Employee Handbook - My LANDMARK - Landmark College

Document Sample
Employee Handbook - My LANDMARK - Landmark College Powered By Docstoc
					TABLE OF CONTENTS –Revised April 2012

PURPOSE OF THIS HANDBOOK ................................................................................ 4
I. INTRODUCTION:.................................................................................................... 5
    A. MISSION STATEMENT: ......................................................................................... 5
        OUR MISSION ........................................................................................................... 5
    B. HISTORY: ................................................................................................................. 6
II. PROFESSIONAL CONDUCT: .................................................................................. 6
A. CODE OF CONDUCT FOR EMPLOYEES ............................................................. 6
    C. RESPONSIBILITY TO THE COMMUNITY:........................................................ 11
    D. ALCOHOL & DRUGS: .......................................................................................... 11
    E. ALCOHOL POLICY................................................................................................ 11
    F. DRUG FREE WORK PLACE: ................................................................................ 12
    G. CONFIDENTIALITY:............................................................................................ 12
    H. POLICY REGARDING OFFICE CONFIDENTIALITY: ...................................... 13
    I. STUDENT/EMPLOYEE RELATIONS: .................................................................. 13
    J. ACADEMIC FREEDOM AND FREEDOM OF EXPRESSION: ........................... 13
] ..........................................................................................Error! Bookmark not defined.15
III. EQUAL EMPLOYMENT OPPORTUNITY: ....................................................... 14
    A. EQUAL EMPLOYMENT OPPORTUNITY POLICY: .......................................... 14
    B. POLICY AGAINST DISCRIMINATION, HARASSMENT AND SEXUAL
    HARASSMENT: .......................................................................................................... 15
    C. DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT
    COMPLAINT PROCEDURE: ..................................................................................... 17
    D. AMERICANS WITH DISABILITIES ACT: .......................................................... 17
IV. COMMUNICATION: .............................................................................................. 18
    A. OPEN COMMUNICATION PROCESS: ................................................................ 18
    B. FORMAL GRIEVANCE PROCEDURE: ............................................................... 19
        1. DEFINITIONS ...................................................................................................... 19
        2. PROCEDURE ....................................................................................................... 19
V. HEALTH AND SAFETY POLICIES:..................................................................... 20
    A. GENERAL: .............................................................................................................. 20
    B. WORKERS’ COMPENSATION/REPORTING INJURIES: .................................. 20
        Radio Stations ........................................................................................................... 22
    F. HAZARD COMMUNICATION/RIGHT TO KNOW POLICY: ............................ 24
    F. BLOODBORNE PATHOGEN POLICY: ................................................................ 24
    G. MEDICAL EXAMINATIONS: ............................................................................... 24
VI. ADMINISTRATIVE POLICIES:........................................................................... 24
    A. GOVERNANCE: ..................................................................................................... 24
    B. PUBLIC RELATIONS: .......................................................................................... 25
    C. INTELLECTUAL PROPERTY POLICY .......................................................... 25
    a. Copyrightable Works: ............................................................................................ 25
    b. Other Works: .......................................................................................................... 26
        d.        Use of the College's Name, Seal, or Marks: ............................................... 28
        7. E-Mail - Unauthorized Access .............................................................................. 34
    9. E-Mail - Privacy and Confidentiality........................................................................ 35


                                                                                                                                   1
  G. USE OF SOCIAL MEDIA ................................................................................... 36
  J. ACADEMIC REGALIA POLICY:........................................................................... 39
  K. ATTENDANCE AT ACADEMIC EVENTS: ......................................................... 39
     L. POLICY ON CHILDREN IN THE WORKPLACE: .......................................... 40
  M. SOLICITATION POLICY: ..................................................................................... 40
  N. PARKING: ............................................................................................................... 41
  O. DOGS ON CAMPUS: ............................................................................................. 41
  R. MISCELLANEOUS ADMINISTRATIVE POLICIES: .......................................... 42
VII. EMPLOYMENT: .................................................................................................... 42
  A.     EMPLOYMENT OF RELATIVES/NEPOTISM: ............................................. 42
  B.     INITIAL PERFORMANCE REVIEWS; SIX MONTH PROBATIONARY
  PERIOD: ....................................................................................................................... 43
  C. ANNUAL EVALUATION: ..................................................................................... 43
  D. PERSONNEL FILES: .............................................................................................. 44
  E: APPOINTMENT/EMPLOYMENT AGREEMENTS: ............................................ 44
  F. COMPENSATION: .................................................................................................. 44
  G. PAYDAY: ............................................................................................................... 44
  H. SHIFT DIFFERENTIAL: ....................................................................................... 44
     I. EMPLOYMENT CLASSIFICATION: ................................................................. 45
     1. Hourly (Non - Exempt): ........................................................................................ 45
     2. Salaried (Exempt): ................................................................................................ 45
  J. EMPLOYMENT DEFINITIONS: ............................................................................ 45
     1. Regular Full -Time:............................................................................................... 45
     2. Regular Part -Time:............................................................................................... 45
     3. Limited Part-Time:................................................................................................ 46
     4. Adjunct:................................................................................................................. 46
  K. ADJUNCT FACULTY POLICY: ........................................................................... 46
     1. INTRODUCTION: ............................................................................................... 46
     2. POLICY: ............................................................................................................... 46
     3. GUIDELINES FOR ADJUNCT INSTRUCTIONAL FACULTY: ..................... 47
  L. CORRECTIVE DISCIPLINE/TERMINATION: .................................................... 48
     1. CORRECTIVE ACTION PLANS:....................................................................... 48
     2. TERMINATION: .................................................................................................. 48
     3. REDUCTION IN FORCE: ................................................................................... 49
  M. LEAVING LANDMARK: ...................................................................................... 51
     1. Exit Interview: ...................................................................................................... 51
     2. References: ............................................................................................................ 51
VIII. ATTENDANCE/LEAVES OF ABSENCE: ........................................................ 51
  A. ATTENDANCE: ...................................................................................................... 51
  B. LEAVES OF ABSENCE: ........................................................................................ 51
  C. HEALTH-RELATED LEAVE: ............................................................................... 52
  D. EXTRAORDINARY LEAVE: ................................................................................ 52
  E. TEMPORARY MEDICAL DISABILITY LEAVE:................................................ 52
  F. LEAVE OF ABSENCE: ........................................................................................... 53
  G. FAMILY AND MEDICAL LEAVE (FMLA): ....................................................... 54
  H. VERMONT SHORT-TERM FAMILY LEAVE: .................................................... 56


                                                                                                                                  2
I. MILITARY DUTY LEAVE: ................................................................................... 57
J. SABBATICAL LEAVE: ........................................................................................... 57
   1. Eligibility: ............................................................................................................. 57
   2. Sabbatical Review Committee: ............................................................................. 57
   4. Procedure for Application: .................................................................................... 57
   5. Criteria: ................................................................................................................. 58
   6. Institutional Criteria for Awarding Sabbaticals: ................................................... 59
   4.     Responsibilities of the College: ...................................................................... 59
   8. Responsibilities of the Awardee: .......................................................................... 60
K. OTHER LEAVES: ................................................................................................... 60
L. COLLEGE BENEFIT PROGRAM:......................................................................... 60




                                                                                                                                  3
PURPOSE OF THIS HANDBOOK

Landmark College values its faculty and staff and seeks, through the personnel guidelines
set forth in this manual, to establish a productive, healthy environment, which fosters the
personal and professional growth of the individual and serves the historic mission of the
College. The specific policies and procedures that define Landmark College’s employee
relations philosophy originate from the basic concept of recognizing each person as an
individual worthy of respect, trust, dignity and fair treatment.

This Handbook should be used solely to provide guidance on our mutual employment
expectations and is not an employment contract between the College and its faculty or
staff. The Handbook does not create contractual obligations of any kind and neither the
faculty or staff member nor the College is bound to continue the employment
relationship, if either at any time chooses to end it.

As Landmark College predominantly employs Faculty on a contractual basis and does not
use contracts for Staff employees, not all policies and procedures as presented in this
Handbook are applicable to all employees. In addition, some departments have other
operational policies and procedures that apply solely to that department. It must be
emphasized that the policies and procedures presented in this Handbook have been
developed to assist in day-to-day activities and provide general guidelines to follow, but
are not intended to be a substitute for the good judgment and discretion of Landmark
College Administration.

Personnel policies and procedures will be regularly researched, reviewed, and maintained
by the Office of Human Resources. Standing Faculty Senate and Staff Council
Committees of the Governance System and the President’s Council are charged, in
conjunction with the Director of Human Resources, as chair of the Policy Development
Committee, with reviewing and recommending specific policy and practice to the College
President. The College President and the Board of Trustees have final authority for
approval of all College policies, procedures, and benefits.

The College reserves the unilateral right to change, revise, or eliminate any policies,
procedures and/or benefits described in this Handbook. The policies and procedures
described in this Handbook supersede all previous ones whether written or oral As it is
not possible to foresee or even attempt to comment on every situation which may present
itself, this Handbook does not contain all the potential guidelines regarding employment.
Nothing in this Handbook shall limit the College from carrying out the high standards of
its historic mission, the effective operation of College business, and the implementation
of prudent managerial judgment.




                                                                                          4
I.   INTRODUCTION:

A. MISSION STATEMENT:

                                    OUR MISSION

Landmark College’s mission is to transform the way students learn, educators teach and
the public thinks about education. We provide highly accessible approaches to learning
that empower individuals who learn differently to exceed their aspirations and to achieve
their greatest potential. Through the Landmark College Institute for Research and
Training, the College aims to extend its mission across the nation and throughout the
world.

                                   OUR IMPACT

Landmark College is a two-year liberal arts institution of higher education, serving
students with learning disabilities and attention deficit disorders, which fosters the
capacity for independent creative thought, and engaged and responsible world
citizenship. Integrating principles of universal design and strategic learning within a
technology-rich, learning-centered environment, Landmark’s faculty and staff bring
unprecedented experience and expertise to their work with students. In the classrooms
and residence halls, through the advising model, and through an extensive network of
support systems, students receive a high degree of individual attention as they develop
self-understanding, self-advocacy, and lifelong learning skills, and learn to function
autonomously in mainstream settings.

 In recognition of the great societal need for effective educational programs and practices,
the Landmark College Institute for Research and Training engages in and supports
research relevant to the field, and provides consultancy and professional development
opportunities to educators and educational systems, both nationally and internationally,
extending our mission across the nation and throughout the world.

Through programs for high school and visiting college students, on our Vermont campus
and in other settings, Landmark seeks to reach a broader population of students than it
can serve in its degree programs alone, providing short-term courses of study focused on
self-understanding and strategy development, with the goal of preparing students to better
succeed in their own academic settings.

Landmark College acknowledges, but does not accept, the societal practice of labeling
and stigmatizing students who learn differently. Every aspect of the campus environment
is designed to promote individual development and peer interactions that challenge the
fundamental assumptions inherent in these labels and that build on the strengths and
talents that accompany different ways of learning.



                                                                                           5
The College provides a collaborative teaching and learning environment that supports
students in finding their own educational uniqueness and in confidently engaging with
and contributing to society and the world. Simply put, we approach every student as a
distinctive individual learner with enormous potential and promise.

B. HISTORY:

Dr. Charles Drake founded Landmark College in 1983. An innovative educator and an
individual with learning differences, Dr. Drake believed deeply in the talents of bright
students, whose different ways of learning often resulted in frustration and waste of
creative potential. He founded Landmark College on the belief that each student can and
must learn the language and organizational skills that enable that student to become a
confident, independent learner.

Today, Landmark College is a world leader in higher education, occupying an exclusive
niche as the nation’s premier college for high potential students with learning disabilities
and AD/HD. Since welcoming its first students in 1985, the College has served thousands
of students with learning differences, nurturing their gifts and providing them with the
language and other skills necessary to academic, career, and life success. Growing from
an initial enrollment of 77 students, Landmark now serves nearly 500 students and
expects to continue enrollment growth into the future.

II. PROFESSIONAL CONDUCT:

A. CODE OF CONDUCT FOR EMPLOYEES

Landmark College expects that its employees will meet ethical and professional standards
for personal conduct and work performance. Landmark College relies on its reputation
for honesty, integrity, and lack of bias in conducting its affairs. This Code of Conduct
identifies basic standards concerning ethical conduct and provides guidance in several
areas of specific concern. Landmark College faculty and staff are expected to adhere to
these standards of conduct.

1. General Principles

Landmark College strives to adhere to the highest ethical standards in all that it does and
expects that those who are part of the College community, including faculty, staff and
student employees will adhere to such standards in their dealings with each other and
with those beyond the College community. Ethical business conduct calls for all College
personnel to assume responsibility for safeguarding and preserving Landmark College’s
assets and resources. Landmark College will comply fully with all relevant laws and all
contract and grant requirements, as well as with its own high standards of integrity and
quality. Members of the Landmark College community are expected to be familiar with
the laws, regulations, and contract and grant requirements relevant to their job
responsibilities. In addition to complying with specific laws or regulations that govern
business activities, standards of fairness, honesty, and respect for the rights of others will

                                                                                                 6
govern Landmark College’s conduct at all times. In instances where there is some
question about the ethics of a possible action, individuals should seek the guidance of
colleagues, supervisors, or administrators before acting.

2. Proper Use of College Property and Funds

Landmark College faculty and staff have a responsibility to ensure that College resources
are used efficiently, and for their intended purposes. Faculty and staff share a
responsibility to those who provide our resources, including students, parents, alumni,
other donors, and government agencies. Faculty and staff are responsible for
safeguarding the tangible and intangible assets of the College that are under their control.
College resources may not be converted to personal use, either for oneself or another
person.

3. Accuracy of Records and Reporting

The records, data, and information owned, used, and managed by the College must be
accurate and complete. The accuracy and reliability of financial reports is of the utmost
importance to the business operations of the College. Faculty and staff must record,
allocate, and charge costs accurately and maintain supporting documentation as required
by established policies and procedures. All reports, vouchers, bills, invoices, payroll
information, personnel records, and other essential business records must be prepared
with care and honesty.

4. Grants and Contracts

Members of the faculty and staff requesting funding from government agencies,
corporations, foundations, and other granting organizations have an affirmative
obligation to make full, accurate, and honest representations concerning all relevant
information submitted to or requested by the granting organization. Accurate and
complete records, including supporting documentation as required by the granting
organization, of the uses to which grant funds are put must be maintained. Landmark
College maintains a grants administration manual that governs the administration of all
federal and state grant awards in compliance with funder requirements.

5. Confidential Information

It is the policy of Landmark College to forbid discussion of confidential information
concerning students or employees outside of a professional context. This obligation exists
even after the employee leaves the employ of the College. The strict confidentiality of the
content of materials located within the confines of campus offices is required by both the
College and regulatory/accrediting bodies. All employees are subject to this policy and
employees with master keys must be particularly sensitive in avoiding the handling of
individual office materials/documents.




                                                                                            7
6. Conflicts of Interest

It is the intent of Landmark College to avoid conflicts between interests of the College
and the personal interests of faculty and staff members. Therefore, when any College
business transaction under consideration presents the potential for a conflict of interest
the College shall act in accordance with the guidelines below.

A conflict of interest is defined as incompatibility between an individual's private
interests and his or her duties or actions as a college employee.
       A potential for conflict of interest exists where a College faculty or staff member,
        or a close relative or member of that person's household, is an officer, director,
        employee, proprietor, partner, trustee, or stockholder in, or stands personally to
        profit in a material way from, an organization seeking to do business with the
        College.
       A potential for conflict of interest also exists when a College faculty or staff
        member has an interest in an organization which is in competition with a firm
        doing business with the College and the faculty or staff member's position gives
        him/her access to proprietary or other privileged information which could benefit
        the firm in which he/she has an interest.
       Those involved in the design, conduct, or reporting of educational or research
        activities supported by outside funding must disclose to the Vice President for
        Finance and Administration all financial interests they may have (including those
        of relatives or members of their household) (a) that would reasonably appear to be
        affected by the research or educational activities that are funded or are proposed
        for funding; (b) in entities whose financial interests would reasonably appear to be
        affected by their research activities.

College business transactions include but are not limited to procurement of goods and
services (including consulting and contractual services), disposition of College materials
or property, and agreements for the provision of services or use of College facilities or
space.



