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General Information - Southeastern Community College

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General Information - Southeastern Community College Powered By Docstoc
					                                                                              12/4/2012



General Information
Mission and Commitments
Founded in 1964 as part of the North Carolina Community College System, Southeastern
Community College is a public, comprehensive community college providing individuals in
Columbus County with accessible educational, cultural, and social opportunities designed to
improve the quality of their lives. Utilizing multiple and alternate methods of instructional
delivery, the college provides learning experiences for those preparing for an occupation
upon completion, for those in the work force seeking to enhance their knowledge and skills,
and for those transferring to a baccalaureate institution. The college offers programs
leading to the awarding of continuing education units, certificates, diplomas, and associate
degrees.

The college seeks to further serve the community at large by offering basic skills and literacy
education for adults, by supporting economic development through services to business
and industry, and by providing programs and services that improve the quality of life.

Committed to excellence and dedicated to belief in the dignity, worth, and uniqueness of
each individual and the fundamental right of each person to realize his/her fullest potential,
Southeastern Community College encourages student success by providing a learning
environment that fosters effective communication, freedom of expression, cultural
awareness and enrichment, professional and intellectual growth, personal assessment, and
decision-making skills.

The college provides a physical and intellectual environment for the faculty, staff, and
student body that promotes cultural, ethnic, racial, and gender diversity. Further, the
college offers services and supports practices and programs that embody the ideals of an
open, democratic, and global society and that ensure the effective and efficient operation of
the college.

                                                              BOT: May 2004, November 2010

Southeastern Community College Commitment
Each member of the college community shares responsibility to:
1. Assist individuals in accomplishing their educational, career, social, and personal goals.
2. Assist individuals in developing basic skills necessary to further their education, obtain
   employment, or satisfy personal goals.
3. Prepare individuals for college-level studies through successful completion of
   developmental courses.
4. Prepare individuals through workforce development programs for employment or for
   upgrading of technical skills.
                                                                                         12/4/2012

5. Assist individuals in developing their skills and content knowledge to be successful after
    transferring to a senior institution.
6. Provide individuals with opportunities for lifelong learning and cultural enrichment.
7. Actively promote economic growth and development
8. Provide the support needed for the appropriate and orderly operation and growth of the
    college.
9. Seek external resources needed for the successful development and growth of
    programs and services.
10. Provide an accessible, attractive, clean, and safe learning environment.
11. Provide a campus climate that recognizes the needs of individuals of different cultures
    and backgrounds, ensures that the participation in SCC’s programs and services is
    reflective of the composition of the college’s service area, and encourages the inclusion
    of minorities in leadership roles.
12. Promote Southeastern Community College through institutional advancement and
    through public relations, marketing, and advertising activities.
13. Provide appropriate, efficient, and secure access to technology in support of the learning
    college.

Developed by the SCC Planning Committee, April 2005. Affirmed by the Vision/Mission/Goals Council, March
2007.

                                                                                        President’s Office
                                                            BOT: May 17, 1994, July 20, 1999, July 20, 2010




Legal Compliance
The college complies with federal, state and local regulations; the North Carolina General
Statutes, and the North Carolina Administrative Code. Policies in this manual may be
superseded by changes in state or federal laws, or by changes in the North Carolina
Administrative Code.

                                                                                        President’s Office
                                                                                        BOT: July 20, 2010
                                                                              12/4/2012




Board Governance
Policy 1.1: Board of Trustees
The major responsibility of the Board is to achieve the objectives of the Statement of
Institutional Purpose. The Board must thoughtfully and efficiently govern the organization
to reach long-term goals in a manner consistent with the productive use of people and
resources. The following are the Board’s governance policies:

1.     Responsibilities of the Board are clearly distinguished from the responsibilities of the
       president.

2.     The Board’s main emphasis is on medium to long-term issues. Current and short-
       term issues are addressed only if necessary.

3.     The Board speaks as one voice to the president, employees, and public. Individual
       Board members have authority only as explicitly delegated by the full Board.

4.     Board meetings include only previously designated Board issues.

5.     The Board makes the president responsible for employee issues.

6.     The Board establishes and redefines minimum values that must be adhered to in
       developing policy and action in all programs.

7.     All new Board members participate in an orientation/training program of about two
       hours prior to attending their first Board meeting. This training includes discussion of
       the organization’s history, Board policies, personnel policies, approved budget,
       Board meeting minutes, finance reports, and other miscellaneous information. A
       tour of each site is also conducted as part of the Board orientation. The training is
       conducted by the president. The current Board members may participate.

8.     Board members must be free from conflicts of interest. The use of influence for
       personal gain is both unethical and illegal. Board members who think they may have
       a conflict of interest on any issue before the Board should state the concern prior to
       any discussion and/or vote by the full Board.

                                                                             President’s Office
                                                                             BOT: July 20, 2010
                                                                             12/4/2012




Procedure 1.1.1: Operations of the Board
Meetings

Establishment of Meeting Times
The Board establishes its regular meeting time.

                                                                            BOT: July 9, 1964
The Board regularly meets on the third Tuesday of January, March, May, July, September,
and November. Other meetings may be called at the discretion of the chair or a designee.

  BOT: January 22, 1976, May 12, 1977, March 20, 1984, September 15, 1987, January 23, 1990,
                                                                        September 22, 1992

Notice of Meetings and Minutes
The Board chair through the president will mail notices of all meetings of the entire Board.
The notice will contain the agenda of the meeting. The recording secretary will mail a copy
of the minutes of the meetings to all Board members.

Public notice of proposed meeting dates and the final agenda for each Board meeting will be
mailed to The News Reporter and The Wilmington Star News and posted on the college
bulletin board.

                                           BOT: April 18, 1968, May 12, 1977, January 24, 2002

Development of Agenda
The Board chair, with the assistance of the president and Executive Committee, will develop
the agenda for each meeting of the Board. All Board members will be advised of the
tentative agenda prior to each Board meeting and will be invited to make any further
recommendations for the agenda.

Recommendations for the agenda from Board members or from the public at large should
be received no later than five days prior to the scheduled meeting.

Agenda items contrary to this policy, such as requests from the floor from employees or the
general public, will be admitted at the discretion of the chair and may be subject to
restrictions such as time limitations, number of speakers, and subject matter.

                                                                            BOT: July 15, 1976

Attendance at Board Meetings College Personnel

The Board invites college personnel to attend Board meetings from time to time in order to
give reports to the Board regarding work in their areas.
                                                                             12/4/2012

Personnel or the public-at-large will not participate in Board meetings except

1.     upon obtaining a place on the agenda through the Agenda Policy adopted by the
       Board on July 15, 1976.

2.     upon the permission or request of the presiding officer.

                                                         BOT: September 15, 1966, May 12, 1977

Board Members
The Board strongly encourages its members’ presence at all meetings. Attendance is
recorded in the minutes and is reported to the appointing agency annually.

                                                                              January 24, 2002

Conducting of Business
The Board adopted the use of parliamentary procedure for small boards as outlined by
Robert's Rules of Order, Newly Revised as their guide for conducting business at Board
meetings. (See Attachment I in Appendix.)

                                                                      BOT: September 18, 1980

Quorum
A simple majority of voting members of the Board will constitute a quorum.

                                                                             BOT: May 12, 1977

Election of Officers
Officers of the Board will be elected by the Board for a term of one year to begin no later
than July 1 of each year and end no later than June 30 each year. Officers may be re-elected
to succeed themselves.



The officers of the Board will be chair, vice chair, and secretary.

                                                         BOT: May 12, 1977, September 27, 1988
Appointment of Committees
The Board chair will appoint committees deemed necessary for conducting the business of
the Board. Committees will be charged by the chair.

Recommendations from the committees will be presented to the Board for action. Terms of
the committee members will be subject to the discretion of the chair.

                                                                             BOT: May 12, 1977
                                                                             12/4/2012

Executive Committee

Composition
The Board will establish a five-member Executive Committee with the following
composition: the Board chair, vice-chair, and three members of the Board to serve three-
year staggered terms. Since the chair and the vice-chair are elected at the July meeting of
the Board, the effective date of the function of the Executive Committee should be July 1.
(The minutes of the May 1, 1968, meeting document initial appointments that ensured
staggered terms.)

In the event that any of the Executive Committee members should be elected chair or vice
chair of the Board, the Board will elect another member to complete the unexpired term of
office on the Executive Committee of such person or persons.
                                                             BOT: April 18, 1968, May 12, 1977
Authority
Decisions of the Executive Committee will be determined by voting. A simple majority of
those present at any meeting will constitute legal action. All actions taken by the Executive
Committee will be considered equivalent to actions of the full Board, except for the
following matters, that must be determined by majority vote of a quorum of the full Board
at a regular or special meeting:

1.     The purchase or sale of real property

2.     The hiring or firing of any regular personnel

3.     The decision to enter into any capital improvement costing more than ten thousand
       dollars

                                         BOT: April 18, 1968, May 12, 1977, November 17, 1998

Frequency of Meetings
The Executive Committee will meet when the Board chair or the president of the college
deems that such meetings are necessary to conduct the business of the college. All
members of the Board are invited and encouraged to attend meetings of the Executive
Committee if they so desire.
                                                          BOT: April 18, 1968, May 12, 1977

Replacement of a Member
In the event that a duly elected member of the Executive Committee of the Board cannot
complete his/her term of office, the Executive Committee will act as a nominating
committee to suggest to the full Board a successor for the unexpired term.
                                                                        BOT: January 24, 1980
                                                                               12/4/2012

Investment Committee

Composition
The Board will establish a minimum of a three member Investment Committee who have
sufficient financial background to review and evaluate investment options. This committee
shall make recommendations to the Board on those investment options, as well as monitor
the performance of investments once made.

