Image: Jump to Content Disability Services
Rogue Community College
Rogue Community College
Phone Search Menu Search
Department Banner
ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

V.D.010

Administrative procedures shall delineate evaluation processes for all managers and employees of Rogue Community College in compliance with their existing bargaining agreements.

All full-time staff excluding the president shall be evaluated annually by the appropriate supervisor. Such evaluations shall become part of the personnel file. The president shall be evaluated annually by the Board of Education.

Personnel evaluations shall serve the following purposes to:

  1. Determine if the college is achieving its expressed objectives.
  2. Assure that the quality of services is of the highest order.
  3. Provide a basis for recognizing superior and effective services.
  4. Provide a basis for an assistance in obtaining self-improvement.
  5. Promote motivation toward self-improvement.
  6. Assist the college to improve its in-service training program.

Previous Policy Nos.: 4117 and 4117.1
Amended: October 18, 1978
Amended: March 16, 1983
Approved: June 14, 1997

ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

V.D.020

The president and the administration may approve travel of employees within budgetary allocations and with reference to the following framework:

  1. Transact business of the district.
  2. Attend educational and professional meetings.
  3. Attend meetings related to legislative matters important to the college.
  4. Travel with student groups and for student activities.

All college travel must have prior approval obtained by submitting the travel authorization and expense request according to Rogue Community College procedure. This includes travel that may be reimbursed by another agency. Out-of-state travel requires prior approval of the president.

Current approved per diem and mileage rates will be paid as agreed upon by the board and the college associations.

Previous Policy No.: 4122.3 and 4122.9
Amended: October 18, 1978
Amended: March 16, 1983
Approved: June 14, 1997

ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

V.D.030

The President, with approval of the Board of Education, will establish annual exempt contracts.

[Also, see Appendix 10: Exempt Handbook]

Previous Policy No.: 1.05
Adopted: July 17, 1985
Approved: June 14, 1997
Revised/Approved: May 14, 2002

ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

V.D.040

Access to support of professional growth activity for management, administrative and professional employees will be provided by application to the appropriate Vice President, with approval by the President or his/her designee. The professional growth fund request form shall be used for this purpose. A professional growth plan, approved by the employee’s supervisor, shall be in place prior to requesting professional growth funds. The plan shall establish professional goals, and outline proposed initiatives, and timeline for achievement of the goals.

Requests will be reviewed, within the approved budget year for management professional growth, according to established administrative guidelines.

[Also, see Management, Administrative, and Professional Employee Handbook (Appendix 10); www.roguecc.edu/HumanResources]

Adopted: November 14, 1995
Approved: June 14, 1997
Revised/Approved: May 14, 2002
Revised/Approved: June 19, 2007

ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

V.D.050

The Board of Education of Rogue Community College encourages staff members to exercise their rights and obligations to participate in various community and public affairs as long as the time devoted to such activities is in keeping with the efficient operation and the goals of the college, and the staff members contractual obligations to the college.

Prior to engaging in such activities as campaigning for an elective office in municipal, county, state, or federal government, or accepting an appointive office in any of those governments, the staff member shall consult with his/her immediate supervisor to determine whether such activities will interfere with major duties at the college and if the activity can be reconciled with the staff memberís relationship to the college.

Previous Policy No.: 4126.2
Amended: October 18, 1978
Amended: March 16, 1983
Approved: June 14, 1997

ARTICLE V: HUMAN RESOURCES/GENERAL
SECTION D: MISCELLANEOUS

The purpose of this agreement is to clarify the issues involved in a telecommuting program sponsored by the College for some of its employees. Because telecommuting is a relatively new way of working, some of the standard policies and procedures are in place to cover work in the office may not apply, or may have to be changed. Also, there are new conditions that arise that were never intended to be covered by existing RCC Board policies and/or administrative procedures.

Please read this carefully and discuss it with your supervisor or the Human Resources Department if you have questions; and also, perhaps, with your spouse if applicable.

  1. As a telecommuter you are volunteering for this program based on your understanding of the RCC policy on telecommuting and your knowledge of the pros and cons of telecommuting. You and the college have every reason to believe it will work out. However, if you find that telecommuting is not to your liking and want to return to your office work location, you can do so by notifying your supervisor.

  2. The college may at any time discontinue this agreement and you will be asked to return to your job at your office location. Also, if your work performance suffers and your supervisor decides it will be in your best long-term interest to return to the office full-time, you will be expected to return to the office. If you choose not to return on the expected date, this will be considered a voluntary resignation and will be treated as such under RCC’s standard policies.

  3. Telecommuting is not an employee benefit intended to be available to all employees. As such, no RCC employee is entitled to, or guaranteed, the opportunity to telecommute.

  4. Your salary, job responsibilities, and benefits will not change because of your involvement in the program, except as they might have changed had you stayed in the office full-time, e.g., regular salary reviews will occur as scheduled, and you will be entitled to any college-wide benefit changes that may be implemented. You agree to comply with all existing job requirements as now are in effect in the office.