Any College faculty or staff member, who is or is to be involved in a College business
transaction in which a potential for conflict of interest exists, on his or her own part or on
the part of another College employee, is required to promptly report such potential
conflict to the Director of Human Resources or the Vice President for Finance and
Administration. The College will review the potential conflict and determine an
appropriate outcome. Failure to disclose a potential conflict of interest may result in
disciplinary action, up to and including termination.




                                                                                             8
7. Gifts

No member of the faculty and staff shall solicit or accept anything of value in return for
influencing or exercising his or her discretion in a particular way on a College matter.
Faculty and staff should not accept any material gift, gratuity, or other payment, in cash
or in kind, from a vendor currently doing business with the College or seeking to do so.
Members of the faculty and staff may not solicit or receive discounts or rebates on goods
and services offered to them in their private capacity by vendors to the College that
exceed those generally available to other customers. Exceptions to this general provision
include unsolicited gifts of a nominal value given at holidays, birthdays, weddings, and
other commonly recognized social occasions.

Employees must not directly or indirectly solicit or accept any gift, reward or benefit that
might be interpreted as an attempt to compromise or influence them in carrying out their
duties. Such gifts, rewards or benefit may include those from any member of the public,
College or other organization with whom they have been brought into contact by reason
of their duties other than:

      Occasional gifts of a trivial character or an inexpensive seasonal gift (such as a
       calendar)
      Conventional hospitality that is normal and reasonable in the circumstances

Staff responsible for the purchase of supplies or equipment or for example funding
decisions should take particular care to ensure that there can be no criticism that unequal
treatment has been given to suppliers involved in the tender process.

Employees involved in awarding or administering grants or contracts using Federal or
other government funds are prohibited by law from soliciting or receiving gratuities,
favors, or anything of monetary value from current or potential contractors or
subcontractors.

8. Antitrust

Members of the faculty and staff may not improperly collude with other entities,
including other colleges and universities, in matters affecting the financial or
administrative decisions of the College.

9. Compliance with Laws and Regulations

Members of the faculty and staff are expected to transact College business in good faith
compliance with all federal, state, and local laws and regulations related to their positions
and areas of responsibility, including, but not limited to, equal employment opportunity,
fair employment practices, and nondiscrimination laws; laws regarding the privacy and
confidentiality of employee and student records; and laws regarding workplace safety,
workplace policies and regulations, and occupational health. Members of the faculty and
staff whose programs operate internationally are expected to comply with the laws of the

                                                                                              9
nations in which those programs operate, including foreign corrupt practices acts. Any
uncertainty about the application or interpretation of legal requirements should be
referred to the employee’s manager or department chair or the Vice President of Finance
and Administration.

10. Reporting of Suspected Violations

Faculty and staff may report suspected violations of these standards promptly to their
supervisor, department chair, the Director of Human Resources, the Controller, the
Academic Dean, or the Vice President of Finance and Administration. A supervisor or
department chair to whom a report of a violation is made shall follow up the report with
the appropriate administrative authority. In investigating claims of inappropriate
activities, while care will be taken to maintain confidentiality, disclosure of information,
on a need to know basis and/or as reasonably necessary to carry out the investigation,
may be required.

10. Consequences of Violation

Material violations of this code or related College policies and procedures will be
considered under the College's established disciplinary practices and procedures for
members of the faculty and staff and may carry disciplinary consequences, up to and
including termination of employment.

11. Supervisor's Obligations

Individuals who supervise others should ensure that their direct reports have received
adequate instruction and explanation with respect to their obligations under this code.

Management and supervisors, in their capacity as agents of Landmark College, carry the
additional responsibility of reporting compliance issues to appropriate College
administration.

B. WHISTLE-BLOWER POLICY

Landmark College strives to adhere to the highest standards of honesty and integrity in all
that it does. Landmark College’s expectation is that its faculty and staff will meet ethical
and professional standards for personal conduct and work performance and described in
the Code of Conduct for Employees Policy.

Senior administrators, deans, directors, managers, and supervisors are responsible for
promoting an understanding of and compliance with the tenets of the Landmark College
Code of Conduct Policy. Each faculty and staff member is urged to carefully review the
Code of Conduct for Employees Policy and do his or her part to ensure that its standards
and guidelines are followed. Faculty and staff who have questions or concerns about their
obligations under the Code, possible illegal or unethical behavior, or non-compliance
with College policy are urged to speak with their supervisors or the Office of Human


                                                                                           10
Resources, as described in the Open Communication Policy found in the Landmark
College Employee Handbook.

In addition, an important feature of the Landmark College Whistle- blower Policy is the
availability of a confidential reporting “hotline.” Landmark College has established this
“hotline” to provide a way to anonymously and confidentially report any activities that
may involve improper conduct or potential violations of College policy. There are two
methods to access this “hotline”, either by telephone or on-line (www.ethicspoint.com).
The Office of Human Resources is also available to confidentially assist faculty and staff
in the use of the hotline. Landmark College is committed to a serious review and
investigation of any good faith report that it receives regarding suspected or potential
violations of the Code of Conduct or of College policy.

No member of faculty or staff, who in good faith reports a suspected violation of the
Code or of College policy, will suffer harassment, retaliation or adverse employment
consequences. Any employee who retaliates against an individual who has reported a
potential violation in good faith will be subject to disciplinary action up to and including
termination of his or her employment with the College.

C. RESPONSIBILITY TO THE COMMUNITY:

Landmark College is an educational community. Members of this community have a
responsibility beyond the specific tasks associated with their jobs to act cooperatively
as part of the community, to lend their energy and talents to the common goals of the
community, and to be willing to help when and where help is needed. Hard work,
teamwork, dedication to the task, and satisfaction in succeeding at a difficult job are the
norm at Landmark College.

D. ALCOHOL & DRUGS:

Landmark College operates a highly structured academic and residential program that is
designed in part to help students internalize such structures. Consequently, it is vital that
all College faculty and staff act in a manner that provides a model for personal
organization and responsible behavior. This standard extends beyond the campus to any
educational or social activity in which College faculty and staff interacts with students.
Faculty and Staff should exercise good judgment and discretion when involved in any
educational or social activity with of-age students, when alcohol is present. In addition,
Landmark College is a Drug Free Work Place as follows:

E. ALCOHOL POLICY

The College prohibits the possession, use, or distribution of alcohol on campus. The
College recognizes that alcohol is a legal substance for some students but believes that a
living and learning community such as ours operates best when all students are held to
the same standard regarding alcohol. Therefore, the College prohibits the possession,



                                                                                              11
use, or distribution of alcohol by any member of the community in the normal course of
daily activity.

Requests for exceptions to this policy for the service of alcohol or its use in any setting
must be approved by the President of the College in consultation with the Dean of
Students. Exceptions will generally be reserved for formal functions sponsored by the
College. It is expected that exceptions granted will be infrequent.

F. DRUG FREE WORK PLACE:

1. The College prohibits the use of alcohol and controlled drugs (without a lawful
prescription) on its campus. The College recognizes that individual faculty or staff
members may have difficulties with drug abuse, which are not immediately obvious in
their job performance, but which they wish to find help in controlling. Faculty or staffin
this situation may approach one of the College Counselors or the Director of Human
Resources in confidence for help in obtaining a referral to an independent, professional
drug and alcohol counselor.

2. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled
substance is prohibited at the College. Violation of this policy is subject to disciplinary
action or termination of employment.

3. The College prohibits off-premises abuse of alcohol and controlled substances, as well
as the possession, use, or sale of illegal drugs, when these activities adversely affect job
performance, job safety, or the College’s reputation in the community.

4. The legal use of prescription and over-the-counter drugs is permitted during work
hours on College premises only if it does not impair an employee’s ability to perform the
essential functions of his/her job effectively and in a safe manner.

5. Federal law requires that faculty or staff members working on certain projects who are
convicted of any federal drug statute violation on campus must inform the College no
later than five days after the conviction, and that the College must take appropriate action
as a result of the information, up to and including termination of employment. Any
faculty or staff member who may be subject to this reporting requirement should provide
any potentially pertinent information to the Director of Human Resources so that
coverage and appropriate actions may be determined.

G. CONFIDENTIALITY:

To perform their jobs effectively, Landmark College faculty and staff have access to and
discuss confidential personal information about individually identified and identifiable
students , faculty, and staff members.. It is the policy of Landmark College to forbid
discussion of confidential information concerning students, faculty, or staff outside of a
professional context. This confidentiality obligation exists even after the employee leaves



                                                                                              12
the employ of the College. Breaches of such confidence make the individual subject to
discipline up to and including termination of employment.

H. POLICY REGARDING OFFICE CONFIDENTIALITY:

The strict confidentiality of the content of materials located within the confines of
campus offices is required by both the College and regulatory/accrediting bodies. All
faculty and staff are subject to this requirement and faculty or staff members with master
keys must be particularly sensitive in avoiding the handling of individual office
materials/documents.

Any faculty or staff member who engages in the following behavior shall be subject to
disciplinary action up to and including termination of employment:

Reads or handles papers on desks or tables within another person’s office confines
without explicit permission,

Operates or attempts to operate computers within another person’s office without explicit
permission,

Attempts to or succeeds in accessing locked or unlocked files within another person’s
office confines without explicit permission.

I. STUDENT/EMPLOYEE RELATIONS:

Landmark faculty and staff, like faculty and staff at all colleges, exercise power over
students, whether in giving them praise or criticism, evaluating them, making
recommendations for their further studies or future employment, or conferring on them
any other benefit. Consensual romantic and/or sexual relationships between a faculty or
staff member and a student carries a serious risk that the faculty or staff member will or
will appear to abuse his or her power and exploit the student. Voluntary consent by the
student in such a relationship is suspect, given the fundamentally asymmetric nature of
the relationship. Moreover, faculty and staff members may be in a position to favor or
advance one student’s interest at the expense of others and implicitly make obtaining
benefits contingent on romantic or sexual favors. Therefore, the College will view it as
unprofessional for any faculty or staff member to engage in consensual romantic and/or
sexual relations with a student and such actions make a faculty or staff member subject
to discipline up to and including termination of employment.

J. ACADEMIC FREEDOM AND FREEDOM OF EXPRESSION:

Faculty members are entitled to freedom in research and in publication of results to the
extent that such research and publication does not interfere with performance of their
duties under their employment agreement. Within the classroom, a faculty member is
entitled to freedom in discussing the subject matter, but should use judgment and good
sense to avoid introducing controversial matters that bear no reasonable relation to the


                                                                                             13
subject. The standards of the College’s Anti-Harassment Policy, as stated in the College’s
Student Handbook, are also incorporated into this policy by reference.

When speaking or writing as a private citizen, a faculty or staff member should be free
from institutional censorship or discipline. However, a faculty or staff member’s
connection to the College does impose special obligations. Faculty and staff must be
aware that the public may judge the College on the basis of the utterances and writings of
the individuals who work for it and must take care to assess the effects of such
judgments. Faculty and staff members may not use the name of Landmark College as an
aegis under which political or commercial activities are undertaken. Furthermore, no
political or commercial use may be made of the College’s logo, letterhead or other
materials. Failure to comply with this requirement may jeopardize the tax exempt status
of Landmark College and could result in discipline of the offending faculty or staff
member, up to and including termination of employment. This policy does not preclude
proper identification as a faculty or staff member of Landmark College for College or
professionally-related communications.


III. EQUAL EMPLOYMENT OPPORTUNITY:

A. EQUAL EMPLOYMENT OPPORTUNITY POLICY:

Landmark College is committed to a policy of equal employment opportunity, in
compliance with applicable provisions of state and federal law that prohibit
discrimination in employment on the basis of age, color, disability, genetic information,
ethnicity, ancestry, HIV-positive test result status, national origin, place of birth, race,
religion, sex (including gender identity), or sexual orientation, as defined by applicable
law, or other protected characteristics, as protected by applicable law. Also, in
accordance with applicable law, the College will make reasonable accommodations for
qualified individuals with known disabilities, unless doing so would result in an undue
hardship or otherwise would not be required by applicable law. While the College
complies with provisions of applicable law, no portion of this handbook should be
interpreted or relied upon as creating any rights broader than those recognized by
applicable law.

Landmark College’s equal employment opportunity policy applies to all of its
employment practices, including hiring, job assignment, compensation, discipline,
termination, and access to benefits and training. However, with respect to benefits, the
terms and coverage provided in the various benefits agreements in effect at a particular
time define the available coverage exclusively, and this policy should be read as
consistent with such terms and coverage, and consistent with the provisions of applicable
law.

Faculty and Staff should feel free to raise concerns or complaints relating to
discrimination or perceived discrimination without fear of reprisal or retaliation from the
College, supervisors or co-workers. Violations of the College’s equal employment


                                                                                               14
opportunity and/or anti-discrimination policies will likely result in disciplinary action or
termination. Please refer to the College’s Discrimination, Harassment, and Sexual
Harassment Complaint Procedure for more information about how you should report any
such concerns or complaints. Other questions regarding equal employment opportunity at
the College, and/or accommodation requests by individuals with disabilities, should be
addressed to the Director of Human Resources. If it is not comfortable contacting the
Director of Human Resources under the applicable circumstances, the Human Resources
Specialist should be contacted.

B. POLICY AGAINST DISCRIMINATION, HARASSMENT AND SEXUAL
HARASSMENT:

Landmark College is committed to promoting a work environment that is free from
unlawful harassment and discrimination. Therefore, harassment or discrimination on the
basis of characteristics recognized in the College’s Equal Employment Opportunity
Policy, and/or on the basis of other characteristics as protected and defined by applicable
law, will not be tolerated. The College will not tolerate harassment or discrimination by
supervisors, co-workers, students or others (to the extent the College can control the
conduct of others).

For the purposes of this policy, “harassment” is defined as statements or conduct of a
verbal or physical nature which create an unreasonably abusive or offensive work-related
environment for a faculty or staff member, and which would adversely affect a
reasonable person’s ability to do his or her job, because of that person’s age, color,
disability, genetic information, ethnicity, ancestry, HIV-positive test result status,
national origin, place of birth, race, religion, sex (including gender identity), sexual
orientation, or any other protected characteristic. “Discrimination” is defined as making
decisions about the terms or conditions of a person’s employment on the basis of his/her
possessing a protected characteristic.

Examples of inappropriate harassment include, but are not limited to, the following:
jokes, derogatory expressions or comments reasonably offensive to someone possessing a
particular protected characteristic, the display of graphics, cartoons, or objects reasonably
offensive to someone possessing a particular protected characteristic, sending and
forwarding offensive electronic mail messages and/or attachments, and other conduct
reasonably offensive to someone possessing a particular protected characteristic.

Sexual harassment is a particular type of unlawful harassment which is characterized by
unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature when: submission to such conduct is made either explicitly or
implicitly a term or condition of employment; submission to or rejection of such conduct
by an employee is used as a component of the basis for employment decisions affecting
that employee; or the conduct has the purpose or effect of substantially interfering with
an employee’s work performance or creating an intimidating, hostile or offensive work
environment because of the employee’s gender.



                                                                                           15
Examples of inappropriate sexually harassing activity include, but are not limited to, the
following:

1. Jokes, derogatory expressions, e-mail (including attachments) or comments of a
   sexual nature.
2. The display or communication of graphics, cartoons, e-mail or objects of a
   sexual nature;
3. The display of sexually degrading gestures, cartoons, e-mail or objects;
4. Unwelcome physical contact, flirtation or advances of a sexual nature;
5. Statements or threats which imply a link between a faculty or staff member’s sexual
   conduct and his or her employment status, advancement potential, salary treatment, or
   other employment actions;
6. Basing an employment decision such as hiring, promotion, retention, or
   compensation on whether an employee or applicant submits to sexual advances.

Unlawful sexual harassment may occur regardless of the genders of the employees
involved. . Harassment by a faculty or staff member that occurs off-duty and off-campus
which falls within the above definitions and which affects the work environment as
described above may also constitute harassment prohibited by this policy.

Retaliation for a faculty or staff member’s having filed a good faith complaint or having
participated in an investigation of a complaint of harassment or discrimination is
unlawful, is strictly prohibited, and will be considered a violation of this policy.
It is the primary responsibility of the person who feels harassed or discriminated against
to bring these concerns to the College’s attention, as encouraged in the College’s
Discrimination, Harassment and Sexual Harassment Complaint Procedure. However, co-
workers are also encouraged, and supervisors are required, to report incidents or patterns
of prohibited harassment, discrimination or retaliation to appropriate personnel.