                                                                               BOT: July 19, 2011


Policy 1.2: Policy Development
With the assistance of the college president, the Board approves and develops governance
policies that determine what the college does through activities and services that affect the
entire college, that are required by law or regulatory agencies for licensing and
accreditation, and that relate to other areas as requested by the president or Board.

The Board directs the president to implement policies, and the Board monitors
implementation and outcomes of policies.

                                                                            President’s Office
                                                         BOT: November 17, 1998, July 20, 2010

Policy 1.3: Philosophy on Administrative Support
The Board will not be subject to undue pressure from political, religious, or other external
bodies. Furthermore, the governing Board will protect the administration from similar
pressures.

The Board insists on following organizational channels and having strong administrative
leadership. The Board has adopted the following position of support of the President's
Office to assure maximum administrative and operational effectiveness. It is the
responsibility of all employees to understand, observe, and respect this position of the
Board:

       The Board speaks with one official voice through the chair to the president
       and through the president to the employees. The voice reflects official Board
       decisions and not personal opinions of individual Board members.

       The president is fully supported in his/her recommendations for renewal or
       termination of contracts for present administrative and faculty positions and
       for the initiation of contracts. It is understood that the president will provide
       reasons for his/her recommendations to the Board.
                                                                               12/4/2012

       Access to the Board by employees for reporting purposes or grievance
       purposes is condoned only through an appellate process recommended by
       the president and approved by the Board.

       The Board has confidence in the president and fully delegates to him/her
       matters of operational discretion and administrative detail. This delegation is
       in recognition of the fact that the president needs a broad scope of
       operational authority in order to effectively execute Board policy.

       The Board has confidence in the president and fully delegates to him/her or
       his/her designee the authority to represent the college in matters not
       specifically reserved for the board, including, but not limited to, entering into
       contracts, managing facilities, and developing agreements with other
       institutions. This delegation is in recognition of the fact that the president or
       his/her designee needs a broad scope of operational authority in order to
       effectively execute Board policy.



                                                                            President’s Office
                                           BOT: October 10, 1973, July 25, 1989, July 20, 2010



Procedure 1.3.1: Administrative Structure
Senior Administration
The president of the college, the chief executive officer, reports directly to the Board of
Trustees through the Board chair. The president is given broad scope to administer Board
policy within the best interests of the college.

                                                                              President’s Office
                                                                                 BOT: July 20, 2
                                                                                      12/4/2012




                                            College Board of
                                                Trustees




                                                  President




                             Exec. Asst. to the
                                President




 Vice President, Workforce     Vice President,
                                                                Vice President,      Director, Marketing
       & Community           Academic & Student
                                                              Operations & Finance    and Public Affairs
       Development                 Affairs




Institutional Advancement


The Institutional Advancement Division oversees the operations of the college foundation,
the public information department, the college switchboard operation, and the grant
development and submission process.

                                                                                     President’s Office
                                                                                     BOT: July 20, 2010

                                                  Executive Dean,
                                                    Institutional
                                                   Advancement



                                   Adminstrative
                                     Assistant
                                                                                                             12/4/2012

Continuing Education

The mission of the continuing education division is to provide courses and opportunities for
those who need to retrain and update themselves in a vocational area and desire instruction
enabling them to grow in basic knowledge and improve in home and community life.



                                                    Vice President,
                                                     Workforce &
                                                      Community
                                                     Development


                                          Administrative        Asmnt & Retnt
                                          Secretary III -       Spc/Processing
                                         Continuing Educ         Assistant IV

                      Coordinator, Law           Director,                                                         Coordinator,
 Dean, Continuing                                                     Director, Small        Coordinator,
                       Enforcemnt/TCI           Continuing                                                           EMS/Fire
    Education                                                         Business Center         Basic Skills
                          Education             Education                                                         Service Training

                            Facilitator,                                    Processing           Basic Skills             Part-time
                                                     Plumbing
      (see below)             Inmate                                       Assistant IV -       Recruiter/GED           Instructors -
                                                  Instructor - CCI                                                    EMS/Fire Service
                          Education - TCI                                       SBC               Examiner

                             Computer                                      Business and
                                                     Masonry                                       Basic Skills
                          Instructor - TCI                                   Industry
                                                  Instructor - CCI                               Instructor (2)
                                (2)                                         Associate


                            Commercial               Computer              SBC Seminar          Compensatory
                             Cleaning             Instructors - CCI         Presenters             Education
                          Instructor - TCI               (2)               (Contracted)          Instructor (2)

                            Basic Skills             Industrial                                    Part-time
                                                                             Part-time
                          Instructor - TCI            Sewing                                     Instructors -
                                                                         Instructors - SBC
                                (4)               Instructor - CCI                                Basic Skills

                                                     Basic Skills                                 Part-time
                          HRD Instructor -        Instructors - CCI                             Compensatory
                                TCI                      (4)                                    Ed. Instructors

                                                                                                   Part-time
   Part-time In-Service      Part-time               Part-time
                                                                                                 Instructors -
    Law Enforcement       Instructors - TCI       Instructors - CCI
                                                                                                    Other
       Instructors

                                                     Part-time
                                                  Instructors - CE
                                                                                           12/4/2012



Continuing Education

The mission of the continuing education division is to provide courses and opportunities for
those who need to retrain and update themselves in a vocational area and desire instruction
enabling them to grow in basic knowledge and improve in home and community life.



                                              Dean, Continuing
                                                 Education


                                      JobLink Career
                                      Center Greeter


   Continuing       Job LInk Career   Job Link Career   Coordinator of        JobLink Career   Job Link Career
    Education           Center          Center Case      Nurse Aide               Center           Center
 Instructors (PT)     Coordinator       Manager (2)       Programs              Resource         Instructor
                                                                                Specialist

                                                              Nurse Aide
                                                            Instructors (2)


                                                           Part-time Nurse
                                                           Aide Instructors
                                                                                    12/4/2012



                                                        Dean, Continuing
                                                           Education


                                                JobLink Career
                                                Center Greeter


             Continuing       Job LInk Career   Job Link Career   Coordinator of        JobLink Career   Job Link Career
              Education           Center          Center Case      Nurse Aide               Center           Center
           Instructors (PT)     Coordinator       Manager (2)       Programs              Resource         Instructor
                                                                                          Specialist

                                                                        Nurse Aide
                                                                      Instructors (2)


                                                                     Part-time Nurse
                                                                     Aide Instructors




•   Director, Educational Talent Search
        • Admin. Support Specialist
        • Educational Advisor
        • Counselor (2)
        • Part-time Tutors
•   Director, Volunteer Services
        • RSVP Technical Assistant (PT)
        • RSVP Recruiter (PT)
        • Volunteers




      •   Director, Educational Talent Search
                      • Admin. Support Specialist
                      • Educational Advisor
                      • Counselor (2)
                      • Part-time Tutors
      •   Director, Volunteer Services
                      • RSVP Technical Assistant (PT)
                      • RSVP Recruiter (PT)
                      • Volunteers
                                                                            12/4/2012




Operations Finance

The Operations and Finance Division oversees the disbursement of funds, maintains
institutional financial data and personnel records, and generally oversees the operation of
the physical plant.



                                                                           President’s Office
                                                                           BOT: July 20, 2010
                                                                                          12/4/2012



                                                     Vice-President,
                                                      Operations &
                                                         Finance


                                                Staff
                                             Accountant


Adminstrative       Maintenance      Bookstore                             Human         Printing &   Campus Police
                                                       Controller         Resources        Postal
 Assistant III       Supervisor      Manager                                                             Officer
                                                                         Administrator    Services
                                                                                         Technician
     Mail Room                         Bookstore          Accounting Clerk                                  Security
                       (see below)
    Clerks (5 PT)                        Clerk             IV - Accounts                                 Officers (8 PT)
                                                              Payable

                                                           Accounting
                                         Payroll
                                                            Clerk IV -
                                       Technician
                                                           Purchasing

                                                           Accounting
                                        Cashier II
                                                            Clerk III




Operations and Finance
The Operations and Finance Division oversees the disbursement of funds, maintains
institutional financial data and personnel records, and generally oversees the operation of
the physical plant.



                                                                                         President’s Office
                                                                                         BOT: July 20, 2010
                                                                                    12/4/2012



                                              Maintenance Supervisor




                                                                       Leased Custodial Staff
                  Maintenance Staff (1)          Grounds Staff (3)
                                                                            (8FT, 2PT)




                                Shipping and Receiving
 Processing Assistant III
                                         Clerk




Student Affairs
Student Development Services assists students in accomplishing their educational, social,
and career goals by providing them with opportunities leading to increased self-confidence,
leadership, self-direction, clarification of values, and community awareness and
responsibility.

