMLA leave for reasons "a" or "b," or to care for a parent with a serious medical condition, may only take a combined total of 12 weeks leave during any 12-month period.

"Serious health condition" means an illness, injury, impairment, or physical or mental condition that involves either: any period of incapacity or treatment connected with inpatient care (i.e., an overnight stay) in a hospital, hospice, or residential medical care facility, and any period of incapacity or subsequent treatment in connection with such inpatient care; or

32 continuing treatment by a health care provider which includes any period of incapacity (i.e. inability to work, attend school or perform other regular daily activities) due to:

(1) A health condition (including treatment therefore, or recovery there from) lasting more than three consecutive days and any subsequent treatment or period of incapacity relating to the same condition that includes;-treatment two or more times by or under the supervision of a health care provider; or - treatment by a health care provider one time with a continuing regimen of treatment;

(2) Pregnancy or prenatal care. A visit to the health care provider is not necessary for each absence;

(3) A chronic serious health condition which continues over an extended period of time, requires periodic visits to a health care provider, and may involve occasional episodes of incapacity (e.g. asthma, diabetes). A visit to the health care provider is not necessary for each absence;

(4) A permanent or long-term condition for which treatment may not be effective (e.g. Alzheimer's, a severe stroke, terminal cancer). Only supervision by a health care provider is required, rather than active treatment; or

(5) Any absence to receive multiple treatments for restorative surgery or for a condition which would likely result in a period of in capacity of more than three days if not treated (e.g. chemotherapy or radiation treatments for cancer).

"Health care provider" means:

Doctors of medicine or osteopathy authorized to practice medicine or surgery by the state in which the doctor practices; or, podiatrists, dentists, clinical psychologists, optometrists and chiropractors (limited to manual manipulation of the spine to correct a subluxation as demonstrated by x-ray to exist) authorized to practice, and performing within the scope of their practice, under state law; or, nurse practitioners and nurse-midwives and clinical social workers authorized to practice, and performing within the scope of their practice, as defined under state law; or,

Christian Science practitioners listed with the First Church of Christ, Scientist in Boston, Massachusetts.

1. Planned Medical Leave. A leave necessitated by planned medical treatment of the employee with a serious health condition, or of the employee's spouse, child or parent with a serious health condition, must be scheduled so as not to disrupt unduly the operations of the College.

2. Notice of Leave. If the need for family or medical leave is foreseeable, the employee must give the College at least 30 days advance notice before the leave is to begin. If this is not possible, the employee must give notice as soon as practicable (within 1 to 2 business days of learning of the need for leave). Failure to provide such notice may be grounds for delay of leave. Where the need for leave is not foreseeable, the employee is expected to notify the College within I to 2 business days of learning of the

33 need for leave, except where extraordinary circumstances exist. The College has "Request for Family/Medical Leave" forms available from the Human Resources Office. Employees should use these forms when requesting FMLA leave.

3. Medical Certification. A request for a leave necessitated by the serious health condition of the employee or the spouse, child or parent of the employee must be substantiated with a certificate from the health care provider of the employee, spouse, child or parent of the employee. The appropriate "Medical Certification Forms" are available from the Human Resources Office. Failure to provide requested medical certification in a timely manner may result in denial of leave until it is provided. The College, at its expense, may require an examination by a second health care provider designated by the College, if it reasonably doubts the medical certification initially provided. If the second health care provider's opinion conflicts with the original medical certification, the College, at its expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion. The College may require subsequent medical recertification on a reasonable basis.

1. Reporting While on Leave. Employees who take leave because of their own serious health condition or to care for a covered relation must contact the College as required by the Human Resources Office regarding the status of the condition and the employee's intention to return to work.