A copy of this policy is provided to every employee, and extra copies will be available in
the Office of Human Resources.

While the College wishes to have the opportunity to address concerns or complaints of
harassment or discrimination itself at the earliest opportunity, employees may also file
complaints of harassment or discrimination with the following agencies:

1. Vermont Attorney General’s Office, Civil Rights Unit, 109 State Street, Montpelier,
Vermont 05602 (802) 828-3171.

2. Equal Employment Opportunity Commission, 1 Congress Street, Boston,
Massachusetts 02114 (617) 565-3200.

Generally, complaints must be presented to the Vermont and/or federal agencies within
300 days of the adverse action, but you should verify this information directly with an
agency if you feel you might like to pursue a complaint. Each of these agencies can



                                                                                           16
conduct investigations, facilitate conciliation, and if it finds that there are reasonable
grounds to believe that unlawful harassment has occurred, can take the case to court.


C. DISCRIMINATION, HARASSMENT AND SEXUAL HARASSMENT
COMPLAINT PROCEDURE:

Any faculty or staff member who experiences conduct of the sort described in and
prohibited by the College’s policies against discrimination, harassment and sexual
harassment, or who believes that he or she is being or has been subjected to any form of
retaliation for having made a complaint or having participated in an investigation, should
immediately bring the matter to the attention of the Director of Human Resources, or, if
the individual is not comfortable doing so under the circumstances, to his/her supervisor
or the Human Resources Specialist. Faculty and staff are also encouraged, but not
required, to inform the parties complained against that the behavior at issue is offensive
and must stop.

Faculty and staff should be assured that their concerns will be investigated promptly by
the College, that appropriate corrective action will be taken, and that they will not suffer
retaliation as a result of making a good faith complaint of discrimination, harassment,
sexual harassment, or related retaliation. Investigations will be conducted in as
confidential a manner as practical, with disclosure only on a need-to-know basis and/or as
reasonably necessary to carry out the investigation and any remedial action. The College
is committed and required by law to take action if it learns of unlawful harassment, even
if the aggrieved employee does not wish to formally file a complaint. Substantiated
complaints will result in disciplinary action or discharge of the offending employee,
and/or other appropriate remedial action.

It is important to the College that any such complaints or concerns be presented as soon
as possible so that they can be investigated and promptly addressed by the College. It is
the primary responsibility of the person who feels harassed, discriminated or retaliated
against to bring these concerns to the College’s attention, but co-workers are also
encouraged, and supervisors are required, to report incidents or patterns of prohibited
harassment, discrimination, or retaliation to appropriate personnel.

Reasonable accommodations will be provided for persons with disabilities who need
assistance in filing or pursuing a complaint of harassment, upon request.

D. AMERICANS WITH DISABILITIES ACT:

Landmark College is committed to providing equal employment opportunity to qualified
individuals with disabilities, which includes providing reasonable accommodation to
qualified applicants to allow them to apply for a job vacancy, and to qualified employees
to allow them to perform essential job duties. In general, it is your responsibility to notify
the College of the need for accommodation by completing a Request for Accommodation
Form. The form should be submitted to the Office of Human Resources and the Director


                                                                                             17
of Human Resources functions as the College ADA Coordinator. When appropriate, it
may be necessary to obtain additional information from your physician or other medical
or rehabilitation professionals to document the disability and to assist the College in
assessing any functional limitations for which a reasonable accommodation may be
needed. All medical information will be treated as confidential in accordance with the
Act. The College will take all requests for accommodation seriously and will determine
whether the employee is a qualified individual with a disability and whether a reasonable
accommodation can be found that would allow the individual to perform the essential
functions of the job without imposing undue hardships on the College or other
employees.


IV. COMMUNICATION:

A. OPEN COMMUNICATION PROCESS:

It is the goal of Landmark College to promote and maintain a fair and collegial
relationship between the College and College faculty and staff, as well as between
individual faculty and staff members. In the day- to-day operations of any organization,
concerns and problems occur that require attention and resolution. The great majority of
concerns originate from such things as lack of information, a misunderstanding, a
difference in interpretation, or rumor. These types of problems can be addressed by
talking with someone who has the correct facts. When problems occur, there is a path for
you to follow in resolving your concerns.

1. Talk to your supervisor or Academic Department Chair first. These individuals have
the authority to address many issues, may have more specific information about an issue,
and can discuss the issue with other individuals to help resolve it. Your supervisor or
Academic Department Chair can listen to your concerns and treat the matter, and you,
with respect.

2. If you fail to get what you consider to be an adequate response from your supervisor or
Academic Department Chair, you have the right to discuss the issue with his or her
supervisor or the appropriate Academic Dean.

3. At any time in this process you may choose to speak with the Director of Human
Resources to review your concerns and, if you request it, to assist you in attempting to
resolve an issue.

Landmark College believes that it is almost always preferable to resolve issues and
concerns directly between the parties involved. We hope that when concerns arise, that
you will use this communication process in an honest and sincere way, because free and
open discussion is the basis for effective relations between people.




                                                                                           18
While this is the hope, it is also recognized that sometimes even the most earnest effort to
resolve a matter does not result in answering that matter satisfactorily. The Formal
Grievance Procedure is intended to provide faculty and staff of Landmark College with
fair and impartial method for resolving grievances that cannot be resolved through the
Open Communication Process.


B. FORMAL GRIEVANCE PROCEDURE:

1. DEFINITIONS

Grievance: A circumstance or condition thought to be unjust and grounds for
complaint or resentment, which does not fall within the scope of the College’s
Discrimination, Harassment and Sexual Harassment Complaint Procedure (concerns or
complaints that fall within the scope of that procedure should be addressed through that
procedure). Termination of employment, employment agreements, and R.I.F. decisions
cannot be grieved.

Grievant: An faculty or staff member who feels aggrieved by the action of a student,
another faculty or staff member, or the College.

Respondent: A faculty or staff member or student who is alleged to have been the cause
of a grievance. The College as a whole may be accused of being the cause of a grievance,
in which case the Senior Vice President will review the grievance and attempt to resolve
the issue (see Section 2.e.).

2. PROCEDURE
The initial steps should be initiated by the grievant within 10 days of the event that is the
source of the grievance. Each of the following steps should occur in a timely manner.
The grievant may request that the process be stopped at any time. The grievant may, even
after pursuing the resolution process, attempt to resolve the issue with the respondent, if
the respondent is willing to pursue a resolution.

a. The grievant should discuss the matter with the respondent in an earnest effort to
resolve the grievance.

b. If no resolution is reached, the grievant should discuss the matter with his/her
immediate supervisor or Academic Department Head.

At this point, the grievant must submit a formal, written statement of the grievance to the
supervisor/Academic Department Chair. The formal written grievance must include the
name of the grievant, the name(s) of the respondent(s), the date of the grievance, the
nature of the grievance, the redress sought, and any steps already taken to resolve the
grievance. A copy of the formal written grievance must be provided to the respondent(s).




                                                                                           19
c. If no resolution is reached, the grievant must present a written updated version of the
statement of grievance to the appropriate Department Head. The Department Head may
meet separately with the respondent to determine if an opportunity for resolution exists. If
the grievance cannot be resolved, a written report will be submitted to the President by
the Department Head, stating the facts of the grievance and recommending an appropriate
resolution.

d. The recommendation shall be reviewed by the President who may accept, amend, or
reject the recommendation, or return it for reconsideration. The President will provide a
written summary of the reasons for any such decision. The final decision on any
grievance, along with the responsibility for implementation of any actions (by delegation
or otherwise), rests with the President.

e. In cases where the College is named the respondent, the Senior Vice President/Provost
will review the grievance, discuss the matter with the grievant in an earnest attempt to
resolve the issue, and gather any additional information required. If the Senior Vice
President/Provost and the grievant are unable to reach a resolution, the Senior Vice
President/Provost will send a written report to the President, stating the facts of the
grievance and recommending an appropriate resolution. The recommendation shall be
reviewed by the President, who may accept, amend, or reject the recommendation, or
return it for reconsideration. The President will provide a written summary of the reasons
for any such decision. The final decision on any grievance, along with the responsibility
for implementation of any actions (by delegation or otherwise), rests with the President.

f. At any time the grievant or the respondent may choose to ask the Director of Human
Resources and/or in instances where the grievance involves a faculty member, the
Faculty Senate Human Resources Committee, to assist the involved parties in reaching a
resolution.

V. HEALTH AND SAFETY POLICIES:

A. GENERAL:

Landmark College wishes to maintain a safe working environment. Landmark College
faculty and staff should remain alert to unsafe conditions or activities and report them to
their supervisors. Supervisors should recommend and institute safe practices and
equipment, discipline individuals indulging in unsafe practices, assess new situations for
inherent dangers, and follow up on faculty and staff safety suggestions.

B. WORKERS’ COMPENSATION/REPORTING INJURIES:

Applicable law requires that all job-related injuries or illnesses, no matter how minor, are
to be reported to your supervisor and to the Office of Human Resources immediately. An
accident report must be completed for all on-the-job accidents. Failure to timely report
injuries or illness may result in a delay or denial of workers’ compensation benefits.



                                                                                          20
C. COLLEGE DELAY/CLOSING PROCEDURES: EXTREME CONDITIONS


A fully functioning educational program is important at all times, even during periods of
adverse weather conditions. On rare occasions it may be necessary to delay opening, or to
close the College, in the event of extreme conditions. Such conditions include adverse
weather that could compromise the safety of students and/or College employees, and
other emergency events.

Delays in classes or the closing of school will be announced on the local radio stations
listed below.

This procedure is intended to detail the delay/closing process and assign primary and
backup responsibilities for executing the process, so that employee/student notification
normally takes place by 6:30 a.m. EST.

When a weather or other emergency event occurs of sufficient magnitude to raise
concerns regarding College operations:

       Relevant administrators will review conditions and the forecast, and make a
       decision regarding whether to close the college, delay classes, or continue normal
       operations
       Decisions and announcements regarding the delay of classes will provide
       community members with a specific time by which the College will open (i.e.,
       10:00 a.m. or another specific time)

If a decision to delay opening or cancel classes has been made:

       A member of the Planning and Operations Department Management Staff will
       notify all of the specified radio stations (below)
       A member of the Planning and Operations Department Management Staff will
       send an all-campus broadcast email, send notification through the college's
       emergency alert system, and post a message on the Intranet portal and telephone
       switchboard - notifying community members (faculty, staff, and students) of the
       closing or delay, using clear and specific language.

It is intended that this process, whenever possible, results in a decision being made and
notification channels being contacted as early as possible to expedite employee and
student notification. Please be aware that events beyond our control may preclude such
early notification.




                                                                                            21
Radio Stations

BRATTLEBORO AREA

       WKVT: AM 1490 ~ FM 92.7
       WTSA: AM 1450 ~ FM 96.7

THE MONADNOCK RADIO GROUP (KEENE)

       WKNE FM 103.7
       WKBK AM 1290
       WZBK AM 1220
       WOQL FM 97.7
       WINQ FM 98.7

GREENFIELD AREA

       WRSI FM 93.9/101.5/104.3/97.1

During instances of adverse weather conditions when the College remains open faculty
and staff are expected to make an extra effort to arrive at the College on time by starting
to work earlier than usual, if weather conditions may slow travel. It is further expected
that faculty and staff will make sound judgments on the safety of travel and, if delayed by
weather conditions, will contact the College and initiate travel as soon as it is safe to do
so. Faculty and staff members who choose to stay home due to travel concerns when the
College is open may apply one of their two annual Extraordinary Leave Days or a
Vacation Day to that day. In the absence of any remaining Extraordinary Leave Days,
Vacation Days or in the case of abuse of this policy, the College reserves the right not to
provide pay for such days, to the extent permitted by applicable law.


Due to the nature of their job responsibilities, essential personnel in the Facilities,
Security and other essential personnel identified by individual departments are expected
to report for their duties even if classes are cancelled or delayed. Occasionally other
College faculty and staff members may be required to report to work on days that the
College is closed to perform essential functions. Generally no extraordinary pay
differential beyond mandated overtime is provided under these circumstances.

D. STATEMENT REGARDING EMERGENCY CAMPUS CLOSURES

Landmark College has never during its history needed to close its campus. However, the
potential exists for emergencies (such as weather-related emergencies or a pandemic,
etc.) which may require the College to take appropriate measures. The College is

                                                                                          22
publishing this statement regarding information that would be of importance in the event
of an emergency campus closure. If the College were ever to close the campus, the
handling of the continuity of instruction issues would depend upon factors such as the
nature, timing and duration of the emergency. If feasible given the nature of the
emergency, it is likely that continuity of instruction could be maintained, and full credit
could be awarded, in circumstances in which a closure lasts less than two weeks. If a
closure occurs late in the semester so as to interrupt examination periods, the semester
might, however, have to be extended accordingly. If a closure lasts longer than two
weeks, options such as extending the semester, awarding partial credit or incompletes, or
awarding no credit for the semester, might need to be considered. In longer-term closure
situations, the College would also consider whether to implement plans to continue
instruction, either partially or fully, through the use of remote communications, such as
distance learning and other communications technologies. In all cases, the College will
endeavor to exercise its discretion in good faith with respect to such matters.

In a closure situation, access to campus would be restricted as necessary for safety
reasons, and community members would be expected to follow closure-related directives.
If the College needs to close due to a “force majeure” event such as, weather-related
emergencies, pandemic or any other event beyond the College’s control, the College’s
obligations to provide instructional, residential and other services will be suspended until
the College determines, in its sole discretion, that it may reopen safely. In the event that
continuity of instruction could not be maintained in whole or part, and/or the affected
semester could not be practically completed at another time, the College would consider
providing emergency closure-related tuition refunds, in its sole discretion, as appropriate
in the attendant circumstances.


E. CAMPUS SMOKING POLICY:


Landmark College strives to provide a healthy, safe and productive work, educational,
and social environment for students, faculty and staff. In view of the overwhelming
evidence regarding the negative health effects of smoking and second-hand smoke,
smoking is banned in the following areas:
              All College buildings and facilities.
              Inside College vehicles or other means of transporting students or
               employees.
              In any outdoor area with the exception of areas marked as “Designated
               Smoking Areas”

For Landmark College, smoking is defined as the act of smoking or carrying a lighted
cigarette, cigar, pipe or any other smoking material or device. All members of the
Landmark College community are responsible for observing this policy and its
provisions. Documented violations of this policy can be met with sanctions that include
fines, community service and placement on disciplinary status.


                                                                                          23
F. HAZARD COMMUNICATION/RIGHT TO KNOW POLICY:

The Hazard Communication Standard/Community Right to Know Act requires the
establishment of procedures to assure that employees are protected from hazardous
chemicals in the workplace. Landmark College will comply with applicable regulations
and provide proper information on chemicals, hazard warnings, training on protective
measures and emergency procedures for facilities, laboratory, and other College
personnel, who may be exposed to hazardous materials. The Director of Facilities,
Planning and Operations and the Director of Human Resources are designated as
resources in the application of this policy. Information on hazardous chemicals and
protective measures are available from the Director of Facilities, Planning and Operations
or the Director of Human Resources and information and questions regarding hazardous
materials at Landmark College should be directed to them.

F. BLOODBORNE PATHOGEN POLICY:

Landmark College provides orientation and training on the principles of infection control
and universal precautions to all faculty and staff who may have occupational exposure to
blood and body fluids, in compliance with the regulations of the Vermont Department of
Health and the Occupational Safety and Health Administration (OSHA).

G. MEDICAL EXAMINATIONS:

Once the College employs a person, medical examinations or inquiries must be job-
related and necessary for business. The College may require a faculty or staff member to
have a medical examination when there is evidence of job performance issues or safety
problems that may be related to an individual’s health or could make the individual a
danger to himself/herself or other members of the Landmark Community, in accordance
with applicable law. Return to work and medical clearance issues will be handled in
accordance with applicable law. Examinations may also be requested to determine ability
to perform a particular job, to help identify an effective accommodation if an faculty or
staff member has a covered disability, or if required by other federal laws. All medical
records will remain strictly confidential and are filed separately from personnel records.