                                                                                   President’s Office
                                                                                   BOT: July 20, 2010
                                                                    12/4/2012

                               Vice-President,
                            Student Development
                                & Technology


             Athletic                                Coordinator,
           Dir/Student                                 Student
          Activities Spec                             Activities

Baseball Coach     Softball Coach
     (PT)               (PT)


          Asst Baseball
           Coach (PT)

                                              Evening
           Legacy & CIS                      Operations
           Administrator                     Coord (PT)

                               Evening
                             Switchboard
                             Operator (PT)

              Director,
            Information
            Technology

  Information
                       Network
    Systems
                     Administrator
 Technicians (3)


                     Director,               Director,
                    Educational              Volunteer
                   Talent Search              Services


                     Admin. Support          RSVP Technical
                       Specialist             Assistant (PT)


                                             RSVP Recruiter
                       Counselor (2)
                                                  (PT)

                          Educational
                            Advisor            Volunteers


                            Part-time
                             Tutors
                                                                                           12/4/2012




                                                Dean of
                                                Students


   Director of                          Admissions                          New Student        Director,
                      Counselors (2)                        Recruiter        Academic
    Student                              Specialist                                          Financial Aid
Records/Registrar                                                            Advisor (2)

                                                                                                Receptionist,
      Assistant                                                                                 Financial Aid
      Registrar
                                                                                                 Financial Aid
      Processing                                                                                Specialist IV (2)
       Assistant
                                                                                                Financial Aid
     Processing                                                                                  Technicial
    Assistant (PT)                                                                                Specalist




                                                      Director, Learning
                                                        Technologies



                                                                   Distance and E-
                                           Moodle                      Learning
                                         Administrator           Technician/Webmast
                                                                          er



                  Audio-Visual         Coordinator, EDU-            Computer Lab           Moodle Technician
                   Technician                Cable                 Technician (2 PT)             (PT)



                                               Information
   Audio-Visual
                                           Highway/EDU-Cable
  Technician (PT)
                                                Technician



                                                EDU-Cable
                                              Technician (PT)
                                                                                           12/4/2012

Curriculum Instruction, Planning and Research
The mission of the curriculum, planning and research area is to prepare graduates for
employment as skilled and productive members in the workforce and for continued
academic success in their pursuit of further study.
                                                                           President’s Office
                                                                           BOT: July 20, 2010

                                           Vice President,
                                             Curriculum
                                             Instruction



                          Processing                      Curriculum
                          Assistant IV                 Teaching Assistant



                      Director, Research               Curriculum/Planning
                        & Assessment                      Adminstrator



                       Curriculum, Planning &
                        Research Information
                             Coordinator



                 Dean, Arts &              Librarian               Dean, Allied Health,
                   Sciences                                           Business &
                                                                      Technology

                    (see below)            Archive Librarian
                                                                             (see below)


                                                Library Clerk



                                           Library Assistants
                                                (1 FT, 1 PT)


                                            Library Technical
                                                Assistant


                                             Part-time Help
                                              Center Aides
                                                                                                              12/4/2012


                                                        Dean, Arts &
                                                          Sciences

                                                                    Arts & Sciences
                                               Processing
                                                                       Teaching
                                               Assistant IV
                                                                       Assistant
                                                                       Child Dev
 Faculty Chair,          Faculty Chair,         Child Dev                                  Faculty Chair,         Academic Skills
                                                                        Grants
College Trans &         Educ, Comm, &            Center                                      Natural &                 Lab
Gen Education                                                         Coordinator
                          Humanities          Administrator                               Social Sciences          Coordinator
                                                                    (Grant Funded)
    Developmental                                                        School Age            Agricultural              Part-time
   Communications           Art Instructor        Lead Teacher            Specialist          Biotechnology              Teaching
    Instructors (2)                                                    (Grant Funded)           Instructor               Assistants

     Developmental                                                      Infant/Toddler
                            Communicatio          Instructional                                    Biology
      Mathematics                                                         Specialist (2        Instructors (3)
                                                                                                                      Part-time Tutors
    Instructors (1.5)        ns Instructor        Assistants (2)        Grant Funded)

                                                    Part-time           Healthy Social
      Part-Time                 English                                                          Chemistry               Part-time
                                                    Teaching           Behaviors Spec            Instructor
       Faculty              Instructors (3)         Assistants                                                        Student Tutors
                                                                       (Grant Funded)

                                                Quality Enhance         Referral Prof             Forest
                             Humanities          Spec (2 Grant          Dev Specialist         Management
                             Instructor            Funded)                                      Instructor
                                                                       (Grant Funded)

                                                    Resource               Referral
                                Music                                                              History
                                                Lending Librarian         Specialist             Instructor
                              Instructor         (Grant Funded)        (Grant Funded)

                               Spanish                                                          Mathematics
                              Instructor                                                      Instructors (2.5)


                                                                                                  Physical
                              Part-time                               Natural Science
                                                                                                 Education
                               Faculty                                  Instructor
                                                                                                 Instructor

                              Part-time
                                                                      Political Science         Psychology
                              Teaching                                                           Instructor
                                                                         Instructor
                              Assistants

                                                                        Agricultural
                                                                                             Science Teaching
                                                                       Biotechnology
                                                                                                 Assistant
                                                                       Teaching Asst
                                                                                                      12/4/2012

                                                Dean, Allied
                                              Health, Business
                                              and Technology

                                                              Allied Health,
                                     Processing               Business and
                                     Assistant IV          Technology Teaching
                                                                 Assistant

                        Faculty Chair,          Faculty Chair,              Faculty Chair,
                           Business,           Health, Industrial
                      Commercial and           and Engineering
                                                                             Nursing and
                    Artistic Technologies       Technologies               Visiting Students


                                                      AC, Heating &            Associate Degree
                         Banking & Finance
                                                      Refrigeration                Nursing
                            Instructor
                                                       Instructor               Instructors (6)


                              Basic Law
                                                       Cosmetology             Practical Nursing
                            Enforcement
                                                      Instructors (2)           Instructors (4)
                           Instructor (0.5)


                          Broadcasting and
Criminal Justice                                    Electrical/Electroni        Nursing SIM Lab
                             Production
   Instructor                                          cs Instructor              Instructor
                             Instructor

                             Computer
     Office                                              Electrical
                            Information
 Administration                                        Engineering             Part-time Faculty
                              Systems
   Instructor                                           Instructor
                           Instructors (2)


Part-time Faculty                                        Facilities
                                                       Maintenance
                              Medical                   Instructor                 Phlebotomy
                            Laboratory
                                                                                   Technology
                            Technology
                                                                                    Instructor
                             Instructor                 Pharmacy
                                                        Techology
                                                        Instructor
                            Therapeutic                                              Welding
                              Massage                                           Instructors (1 Reg,
                             Instructor                                              1 Temp)
                                                    Part-time Faculty
                                                                             12/4/2012

Procedure 1.3.2: Institutional Committees

There are five standing councils/committees of which the majority of membership is
determined by position. Other representatives from the Board of Trustees, the Faculty
Senate, the Staff Association, the Student Government Association, and the community also
serve on these committees.


Vision/Mission/Goals Council

This council concentrates on the purpose of the institution by monitoring the institution’s
mission and commitments, setting measures for institutional commitments, and identifying
strategic planning goals for the institution. This group also monitors and recommends
updates to the institution’s long range program plan and master facilities plan.

In addition to the following individuals, all members of the other four standing
councils/committees are members of the Vision/Mission/Goals Council.

Kathy Matlock                       President, Ex-officio
Morgan Phillips                     Vice President of Curriculum Instruction, co-chair
Betty Jo Ramsey                     Vice President of Operations & Finance, co-chair
Kathy Britt                         Executive Assistant to the President
Randy Britt                         Member selected by Board of Trustees
Doris Dees                          Member selected by Board of Trustees
Steve Smith                         Community Member selected by President


Planning/Budget Council

This council reviews and monitors effectiveness plans and sets budget priorities. Under this
grouping would be ad hoc or subcommittees on professional development, marketing, and
information technology.

Betty Jo Ramsey                     Vice President of Operations and Finance, chair
Morgan Phillips                     Vice President of Curriculum Instruction, vice-chair
Teresa Triplett                            Associate Dean of Continuing Education
Donna Turbeville                    Controller
Barbara Capobianco                  Curriculum & Planning Administrator
Peggy Blackmon                      Dean of Allied Health, Business & Technology
Kevin Bratton                       Dean of Arts and Science
Susan Houseman                      Director of Research and Assessment
Kelly Kingry                        Dean of Students
                                                                            12/4/2012

Tarris Bolick                      Director of Information Technology
Gail Ruby                          Director of Learning Technologies
Joe Nealon                         Director of Public Safety and Facilities
Sue Hawks                          Executive Dean of Institutional Advancement
Sharon Mendenhall                  Legacy and CIS System Administrator
John Robards                       Natural and Social Sciences Choice
                                          Term through 08-2012 (3-year term)
Kimberly Fine                      Nursing and Visiting Students Choice
                                          Term through 08-2012 (3-year term)
Susan Hughes                       Health, Industrial & Engineering Tech Choice
                                          Term through 08-2013 (3-year term)
Renee Noll                         Education, Comm and Humanities Choice
                                          Term through 08-2013 (3-year term)
Darian Ransom                      College Transitions & General Education Choice
                                          Term through 08-2014 (3-year term)
Angela Ransom                      Business, Commercial & Artistic Tech Choice
                                          Term through 08-2014 (3-year term)
Richard Rabon                      Faculty Senate Choice
                                          Term through 04-2012 (3-year term)
Brenda Orders                             Small Business Center Director
Mary Ruth Edwards                  Staff Association Choice (indefinite term)
Meg Sellers                        Staff Association Choice (indefinite term)
Katrina Canady                     Staff Association Choice (indefinite term)
Beverlee Nance                     Vice President of Continuing Education and
                                          Economic Development
Matlynn Yeoman                     Vice President of Student Development and Technology
                                          Services


Educational Development Committee

This committee deals with any issue that has a direct relationship to programs or curricula.
Such subcommittees or ad hoc committees dealing with curriculum, assessment/placement,
developmental education, global education, and economic development are generated by
this group.