2. Health Insurance Coverage and Other Benefits. During the leave period, the College will continue the employee's group health insurance and life insurance coverage. If the employee has dependent group health insurance coverage or dental insurance, the employee will be required to pay the premiums to maintain this coverage on the same basis as prior to commencing the leave. Failure to pay any premium amount when due may result in termination of coverage 15 days after date of written notice from the College that such payment has not been received. Under certain circumstances the employee may be liable for the payment of group health insurance premiums if the employee does not return to work upon the expiration of the leave. Vacation days will continue to accrue during the period of the leave. Sick time will not accrue during the period of the leave.

3. Paid Leave. Employees will utilize all accrued, unused vacation days in connection with any family or personal medical leave provided by the FMLA. Once such vacation days are exhausted, the balance of the leave will be without pay. The use of any vacation days will not extend the 12-week leave period.

4. Return from Leave. Employees returning from a family or medical leave will be restored to their former job position or to an equivalent job position (if such a position then exists) with equivalent pay, benefits, and other terms and conditions of employment, provided that they produce a fitness-to- return-to-duty certificate from the employee's health care provider and they are able to perform all of the essential functions of the position. An employee's use of FMLA leave wilt not result in the loss of any employment benefit that the employee earned or was entitled to before using FMLA leave, nor counted against the employee under a no-fault attendance policy. Under specified circumstances where restoration to employment will cause substantial and grievous economic injury to its operations, the College may refuse to reinstate certain highly-paid "key" employees after using FMLA leave. Notwithstanding the foregoing, an employee has no greater right to reinstatement or to other benefits

34 and conditions of employment than if the employee had been continuously employed during the FMLA leave period.

8. Extension of Leave. At the sole discretion of the College, an employee may be granted an extension of leave beyond the 12-week period of family and medical leave provided for by this policy. If such an extension is necessary, application for the extension must be made on the same basis as that required for FMLA leave, unless additional terms are required by the College. Medical certification substantiating the need for the leave is the same as that required for FMLA leave, unless additional information is requested by the College. For the period of any leave of absence beyond the 12 weeks of leave provided for under this policy, the employee will be responsible for the full cost of maintaining their group health insurance. Although the College will attempt to locate a suitable position at the expiration ofan extension of the 12 weeks of leave, reinstatement is not guaranteed. If no position is available for an employee returning from an extension of their 12 weeks of leave, the employee will be placed in a layoff status. If a suitable position does not become available within a two-month period, the employee's employment will be deemed terminated.

9. Failure to Return From Leave. Any employee who fails to return from leave on or before the expiration date of the leave will be considered to have resigned their employment with the College. No employee may return to work prior to the date on which their leave expires without the consent and approval of the College. Also, an employee must have a written release to return to work from their treating physician before they will be permitted to return to work.

10. Other Employment. An employee will be subject to disciplinary action, including discharge. if during any leave granted under this policy, the employee accepts gainful employment or becomes gainfully employed in any capacity by any other person, firm or corporation, or engages in any business for gain or profit on their own account, without first having obtained approval in writing for such other employment or business from the College. Any misrepresentation concerning absence from work will subject the employee to disciplinary action, including discharge.

11. Non-FMLA Leave. Regular full-time and part-time employees who have less than one year of service and/or who have not worked a minimum of 1,250 hours during the twelve-month period prior to their leave, or who otherwise are not eligible for FMLA leave, may request a leave of absence for the reasons set forth in paragraph 3 subject to the following terms and conditions:

A. If you anticipate you may need to take a leave of absence, you should notify you supervisor in accordance with the provisions of paragraph5. Your supervisor will arrange an appointment for you to meet with the Human Resource Officer in order to ensure the leave is not covered by the FMLA.

B. The certification requirements and the conditions for use of accrued time off, benefits accrual, and continuation of group health insurance during leave set forth above shall apply to all leave requests.

C. Leaves will be limited to a thirty-day maximum duration, except leaves for the employee's own serious health condition, which may be granted for up to a twelve-week period and which may be taken intermittently.