VI. ADMINISTRATIVE POLICIES:

A. GOVERNANCE:

Governance involves the creation and evaluation of policies consistent with Landmark’s
institutional mission. This is the responsibility of the Board of Trustees and is
administered by the College President, assisted by the President’s Council. The ultimate
authority for decision-making rests with the Board of Trustees and the College President,
who shall solicit recommendations from faculty and staff through standing administrative



                                                                                        24
structures. The Landmark College system of management and governance includes a
participatory process that draws upon the expertise of persons who administer policies
and the insights of persons whose work is affected by those policies. The Faculty Senate
and the Staff Council are the major shared governance groups for faculty and staff. A
number of other standing committees exist that provide participatory opportunities for
Landmark community members in many areas of College activity. Committee members
may be elected or nominated, depending on committee structure. All members of the
Landmark community are encouraged to become involved in the governance process.

B. PUBLIC RELATIONS:

The Office of Marketing Communications is responsible for publicity and public
relations for the College. It serves as a clearinghouse for outside information concerning
students, faculty, staff, and the College in general. Marketing Communications is also
responsible for insuring that Landmark College and its image are presented in a
consistent and appropriate manner in various media. Employees should channel all
inquiries for information from the media to the Director of Marketing Communications.
Such inquiries will be assessed for sensitivity, the need for precise information, and a
final official statement. Publications representing Landmark College outside the
community should also be channeled through the Director of Marketing Communications
to insure the College is represented consistently and appropriately.

C. INTELLECTUAL PROPERTY POLICY

a. Copyrightable Works:

   1. It is the policy of the College to encourage faculty and staff members to undertake
      creative endeavors and to receive recognition for the copyrightable works
      resulting from these endeavors. A copyrightable work is a creative work subject
      to protection under the copyright laws of the U.S. or other countries. Copyright
      protection is available for most literary, musical, dramatic and other types of
      creative works, including, for example, both traditional works such as books,
      manuscripts, artistic works, movies, and television programs, and encoded works
      such as software and other technologies, used to support the electronic capture,
      storage, retrieval, transformation and presentation of digital data and information
      or to interface between digital forms and other communications and information
      media.

   2. Except as noted below, faculty members, staff members are ordinarily entitled to
      ownership of copyright and to receive any royalties or other income derived from
      copyrightable works that they have authored, including books, articles, films,
      cassettes, software, and works of art.

   3.    The College does not presently claim ownership of textbooks, class notes, and
        other scholarly works or publications in peer-reviewed and professional or trade
        journals authored by faculty, creative works such as poetry and novels, or artistic


                                                                                          25
       works created by faculty, even if these works might otherwise be considered
       "work made for hire." "Works made for hire" are generally copyrightable works
       created by an employee within the scope of employment. The College recognizes
       the traditional exception to works made for hire for scholarly works created by
       faculty.

   4. Notwithstanding Paragraphs 2 and 3 above, the College shall retain ownership in
      copyright and royalties or other income in the following instances:

        a. Whenever research or a related activity is subject to an agreement between a
           sponsor and the College that contains restrictions concerning copyright or the
           use of copyrighted materials, ownership of all resulting materials shall be
           handled in accordance with such agreement.

        b. Whenever the College allocates significant funds or facilities (including use of
           College-funded time, equipment, and personnel, but not use of library and
           other facilities available to the general public, and occasional use of office
           equipment and office staff) for any program or other efforts that may result,
           directly or indirectly, in the creation of works protected by copyright, the
           College and the faculty members, staff members, or students receiving the
           benefit of such funds or facilities shall enter into a written agreement
           expressly dealing with the ownership of copyright, royalties, and related
            matters. The execution of such a written agreement that is acceptable to the
            College shall ordinarily be a precondition for the allocation of such significant
            funds or facilities.

       c. Whenever any copyrightable works (including scholarly works) created by
          faculty members are used for distance education programs sponsored by the
          College, or otherwise using the College's name or facilities, such use shall be
          conditioned upon a written agreement setting forth the ownership and other
          rights of the parties contributing to the program.

       d. Whenever a work subject to copyright protection is created by a faculty or
          staff member as part of the individual's administrative responsibilities (for
          example, official College publications and reports) or by academic employees
          pursuant to a specific direction or assigned duty (other than the teaching of
          courses) from the College, the work shall be treated as a "work made for hire"
          and copyright ownership will be retained by the College.


b. Other Works:

It is the policy of the College to encourage faculty and staff members to undertake
research and scholarly activities in the pursuit of knowledge for the benefit and use of
society. Intellectual property developed by Landmark College faculty and staff in the
course and scope of their employment is presumed to belong to the College, unless


                                                                                           26
provided otherwise by this policy. Intellectual property includes works of authorship,
inventions and discoveries that may be subject to protection by patents, trademarks and
trade secrets. This section of the Intellectual Property applies to intellectual property
(other than copyrightable works) invented or developed by faculty, staff, students, and
any other persons affiliated with the College, while engaged in their activities associated
with the College.

   1. The College owns intellectual property that:

          Results from research carried on by, or under the direction of, any member of
           faculty, staff or the student body of the College and having all or part of the
           attendant costs paid from College funds or from funds under the control of or
           administered by the College; or

          Is made by any faculty or staff member of the College as a direct result of
            his or her duties with the College (subject to the traditional exception of
            scholarly works created by faculty as provided in the Copyright Policy); or

           Has been developed in whole or in part by any member of faculty, staff, or
            the student body or other person through the significant use of College
            resources or facilities (including but not limited to payment of salaries or
            wages to the individual by the College and/or use of College-funded time)
            unless such resources or facilities are available without charge to the public
            (such as use of the library ) or are available to the public subject to a use fee
            (not including tuition) which has been paid by the person seeking ownership
            of the intellectual property

   2. Individual-owned intellectual property includes that which:

          Did not result from research paid for by College funds or funds administered
           by the College; and

          Was not prepared by a College faculty or staff member as a result of his or her
           duties with the College (other than scholarly works as provided in the
           Copyright Policy); and

          Involved no significant use of College resources or facilities other than
           facilities or resources used without charge to the public, or which are available
           to the public subject to a use fee (not including tuition) which was paid by the
           person claiming ownership of the intellectual property.

   3. Rights to intellectual property created as a result of sponsored research will
      belong to the College, unless otherwise specified in the sponsored research
      agreement.




                                                                                            27
c.    Student Works:

      1. Students who create academic works while at the College (e.g., dissertations,
         theses, student projects) own the copyright to such works, unless: (a) the
         works qualify as works made for hire in the course of employment at the
         College; or (b) a written transfer of copyright is obtained.


      2. Students are frequently involved in the creation of works in consultation with,
         or under the supervision of, College faculty and staff. Such works may be
         related to coursework, research, extracurricular activities, or other College
         projects. In some circumstances, it is difficult to determine whether and to
         what extent students are acting as agents or employees of the institution.
         Accordingly, written agreements with students regarding copyright should be
         executed whenever the College or its representatives have any doubt about
         copyright ownership of student-created works in which the College believes it
         has ownership or other interests.

d.    Use of the College's Name, Seal, or Marks:

      1. Use of the College's name, seal, or marks in connection with works, other than
         by way of identification of the creators as faculty members, staff members, or
         students at the College, is itself use of a significant College resource, thus
         triggering an interest on the part of the College. Additionally, use of the
         College's name, seal, or marks can affect the reputation and academic standing
         of the institution. Faculty members, staff members, and students (as well as
         their respective departments and schools) may not participate in the creation
         or use of works that might give the impression of College sponsorship when
         there is none. Any use of the College name, seal, or marks (other than to
         identify creators by their titles or affiliations with the College) in connection
         with works created by faculty members, staff members, or students must be
         approved in advance by the College.

      2. Similarly, the College must approve in advance the use of its name, seal, or
         marks in connection with any works created under collaborative agreements
         with outside entities (other than to identify creators by their titles or
         affiliations with the College).



e. General

     1. This Intellectual Property Policy applies to intellectual property created,
        invented or otherwise developed by faculty, staff, students, and any other
        persons affiliated with the College, while engaged in their activities associated
        with the College.

                                                                                        28
       2. College faculty, staff members, students and any other persons affiliated with
          the College must promptly disclose in writing any intellectual property
          covered by this Policy to the College. The College will then determine
          whether the intellectual property is owned by the College or the individual in
          accordance with this Intellectual Property Policy. Disputes regarding
          ownership determination may be appealed to President, whose decision will
          be final.

       3. The President of the College or designee shall be responsible for administering
          the College’s Intellectual Property Policy.

       4. This Intellectual Property Policy is binding on all faculty, administrative staff,
          students, and any other persons affiliated with the College.

The College reserves the right to change its Intellectual Property Policy in the future.

E. COMPUTER AND NETWORK ACCEPTABLE USE POLICY

1. Introduction

   This acceptable use policy governs the use of computers and the network at
   Landmark College. As a user of these resources, you are responsible for reading
   and understanding this document. It is the policy of Landmark College that all
   members of its community act in accordance with these responsibilities and rules
   of conduct in the context of all existing laws (federal and state) and College
   regulations.

2. Rights and Responsibilities

   Computing and networking resources at Landmark College are provided for
   academic and administrative purposes in support of the College mission. The
   College network and the Internet can provide access to resources on and off
   campus and the ability to communicate with other users worldwide. Such open
   access is a privilege and requires that individual users act responsibly. Users must
   respect the rights of other users, respect the integrity of the systems and related
   physical resources, and observe all relevant laws, regulations, and contractual
   obligations. Since electronic information is easily copied and reproduced, users
   must exercise care in acknowledging and respecting the work of others through
   strict adherence to software licensing agreements and copyright laws.




                                                                                           29
3. Existing Legal Context

  All existing laws (federal and state) and College regulations and policies apply,
  including not only those laws and regulations that are specific to computers and
  networks, but also those that may apply generally to personal conduct.

   Users do not own the network accounts provided to them by the College, but are
   granted the privilege of exclusive use. Employees should have no expectation of
   privacy in the use of any College computer or network. The College does not
   intend to act as a censor of information but reserves the right in its sole discretion
   to inspect files or e-mail without advance notice and take appropriate action if
   there is reasonable belief that there has been intentional or inadvertent disruption
   to the College’s network or other shared resources or if there is suspected
   violation of College policies or applicable laws.

   For example, system administrators may examine or make copies of files that are
   suspected of misuse or violation of these policies or that have been corrupted or
   damaged. User files may be subject to search by law enforcement agencies under
   proper procedures or when properly requested, subpoenaed or ordered by a court.
   In addition, all messages created, sent, or retrieved over the Internet or the
   College's systems, including its mail system, GroupWise, are the property of the
   College.

   Any computer, networking device, telephone, copier, printer, fax machine, or
   other technology which is owned, licensed or leased by the College is subject to
   College policies. In addition, any technology which connects directly to College
   data or

   telephone networks, connects directly to a computer or other device owned or
   operated by the College and/or otherwise uses or affects College information
   technology facilities is subject to this acceptable use policy.

   Misuse of computing, networking or information resources may result in the loss
   of computing and/or network access, and may lead to disciplinary action, up to
   and including termination of employment. Additionally, misuse can be prosecuted
   under applicable statutes. Users may be held accountable for their conduct under
   any applicable College policies and procedures. Illegal production of software and
   other intellectual property protected by U.S. copyright law is subject to civil
   damages and criminal punishment including fines and imprisonment.

   Other organizations operating computing and network facilities that are reachable
   via the Landmark network or intranet may have their own policies governing the
   use of those resources. When accessing remote resources from Landmark
   facilities, users are responsible for obeying both the policies set forth in this
   document and the policies of the other organizations.




                                                                                            30
4. Enforcement

   Repeated minor infractions or misconduct may result in the temporary or
   permanent loss of computer access privileges, and may result in disciplinary
   action up to and including termination of employment.. In addition, offenders may
   be referred to the appropriate College office for further action.

   Any offense, which violates local, state, or federal laws may result in the
   immediate loss of all College computing and network privileges and will be
   referred to appropriate College offices and/or law enforcement authorities.

   The College reserves the right to limit or restrict access to the Internet or to its
   network-based information technology resources on the basis of job function,
   institutional priorities, bandwidth constraints, or College policies. The College
   also reserves the right to examine material stored on or transmitted through its
   facilities if there is cause to believe that the standards for acceptable and ethical
   use are being violated by a member of the College community.

   Faculty, staff, and students should be aware that even when a message is erased or a
   visit to a Web site is closed, it is still possible to recreate the message or locate the
   Web site. Accordingly, all communications, including text and images, may be
   disclosed to College administrators or law enforcement officers without prior consent
   of the sender or the receiver. Again, there should be no expectation of privacy in the
   use of the College network or computers.


5. Conduct Which Violates this Policy

   It is not acceptable for faculty, staff, and students . . .


          To use a login name and password assigned to someone else or to share an
           exclusively assigned login name and password with someone else.

          To use excessive network bandwidth. Bandwidth use is considered excessive
           when it significantly affects the speed of the network for other users, or is well
           above average usage for extended periods of time.

          To violate copyright laws and their fair use provisions through inappropriate
           reproduction and/or distribution of copyrighted music, especially MP3 files,
           movies, computer software, images, etc.

       ● To use applications that hinder or interferes with the use of the network by
         others. For example, excessive use of applications that use an unusually large
         portion of bandwidth for extended periods of time (e.g., peer-to-peer network
         file sharing applications such as BitTorrent, Gnutella, Edonkey, etc. and


                                                                                           31
    network gaming such as Quake, Call of Duty, World of Warcraft, Steam
    platform, etc.).

   To use the campus network to gain unauthorized access to any computer
    systems.

   To connect unauthorized equipment to the campus network, this includes web
    or other servers, hubs, switches and wireless access points.

   To attempt to circumvent data protection schemes or uncover security loop
    holes. This includes creating and/or running programs that are designed to
    identify security loopholes and/or decrypt intentionally secure data.

   To associate an unapproved domain name with a Landmark owned IP address.

   To knowingly or carelessly perform an act that will interfere with the normal
    operation of computers, terminals, peripherals, or networks.

   To knowingly or carelessly run or install on any computer system or network,
    or give to another user, a program intended to damage or to place excessive
    load on a computer system or network. This includes, but is not limited to,
    programs known as computer viruses, Trojan Horses, and worms.

   To install personal software on a college-owned computer including
    applications, screen savers, and other utilities not sanctioned by the College.

   To deliberately waste or overload computing resources, such as printing too
    many copies of a document on College owned printers.

   To violate terms of applicable software licensing agreements or copyright
    laws.

   To use College resources for commercial activity, such as creating products or
    services for sale or hosting commercial web sites (personal items for sale or
    rent may be posted on the digest in compliance with the Digest and Broadcast
    E-Mail policy).

   To use electronic mail to harass or threaten others. This includes sending
    repeated, unwanted email to another user.

   To run, play, or download games on a public computer.

   To send unauthorized broadcast messages to all or part of the Landmark
    community. Example: Sending a mass message to all faculty, staff, or students
    that bypasses the compiled Faculty, Staff, and Students Messages that are sent
    in digest form.



                                                                                      32
          To forge the identity of a user or machine in an electronic communication.

          To transmit or reproduce materials that are slanderous or defamatory in
           nature, or that otherwise violate existing laws or College regulations.

          To display sexually explicit or sexually harassing images or text in a public
           computer facility or location that can be in view of others.

          To attempt to monitor or tamper with another user's electronic
           communications, or read, copy, change, or delete another user's files or
           software without the explicit agreement of the owner.

          To use the College’s technology resources after employment has ended,
           student status has been terminated or system privileges have been suspended,
           curtailed or terminated, unless specifically authorized in writing. Alumni
           however may use on-line or other resources made available to alumni.

          To damage, deface, alter, or remove any College computing equipment from
           campus without authorization.

          To leave a public lab or Library computer without logging out.