Morgan Phillips                    Vice President of Curriculum Instruction, chair
Beverlee Nance                     Vice President of Continuing Education and
                                          Economic Development, vice-chair
Sharon Williams                    Curriculum, Planning & Research,
                                          Information Coordinator
Teresa Triplett                           Associate Dean of Continuing Education
Jackie Williams                    Coordinator of Basic Skills
                                                                        12/4/2012

Peggy Blackmon                   Dean of Allied Health, Business & Technology
Kevin Bratton                    Dean of Arts & Sciences
Kelly Kingry                     Dean of Students
Mary Ruth Edwards                Director of Continuing Education
Gail Ruby                        Director of Learning Technologies
Glenn Hanson                     Director of Financial Aid
Brenda Orders                    Director of Small Business Center

Kay Hester                       College Transitions and General Education Choice
                                        Term through 08-2012 (3-year term)
Tarique Haque                    Health, Industrial and Engineering Technologies Choice
                                        Term through 08-2012 (3-year term)
Mary Revels                      Natural and Social Sciences Choice
                                        Term through 08-2013 (3-year term)
John Bianchini                   Business, Commercial and Artistic Technologies Choice
                                        Term through 08-2013 (3-year term)
Allison Parker                   Education, Communications and Humanities Choice
                                         Term through 08-2014 (3-year term)
Gail Auten                       Nursing and Visiting Students Choice
                                         Term through 08-2014 (3-year term)
Connie Porter                    Faculty Senate Choice
                                         Term through 05-2013 (3-year term)
Sylvia McQueen                   Registrar



Quality of Life Committee

This committee deals with campus atmosphere, community events and student activities.
Such subcommittees or ad hoc committees as Fine and Performing Arts, Clemmons Lecture,
athletics, Earth Day, and diversity would be generated by this group.

Beverlee Nance                   Vice President of Continuing Education and
                                         Economic Development, chair
Matlynn Yeoman                   Vice President of Student Development and Technology
                                         Services, vice-chair
September Krueger                Art Instructor
Clarence Ganus                   Athletic Director
Donna McPherson                  Business Office Representative (indefinite term)
Ray Mize                         Clemmons Lecture Series
Justin Smith                     Communications Specialist
Jackie Williams                  Coordinator of Basic Skills
Barbara Campbell                 Coordinator of Student Activities
Peggy Blackmon                   Dean of Allied Health, Business & Technology
                                                                            12/4/2012

Kelly Kingry                       Dean of Students
Brenda Orders                             Director of Small Business Center
Melody Prevatte                    Director of Volunteer Services
Amanda Hilburn                     EDU-Cable Programming Manager
Danny Allen                        Evening Operations Coordinator
Sue Hawks                          Executive Dean of Institutional Advancement
Queen Lewis-Odom                   Director of Upward Bound
Betty Gray                         Faculty Chair for College Transitions and General
                                          Education
Catherine Cook                     Faculty Senate Choice – Term through 04/2012
                                          (three-year term)
Tanya Bellamy                      Faculty Senate Choice – Term through 04/2013
                                          (three-year term)
Allison Parker                     Faculty Senate Choice – Term through 04/2014
                                          (three-year term)
Angela Phillips                    Webmaster/Internet Technologies Technician
Sharyn Edwards                     Music Instructor
Lake Stocks                        Recruiter
Carolyn Blackwell                  Staff Association Choice (indefinite term)
Teresa Williams                    Staff Association Choice (indefinite term)
Donny Jernigan                     Student Government Choice (indefinite term)
Robin Fort                         Veteran’s Day Program Coordinator
Bill Maultsby                      Veteran’s Oral History Project



Institutional Operations Committee
This committee deals with issues involving general operations of the institution including
areas such as, but not limited to: grievance, communicable disease, health and safety, and
campus appearance.

Matlynn Yeoman                     Vice President of Student Development and Technology
                                          Services, chair
Betty Jo Ramsey                    Vice President of Operations and Finance, vice-
                                          chair
David Ransom                              Coordinator of EMS/Fire Service
Sharon Williams                    Curriculum, Planning and Research Information
                                          Coordinator
Peggy Blackmon                     Dean of Allied Health, Business & Technology
Kelly Kingry                       Dean of Students
Danny Allen                        Evening Operations Coordinator
Tarris Bolick                      Director of Information Technology
Gail Ruby                          Director of Learning Technologies
                                                                          12/4/2012

Joe Nealon                        Director of Public Safety and Facilities
Brenda Orders                             Director of Small Business Center
Michael Cance                     Faculty Senate Choice – Term through 04/2013
                                          (three-year term)
Lisa Bryan                        Faculty Senate Choice – Term through 04/2014
                                          (three-year term)
Bill Maultsby                     Human Resources Administrator
Sharon Mendenhall                 Legacy and CIS System Administrator
Kay Houser                        Librarian
Melody Callihan                   Staff Association Choice (indefinite term)
Katrina Canady                    Staff Association Choice (indefinite term)
Donny Jernigan                    Student Government Choice (indefinite term)
Beverlee Nance                    Vice President of Continuing Education and
                                          Economic Development
Morgan Phillips                   Vice President of Curriculum Instruction



Ad Hoc Committees

Ad Hoc or sub committees serve when a specified need arises that cannot be met by a
standing committee. These committees fulfill their purpose and cease operations.

Committee members are appointed by the vice presidents and/or the president. Individuals
should serve on no more than three ad hoc committees during a two year period. Selection
of committee members should be based on the following:

   1. Subject matter experts (SME) and for individuals who are knowledgeable with the
      issue being discussed.
   2. Volunteers
   3. Appointed by a vice president or the president to ensure an equitable distribution
      of committee assignments.

Operational Guidelines

   1. Each committee member's attendance is a part of the employee's job responsibility
      and is mandatory. Committee participation plays a role in an employee's
      evaluation. Only a supervising vice president can excuse a committee member
      from attendance at a meeting. The committee member should then inform the
      chairman of the approved absence. The committee member is responsible for
      knowing what action was taken by the committee in the missed meeting.
   2. Each committee elects a chair and a recording secretary except for instances when
      there is a designated chair.
                                                                                12/4/2012

   3. Each committee performs according to specific assigned functions and roles. The
      members should devote the first meeting of the year to developing objectives and
      plans for the committee's work.
   4. The chair plans each meeting in advance when possible and prepares an agenda to
      give to members before a meeting. The chair's plans may be based on suggestions
      and requests of committee members, the president, or other administrative
      officers.
   5. Each committee keeps accurate minutes of all meetings. The committee
      secretary/recorder is responsible for posting these minutes on InfoNet; the Library
      downloads the minutes and files them by years.
   6. The committee chair brings recommendations from the committee to the
      attention of the administration.
   7. The committee lists items for which it wants specific answers in memoranda to
      appropriate administrative officers.
   8. Generally, members serve on no more than two committees for a maximum term
      of two years. At the discretion of the vice-presidents or the president, they may
      serve on other committees according to their desire or interest or according to the
      needs of the college. Individuals may be required to serve on more than two
      committees based on the requirements of their position.

                                                                               President’s Office




Policy 1.4: Selection of the President
According to Section 115-D of the General Statutes of North Carolina (General Statutes), the
Board selects the president of the institution, subject to approval of the State Board of
Community Colleges. The Board may solicit opinions from various interested parties in the
college, but it is the responsibility of the Board to discharge the function of the selection of
the president.

                                                         BOT: October 20, 1966, July 20, 2010



Policy 1.5: Hiring of New Personnel
The Board delegates to the president the responsibility for hiring all faculty and
administrative personnel and renewing contracts. The Board will affirm those approved at
the next regular Board meeting.

                                                                               President’s Office
                                                                            12/4/2012

   BOT: September 14, 1967, January 20, 1972, May 12, 1977, September 12, 1995, July 20, 2010


Hiring of Temporary and Part-time Personnel
The Board delegates to the president or his/her designee the responsibility for hiring part-
time and/or temporary personnel and for renewing such contracts. The Board will affirm
such employment each semester from a list of said personnel presented by the president at
the next regular Board meeting.
                                                                            President’s Office
                                                             BOT: May 12, 1977, July 20, 2010

Policy 1.6: Acceptance of Resignations
The Board delegates to the president or his/her designee the responsibility for accepting
resignations of employees. The official date of resignation will be the date determined by
the president. The resignation will be affirmed as of that date by the Board at the next
regular Board meeting.


                                                                           President’s Office
                                                              BOT: May 12, 1977, July 20, 2010


Policy 1.7: Property and Buildings
Naming of the College
The Board approved the name of Southeastern Community College.