D. Although the College will attempt to locate a suitable position at the expiration of a leave granted under this paragraph, reinstatement is not guaranteed. If no position is available for an employee returning from a leave, the employee will be placed in a layoff status. If a suitable position does not become available within a two-month period, the employee's employment will be deemed terminated.

All questions regarding leaves of absence should be directed to the Human Resources office. Leave of Absence Request Forms are available through the Human Resources office.

The Family and Medical Leave Act and final regulations are available in the Office of Administration for your review.

This policy is only intended as a summary of your rights and the rights of the College under the Family and Medical Leave Act and where there is any difference between this policy and the act, the Family and Medical Leave Act will control.

B. STANDARDS OF CONDUCT

1. ADHERING TO SCHEDULE

Maintaining a consistent and high level of service to students and other constituencies requires regular and consistent presence. Similarly and as a minimum standard, all employees must be timely and prompt in presenting themselves and performing assigned responsibilities during regular office hours. Good judgment in notifying supervisors when personal emergency contributes to absence or tardiness should be routinely exercised. Work habits are an important element of what we model to students and are routinely considered in regular performance reviews.

2. GENERAL STANDARDS OF CONDUCT

The College expects and demands high standards of performance and behavior. While the following standards are by no means inclusive, they are minimum standards to which failure to conform can lead to disciplinary action, without prior warning, including termination.

Possession of, or using, or being under the influence of intoxicating alcoholic beverages, liquor, narcotics, marijuana, or other hallucinogenic or mind-altering drugs on the premises of the College;

Theft or attempted theft of College property or the property of others which may be located on the College's premises;

Willful, malicious, or intentional destruction, damage, defacing or misuse of College property or the property of others;

Refusal or failure to perform, or the willful disregard of, reasonable instructions issued by the President or supervisor;

Conviction or confession of a felony, the nature of which would render the staff member undesirable as an employee of the College or as a fellow employee; or as to cause dissension and unrest at the College or to damage the reputation of the College;

Falsification of employment records, personnel records, medical records, or other reports or records required of you as an employee; or Immoral or indecent conduct which would render the staff member undesirable as an employee of the College.

As stated above, the foregoing standards are not inclusive and other conduct or actions may also give rise to the exercise of appropriate disciplinary action, including termination, commensurate with the severity of the objectionable conduct. Any conduct or action on the part of the employee which results in disciplinary action (excluding discharge) being taken is subject to review, upon petition by the discharged employee, in accordance with the provisions of Section I, No.5 of this Handbook.

The conduct the College expects of its employees is really only the application of common sense, honesty, responsibility and integrity to any given situation.

3. SPECIFIC STANDARDS AND CONDUCT

A. SOLICITATION

In order to give our undivided attention to the duties of our employment and accommodating the needs of our students, the following rules regarding non-solicitation must be enforced:

1) No employee will be permitted to sell merchandise, subscriptions or conduct money-lending activities, at any time on College property.

2) Solicitations and the distribution of literature by employees may be conducted before and after work hours, as well as during breaks and scheduled lunch periods, except that the distribution of literature of any kind in any work area of the College is prohibited.

3) Persons who are not employees of the College will not be permitted to solicit, sell merchandise or distribute any printed matter for any purpose inside the College's buildings or elsewhere on College property.

4) The only exception to the above rules is to be based on written approval by the Vice President for Administration and Finance. Any violation of such rules may result in disciplinary action.

B. POLITICAL ACTIVITY

Employees receiving federal monies will not (1) use their official authority to influence or interfere with the results of any election to a political office; (2) directly or indirectly coerce, attempt to coerce, command or advise any employee to contribute anything of value for political purposes; or (3) be a candidate for public elective office in a partisan primary, general or special election.

C. OUTSIDE EMPLOYMENT

Staff considering additional, outside employment must first consult with, and receive written permission in advance, from their supervisor.

D. CONFIDENTIALITY POLICY

All information relating to the business and operations of the College is confidential. Such information includes, but is not limited to, matters relating to methods of operation, policy, recruitment, marketing, personnel, planning, fund raising and development. Also, information pertaining to the College's students, finances, and employees constitutes proprietary, confidential information and should be treated accordingly.