6. E-Mail - Provisions of Service

          All faculty, staff, students, alumni, and affiliated persons qualify to receive an
           e-mail account.
          E-mail accounts are extended for the sole use of faculty, staff, students,
           alumni, and other appropriately authorized users to foster communications
           consistent with College affairs.
          E-mails accounts will be disabled for an employee at his or her termination
           date and for students upon withdrawal or expulsion from the College or six
           month after graduation College e-mail accounts and services are College
           facilities, property, and resources as those terms are used in College policies
           and applicable law.
          Access to College e-mail services is a privilege that may be wholly or
           partially restricted by the College without prior notice and without the consent
           of the e-mail user: (a) when required by and consistent with applicable law or
           policy; (b) when there is a reasonable suspicion that violations of policy or
           law have occurred or may occur.
          In a case where unacceptable use severely impacts performance or security, in
           order to sustain reasonable performance and secure services for the rest of the
           community, the College may immediately suspend an individual's access
           privileges.




                                                                                           33
         E-mail users are required to comply with state and federal law, College
          policies, and normal standards of professional and personal courtesy and
          conduct.
         Users agree by virtue of access to the College's computing and e-mail
          systems, to indemnify, defend, and hold harmless the College for any suits,
          claims, losses, expenses or damages, including but not limited to litigation
          costs and attorney's fees, arising from or related to the user's access to or use
          of College e-mail and network systems, services, and facilities.

7. E-Mail - Unauthorized Access

   The following constitute unauthorized forms of access:
       Permitting anyone to send e-mail using an account owned by someone else
       Sending e-mail using another user's account
       Attempting to disguise the e-mail address from which an e-mail account
          holder’s message is sent or the identity of the sender

8. E-Mail - Inappropriate Content

   Acceptable use of e-mail is based on common sense, respect for others, and civility
   applied to the electronic communications environment. The e-mail system may not
   be used to transmit sexually explicit images or messages that may be reasonably
   construed as harassment nor may it be used for any communications that contain
   ethnic slurs, racial epithets, or anything that may be reasonably construed as
   disparagement of others based on race, national origin, sex, sexual orientation, age,
   disability, or religious or political beliefs. Moreover, it is important to note that the
   perception or reaction of the recipient is a major factor in determining if a specific
   communication is harassing, offensive, defamatory, or abusive. Various federal and
   state laws and College policies apply to this requirement.

   Additionally, an e-mail message is, for legal purposes, treated as a written record, and
   is therefore subject to all the normal legal restrictions on such records, including
   copyright and intellectual property laws. Any e-mail message which exposes the
   sender and/or the College to legal action may also result in corrective action by the
   College.

   If an e-mail account holder receives an e-mail message that he or she considers
   offensive, he or she may direct his or her concerns to the supervisor for the
   operational unit in which the suspected violation occurs or to Director of Human
   Resources. Students may direct concerns to their Residential Dean. The appropriate
   College authorities and/or law enforcement agencies will investigate violations.

   If an e-mail account holder has been requested by another account holder (via e-mail
   or in writing) to refrain from sending e-mail messages to him or her and the request is
   reported to the appropriate authority or to techsupport@landmark.edu, the recipient

                                                                                               34
   of this request is prohibited from sending any further messages to the requester until
   such time as he or she has been notified by the appropriate authority that such
   correspondence is permissible. Failure to honor such a request shall be deemed a
   violation of this policy.

   Although the College does not monitor or read e-mail of users as a matter of course,
   the appropriate College authority reserves the right in its sole discretion to examine e-
   mail messages without prior notice or authorization from sender or recipient.

   If an e-mail account holder receives e-mail from outside the College that he or she
   regards as offensive or potentially illegal, he or she should report the matter to
   techsupport@landmark.edu. The Help Desk will refer the matter to appropriate
   authorities.

9. E-Mail - Privacy and Confidentiality

   College policy and secure passwords provide good but not complete assurance of the
   privacy of users e-mail messages. Since the confidentiality of e-mail cannot be
   assured, and such confidentiality may be compromised by unintended redistribution
   or forwarding, users should exercise extreme caution in using e-mail to communicate
   confidential or sensitive matters, and should not assume that their e-mail is private or
   confidential.

   The College does not monitor or read e-mail of users as a matter of course. However,
   the College reserves the right in its sole discretion to examine mail messages without
   prior notice or authorization from sender or recipient.


10. E-Mail - Retention

   The College considers its e-mail system to be a communication tool and not a long
   term storage medium. As such, users may retain e-mail on the College’s e-mail
   system for up to six months. After six months, e-mail is deleted through an automated
   procedure without user notification. Users are strongly encouraged to delete transitory
   or personal e-mail messages that no longer have value on a more frequent basis.

   A complete backup of the College’s e-mail system is performed once per week as
   well as before and after major upgrades. Backups are retained for one week and are
   designed for system-wide disaster recovery and not for recovery of individual
   accounts or individual e-mail. Users are responsible for archiving to other medium or
   printing e-mail or attachments that they desire to retain for longer than six months
   (see archiving instructions on the ITS web site).

   It is the College’s policy to retain certain College documents for defined periods,
   depending on the type of record. E-mail and attachments may fall within the scope of
   the College’s retention policy. Electronic documents, including but not limited to


                                                                                          35
   employment records, student grades and evaluations, and documents pertaining to
   business transactions, are subject to the same retention requirements as paper
   documents, and therefore should be archived electronically or printed, and maintained
   according to the College’s retention policy.

   Users are responsible for evaluating content and managing their e-mail and
   attachments on the College’s e-mail system in compliance with this acceptable use
   policy and the College’s retention policy.


G. USE OF SOCIAL MEDIA

The College recognizes the growing use and significance of social media and respects an
employee’s choice to use it. However, the use of social media during work time for non-
College related business is prohibited. In addition, the misuse of social media at any time
(whether or not on College equipment), if such misuse relates to, is connected with or
impacts one’s job performance, is prohibited.

Guidelines for responsible use of social media include but are not limited to the
following:

      Employees are prohibited from disclosing information on any social media
       network that is confidential or proprietary to the College;
      Employees are prohibited from displaying the College logo on any social media
       network without permission from the College;
      Employees who discuss the College or its work on any social media network must
       simultaneously disclose his/her employment relationship with the College, unless
       the specific communication is deemed otherwise appropriate by the College;
      If you associate yourself with the College in any way by a web presence that you
       also use personally, you must make it clear that you are speaking for yourself and
       not on behalf of the College. In those circumstances, you may want to include
       this disclaimer: “The views and opinions expressed on this [blog; website] are my
       own and do not reflect the views of my employer.”
      In your communications, use good judgment, be mindful of accuracy and be
       respectful and professional to everyone;
      Employees are prohibited from making statements about the College and their
       coworkers that could be considered reasonably as harassing, threatening, libelous,
       or defamatory;
      Employees are prohibited from acting as a spokesperson for the College or
       posting comments as a representative of the College, unless specifically
       authorized to do so by the College;
      Employees are prohibited from sharing any communication that engages in
       harassment, unfounded accusations, or remarks that would contribute to a hostile
       work environment (racial, sexual, religious, etc.), as well as any behavior not in
       agreement with the College’s policies.



                                                                                         36
The College, in its sole discretion, may view and monitor an employee's publicly
available social media sites or review employees’ use of social media sites accessed
through College-provided hardware or systems without consent or previous approval. An
employee should have no expectation of privacy in such social media. An employee who
is responsible for a social media posting that fails to comply with the guidelines set forth
in this policy or that otherwise causes harm to the College or its work may be subject to
discipline or termination of employment.

H. FACULTY STAFF DIGEST, PERSONAL BULLETIN and BROADCAST E-
MAIL POLICY

Purpose: The Faculty Staff Digest, Personal Bulletin, and broadcast e-mails are among
several modes of electronic communication available to facilitate the dissemination of
information within Landmark College. This policy outlines the appropriate use for each
of these modes.

Scope: All Landmark College faculty, staff, and students.

Policy Statement: The daily Faculty Staff Digest enables faculty, staff, and students to
disseminate important College-related messages (e.g., posted positions, college events,
sporting activities, student events, network maintenance) that are intended to be shared
with the faculty and staff community. The weekly Personal Bulletin enables faculty,
staff, and students to communicate personal items of interest and community events in
the area (e.g., items for sale, need a ride, house for rent, events and activities in local
towns) to the faculty and staff community.


Use of the College’s Digest and Personal Bulletin system is subject to the following
conditions:
  ● Faculty Staff Digest messages are limited to College-related information for faculty
     and staff. Personal messages or area community events must be posted in the
     Personal Bulletin.
  ● Messages must be sponsored by a current Landmark College employee or student.
  ● Messages must comply with guidelines concerning acceptable use and content as
     described in the College’s Computer and Network Acceptable Use Policy.
  ● Messages related to medical information or health warnings may only be posted by
     the Health Services or Human Resources departments.
  ● The Digest and Bulletin may not be used to reply to prior messages or for threaded
     discussions.
  ● Messages that do not comply with these conditions will not be posted.

Broadcast e-mail is used for the purpose of disseminating single e-mail messages of
highly time-sensitive and important College information of broad significance to staff,
faculty, and/or students on an as-required basis (e.g., safety and other alerts, early
closings, major College announcements). Broadcast e-mails are not designed to displace
the use of the Faculty Staff Digest. To foster appropriate use, distribution of broadcast e-


                                                                                          37
mails is restricted to President’s Council members or designees. Unauthorized use of
broadcast e-mails without the approval of President’s Council is a violation of this policy.

Procedures:
 1) To post a message to the Faculty Staff Digest, compose the message to be
     communicated in an e-mail addressed to Faculty Staff Digest. Include the message
     topic in the e-mail subject line. Submissions to the Faculty Staff Digest must be
     received by 2:00pm to be distributed that same day. Submissions received after
     2:00pm will be distributed the following work day.
 2) To post a message to the Personal Bulletin, send the message to be communicated
     in an e-mail addressed to Personal Bulletin. Include the message topic in the e-
     mail subject line. Submissions to the Personal Bulletin must be received by 2:00pm
     on Wednesday to be included in that week’s bulletin.
 3) Personal signatures, including privacy statements, quotes, and contact information,
     should not be included in the e-mail messages sent to the Digest or Bulletin. To
     ensure that messages can be sent without such a signature, e-mail signatures should
     be set up as optional at the time of sending. Within GroupWise, click on Tools 
     Options  Environment  Signature  then check ‘Prompt before adding’.

Responsibility: All management personnel are responsible for promoting an
understanding of the policy and for overseeing compliance within their respective
departments. The ITS department is responsible for the technical implementation of the
Digest, Bulletin, and distribution lists.


I. STUDENT DIGEST POLICY

Purpose: The Student Digest is among several modes of electronic communication
available to facilitate the dissemination of information to our Landmark student
community. This policy outlines the appropriate use of the Student Digest.

Scope: All Landmark College faculty, staff, and students.

Policy Statement: The daily Student Digest enables faculty, staff, and students to
disseminate important College-related messages (e.g., sporting activities, student events,
library notifications, student meetings) that are intended to be shared with the student
community.

Use of the Student Digest system is subject to the following conditions:
 ● Digest messages are limited to College-related information for students.
 ● Messages must be sponsored by a current Landmark College employee or student.
 ● Messages must comply with guidelines concerning acceptable use and content as
     described in the College’s Computer and Network Acceptable Use Policy.
 ● Messages related to medical information or health warnings may only be posted by
     the Health Services or Human Resource departments.
 ● The Digest may not be used to reply to prior messages or for threaded discussions.


                                                                                          38
 ● Messages that do not comply with these conditions will not be posted.

Procedures:
1) To post a message to the Student Digest, compose the message to be communicated
    in an e-mail addressed to Student Digest. Include the message topic in the e-mail
    subject line. Submissions to the Student Digest must be received by 2:00 pm to be
    distributed that same day. Submissions received after 2:00 pm will be distributed the
    following week day.
  2) Personal signatures, including privacy statements, quotes, and contact information,
      should not be included in the e-mail messages sent to the Digest. To ensure that
      messages can be sent without such a signature, e-mail signatures should be set up as
      optional at the time of sending. Within GroupWise, click on Tools  Options 
      Environment  Signature  then check ‘Prompt before adding’.

Responsibility: The Student Affairs Office is responsible for promoting an
understanding of the policy and for overseeing compliance by the students. The ITS
department is responsible for the technical implementation of the Digest, Personal
Bulletin, and distribution lists.

J. ACADEMIC REGALIA POLICY:

It is the policy of Landmark College that faculty, senior administration, and other staff
designated by senior administration, wear appropriate academic regalia to formal College
academic events such as commencement, convocation, and on special occasions as
indicated by the President. Academic regalia consists of a robe, cap, and hood symbolic
of the highest degree held by the wearer, as well as the school where, and discipline in
which, the degree was obtained.

All faculty, senior administration, and other staff designated by senior administration will
be assigned an appropriate robe, if they do not already possess one. The College will
purchase one robe and one cap for each employee requiring one. The robe and cap will
remain the property of the College and are to be returned to the Office of Human
Resources in the event the faculty or staff member leaves the College. Robes and caps
may be ordered through the Office of Development, Alumni and Relations. Hoods are the
responsibility of the individual. Questions regarding this policy can be addressed to either
the Office of Human Resources or the Office of Institutional Advancement.

K. ATTENDANCE AT ACADEMIC EVENTS:

It is an expectation of faculty employment that the faculty member attend Landmark
College academic events, such as commencement, convocation, and other Landmark
College academic events that involve students with whom they are directly working or
have worked.




                                                                                          39
L. POLICY ON CHILDREN IN THE WORKPLACE:

Landmark College is an institution with the specific mission to educate college students
with dyslexia, attention deficit disorders, and other specific learning disabilities. As an
educational community, Landmark takes pride in the collegial and cooperative
relationships of all members of the Community, including the families of Landmark
employees. While we wish to maintain the spirit of a family friendly atmosphere at
Landmark, we cannot lose sight of our specific mission in educating students. We
recognize from time to time that the need to bring children of employee’s on campus
during working hours may be unavoidable, but it also can, at times, be disruptive to the
educational process. We ask that faculty and staff limit bringing their children to
Landmark to unusual circumstances and adhere to the following guidelines;

      All children of LMC faculty and staff members who accompany their parent to
       work will have on their person some sort of identifying document. That document
       should state the child’s and parent’s name.
      LMC faculty and staff members must keep their children under their own direct
       supervision at all times.
      LMC faculty and staff members are responsible for the actions of their children
       while on campus and will be held responsible for any damage incurred by their
       children here on campus.
      Only children of LMC employees are allowed to accompany the parent to work.
      Children who are not able to attend school or daycare due to illness are not to be
       brought to work.

M. SOLICITATION POLICY:

This policy is intended to establish guidelines for groups and individuals who wish to
solicit or advertise on the Landmark College campus.

Statement of Policy

Landmark College prohibits business or trade solicitation on College property without
prior written approval of the College. This includes direct sales of merchandise or
services on College property, or the solicitation of charitable contributions from students,
faculty and/or staff on College property.

Solicitation and/or distribution of literature to or by faculty and staff is prohibited during
working time. Working time does not include meal periods, authorized breaks, or any
other specific period when employees are not properly engaged in the performance of
work duties.

The Director of Human Resources, as designated by the President, may grant or deny
approval for any business, organization, or individual (other than a student) to solicit on
any property owned by Landmark College. Current students, who wish to engage in
solicitation of any type, should direct that request to the Dean of Students, for approval.

                                                                                              40
Except in unusual circumstances, as determined by the Director of Human Resources,
any business, organization, or individual seeking approval for solicitation on College
property must secure the sponsorship of a Landmark College department or officially
recognized organization. The sponsoring party must complete and submit an
“Application for Solicitation” to the Director of Human Resources at least 10 business
days prior to the required date of the solicitation.

If approval is granted, a copy of the application will be sent to the Department of Safety
and Security for informational purposes. Anyone found soliciting on College property
without the proper approvals will be escorted from campus by Safety and Security
personnel.

N. PARKING:

Landmark College provides parking facilities for students, staff, faculty and guests.
New faculty and staff members are issued a parking sticker that indicates in which of the
College lots a vehicle is authorized to park. The sticker is to be displayed in the lower
driver side front windshield. Faculty and staff are expected to follow the posted driving
rules and park in appropriate lots/spaces. Parking stickers for new vehicles can be applied
for in the Office of Human Resources. The College assumes no responsibility or liability
for any damage to or theft from any vehicle parked on College property.