                                                                          BOT: March 7, 1964
Acquisition of Property
The Board safeguards the value of the college property by being alert to the status of
property surrounding the college. Appropriate recommendations regarding possible
courses of action with respect to property surrounding the college will be made by sub-
committees of the Board constituted for this purpose.
                                                                       BOT: October 15, 1964
Zoning
The Board authorizes the college administration to transfer funds to pay for the state zoning
of the college.
                                                                     BOT: November 17, 1964
Employment of College Architects
The Board hires architects for college construction or maintenance.
                                                                           BOT: April 15, 1965
                                                                                12/4/2012

Change Orders
During periods of construction, the Board empowers its chair, the college president, or
his/her designee to approve change orders with respect to any existing construction. The
exception is change orders involving extension of construction time that must be approved
by the total Board.

                                                                           President’s Office
                        BOT: May 19, 1966, November 17, 1998, January 24, 2002, July 20, 2010




Policy 1.8: Naming of Facilities
The Southeastern Community College Board of Trustees, President, and Directors of the
Southeastern Community College Foundation, seek private funds to enhance the College’s
ability to meet the higher education needs of its community, strive to reach a level of
excellence that would otherwise not be possible given state and local funding levels and
restraints on student tuition and fees. To that end, the College seeks to provide appropriate
recognition to donors for their generosity. Although such recognition may take many forms,
this policy seeks to establish guidelines for the naming of facilities.
This policy also serves as a guideline for the Southeastern Community College Trustees, the
President, the Directors of the SCC Foundation, and others who assist in the solicitation of
gifts. It is established to assure an appropriate reflection of the history of the College as well
as consistency, fairness, fitting recognition and good value in exchange for the honor or
privilege of name association with a physical aspect of the College. Each naming opportunity
will be handled on a case by case basis to evaluate the size of the gift in relation to the
impact it will have on the College.

                                                                            President’s Office
                     BOT: May 12, 1977, September 18, 2007, July 20, 2010, November 20, 2012
                                                                             12/4/2012

Procedure 1.8.1: Naming of Facilities
Naming Tributes
Two circumstances generally give rise to a naming tribute:

   1. Naming in Recognition of Distinguished Service may honor a gift of time or talent
      that has had a significant positive impact on the College over an extended period of
      years. The President of the College, or a committee appointed by the President, is
      charged with determining whether the person proposed is worthy of the honor, as
      well as the degree of internal and external support for the proposed naming, prior to
      submitting to the Board of Trustees for approval.

   2. A gift of monetary value appropriate to the facility, program or fund being named.
      Such gifts must comprise a substantial portion of the cost.

Donors

Donors to be honored with naming opportunities may reflect individuals, families,
organizations, foundations or corporations.

Physical Property

Sponsorship of physical property on campus through monetary gifts may occur:

   1. To pay for all or part of a new campus facility or improvement.

   2. In conjunction with fundraising efforts on the part of the College or the Foundation.

Giving levels for the naming of physical property should be established through consultation
among the College Trustees, Foundation Directors, and President. Some general guidelines
include:
    1. New construction, buildings or improvements may be named for a donor who has
        made a substantial monetary gift toward the cost of the project.

   2. For existing buildings and facilities, dollar amounts will be established for a selected
      number of naming opportunities based on institutional priorities set by the President
      and the College Board of Trustees.

   3. Giving levels may be established with either fixed or minimum dollar amounts for
      sponsorship of other physical property on campus.
                                                                               12/4/2012

Rights and Responsibilities

The Board of Trustees, with input from appropriate parties, will make decisions related to
naming, memorial and tribute gifts, including but not limited to the following:

   1. Public announcement: the right to determine content, timing, location and frequency
      of any announcements associated with the gift.

   2. Physical markers: the right to approve the color, design, and size of any physical
      marker that provides information about the designee or donor and/or the nature of
      the gift or honor.

   3. Care and maintenance: the right and responsibility to determine and carry out the
      exact nature of any ongoing care and maintenance of any memorial or tribute gifts or
      their physical markers.

General Provisions

   1. Naming recognition should enhance the reputation and prestige of the College and
      the donor.

   2. Where a building or part has been named, the College will continue to use the name
      so long as the building, part or facility remains in use and serves its original function,
      unless otherwise stipulated at the time of gift acceptance. When the use of a
      building, room, or facility is changed such that it must be demolished, substantially
      renovated or rebuilt, the College may discontinue or may retain the use of the name
      or name another comparable room or facility.

   3. It is the responsibility of individuals negotiating on behalf of the College to advise
      potential benefactors that their gift may be recognized by naming, subject to
      approvals and decisions being consistent with this policy.

   4. Commitments made prior to adoption of this policy shall be honored.

Final Authority

The final authority for any naming, memorial or tribute rests with the College Board of
Trustees. The guidelines set forth in this statement are not to be deemed all-inclusive. The
College President and/or the College Board of Trustees reserve the right to consider any and
all factors regarding the privilege of name association with a physical aspect of Southeastern
Community College as particular acts and circumstances warrant. The College President,
upon advice and consent from the College Board, may require that a background check be
performed on a donor (living or deceased) or designee based upon particular facts and
                                                                               12/4/2012

    circumstances. If a background check is determined to be necessary, the donor (donor’s
    executor) or designee shall be required to sign an authorization allowing the background
    check. The College President and/or College Board of Trustees reserves the right to
    withdraw the privilege of name association with Southeastern Community College should
    future particular acts and circumstances warrant.

    Buildings/Facilities Naming Opportunities
    *This Table is replaced with the proposed Guidelines for Naming Opportunities per
    Building.

    This list will be reviewed and may be revised every two years by the Executive Committee of
    the Southeastern Community College Foundation, Inc. and the College President for
    presentation to the Board of Trustees for approval of any revisions.


            Proposed Guidelines for Naming Opportunities per Building

General -
                                      Classrooms                              $10,000 – $15,000
                                            Labs                              $10,000 - $25,000

Administration Building – ‘A’                              $3,000,000
                                            Lobby                                       $50,000
                                     Board Room                                         $25,000
                                  Upstairs Gallery                                      $50,000

B – Building                                               $1,000,000
                     Cosmetology Training Center                                        $25,000
                                  Basic Skills Lab                                      $10,000
                         Therapeutic Massage Lab                                        $10,000
                Electrical Engineering Technology                                       $15,000

C – Building                                               $1,000,000
                                   Chemistry Lab                                        $25,000
                                     Biology Lab                                        $25,000

D – Building                                               $1,000,000
                                      Auditorium                                       $250,000
                                      Choir Room                                        $25,000
                                       Piano Lab                                        $10,000

D – 2 Annex
                                       Art Studio                                       $20,000
                                  Ceramics Studio                                       $15,000
                                                                            12/4/2012


Nesmith Student Center
                                      Bookstore                                     $100,000
                                  Fitness Center                                     $50,000
                             Academic Skills Lab                                     $25,000
                                  PE/Dance Lab                                       $15,000
                             Student Center Suite                                    $25,000

H – Building                                              $750,000
                                      Playground                                     $20,000
L – Building – Library                                  $1,000,000
                             Lobby/Display Area                                      $10,000
                               Conference Room                                       $15,000
                                Periodicals Area                                     $15,000

M – Building                                            $1,000,000
                                   Welding Lab                                       $10,000
                  Heating & Air Conditioning Lab                                     $10,000

R – Building – Allied Health                            $1,000,000
                                           Lobby                                     $10,000
                                Conference Room                                      $15,000
                                       I-Stan Lab                                    $10,000

Proposed R – Addition                                     $500,000
                         Medical Lab Technology                                      $25,000
                                 Phlebotomy Lab                                      $25,000
                          Pharmacy Technology                                        $25,000

HHS – Health & Human Services Building                  $1,000,000
                               Conference Room                                       $15,000
                         Fire Training Classroom                                     $10,000
             Law Enforcement Training Classroom                                      $10,000
   Emergency Medical Services Training Classroom                                     $10,000
       Basic Law Enforcement Training Classroom                                      $10,000
                     Nursing Assistant Classroom     Furnished by Interim/Steve Smith. Plaque
                                                                                      denotes
                                                 .

T – Building                                            $1,000,000
                Industrial Training Center (T-101)                                   $25,000
                                           Kitchen                                   $15,000
                      Edu-Cable Broadcast Studio                                     $25,000
                                 Conference Room                                     $10,000
                                Computer Labs (2)                               $15,000 each
                                                       12/4/2012


Cartrette Building
   Ag- Biotech/Environ. Science Tech Classroom & Lab            $25,000
                              Transfer/Grow Room                $10,000
                                     North Lobby                $15,000
                                 Conference Room                $15,000
                                Computer Labs (4)          $15,000 each


Natural Areas
   Ram’s Baseball Field                                      $1,000,000
   Baseball Fieldhouse                                           $50,000
   Ram’s Softball Field                                        $500,000
   Nature Trail                                                  $10,000
   Firing Range                                                  $10,000
   A-Building Circle Drive                                     $100,000
   Garden Areas                                        $10,000 - $25,000
                                                                               12/4/2012


Policy 1.9: Substantive Change
In compliance with Federal rule and the Southern Association of Colleges and Schools,
Commission on Colleges (SACS-COC) Policy Substantive Change for Accredited Institution of
the Commission on Colleges, Southeastern Community College will not enact significant
modification or expansion of the nature and scope of the institution without required and
appropriate approvals from the United States Department of Education, the North Carolina
State Board of Community Colleges and SACS-COC.