Employees are required to keep confidential all information about the business and operations of the College to which they are exposed during their employment with the College. Employees are expected to discuss such information only in the course and performance of their regular duties, and only on a "need to know" basis.

The College is also the frequent object of random solicitations and requests for information of a general nature about its business and operations, such as, for example, the number of students enrolled at the College and the vendors with which the College does business. Employees should not respond to these solicitations and requests unless they are familiar with the caller, the information sought is for a specific purpose related to the business or operations of the College, and the subject matter of the solicitation or request is within the employee's area of responsibility. Otherwise, such solicitations and requests for information should be referred to your supervisor.

Notwithstanding the foregoing confidentiality policy, the College recognizes its responsibility and obligation to provide information to, and provide access for its employees to, authorized representatives of governmental regulatory agencies and authorized representatives of accrediting bodies or agencies from time to time. This confidentiality policy is not intended to limit, and shall not operate to prevent College employees from discussing the business and operations of the College, which may include the discussion of otherwise confidential information, with authorized representatives of governmental regulatory agencies and authorized representatives of accrediting bodies or agencies.

In addition to the College confidentiality policy regarding the records, files and information on students, there are also certain federal statutes and regulations governing the disclosure of such items. The General Education Provision Act, (Title IV of Public Law 90-247, enacted January 2, 1968), the Federal Right to Privacy Act, Buckley Amendment and other legislation, and regulations on what information and records of students may be disclosed legally. You should contact the Registrar to make certain that any records or information requested on a student may be legally released without the student's written approval. Any employee releasing information, records or files on a student in violation of the General Education Provisions Act will be subject to disciplinary action, including possible termination of employment.

E. SERVING ALCOHOLIC BEVERAGES TO STUDENTS

It shall be a violation of the policy of the College for any employee to serve, directly or indirectly, or to act as host where another or others are serving, alcoholic beverages to a student of the College.

Violation of this policy shall be cause for whatever corrective action the College deems appropriate up to and including termination of employment.

F. NON-FRATERNIZATION

It is the College's policy that any employee not fraternize in any sexual or otherwise inappropriate manner with a student beyond the normal business relationship between employee and student or the normal academic relationship between teacher and student.

Violation of this policy shall be cause for whatever corrective action the College deems appropriate up to and including termination of employment.

G. DRESS AND GROOMING STANDARDS

The College's professional atmosphere is maintained, in part, by the image that employees present to visitors and students. All employees should therefore utilize good judgment in dress and appearance, presenting themselves conservatively, in good taste, and according to the requirements of the position. If there are questions as to what constitutes proper attire within a given department, the supervisor or department head should be consulted.

H. ATTENDANCE AT COLLEGE FUNCTIONS

The College has a number of extracurricular activities throughout its academic year which provide entertainment and enhance the quality of life at the College. All employees are expected, but not required, to demonstrate interest in and support of students and the living-learning environment through regular attendance at after hours College events. These activities include sporting events, cultural events, Homecoming and many others.

WE HAVE ATTEMPTED TO INCLUDE AS MUCH INFORMATION IN THIS HANDBOOK AS POSSIBLE REGARDING YOUR EMPLOYMENT WITH LINDSEY WILSON COLLEGE. WE, OF COURSE, CANNOT ANTICIPATE EVERY QUESTION EMPLOYEES MAY HAVE REGARDING THEIREMPLOYMENT WITH THE COLLEGE. IF YOU HAVE ANY QUESTIONS AT ANYTIME ABOUT YOUR EMPLOYMENT OR ABOUT ANY OF THE INFORMATION SET FORTH IN THIS BOOKLET, PLEASE SEE THE PRESIDENT OR SUPERVISOR TO WHOM YOU REPORT. EITHER WILL BE HAPPY TO ANSWER YOUR QUESTIONS.