O. DOGS ON CAMPUS:

Other than service animals, as that term is defined under the law, Dogs and other pets are
not allowed on the College campus. Faculty and staff members should not bring pets to
campus including those that may be left in an employee’s vehicle. Individuals that violate
this policy may be subject to disciplinary action. There are limited exceptions to this
policy for programmatic need. All requests for exceptions must be addressed in writing to
the Office of Human Resources.

P. COLLEGE TRASH DUMPSTERS:

It is the Policy of Landmark College that no individual, regardless of affiliation with the
College, shall remove items from the dumpsters placed on campus for the purpose of
removal of waste. Faculty and staff members are also prohibited from bringing household
trash to the College for disposal in College maintained dumpsters. Any individual found
violating this policy will be subject to disciplinary action.

Q. POLICY REGARDING ISSUANCE OF KEYS TO BUILDINGS

It is our general approach to permit access to particular buildings by faculty with offices
in those buildings after regular business hours. In cases where this is permitted, keys are
issued to the faculty member (or in the case of buildings with combination or other access
locks, combinations are issued).


                                                                                         41
Keys are also issued to certain staff members with offices or work responsibilities within
particular buildings, and master keys are issued to certain staff whose work
responsibilities require access to buildings for emergencies or other purposes.

Continuing access, and the existence of this program, depends upon appropriate practices
by building users. Employees must be careful to lock buildings after their use, to turn off
lights and equipment, and to maintain security by not permitting others into the building
who do not have similar access privileges.

Because of their unique qualities, contents, safety or liability risks, or other factors,
certain areas and buildings on campus are only available for use during the normal
business hours of the particular facility. These include:

The Academic Resource Center
The Click Family Sports Center
The Strauch Family Student Center

Keys to these buildings are only issued to staff with direct responsibilities for the contents
or programs within the building. The College will charge an employee $25 for the
replacement of any key issued to and lost by that employee. All losses must be reported
immediately to the Director of Facilities.

R. MISCELLANEOUS ADMINISTRATIVE POLICIES:

The College has administrative policies covering payment of guest fees for meals,
reimbursement of travel expenses, use of College telephone and credit cards, purchasing
of equipment, criminal background checks, parking, and other administrative practices.
Information about these practices is available from the appropriate administrative unit.

VII. EMPLOYMENT:

A. EMPLOYMENT OF RELATIVES/NEPOTISM:

Landmark College does not prohibit the employment of related individuals. The College
does however, prohibit a faculty or staff memberemployees from directly supervising
their spouses, civil-union partners, domestic partners, or other family members. This rule
is intended to avoid conflicts of interest and the appearance of favoritism and/or bias. In
addition, faculty and staff members should not participate in institutional decisions
concerning the employment of, or issues related to, the employment status of related
individuals. In all cases where related individuals are employed by the College, faculty
and staff members will be expected to act independently and objectively in all matters
concerning their employment including but not limited to salary, promotion, performance
evaluation, work assignments, or other working conditions.




                                                                                            42
If an faculty or staff member becomes involved in a significant relationship with another
faculty or staff member where there is supervisory responsibility, or if through
reorganization or transfer an individual reports to someone with whom he/she has a
significant relationship, both parties have an obligation to inform the Director of Human
Resources, who will work with the supervisor to resolve the conflict.

B. INITIAL PERFORMANCE REVIEWS; SIX MONTH PROBATIONARY
PERIOD:

All newly hired staff members work on a probationary basis for the first six months. An
staff member is encouraged to take advantage of this period to determine whether the
position meets one's expectations and to get clarification concerning responsibilities. The
College will use this period to evaluate an individual's capabilities and work habits.
Either the College or the staff member may end the employment relationship at will, with
or without cause or advance notice, during and after the probationary period. The
probationary period does not alter or modify the at-will nature of the employment
relationship.

If a staff member is absent from work for any significant time during the first six months
of employment, the probationary period will be automatically extended by the length of
the absence. In addition, if the College determines that it has not had sufficient time for a
thorough evaluation of an individuals’ performance, it may choose to extend the
probationary period for a specified length of time. The staff member’s supervisor will
notify him/her of any extension, its length, and reason.

Probationary employment status does not affect eligibility for employer-provided
benefits. The terms and conditions of each staff member’s hire and work schedule
determine eligibility for such programs.

If newly hired, rehired or promoted, a staff member may receive a performance appraisal
after 90 days and/or at the completion of the probationary period. Subsequent merit
reviews occur annually on July 1st. These suggested intervals do not affect the College’s
at-will employment policy in any way. Generally staff members are not eligible to apply
for employment opportunities in other departments until the probationary period has been
successfully completed and the individual has attained at least one year of service.

C. ANNUAL EVALUATION:

Generally, all Landmark staff are formally evaluated at least annually on July 1st. In most
instances this evaluation is performed by the individual’s direct supervisor, but in some
cases annual evaluations may be derived from several sources. Faculty are evaluated
under methods developed by Academic Affairs, such as the Faculty Self-Evaluation
Program. Faculty members should direct questions on faculty evaluation to the Academic
Affairs Department.




                                                                                           43
D. PERSONNEL FILES:

Personnel files and records are maintained by the College and are the property of the
College. Personnel files and records are confidential. Faculty and staff members can
request through the Director of Human Resources to review their personnel files and/or
records. Files and records must be reviewed in the Office of Human Resources . Material
may not be removed from Personnel files without the approval of the Director of Human
Resources.

E: APPOINTMENT/EMPLOYMENT AGREEMENTS:

Faculty members are provided with annual or multi-year employment agreements
pursuant to the terms of the College’s Policy on Faculty Rank and Promotion, which is
available on the Landmark College Intranet. In instances where a faculty member already
has a multi-year employment agreement in effect, notification letters will be issued
stating salary, rank and reappointment application date for the coming academic year.
 Staff employees are not issued employment agreements. In conjunction with their annual
performance evaluations, staff employees will receive notification letters stating the rate
of salary or hourly wage that will apply during the coming year and the amount of any
salary or wage rate increases scheduled during the year.

F. COMPENSATION:

Landmark College strives to pay fair and equitable wages to each individual., based upon
factors such as the responsibility and complexity of the position, educational/training
requirements, experience required, independent judgment, and effort, as well as internal
and external equity between positions. Salaries are reviewed annually and adjusted within
the financial means of the College and other appropriate factors as determined at the
College’s discretion.

G. PAYDAY:

Payroll is bi-weekly on every other Wednesday. Paychecks may be picked up in the
Business Office. Direct deposit of the entire net pay amount to a single financial
institution is available.

H. SHIFT DIFFERENTIAL:

A shift differential will be paid to hourly employees assigned to second or third shifts on
a regular (not limited) basis. Shift differential is applied to actual hours worked only and
is not applied to vacation, health-related, extraordinary, holiday, call-in or any other non-
worked hours.




                                                                                           44
I. EMPLOYMENT CLASSIFICATION:

Under the Federal Fair Labor Standards Act and similar Vermont law, employees are
either classified as hourly (non-exempt) or salaried (exempt), as follows;

1. Hourly (Non - Exempt):

Hourly employees are paid by a per hour wage. The normal full-time workweek generally
runs from Monday through Friday and consists of 40 hours of work with a paid half-hour
lunch. If an hourly employee is requested by his or her supervisor to work more than 40
hours in a given week, he or she would qualify for overtime pay at the rate of one and
one-half the employee’s regular rate for overtime hours. Overtime hours must be
approved by the supervisor, prior to being worked.

2. Salaried (Exempt):

Salaried positions carry with them responsibilities that from time to time require the
individual to work hours exceeding forty per week. Executive, Administrative, and
Professional employees are exempted from the overtime provisions of the Federal Fair
Labor Standards Act and similar Vermont law.

The College does not make deductions from the salary of exempt employees that are
prohibited by the FLSA. If an exempt employee has a concern or complaint about a
deduction that he or she feels is inappropriate, he or she should contact the Director of
Human Resources. If a deduction is found upon review to have been improper, the
College will take appropriate remedial action, which will include, for example,
reimbursement for the inappropriate deduction.


J. EMPLOYMENT DEFINITIONS:

1. Regular Full -Time:
An Administrative Staff Employee working the Administrative Calendar with scheduled
hours of at least 30 hours per week or a Member of Faculty working the Academic
Calendar and carrying at least a 2/3rds load. Regular full-time employees are eligible to
participate in the full Landmark College benefit program.

2. Regular Part -Time:
An Administrative Staff Employee working the Administrative Calendar with scheduled
hours of less than 30 hours per week or a Member of Faculty working the Academic
Calendar and carrying less than a 2/3rds schedule. Regular part-time employees are
eligible for pro-rated time off benefits only, and are not eligible to participate in other
aspects of the Landmark College benefit program.


                                                                                          45
3. Limited Part-Time:
Any individual, either Administrative or Faculty, hired for a limited assignment or a
limited period of time. Typically, limited part-time employees are not eligible for fringe
benefits.

4. Adjunct:
A member of Faculty hired at a fee to teach a specific course or courses or to perform
educational responsibilities that do not constitute a full-time position, but may be a
continuing requirement of, and/or enhance the Academic Program, per the Adjunct
Faculty Policy, which follows.

K. ADJUNCT FACULTY POLICY:

1. INTRODUCTION:
In order to meet its mission, Landmark College must have the ability to augment the
faculty in order to provide coverage through the hiring of adjunct instructional faculty
members for a number of reasons including; classes with relatively low student demand;
classes offered at a time when full-time faculty members may not be available to work;
classes normally taught by a full-time faculty member who is currently on leave; classes
taught on a short-term grant or contract basis; or classes added to account for sudden
growths in enrollment.

2. POLICY:
When a department identifies the need to hire an adjunct instructor based on the
guidelines for adjunct instructional faculty, it notifies the Vice President for Academic
Affairs, who will consult as appropriate with the President of the College, the Vice
President for Finance, and the Director of Human Resources.
On approval by the Vice President for Academic Affairs, a department group appointed
by the department chair will direct the hiring process in consultation with the Academic
Dean. Following a recommendation from the departmental group, the Vice-President for
Academic Affairs makes a recommendation to the President, who makes the final
appointment.

The faculty status granted with the adjunct appointment gives the appointee an official
affiliation with Landmark College in exchange for an academic contribution.
Adjunct instructional faculty hired in this fashion do not typically hold rank, are not
eligible for promotion, and do not participate in the employee benefit program. Adjunct
appointments are typically made for one semester or one year and may be renewed if the
appropriate guidelines are met; renewal is not guaranteed. If an individual is hired as a
full-time adjunct for two contiguous semesters and a third full-time semester is offered,
that individual will become a regular member of faculty with full benefits.

Initial appointment or renewal must be accompanied by a formal letter of appointment
that names each person to whom the adjunct faculty reports and states, in a general way,
the services the adjunct faculty member will provide.


                                                                                             46
3. GUIDELINES FOR ADJUNCT INSTRUCTIONAL FACULTY:
The qualifications of an adjunct faculty member in terms of training and experience shall
normally be comparable to those of the regular faculty performing similar services.
Adjunct faculty members may be professionals in the community, staff or management
employees of the College, other scholars and scientists, or visiting professors.
The following guidelines apply to adjunct instructional faculty:

      Adjunct faculty members are accorded the same protections of academic freedom
       and are held to the same level of professional responsibility as are full time
       members of the faculty.
      Adjunct faculty members shall receive appropriate information concerning
       institutional policies, procedures, expectations, and support.
      Adjunct faculty members shall receive appropriate information about their duties
       and responsibilities and specific information about course content, syllabi,
       methodologies, and expected learning outcomes for students.
      Adjunct faculty members shall be evaluated regularly. Such evaluation will be a
       basis for possible continuing employment.
      Adjunct faculty members should receive mentoring and other appropriate
       supervision and training from academic department chairs/directors, as well as
       opportunities to participate in professional development activities.
      At the discretion of individual departments or divisions, adjunct faculty members
       may participate in a limited capacity in faculty governance and may serve on
       committees.
      Adjunct faculty members should be included in the planning of academic
       activities whenever possible, in order to ensure their understanding of the
       academic mission and goals of the unit and the context of their role therein.
      Adjunct faculty do not participate in the Landmark College Benefit Program.

In addition, the department or program recommending appointment of adjunct faculty
must be prepared to demonstrate that the appointment meets the following guidelines:

      A person with equivalent qualifications is not readily available from among the
       regular faculty.
      The qualifications of the adjunct faculty are equal to those needed for a regular
       academic appointment for similar service.
      The use of the adjunct faculty member will not adversely affect the FTE and
       resource positions of Landmark College.

The Vice President for Academic Affairs/Dean of the College, in conjunction with the
Director of Human Resources, is responsible for assuring that these guidelines are met as
part of the approval process.




                                                                                           47
L. CORRECTIVE DISCIPLINE/TERMINATION:

1. CORRECTIVE ACTION PLANS:
Corrective discipline is sometimes required to make an employee aware that his/her
performance or conduct is unacceptable. This can normally be achieved through
evaluation, discussion, and counseling. In more difficult cases, it may require that the
employee and the College enter into a Corrective Action Plan. A Corrective Action Plan
will consider the specific performance/conduct problem(s) involved and set up a clear set
of expectations. Some Corrective Action Plans may state minimum timetables for
improvement, others may prohibit any recurrence of the problem(s) at issue, and others
may contain a combination of these, or other, features. Corrective Action Plans will be
tailored to the needs of a particular situation, at the College’s discretion.

It is the goal of a Corrective Action Plan to effectively address concerns so that the
individual employee can improve performance and/or conduct to an acceptable level. It is
within the discretion of the College to determine whether a Corrective Action Plan is
appropriate to resolve a performance issue. In accordance with the College’s at-will
employment policy, the College may in its discretion decide to terminate an employment
relationship or impose disciplinary sanctions without using the corrective action process.
Probationary employees are not offered Corrective Action Plans.

Employees in the corrective action process are on probation and do not carry the status of
employee in good standing; such employees are not eligible to apply for Rank &
Promotion, bid on work opportunities, including open positions, optional summer work,
etc., or carry other similar rights of employees in good standing.

2. TERMINATION:
 a. Faculty:

Although faculty members are generally employed pursuant to terms of the College’s
Policy on Faculty Rank and Promotion, the College may, notwithstanding any such
agreement and the terms of the Policy on Faculty Rank and Promotion, terminate a
faculty member’s employment during the agreement term for cause, which includes but is
not limited to: (1) misconduct, such as abuse of authority, theft, breach of confidentiality,
deliberate misrepresentation, refusal to perform expected duties, etc.; and (2) Ineffective
job performance and or teaching performance.

Notwithstanding any individual faculty employment agreement and/or the Policy on
Faculty Rank and Promotion, faculty employment agreements may also be rescinded or

terminated due to financial exigency or discontinuance of a program, administrative
function, service, or department of instruction. Termination of employment or
employment agreements cannot be grieved.




                                                                                          48
b. Staff:

Staff employees do not have employment agreements and are employed at-will, so that
either the employee or the College can terminate the employment relationship at any
time, for any lawful reason or for no reason.

3. REDUCTION IN FORCE:

Policy on Reduction in Force

It is the policy of Landmark College that it may exercise its right to terminate the
employment relationship with a faculty member during the employment agreement term due
to either a state of financial exigency, as determined by the Board of Trustees, or the
discontinuance of a program, administrative function, service or department of instruction.
While Landmark College endeavors to provide stable employment, a reduction in the faculty
work force may be required to ensure the continued quality and financial viability of the
College's programs and operations.

Staff employees are employed at-will, so that either the College or the employee may
terminate the employment relationship at any time, for any lawful reason, or for no reason.

Procedures related to Reduction in Force

The following procedures outline the process to be followed to provide an orderly transition
when a reduction in force (R.I.F) proves necessary in accordance with our Policy on
Reduction in Force.

1. As ex officio representatives to the Board of Trustees, the Chairs of the Faculty Senate and
   Staff Council will participate in general Board discussions of financial exigency. Further,
   the senior administration of the College will consult with the Chairs during internal
   administrative discussions of financial exigency.

2. The College community will be provided with written notification of a possible future
   reduction in force no less than three months before employees impacted might be affected
   by such action.

3. Landmark College will conduct reductions in force in a non-discriminatory manner,
   adhering to the established Equal Employment Opportunity/Non-discrimination Policy.