  5. Your total number of work hours are not expected to change during the program, and you will be responsible for providing information to your supervisor regarding your actual hours worked. In the event that you expect to work more than the standard number of hours, this must be discussed and approved in advance by your supervisor, just as any overtime scheduling would normally have to be approved.

  6. Your daily work schedule for the days when you are working at home is subject to negotiation with and approval by your supervisor. If your job duties allow it and your supervisor feels a change would not impair your ability to be in contact with co-workers, you are free to vary your hours to suit your preference. Initially, you will be expected to work from ______ to _____ with lunch (if applicable) from _____ to _____ for a total of ____ hours worked per day on: _ Monday _ Tuesday _ Wednesday _ Thursday _ Friday. Any change from this schedule must be approved by your supervisor. You will be expected to work a normal work day in the office on/every _________________.

  7. There may be times when you will be requested to come into the office on a day that you might have planned to spend at home. RCC and your supervisor will try to minimize these unplanned office visits, but you are asked to recognize the need for them and agree to come in when requested. Similarly, there may be weeks when you have to spend more time than planned (up to the full five days) in the office when the nature of the workload requires it. It will be your responsibility to come into the office, as requested, during these times.

  8. If funds are available, the department may provide the necessary computer, modem, software, and other equipment needed for you to do your job. All of these items remain the property of the College and must be returned upon request, in case of an extended illness, upon your resignation or termination, or if the program ends. When they are to be returned, you agree to return them yourself or to allow RCC to arrange to pick them up from your home. The necessary software and password for access to RogueNet will be provided by the College. You are responsible for maintaining security and controlling access to the files and data on your computer, according to the RCC policy on electronic resources.

  9. You are responsible for the cost of installation and monthly service on a telephone line available for your use during the program. RCC will reimburse you for all college-related business use of this telephone line (such as long-distance charges) when you submit a reimbursement request.

  10. Office supplies as needed will be provided by RCC. Your out-of-pocket expenses for other supplies will not be reimbursed unless by prior approval of your supervisor. Also, the College will not reimburse you for travel expenses to and from the office on days when you come into the office, nor for any home-related expenses such as construction, renovations, heating/air conditioning, lighting, or electricity.

  11. The computer, modem, software, and any other equipment or supplies provided by the College are provided primarily for use on college assignments. However, you can use these items for reasonable personal purposes as long as these do not create any conflict of interest with your job. The equipment and software should not be used by other household members or anyone else. College-owned software may not be duplicated except as formally authorized.

  12. The security of College property in your home is as important as it is in the office. You are expected to take reasonable precautions to protect the equipment from theft, damage, or misuse. You are required to contact your homeowner’s insurance carrier to determine to what extent this property is covered under your homeowner’s policy. If RCC is NOT covered, you agree to notify your supervisor, and, if requested, take out additional coverage at the College’s expense to cover the property.

  13. Any College materials taken home should be kept in your designated work area at home and not be made accessible to others. In no case will you take proprietary or confidential materials home except with the approval of your supervisor.

  14. Rogue Community College is interested in your health and safety while working at home just as it is while you work in the office. For this reason, you are required to maintain a separate, designated work area at home. RCC has the right to visit your home work area to see if it meets RCC safety standards. Such visits will be scheduled with at least 24 hours’ advance notice.

  15. Any equipment provided should be placed where it is adequately supported and there is no danger of it falling. It should be connected to a properly-grounded electrical outlet and all wires kept out of walkways. If you have any questions about the adequacy/safety of your home work area, RCC will help you in this regard.

  16. RCC will be responsible for any work-related injuries under Oregon’s Workers’ Compensation laws, but this liability is limited to injuries resulting directly from your work and only if the injury occurs in your designated work area. Any claims will be handled according to the normal procedure for Workers’ Compensation claims.

  17. Telecommuting is not to be viewed as a substitute for dependent care. RCC expects you will make arrangements for someone to care for your children or other dependents (if applicable) when needed. The College recognizes that one advantage of working at home is the opportunity to have more time with dependents, but it is your responsibility to insure you are fully able to complete your work assignments on time.

  18. It is your responsibility to determine any income tax implications of maintaining a home office area. RCC will not provide tax guidance nor will the College assume any additional tax liabilities. You are encouraged to consult with a qualified tax professional to discuss income tax implications.

Employee’s Signature ______________________________________Date________________
Supervisor’s Signature _____________________________________Date________________
Vice President’s Signature __________________________________Date________________
Human Resources’ Approval: _______________________________Date ________________

Approved: July 18, 2000

ARTICLE V:  HUMAN RESOURCES/GENERAL
SECTION D:  MISCELLANEOUS

V.D.070 Rogue Community College does not discriminate on the basis of race, religion, color, national origin, age, sex, veteran status, sexual orientation, marital status or disability in employment, or in any of its educational programs, or in the provision of benefits and services to students.

Also see Board Policy II.B.010, Harassment and RCC’s Human Rights Policy,  Appendix 1 [PDF]