Under federal regulations, substantive change includes the following:

• Any change in the established mission or objectives of the institution
• Any change in legal status, form of control, or ownership of the institution
• The addition of courses or programs that represent a significant departure, either in
 content or method of delivery, from those that were offered when the institution was last
 evaluated by SACS-COC
• The addition of courses or programs at a degree or credential level above that which is
 included in the institution’s current accreditation or reaffirmation.
• A change from clock hours to credit hours
• A substantial increase in the number of clock or credit hours awarded for successful
 completion of a program
• The establishment of an additional location geographically apart from the main campus at
 which the institution offers at least 50 percent of an educational program.
• The establishment of a branch campus

                                                                          BOT: March 15, 2011


Procedure 1.9.1: Substantive Change Procedures
To ensure institutional compliance with Policy 1.9 Substantive Change in the areas identified
as substantive change by federal regulations, the steps indicated below must be completed
for each indicated change.

   1. Any change in the established mission or objectives of the institution

       Any proposed change in the institution’s mission and objectives must be tentatively
       approved by the board of trustees six months prior to implementation and submitted
       to SACS-COC by the college president and college SACS-COC liaison to determine if
       the change is substantive. If the change is not considered substantive, as confirmed
       by the written response of SACS-COC, then the changes will stand as approved. If the
       change is considered substantive, the institution will prepare a prospectus to submit
                                                                         12/4/2012

   to SACS-COC justifying the change and will complete the steps required by SACS-COC
   to obtain the appropriate approval. If approval is not forthcoming then the proposed
   change may require adjustment and re-approval by the board of trustees.

2. Any change in legal status, form of control, or ownership of the institution (including
   merging with another institution or closing the institution)

   Southeastern Community College was established by the North Carolina General
   Assembly (NCGA) and is part of the North Carolina Community College System. Any
   changes in legal status, form of control, or ownership of the institution would require
   action of the NCGA. If such action were to take place SACS-COC should be provided
   with a prospectus justifying the change at least six months prior to the
   implementation.

3. The addition of courses or programs that represent a significant departure, either in
   content or method of delivery, from those that were offered when the institution
   was last evaluated by SACS-COC (includes initiating degree completion programs)

   The addition of any curriculum courses or programs must be approved through the
   institutional processes outlined in the Curriculum Procedures Manual, which includes
   steps resulting in the notification of SACS-COC of any changes that could potentially
   be considered substantive in nature. Each meeting of the Educational Development
   Committee includes a report concerning programs/courses and any approvals being
   sought through the NCCCS or SACS-COC.

   The addition of any alternative methods of delivery for courses must be approved
   through the vice president of curriculum instruction, which includes review of the
   proportion of programs delivered in this manner. The college president and SACS-
   COC liaison provide notification to SACS-COC of any changes that could potentially be
   considered substantive in nature. Each meeting of the Educational Development
   Committee includes a report concerning which programs/courses are approved for
   delivery by an alternative method and any approvals being sought through the
   NCCCS or SACS-COC.

   If any change is considered substantive, the institution will prepare a prospectus to
   submit to SACS-COC justifying the change and will complete the steps required by
   SACS-COC to obtain the appropriate approval. If approval is not forthcoming then the
   proposed change may require adjustment and re-approval.

4. The addition of courses or programs at a degree or credential level above that which
   is included in the institution’s current accreditation or reaffirmation.
                                                                        12/4/2012

   Southeastern Community College was established by the North Carolina General
   Assembly (NCGA) and is part of the North Carolina Community College System. Any
   addition of courses or programs above the associate level would require action of the
   NCGA. If such action were to take place SACS-COC should be provided with a
   prospectus justifying the change at least twelve months prior to the implementation.

5. A change from clock hours to credit hours

   Under state rule Southeastern Community College already provides coursework
   using credit hours.

6. A substantial increase in the number of clock or credit hours awarded for successful
   completion of a program

   Southeastern Community College is limited in the number of credit hours that may be
   included in any program by state rule which generally keeps a significant increase
   from occurring. The application for any change in program length through the
   college processes outlined in the Curriculum Procedures Manual requires specifying
   the percentage increase in credit hours. If a particular program were changed by
   state rule or through moving from the minimum number of allowed credit hours to
   the maximum amount, this increase would be evident. With any change that could
   potentially be considered substantial, the college president and SACS-COC liaison
   must provide notification to determine if the change is substantive. If the change is
   not considered substantive, as confirmed by the written response of SACS-COC, then
   the changes will stand as approved. If the change is considered substantive, the
   institution will prepare a prospectus to submit to SACS-COC justifying the change and
   will complete the steps required by SACS-COC to obtain the appropriate approval. If
   approval is not forthcoming then the proposed change may require adjustment and
   re-approval.

7. The establishment of an additional location geographically apart from the main
   campus at which the institution offers at least 50 percent of an educational program.
   (includes relocation of off campus locations)

   The addition of any additional location geographically apart from the main campus
   for courses must be approved through the vice president of curriculum instruction,
   which includes review of the proportion of programs delivered in this manner. The
   college president and SACS-COC liaison provide notification to SACS-COC of any
   changes that could potentially be considered substantive in nature. Each meeting of
   the Educational Development Committee includes a report concerning which
   programs/courses are approved for delivery at an additional location geographically
   apart from the main campus and any approvals being sought through the NCCCS or
   SACS-COC. If the change is considered substantive, the institution will prepare a
                                                                            12/4/2012

       prospectus to submit to SACS-COC justifying the change and will complete the steps
       required by SACS-COC to obtain the appropriate approval. If approval is not
       forthcoming then the proposed change may require adjustment and re-approval.

   8. The establishment of a branch campus

       Southeastern Community College was established by the North Carolina General
       Assembly (NCGA) and is part of the North Carolina Community College System. Any
       establishment of a branch campus would require action of the NCGA. If such action
       were to take place SACS-COC should be provided with a prospectus justifying the
       change at least six months prior to the implementation.

In addition to the eight areas above, SACS-COC indicates that the following changes could be
considered substantive. Southeastern Community College will complete the steps below to
align with SACS-COC requirements in these areas.

   1. Initiating joint degrees, programs or courses offered through consortium or
      contractual agreements with other institutions.

       Offering any joint degrees, programs or courses offered through consortium or
       contractual agreements with other institutions must be approved through the vice
       president of curriculum instruction, the college president, board of trustees and
       NCCCS office. As part of this approval notification must be provided to SACS-COC as
       to the nature of the program and how the college ensures that appropriate academic
       standards are upheld. Initiating a joint degree requires at least six months notice
       prior to implementation and completion of a program prospectus. Initiating other
       collaborative arrangements requires notification before implementation.

   2. Closing a program.

       The deletion of any curriculum courses or programs must be approved through the
       institutional processes outlined in the Curriculum Procedures Manual, which includes
       steps resulting in the notification of SACS-COC of any changes that could potentially
       be considered substantive in nature. Each meeting of the Educational Development
       Committee includes a report concerning programs/courses and any approvals being
       sought through the NCCCS or SACS-COC.



Policy 1.10: Investment Policy
Investment and management of college funds will be in accordance with North Carolina
General Statute 115D-58.6. The Investment Committee of the Board of Trustees shall make
                                                                               12/4/2012

recommendations to the Board on investment options and monitor the performance of
investments.

The board of trustees shall discharge their duties with respect to the management and
investment of college funds as follows:

   (1) Investment decisions shall be solely in the interest of the college and the students,
       faculty, and staff of the college.
   (2) The investments shall be for the exclusive purpose of providing an adequate return
       to the college.
   (3) Investments shall be made with the care, skill, and caution under the circumstances
       then prevailing which a prudent person acting in a like capacity and familiar with
       those matters would use in the conduct of an activity of like character and purpose.
   (4) Investment decisions shall be made impartially, taking into account the best interest
       of the college, with special attention to conflicts of interest or potential conflicts of
       interest.
   (5) Investments shall incur only costs that are appropriate and reasonable.

                                                                               BOT: July 19, 2011



General Policies
Policy 2.0: Policy Enforcement
All college personnel have responsibility for the enforcement of all policies and procedures
of the institution.

                                                                              President’s Office:
                                                                              BOT: July 20, 2010


Procedure 2.0.1: Policy Enforcement
When an employee of the college observes a violation of an institutional policy or
procedure, it is that employee’s responsibility to take action. The level of action depends
upon the event observed. In some instances the employee should confront the individual
violating the policy or procedure; in others, the individual should report the violation to a
supervisor, campus security, or the dean of students. The controlling factors determining
the course of action include the following:
                                                                                12/4/2012

        The level of danger of the violation, e.g. someone parking in a restricted area is less
         dangerous than a person physically threatening another individual.
     The seriousness of the violation, e.g. someone smoking on campus is less serious
         than a person carrying a weapon on campus.
     The location and the time of day of a violation, e.g. confronting an individual smoking
         on campus during the day in a public area with frequent traffic is less dangerous than
         confronting an individual at night in an isolated parking lot with no one else around.
     The level of anxiety or fear that the idea of confronting an individual violating a policy
         or procedure creates in the observer, e.g., being mildly uncomfortable as opposed to
         being fearful for one’s safety.
     The individual’s role at the time of the observation, e.g., a person supervising a class
         has more direct responsibility for enforcing institutional policy within that
         environment than someone walking across campus and observing something from a
         great distance.
In all instances, employees must be prudent in exercising their responsibility for
enforcement. But in all instances of observed violation, employees are responsible for taking
some level of action.