4. The R.I.F. procedures will not be used to dismiss an employee if the sole reason for that
   dismissal is misconduct, ineffective job performance, or ineffective teaching, as relevant.

5. Once a list of employees to be affected by the R.I.F. is developed, the list is reviewed for
   adherence to existing College policy by the Director of Human Resources and forwarded
   to the College President for approval.

6. Any employee whose employment is terminated under the R.I.F. policy will receive 30
   calendar days’ notice of termination, along with a severance of one week’s pay for each

                                                                                              49
  year of service, up to a maximum of twelve weeks’ pay.

7. Employees who leave the College as the result of a R.I.F. will be offered COBRA for the
   extension of their medical benefits.

8. Individuals will retain recall rights for a period of one year from the date of their being
   subject to the R.I.F. and will be recalled in order of their displacement (if several
   individuals were displaced on the same day, they will be recalled in order of seniority).
   Employees subject to the R.I.F. will be given thirty (30) days to respond to any recall
   notification, after which the College will have no further employment obligation.

9. Individuals impacted by the R.I.F. will have the opportunity to apply for open positions for
   which they are qualified.

10. R.I.F. decisions cannot be appealed or grieved.

FACULTY CONSIDERATIONS:

1. The overriding factor considered in determining those faculty members affected by the
   R.I.F. is maintaining a sound and balanced educational program. Other factors given
   specific consideration include, but are not limited to, faculty rank and seniority.

2. The Vice President for Academic Affairs will have overall responsibility for
   recommending faculty R.I.F. decisions to the Executive Vice President/Provost. The Vice
   President for Academic Affairs will work collaboratively during this process with
   department chairs and academic affairs management staff. In keeping with the Senate’s
   advisory role, the Vice President for Academic Affairs will also consult with the Chair of
   the Faculty Senate during the R.I.F. process.

3. The Director of Human Resources will communicate in writing, and the Director of
   Human Resources and Vice President for Academic Affairs (or designees) will
   communicate in person with faculty whose employment will be terminated as a result of a
   Reduction in Force.

4. Faculty recalled within the one-year period will retain the same rank, pay, and benefit
   status that they had when they left the College.

STAFF CONSIDERATIONS:

1. The overriding factor considered in determining those staff members affected by the R.I.F.
   is maintaining the continued quality and financial viability of Landmark College’s
   programs and operations. Other factors given specific consideration include, but are not
   limited to, ability to perform remaining work, and seniority.

2. Senior administration will have the overall responsibility for recommending staff R.I.F.
   decisions, in collaboration with the Executive Vice President and Vice President for
  Administration and Finance.

3. The Director of Human Resources will communicate in writing, and the Director of

                                                                                                 50
  Human Resources and Vice President for Finance (or designees) will
  communicate in person with staff whose employment will be terminated as a result of a
  Reduction in Force.

4. Staff recalled within the one-year period will retain the same seniority, pay, and benefit
   status that they had when they left the College.


M. LEAVING LANDMARK:

1. Exit Interview:
Individuals leaving the employment of the College need to schedule an exit interview
with the Director of Human Resources. As part of the exit interview, benefit rights will
be explained, including COBRA rights . At this interview arrangements for final pay will
be completed, including the settlement of any outstanding loans, advances, or charges.
College property such as keys, equipment, laptop computers etc. must also be returned at
this time. A forwarding address is required of the individual leaving Landmark.

2. References:
All requests for information or references for former faculty and staff will be limited to
verification of employment, date of hire and/or separation, and last job title. Any
additional reference information must be requested in writing. The former faculty or staff
member must be willing to sign an agreement releasing Landmark College from liability
for providing the reference. All questions pertaining to the College’s policy on references
should be referred to the Office of Human Resources.

VIII. ATTENDANCE/LEAVES OF ABSENCE:

A. ATTENDANCE:

The effective operation of the College requires the appropriate attendance and punctuality
of all personnel. Staff members who will be late or unable to report to work for any
reason must give notification to their supervisor at least one hour before they would
normally report to work. Faculty or Staff members who must leave the College during
their normal working hours, must notify their supervisor or Department Chair. Faculty
members must maintain lesson plans, in advance, that are accessible by Academic Affairs
personnel and report absences before 7:30 a.m. to the designated individual.. Excessive
absenteeism and tardiness may result in disciplinary action up to and including
termination.

B. LEAVES OF ABSENCE:

A number of different leaves of absences are available for faculty and staff to address
individual concerns that may take them away from work. The policies stated in sections
C., D., E. and F. immediately below are provided by the College in addition to the leaves
required under various federal and state leave-related laws. The College’s leave policies
will be administered so that faculty and staff are able to receive the benefit of all such

                                                                                                51
laws. In cases where a faculty or staff member is entitled to leave mandated by law and
also by a College policy, both forms of leave available at that a particular time will be
counted concurrently, rather than serially, and accrued paid leave and/or the College-
provided leaves described below cannot be used to extend the total period of leave
required by law. All College property (laptop computer, keys, credit card, cell phone,
etc.) must be returned to the Office of Human Resources by any employee taking a leave
of one semester or more unless special dispensations have been requested and approved
by the Director of Human Resources

C. HEALTH-RELATED LEAVE:

Regular full-time faculty and staff receive fifteen (15) health-related leave days with pay
per fiscal year for sickness, family illness, death in the family, or medical care/treatment.
Health-Related Leave accrues after the individual’s first day of employment and cannot
be carried over from one fiscal year to the next. Faculty and staff not employed at the
start of the fiscal year (July 1st) or not working full-time, receive health-related leave on
a prorated basis. A physician’s statement may be requested to verify extended or frequent
use of Health Related Leave.

D. EXTRAORDINARY LEAVE:

Regular full-time faculty and staff members receive two (2) Extraordinary Leave Days
with pay per fiscal year to be limited, in general, to non-medical appointments or
emergencies, court appearances, house closings, or other situations where non-medical
professional consultations are necessary that cannot be scheduled outside of normal
working hours. A faculty or staff member entitled to and using family/medical leave may
use Extraordinary Leave during the term of the family/medical leave, as he or she would
use other accrued paid leave, in accordance with applicable law.

Extraordinary Leave Days must be approved by the appropriate supervisor or Department
Chair and will not be approved for days immediately preceding or following holidays.
Faculty or staff members not employed at the start of the fiscal year (July 1st) or not
working full time receive extraordinary leave days on a prorated basis.

E. TEMPORARY MEDICAL DISABILITY LEAVE:

Regular full-time faculty and staff members who have been employed for at least 12
months may, with the approval of the College President, be granted up to 45 consecutive
calendar days leave with pay during a 12 month period for a physician verified medical
disability. The purpose of this paid leave is to provide a temporary income flow to a
disabled faculty or staff member, while that individual is unable to work. This program is
similar in the nature to ashort term disability insurance plan that is administered and paid
for by the College; it is not (unlike, e.g., vacation or holiday pay) a benefit that accrues to
employees over time and essentially forms a part of employee compensation. Temporary
Medical Disability Leave must be requested in writing and must be accompanied by a
written statement from the treating physician. All requests are submitted to the Director


                                                                                             52
of Human Resources and must be approved by the College President. The College
reserves the right to request an updated physician’s statement during the course of an
approved leave.

Prior to an individual returning to work from an approved Temporary Medical Disability
Leave, a written release to return to work from the treating physician must be received by
the Director of Human Resources. Except to the extent required by federal and/or
Vermont family/medical leave laws, a faculty or staff member granted a Temporary
Medical Disability Leave does not accrue any seniority or other employment benefit
during the leave and scheduled salary increases may be delayed by the length of the
leave.

A faculty or staff member who recovers from a Temporary Medical Disability Leave, but
chooses not to return to work at the College, must return the value of any compensation
and benefits paid to or on behalf of that individual by the College during the leave, except
payments for accrued health related days or vacation.

F. LEAVE OF ABSENCE:

A faculty or staff member who has been working for the College for at least 12 months
and for at least 1250 hours during the previous 12-month period, may request an unpaid
Leave of Absence of up to one year. Leaves of Absence may be granted at the discretion
of the College President for purposes of education or other personal needs. No benefits
shall be provided during unpaid Leaves of Absence. Except to the extent required by
federal and/or Vermont family/medical leave laws seniority, length of service and/or
other employment benefits, including the timing of future pay increases, are not counted
during the period of the leave.

Faculty must request Leaves of Absence in writing to the Director of Human Resources
prior to the date they are required to return employment agreements for the subsequent
academic year.

All other employees must submit a request for a leave in writing to the Director of
Human Resources at least three months prior to the expected start of the leave. The
Director of Human Resources submits requests for Leaves of Absence to the President
for consideration and communicates back to the individual the approval/disapproval of
the requested leave.

Faculty and staff on approved unpaid Leave of Absence beyond the 12 week protected
Family and Medical Leave are not guaranteed a position at the College at the end of the
approved leave, but are considered for employment for available positions, for which
they qualify, ahead of new applicants for employment. Faculty and staff on unpaid Leave
of Absence who express a desire to return to work and are subsequently rehired, will be
offered the current level of compensation and benefits for the job he or she fills and are
given credit for service previous to the leave.



                                                                                          53
G. FAMILY AND MEDICAL LEAVE (FMLA):


The outline below summarizes in general terms the applicable provisions of Vermont and
Federal parental, medical and family leave laws. This is only a summary, and the precise
requirements of such laws will apply as appropriate in all cases.

1. An faculty or staff member eligible for parental, medical, and/or family leave under
applicable Vermont and federal laws is a person who has worked for the College for an
average of 30 hours per week for 1 year or a person who has worked for the College for
at least 12 months and has been employed for at least 1,250 hours during the year
preceding the leave. During any consecutive 12-month period commencing on the first
day of the leave, the College will provide up to 12 weeks of unpaid leave for the
following circumstances:

a. For parental leave, during the faculty or staff member's pregnancy and/or following the
birth of a child or within a year following the initial placement with the faculty member
for the purpose of adoption of a child 18 years of age or younger or a child over the age
of 18 if that child is unable to care for him or herself.

b. For family/medical leave, for the serious illness or serious health condition of the
faculty or staff member or his or her child, stepchild or ward , foster child, parent, spouse,
civil union partner, or parent of the faculty or staff member’s spouse or civil union
partner.

The definition of “serious illness” or “serious health condition” in the applicable laws is
too lengthy to be stated fully here. In sum, covered conditions include: 1) an accident,
disease, impairment, and/or physical or mental condition that poses an imminent danger
of death; 2) a condition that requires inpatient care in a hospital (including any period of
incapacity caused by such condition, such as inability to work, attend school, perform
daily activities, etc.), or any subsequent treatment in connection with such inpatient care;
3) a condition that requires continuing in-home care under the direction of a physician; 4)
a serious health condition that requires certain types of continuing treatment (intermittent
leave may be available for such a condition). Questions about whether a particular
condition is covered should be addressed to the Office of Human Resources.

c. Faculty or staff who have family members serving in the armed forces are entitled to
qualifying exigency leave when a family member who is in the regular armed forces is
deployed to a foreign country. Qualifying exigency leave allows an individual to take up
to 12 weeks of leave per year to deal with specified issues related to overseas military
service by a family member (defined as a spouse, son, daughter, or parent). Examples
include arranging for child care, making financial and legal arrangements, and
counseling. In addition employees may take up to 26 weeks of leave per year to care for a
family member with a serious injury or illness incurred as a result of military service. If



                                                                                           54
an eligible employee does not take the full 26 weeks for military caregiver leave, the
remaining portion of the leave cannot be used for any other FMLA purpose.

During the leave, at the faculty or staff member’s option, he or she may use accrued sick
leave or vacation leave or any other accrued paid leave, not to exceed six weeks.
Utilization of accrued paid leave shall not extend the leave provided herein.

Landmark College shall continue employment benefits for the duration of the leave at the
level and under the conditions for which coverage would have been provided, had the
employee remained in employment continuously for the duration of the leave. The
College may require that the faculty or staff member contribute to the cost of the benefits
during the leave at the existing rate of employee contribution.

An faculty or staff member shall give reasonable written notice of intent to take leave
under this policy to the Director of Human Resources. Notice shall include the date the
leave is expected to commence and the estimated duration of the leave. In the case of the
adoption, birth of a child, or serious illness, the College will not require that notice be
given more than 30 days prior to the anticipated commencement of the leave. In the case
of serious illness of the faculty or staff member or a member of his or her family, the
College may require certification from a physician to verify the condition, the amount,
and necessity for the leave requested.

A faculty or staff member may return from leave earlier than estimated with the approval
of the College. An faculty or staff member shall provide reasonable notice to the College
of his or her need to extend leave to the extent provided by this policy.

2. Upon return from leave taken under this policy, an faculty or staff member shall be
offered the same or comparable job at the same level of compensation, employment
benefits, seniority or any other term or condition of the employment existing on the day
leave began. This policy shall not apply if, prior to requesting leave, the faculty or staff
member had been given notice or had given notice that the employment would terminate.
This policy also shall not apply if the College can demonstrate by clear and convincing
evidence that:

a. During the period of leave the faculty or staff member’s job would have been
terminated or he or she would have been laid off or terminated for reasons unrelated to
the leave or the condition for which the leave was granted; or

b. The faculty or staff member performed unique services and hiring a permanent
replacement during the leave, after giving reasonable notice to the individual of intent to
do so, was the only alternative available to the College to prevent substantial and
grievous economic injury to the College's operation. The College will give notice to the
faculty or staff member if it believes that this exception applies in a particular
circumstance.




                                                                                          55
3. Employees returning from medical leave may be required to submit a health care
provider’s verification of their fitness to return to work, in accordance with applicable
law.

4. Except for serious illness of the faculty or staff member, an individual who does not
return to employment with the College at the end of such leave shall return to the College
the value of any compensation or benefits-related payments paid to or on behalf of the
employee during the leave, except payments for accrued health-related days or vacation.

5. If an employee fails to return to work on the agreed-upon return date without
contacting the College regarding the reason for this failure, the College will assume that
the employee has resigned.

6. Employees will be terminated when they have exhausted their twelve week FMLA
leave and have failed to return to work, unless they are entitled to additional leave under
state or federal law. Questions regarding an extension of a leave of absence beyond
FMLA requirements should be directed to the Director of Human Resources..


H. VERMONT SHORT-TERM FAMILY LEAVE:

A faculty or staff member shall be entitled to take unpaid leave not to exceed four hours
in any 30-day period and not to exceed 24 hours in any 12-month period, for any of the
following purposes:

1. To participate in preschool or school activities directly related to the academic
educational advancement of the faculty or staff member’s child, stepchild, foster child or
ward who lives with the employee, such as a parent-teacher conference;

2. To attend or to accompany the faculty or staff member’s child, stepchild, foster child
or ward, who lives with the faculty or staff member or his or her parent, spouse, civil
union partner, parent-in-law or civil union partner’s parent to routine medical or dental
appointments;

3. To accompany the faculty or staff member’s parent, spouse, civil union partner, parent-
in-law or civil union partner’s parent to other appointments for professional services
related to their care and well-being;

4. To respond to a medical emergency involving the faculty or staff member’s child,
stepchild, foster child or ward, who lives with the faculty or staff member or his or her
parent, spouse, civil union partner, parent-in-law or civil union partner’s parent.

A faculty or staff member shall make a reasonable attempt to schedule appointments, for
which leave may be taken under this section, outside of regular work hours. In order to
take leave under this section, a faculty or staff member shall provide the College with the
earliest possible notice, but in no case later than seven days, before leave is to be taken,


                                                                                            56
except in the case of an emergency. In this subsection “emergency” means circumstances
where the required seven-day notice could have a significant adverse impact on the
family member of the faculty or staff member. At the faculty or staff member’s
discretion, he or she may use accrued paid leave, including extraordinary leave or
vacation leave. The College may require that short-term family leave be taken in a
minimum of two-hour segments.

I. MILITARY DUTY LEAVE:

Landmark College will provide leave to faculty or staff called to military or National
Guard duty as required by applicable law.

J. SABBATICAL LEAVE:

Sabbatical leaves are designed to encourage professional scholarship or artistic
achievement amongst the Landmark College faculty pursuant to the Faculty Rank and
Promotion Policy. Sabbatical projects may take a variety of forms.