Policy 2.1: Use of College Facilities/Equipment
The college encourages public use of its facilities in accordance with its stated purposes and
policies. Priority is given to enrolled students, employees, and guests. The Board authorizes
the president and his/her designees to establish a fee schedule and to assess fees as
appropriate to outside organizations utilizing college facilities. The president or his/her
designee is authorized to identify any or all areas of the campus as open only to enrolled
students, employees, and guests. Guests may include prospective students visiting the
campus, persons attending authorized meetings, and persons using other services of the
college. Use of college facilities is controlled by local guidelines and those covered
specifically by other legislative policies (e.g., traffic, disruptions, and weapons). Appropriate
signs may be posted stating that facilities are open only to those persons named above. The
president or his/her designee is authorized to ban from campus any non-students who may
be deemed undesirable or whose presence or actions may be inappropriate at a particular
place or event.

Southeastern Community College is committed to providing employees with the equipment
necessary to perform their assigned duties. As such, employees are responsible and
accountable for the safeguarding and proper use of college equipment.

            BOT: April 18, 1068, October 19, 1972, July 15, 1976, July 15, 1986, January 24, 2002,
                                                                                     July 20, 2010
                                                                VP Ops/Fin, VP Stud Dev & Tech
                                                                             12/4/2012



Procedure 2.1.1: Guidelines for Use of Facilities
  1. First priority is given to college and college-sponsored activities.

  2. The college’s facilities are available to those non-college organizations whose
     objectives and activities are in keeping with the mission and goals of the college and
     that have the prior approval of the designated administrative officials. These
     organizations may include but are not necessarily limited to the following:

         a. Government and public service agencies

         b. Volunteer, non-profit organizations

         c. Professional associations

         d. Organizations existing primarily to promote fine arts. However, activities of
             other organizations may on occasion be conducted in college facilities, if in
             the determination of the president, such use is of substantial benefit to the
             college and the community.
  3. The auditorium and related premises are used only for purposes consistent with the
     Statement of Institutional Purpose. With the exception of the Business and Industrial
     Skills Center (T Building), requests for the use of college facilities should be made
     through the office of the vice president of curriculum instruction. Requests for use of
     the T Building should be made through the office of the vice president of continuing
     education. Generally, the use of these buildings is considered on a first-come, first-
     serve basis. Application for use of the facilities by non-affiliated groups should not be
     made earlier than 30 days of the desired date. In determining the use of the facilities,
     the college gives priority to affiliated groups.

  4. No illegal use is made of the premises.

  5. Alcohol is not permitted.

  6. Order and decorum are maintained.

  7. The user is personally responsible for any damage done to the premises other than
     ordinary wear and tear in connection with the use by employees, patrons, the public,
     or others. That responsibility requires the user to promptly make good any loss
     sustained by the institution by theft, breakage, or damage to the occupied area and
     the immediate premises in use. Nothing may be nailed or permanently attached to
     any facility without written permission from the vice president of operations and
                                                                                 12/4/2012

        finance. The college reserves the right to require a deposit to protect against damage
        or expenses incurred for custodial services.

   8. The user complies with the rules and regulations of the college's authorities in
      connection with this use.

   9. Smoking is not permitted on campus.

   10. The user provides adequate and competent help as determined by the college to
       supervise the premises and to protect the public and the property during use.

   11. The user protects the college and its officers against any liability growing out of this
       use, presents proof of a public liability insurance policy covering public liability at the
       time the contract is signed, and agrees to hold the college completely harmless in
       every regard and to indemnify fully for any property or personal loss.

   12. Any use of electricity for other than general illumination provided by existing facilities
       or any change in existing electrical circuits or facilities is prohibited except by
       permission. When any change in circuits or facilities is permitted, such change is at
       the expense of the user and is made by the user's licensed electrical contractor who
       must be approved by the college. The facility must be returned to its original
       condition on the day following use.

Procedure 2.1.2: Use of College Facilities for Personal
Gain
State policy does not permit employees to use college facilities and/or equipment or charge
fees for personal, monetary gain. Employees who use labs, shops, or college facilities for
personal projects related to professional development must obtain prior approval from the
appropriate supervisor. Under no circumstances may any employee charge a fee for private
monetary gain for performing services in any college-owned facilities.

Employees may use no college supplies or materials for personal monetary gain. All rights to
any product produced by college employees within the scope of their employment are
retained by the college.

Procedure 2.1.3: Student Lockers

The College provides lockers for temporary student use. The lockers are the property of the
college and subject to inspection.

   1.   The college reserves the right to have a periodic college-wide inspection of all lockers
                                                                                12/4/2012

       for the purpose of keeping lockers clean and ensuring that they are being used
       properly and do not contain any materials that are undesirable or illegal.

   2. The college also reserves the right to inspect any given locker when the
       administration or a faculty member has reasonable grounds for suspicion that the
       locker is not being used for its intended purpose.

   3. Two members of the faculty or staff jointly conduct any inspection of lockers.
       Further, inspection of any single locker on the grounds of reasonable suspicion
       always occurs in the presence of the student, if possible. The intended purpose of the
       lockers is to provide a place of safekeeping for student clothing, books, and other
       personal items. However, the college does not accept responsibility for loss or theft
       of student property left in the lockers. Lockers are not a place of safekeeping for
       food, drink, pornographic material, or contraband of any kind.

Policy 2.2: Solicitation
College buildings or campus spaces may not be used to raise funds for individuals or
organizations except for officially recognized college projects or organizations that have
obtained approval from the president of his /her designee.

            BOT: April 18, 1068, October 19, 1972, July 15, 1976, July 15, 1986, January 24, 2002,
                                                                                    July 20, 2010
                                                                VP Ops/Fin, VP Stud Dev & Tech


Policy 2.3: Free Speech and Public Assembly
Southeastern Community College encourages its community to exercise the right to
freedom of speech granted by the First Amendment to the Constitution of the United States
of America. This policy informs members of the College community and the public of the
manner in which they may engage in constitutionally protected speech and expression at
Southeastern Community College. It is intended to protect one’s right to freedom of speech
without interfering with the primary educational purpose of the College.

The College will protect the rights of freedom of speech, petition, and peaceful assembly.
The right to restrict the time, place, and manner of expression is specifically reserved for the
College. Any acts that are disruptive to normal operations of the College including but not
limited to instruction, college business, or actions with interfere with the rights of others will
not be tolerated. Faculty, staff, and students engaging in disruptive activity may be subject
to disciplinary action. Any participant in a disruptive activity may face criminal charges.


            BOT: April 18, 1068, October 19, 1972, July 15, 1976, July 15, 1986, January 24, 2002,
                                                                            12/4/2012

                                                                                July 20, 2010
                                                             VP Ops/Fin, VP Stud Dev & Tech

Procedure 2.3.1: Distribution of Printed Materials
Distribution of Written/Printed Materials

   1. Only allowable written/printed materials may be distributed at the college.
      Disallowable materials are defined as those that have a reasonable probability of any
      of the following:
          a. Material and substantial interference with a legitimate college activity.
          b. A strong showing of a present intention to incite or disrupt college activities,
              coupled with a clear and present danger that the activities of the college will
              in fact be materially disrupted.
          c. Inclusion of matters in an official college publication that would subject the
              administrators to civil liability for libel or defamation.
          d. Inclusion of matters that are obscene in accordance with prevailing legislative
              and judicial interpretations or that offend the conscience of the community.

   2. Any party or parties must apply to the president or his/her designee for a permit to
      distribute written/printed materials, and each application will be acted on promptly.

   3. Any party or parties who distribute written/printed materials on the campus without
      an official permit are subject to removal from the campus and charges of trespassing.

   4. In approving the distribution of written/printed materials, the college, employees, or
      Board assumes no obligation or responsibility for content of the materials
      distributed.

   5. Furthermore, the college reminds any party or parties distributing materials to be
      aware of applicable laws regarding such areas as libel, defamation, and obscenity.

   6. If unauthorized distribution of written/printed materials results in littering on
      campus, the party or parties distributing the materials are responsible for removing
      the materials from campus. Littering on the college campus is prohibited and is
      enforced under General Statutes 14-399.

   7. The posting of any written/printed material is allowed only on bulletin boards
      intended for that purpose and only when based on the rules and regulations as
      outlined below:
          a. Only allowable materials may be posted. Allowable materials are those that
             serve institutional goals as set forth in this policy.
                                                                             12/4/2012

         b. Materials must be approved by the vice president of operations and finance or
            his/her designee, or distributors risk being charged with littering as noted
            previously. The party or parties who distribute the materials are responsible
            for their removal within three days of completion of the event or activity.
            Failure to do so results in disapproval of future posting.

  8 . Solicitation or acceptance of donations or charges for any written/printed materials is
      prohibited.

Procedure 2.3.2: Public Assembly
  1. Only allowable assemblies may be held on the college campus. Disallowable
     assemblies are defined as those that have a reasonable probability of any of the
     following:

         a. Interfering with a legitimate college activity.
         b. Showing a present intention to incite or disrupt college activities, coupled
            with a clear and present danger that the activities of the college will in fact be
            materially disrupted.
         c. Including matters that would subject administrators to civil liability for libel or
            defamation. ]
         d. Including matters that are obscene in accordance with prevailing legislative
            and judicial interpretation or that offend the conscience of the community.