Sabbatical leaves may be for one or two semesters. Faculty granted one-semester leaves
will continue to receive their full salaries; those granted two-semester leaves will receive
50% of their full annual salaries. Faculty granted sabbaticals will keep their full benefits
packages.

1. Eligibility:
Full time Assistant, Associate or Full Professors who have served Landmark College for
six consecutive years or longer, and have demonstrated scholarly or artistic achievement
are eligible to apply. A faculty member becomes re-eligible after six years of additional
service following a prior sabbatical. In either case, satisfaction of the years of service
requirement does not imply automatic granting of a sabbatical.

 2. Sabbatical Review Committee:
The Academic Dean, Director of LCIRT, and three Faculty members at large, appointed
by the Vice President of Academic Affairs, make up the Sabbatical Review Committee.
The majority of this committee shall be faculty of which one will be the chair. The
Sabbatical Review Committee shall advise faculty during the application process, review
applications and recommend to the President of Landmark College sabbatical awards.


3.Final approval:

Final approval of all sabbatical awards lies with the President of Landmark College.

4. Procedure for Application:
The application, which is sent to the Academic Dean, should include the following:




                                                                                           57
      A one page prospectus and a copy of the applicant’s vita is sent to the committee
       no later than 18 months prior to the start of the sabbatical. This includes a brief
       description of purpose, goals and methodology for the sabbatical project.
       The complete application is sent to the review committee no later than 1 year
       prior to the start of the sabbatical.

   The complete application includes:

          An outline of the program which the applicant intends to follow
          Documentation of Institutional Review Board or other permissions, reviews,
           guarantees or offers
          Measures of success indicating how the successful project will be evaluated
          Projected viability of plan
          Outlined benefits of plan
          Scholarly history of applicant
          A statement addressing how the program will benefit both the individual and
           the College
          A statement of support from the Department Chair, or, if the applicant is the
           chair, a colleague approved by the Academic Dean.
          The applicant will be notified by the success or denial of the application no
           later than 1 semester prior to the start of the sabbatical.

5. Criteria:
Recommendations shall be made by the review committee to the President of Landmark
College based on the sabbatical leave proposal. The committee shall have the authority to
reject proposals that do not meet the criteria. The overall quality of the proposal will
substantially influence the decision. In addition, the following factors will be considered
in the review process:

Clarity of the proposal: To receive full consideration, the proposal must be
understandable to the committee. Thus, the applicant is encouraged to define technical
terms, to supply sufficient detail so that the committee can appreciate the relation of the
plan to the faculty member’s present or intended assignments.

Viability of the plan: The committee will weigh the practicality and worthiness of each
plan. The applicant should supply sufficient evidence to show that the plan is realistic
and achievable in the time specified. For example, the committee will consider evidence
that the applicant has sufficient groundwork for the sabbatical through appropriate
reading, discussion with others in the field, preliminary research, and disciplinary
background.

Benefits of the plan: The intended outcome of the sabbatical should be clear and
concrete and in keeping with the professional aim and college assignments of the faculty
member. Specific goals should be enunciated. Proposals that result in scholarly
publications shall have primary consideration. The applicant should indicate how these
goals will benefit the institution and the faculty member.

                                                                                              58
History of applicant: The faculty member should provide evidence that he or she is
capable of accomplishing the intended program. For example, the applicant might
demonstrate successful completion of past projects of a related nature. In addition, the
applicant shall provide a brief history of his/her service to the college including course
assignments, relevant research grants, committee assignments, or other information
which specifically supports the requested leave. A short review of past sabbaticals, the
elapsed time since the last one, and their impact, from the applicant’s point of view, is
expected.

Operational impact: The impact of sabbatical leave upon departmental or
programmatic plans will be carefully considered. The Department Chair shall submit to
the Academic Dean a plan for continuity of instruction and/or advising in the department
should the sabbatical be granted, documentation to be included in the proposal

6. Institutional Criteria for Awarding Sabbaticals:

The following criteria will be used to determine which approved proposals will be
awarded a sabbatical:

      The relationship between a sabbatical leave proposal and College-wide priorities
       and needs shall be given due consideration.
      Sabbatical leaves shall not be granted for the purpose of taking other remunerative
       employment without specific justification of this employment as an educational
       program which will benefit the teacher and the College. However, faculty may
       seek outside funding for the remainder of their salaries when appropriate. In
       special situations an equitable determination regarding financial arrangements
       shall be made by the Vice President for Academic Affairs/Dean of the College.
      Sabbatical leaves may be denied or deferred by the College on the basis of
       financial or educational reasons. In these cases the College will document its
       decision in writing. New applications will not be accepted until those deferrals
       are honored.
      Except in the most unusual circumstances there shall be a period of at least three
       years between leaves of any kind.
      If a faculty member wishes to extend the sabbatical leave in order to complete a
       project, that member may apply for a second year’s leave without pay. In such
       case, s/he shall follow the regular procedures for making application.

   4. Responsibilities of the College:

      Sabbatical leaves shall not interfere with consideration for promotion and
       ordinary salary increase.
      The College shall continue to provide the regular benefits package throughout the
       sabbatical leave.
      The College shall welcome faculty on sabbatical to use their college offices and
       college resources.

                                                                                             59
       The College shall not expect faculty on sabbatical to take on committee
       assignments or any extra administrative or regular faculty work during the course
       of the sabbatical.
      The College shall be responsible for determining arrangements for continuity and
       temporary staffing in the departmental program.

       8. Responsibilities of the Awardee:

      The faculty member shall, to the best of his/her ability, carry out the program as
       presented in his or her application for sabbatical leave.

       The faculty member shall submit a report to the Academic Dean and the
       department chair upon his or her return. The report will document how the
       faculty member has met his or her measurable outcomes. No subsequent leaves
       will be approved unless a satisfactory report is submitted.

Sabbatical leaves shall be granted with the requirement that the individual will return to
give full-time service to the College as a faculty member for a period equivalent to a full
academic year, or alternatively, reimburse the College for the full salary and institutional
costs of benefits received while on leave. If a faculty member returns, but fails to
perform his or her full year return-to-service obligation, then his or her repayment
obligation shall be prorated. Any repayment obligation shall be due in full, immediately
after the end of the leave period or any subsequent, successive leave periods. A faculty
member who cannot perform his or her return to service obligations due to death or
permanent or total disability, shall be released of all repayment obligations.

K. OTHER LEAVES:

Landmark College will provide other statutorily-mandated leave as required by
applicable law.

L. COLLEGE BENEFIT PROGRAM:

Landmark College provides a comprehensive benefit program to all regular full-time
faculty and staff. Certain benefits for regular part-time faculty or staff are prorated, based
upon weekly work hours. Landmark College provides the following employment benefits
to qualifying faculty and staff. Additional details on the following benefits are available
in the Office of Human Resources. The following is only a brief summary of benefits as
provided at the time this Handbook was last updated. This summary is not intended to
have contractual effect, and the detailed statements in the various benefits plans and
contracts, as they are in effect at any particular time, control exclusively.

1. a. Medical and Hospital Insurance – The College offers medical insurance in the
form of single, two-person or family coverage. Open enrollment for the plan is during the
month of December with an effective date of January 1st, unless there is a qualifying
event, such as a spouse’s loss of health insurance or the birth of a child. A faculty or staff

                                                                                            60
member that is party to a Civil Union may opt for family coverage for himself/herself and
his or her partner. Faculty and staff members contribute to the cost of his or her medical
insurance through payroll deduction. The Landmark College Medical Plan, as of the date
of this Employee Handbook, is a grandfathered plan and therefore not subject to some of
the additional consumer protections of the Affordable Care Act. Questions and
complaints concerning the medical plan should be addressed to the Director of Human
Resources

b. Early Retiree Health Care Coverage – The College will offer the opportunity for
faculty or staff members, who are currently on the College Medical, and Hospital Plan,
are between the ages 62 -65 and have at least ten years of service to remain on his or her
current plan at the contribution rate required of regular faculty and staff until he or she
reaches his or her 65th birthday effective September 1, 2010

2. Dental Insurance - The College offers dental insurance in the form of single, two-
person or family coverage. Open enrollment for the plan is during the month of
December with an effective date of January 1st, unless there is a qualifying event, such as
a spouse’s loss of dental insurance or the birth of a child. A faculty or staff member that
is party to a Civil Union may opt for family coverage for himself/herself and his or her
partner. Faculty and staff members contribute to the cost of his or her dental insurance
through payroll deduction.

3. Life and Accidental Death and Dismemberment Insurance - Landmark provides
life and accidental death and dismemberment insurance. The amounts are $20,000 for
life, and an additional $20,000 for accidental death at hire increasing to $40,000 for life
and an additional $40,000 for accidental death after the completion of four years. A
program is available for faculty and staff to purchase additional term life insurance for his
self or herself and his or her dependents through payroll deduction. Please see Human
Resources for the details.

4. Short Term Medical Disability Income Plan - After completing 12 months of
service, Landmark provides faculty and staff short-term medical disability insurance of
100% of salary of up to 45 consecutive days in a twelve month period for qualifying
illnesses/injuries. Disability leave must be requested in writing to the Director of Human
Resources and must be approved by the President. Family and Medical Leave (FMLA)
runs concurrently with every Short Term Medical Disability leave.

5. Long Term Medical Disability Income Plan - Long term medical disability
insurance is provided and may be applied for after 90 days of illness related absence.
Coverage provides 60% of salary for approved medical disabilities until the individual
can return to work, reaches age 65 or dies Long term medical disability coverage must be
approved by the insurance carrier.

6. Retirement Plan - Landmark provides full-time faculty and staff with a TIAA/CREF
retirement program. Beginning on the first day of employment, the College contributes an
amount equal to 6% of pay to the faculty or staff member’s account. At ten years of


                                                                                          61
service this amount increases to 7% and at fifteen years the amount increases to 8%.
Employees may also make individual contributions to the plan. All W-2 compensation is
included in the calculation of the College contribution.

7. Vacation Leave - Administrative Staff - Exempt staff employees accrue 20 days’
vacation per fiscal year at hire and begin accruing25 days at the completion of fifteen
years of service. Non-exempt staff employees accrue 10 days of annual vacation at hire ,
15 days at the completion of five years 20 days at the completion of ten years and accrue
25 days at the completion of 15 years of service. Vacation is in addition to the regular
college shutdown from Christmas Eve through New Year’s Day. Vacation may be taken
after 90 days of employment and is accrued at a rate of 1/12th the annual total, for each
full month of service. Staff may use up to one-half their annual leave before it is actually
accrued. Unused vacation may be carried over from year to year, but cannot exceed the
annual allotment of vacation time at the end of any month. Regular administrative staff
working less than full-time hours shall accrue vacation on a pro-rated basis. Vacation can
be requested and reported on-line via ezLaborManager and is approved by your
supervisor The College reserves the right to deny requests for vacation leave depending
upon the needs of the institution at that time. . Staff leaving Landmark College will be
paid any accrued vacation up to his or her annual limit.

8. Paid Holidays - Staff members are granted the following paid holidays. Staff are
eligible for paid holidays on their first day of work. Faculty observe academic schedules
and are not eligible for holiday pay. Certain staff members who work modified
administrative schedules are not be eligible for pay for holidays that fall outside of their
normal schedule.

                Martin Luther King Jr. Birthday
                President’s Day
                Memorial Day
                Independence Day
                Labor Day
                Columbus Day
                Thanksgiving Day
                Day after Thanksgiving
                Christmas Eve Day through New Years Day (college shutdown)

9. Health Related Leave Days – Faculty and staff are provided 15 paid health related
days with pay per fiscal year (July 1 through June 30). Health related leave days are for
sickness, medical care/treatment, family sickness, or death in the family. Faculty and staff
are eligible to use health related leave from the first day of employment. Health related
leave days do not carry over year to year. Faculty and staff members not employed at the
beginning of the fiscal year or working less than full-time schedules will receive health
related days on a pro-rated basis. Health-related Leave Days are approved by your
supervisor and reported on-line via ezLaborManager.




                                                                                           62
10. Extraordinary Leave Days - Two paid extraordinary leave days per fiscal year are
granted for non-medical emergencies, appointments with non-medical professionals
(house closings, legal matters, etc.), and other extraordinary situations that cannot be
scheduled outside of business hours. Extraordinary Leave Days do not carry over year to
year. Extraordinary Days are approved by your supervisor and reported on-line via
ezLabormanager.

11. Professional Days - Up to three paid professional days (two per academic year and
one for summer session) per fiscal year may be requested for professional consultation or
making presentations of a professional nature. Professional Days do not carry over year
to year. Professional days are approved by your supervisor or Department Chair and
reported on-line via ezLaborManager

12. Professional Development Programs - Budgeted funds are available for
professional development activities including workshops, conferences, and seminars.
Individuals must apply for consideration to their major department supervisor (e.g.
Academic Affairs, Admissions and Enrollment, etc.) for approval.

13. Tuition Reimbursement/Interest Free Tuition Loan Program –After completing
12 months of service, full-time employees in good standing are eligible to apply for
tuition reimbursement for qualifying coursework or degree programs. Two programs
exist, one for individual courses and one for approved degree programs.

a. Individual Courses – Landmark will reimburse employees for successful completion
of pre-approved courses. Reimbursement is 50% of the related course tuition and
appropriate fees up to $2400 per year. A $2400 interest free one-year loan is available
through the College for approved coursework.

b. Degree Programs - Landmark will reimburse employees for successful completion of
pre-approved coursework toward an approved degree program. Reimbursement is 60% of
the related course tuition and appropriate fees up to $6000 per year. A $6000 interest free
one-year loan is available through the College for approved degree programs.

Both programs must be applied for and approved in advance, staff members through the
Director of Human Resources and faculty members through Academic Affairs. Limits on
funding may limit the availability of awards.

14. Interest Free Computer Loans - After completing 12 months of service, the College
will extend an interest free one-year loan of up to $2000 to as faculty or staff member for
the purchase of computer hardware or software. With employee prior approval loans are
paid back through payroll deduction. Forms are available in the Business Office.

15. Flexible Reimbursement Accounts -Flexible reimbursement accounts set up under
IRS guidelines are available for before tax reimbursement of qualifying health insurance
premiums, unreimbursed health care expenses and dependent care expenses. Plan year is
January 1 through December 31 and funds are collected through payroll deduction. Any


                                                                                         63
amounts remaining in the reimbursement account at the end of the plan year will be
forfeited.

16. Jury Duty Pay - An employee called to jury duty will be granted a temporary leave
of absence and will receive full pay for the first two days of any such service. After the
first two days the College will pay the difference between the employee’s earnings and
the compensation received for the required duty.

17. Military Leave Policy

In accordance with the provisions of the Uniformed Services Employment and
Reemployment Act of 1994 ("USERRA"), the College provides leave for employees
called to service in the uniformed services of the United States. You should provide to
the Office of Human Resources copies of any orders you receive as early as possible, and
consult with Human Resources regarding the application of USERRA to your situation.
For a period of up to 30 days per year, the College will provide to you as pay the
difference between your average daily earnings and the compensation received by you for
the required duty. Otherwise, your pay or salary will not continue during the leave
period. Information regarding other benefits and employment matters may be obtained
from the Office of Human Resources.

18. Tuition Remission for Employees’ Children: - After completing twelve months of
service, children of employees, who meet eligibility standards, are able to receive a full
tuition waiver to attend Landmark College. Students must remain in good standing with
the College to continue receiving tuition remission. Remission is for tuition only and is
subject to space and financial limitations as determined by the College. Tuition remission
does not include room & board, books, fees, and special programming such as Study
Abroad.

19. Adoption Benefits: - A parent involved with an eligible adoption can receive up to a
45 day paid parental leave during the adoption process.

20. Auto/Homeowners Insurance Payroll Deduction Plan – Employees may request a
quote from Liberty Mutual Insurance on auto and/or homeowners insurance. A 10%
discount is applied to the rates quoted for participating in the program. Insurance
payments may be made through Payroll deduction without a service charge. For more
information please see Human Resources.

The comprehensive benefit program offered by Landmark College is regularly modified
and updated. This Schedule is meant as an overview; specific plan provisions control
each benefit exclusively. For further information please contact the Office of Human
Resources. Landmark College reserves the right to revise and modify the Employee
Benefit Program at its discretion.




                                                                                             64

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:0
posted:11/24/2012
language:Unknown
pages:64