  2. Guidelines and application forms for use of college buildings, facilities, grounds, and
     equipment are available from the president or his/her designee. Each application is
     acted upon within ten working days of its receipt in the designated office.

  3. Any party or parties using the college buildings, facilities, campus, or equipment
     without following the procedures identified above are subject to removal from the
     campus and to prosecution.

  4. Assemblies in buildings or on the campus must not interfere with or disrupt in any
     way the regular functions and needs of the college. No such assemblies may use any
     sound amplification equipment, unless specifically approved in advance.

  5. Littering of the campus or buildings is prohibited and is enforced under General
     Statutes 14-399.

  6. Acceptance of donations or charges for admission to such assemblies is generally
     prohibited unless special approval is obtained through the process identified above in
     advance of the event.
                                                                               12/4/2012

Policy 2.4: Drug and Alcohol Policy
The drug and alcohol policy of the college is required by the Drug-Free Workplace Act. The
act requires that agencies receiving federal grants certify that they are providing a drug-free
workplace. The users of drugs or alcohol may impair the well being of all employees,
students, and the public at large; drug and alcohol uses may also result in damage to college
property. Therefore, the unlawful manufacture, distribution, dispensation, possession, or
use of a controlled substance or alcohol is prohibited while in the workplace, on college
premises, or as part of any college-sponsored activities.

Any employee or student violating this policy is subject to disciplinary action up to and
including referral for prosecution, expulsion, or termination. This policy applies to both
students and college employees.

                           BOT: May 23, 1989, October 1992, November 17, 1998, July 20, 2010
                                                             VP Ops/Fin, VP Stud Dev & Tech


Procedure 2.4.1: Drug and Alcohol Procedures
   1. The college does not differentiate between drug users and drug distributors. An
      employee or student who possesses, uses, sells, gives, or in any way transfers a
      controlled substance to another person or manufactures a controlled substance
      while in the workplace, on college premises, or as part of any college sponsored
      activity is subject to disciplinary action up to and including referral for prosecution,
      expulsion, or termination.

   2. The term "controlled substance" means any drug listed in 21 CFR Part 1308 and other
      federal regulations, as well as those listed in Article V, Chapter 90 of the General
      Statutes. Generally, these are drugs that have a high potential for abuse. Such drugs
      include but are not limited to “crack,” PCP, cocaine, marijuana, and heroin. They also
      include legal drugs that are not prescribed for the individual by a licensed physician.

   3. If an employee or student is convicted of violating a criminal drug statute while in the
      workplace, on college premises, or as part of a college-sponsored activity, he/she is
      subject to disciplinary action up to and including termination or expulsion.
      Alternatively, the college may require the employee or student to successfully finish a
      drug abuse program sponsored by an approved private or governmental institution
      as a precondition for continued employment or enrollment at the college.

   4. Each employee or student is required to inform the college in writing within five days
      after he/she is convicted for violation of any federal, state, or local criminal drug
      statute when such violation occurred while in the workplace, on college premises, or
                                                                         12/4/2012

   as part of any college-sponsored activity. A conviction means a finding of guilt
   (including a plea of nolo contendere) or the imposition of a sentence by a judge or
   jury in a federal or state court.

5. Convictions of employees (including student employees as defined below) for
   violating drug laws in the workplace, on college premises, or as part of a college-
   sponsored activity are reported to the appropriate federal agency. Students
   employed under the college work study program are considered to be employees of
   the college if the work is performed for the college. For work performed for a
   federal, state, or local public agency or for a private nonprofit or a private profit
   agency, students are considered to be employees of the college unless the
   agreement between the college and the organization specifies that the organization
   is considered to be the employer. The vice president of operations and finance must
   notify the U.S. government agency with which the grant was made within ten days
   after receiving notice from the employee or otherwise receiving actual notice of a
   violation of a criminal drug statute occurring in the workplace. The college takes
   appropriate disciplinary action within 30 calendar days from receipt of notice. As a
   condition of further employment on any federal government grant, the law requires
   all employees to abide by this policy.

6. An employee or student who unlawfully possesses, uses, sells, or transfers alcoholic
   beverages to any person while in the workplace, on college premises, or as part of
   any college-sponsored activity is subject to disciplinary action up to and including
   termination or expulsion and referral for prosecution.

7. If an employee or student is convicted of violating any alcoholic beverage control
   statute while in the workplace, on college premises, or as part of any college-
   sponsored activity, he/she is subject to disciplinary action up to and including
   termination or expulsion. Alternatively, the college may require the employee or
   student to successfully finish an alcoholic rehabilitation program sponsored by an
   approved private or governmental institution as a precondition for continued
   employment or enrollment at the college.

8. The term alcoholic beverage includes beer, wine, whiskey, and any other beverage
   listed in Chapter 18B of the General Statutes.

9. Each employee or student is required to inform the college in writing within five days
   after he/she is convicted of violating any alcoholic beverage control statute when
   such violation occurred while in the workplace, on college premises, or as part of any
   college-sponsored activity.

10. Visits to the campus by the Columbus County drug dog may occur on a random,
    unannounced basis. Persons found possessing illegal drugs or alcohol may be
                                                                               12/4/2012

       arrested by local authorities. The Columbus County Sheriff’s Department is called
       immediately, and violators are removed from the campus.

Policy 2.5: Live Project Policy
State policy does not permit individuals to use college facilities, equipment, or materials for
personal monetary gain. This policy applies to instructional programs where individuals
produce items or services using state-purchased supplies, materials, equipment, and
laboratories. All rights to any product produced by students, faculty members, or other
individuals using state-provided supplies are retained by the college.

                                                                            BOT: July 20, 2010
                                                               VP Ops/Fin, VP Stud Dev & Tech

Procedure 2.5.1: Live Project Procedures
Funds generated through the sale of such products or services must comply with the North
Carolina Administrative Code, Title 23 Section 2D.0310, which provides guidelines for live
project programs. This law requires proper receipting of all funds. Instructors are
responsible for announcing the Live Project policy to all students and other individuals and
for working closely with the Business Office in determining item cost and the state-funded
investment in products and services. The vice president of operations and finance sets up
the process for remission of the funds from these items to the Business Office.

Policy 2.6: Sexual Assault Policy
The college reaffirms the principle that students and employees have a right to be free from
any form of sexual offense, both forcible and non-forcible. Sexual offenses are
unacceptable, and they will not be tolerated. They also are unlawful. Sexual assaults include
rape, sexual battery, corruption of a minor, gross sexual imposition, voyeurism, and public
indecency. The college provides programs to enhance sexual assault awareness and
prevention throughout the year. Selected employees and community experts give
presentations and provide resources on request.

                                            VP Ops/Fin, VP Stud Dev & Tech, HR Administrator
                                                          BOT: October 10, 2001, July 20, 2010


Procedure 2.6.1: Sexual Assault Procedure
Any person who believes a sexual offense may have occurred is strongly encouraged to
report the matter promptly and to preserve any evidence intact. This immediate action is the
                                                                                12/4/2012

most effective way to ensure that a complete investigation is possible and that if a criminal
assault occurred, it can be prosecuted effectively. To report a sexual assault on campus, the
victim should contact campus security through the college switchboard and/or the Student
Development Services counselor or the vice president of student development. Any student
services staff member can also assist in this process. The assault may be reported directly to
the local law enforcement agency with the assistance of college security or counseling
personnel. Any person who wishes to file an informal or formal complaint of sexual assault
against a student should notify the vice president of student development who will assist
the student in following the Sexual Harassment Grievance Policy described in the Student
Handbook. Any person who wishes to file an informal or formal complaint against an
employee should notify the vice president of student development who will assist the
person in following the Sexual Harassment Policy in the Personnel Handbook. Also,
counseling for victims of sexual assault is available on campus. These procedures are
designed to ensure equal opportunity for both the accused and the accuser. During any
hearing, both the accused and the accuser may also present witnesses and be assisted by an
advisor of their choice from the college community. Complaints of sexual offenses are
responded to promptly and equitably. The right to confidentiality of all members of the
college community is respected, insofar as possible. Retaliation against individuals bringing
complaints of sexual assault is specifically prohibited. Possible sanctions for students found
guilty of sexual offenses include restricted access to specified buildings, events, or areas of
the campus and suspension or dismissal from the college. Possible sanctions for employees
found guilty of sexual offenses include probation or termination. It should also be
understood that, as with any crime, if charges of a sexual offense are prosecuted, criminal
penalties can result, in addition to sanctions imposed by the college. As with any campus
disciplinary proceeding, all parties are informed of the outcome of their case, including any
sanction(s).

Policy 2.7: Sexual Harassment Policy
The college prohibits any form of sexual harassment involving its employees in the
employment relationships or involving any college employee and a student of the college in
the college relationship, whether it be in the form of a college employee sexually harassing a
college employee or student or a student sexually harassing a student or an employee. The
college has a firm belief and has established a policy that all employees are entitled to work
and all students are entitled to learn in an environment free of discrimination or intimidation
based on an intimate, amorous relationship. Any act, comment, or behavior that is of a
sexually suggestive or harassing nature and that in any way interferes with an employee’s or
a student’s performance or creates an intimidating, hostile, or offensive environment is
strictly prohibited.
                                              VP Ops/Fin, VP Stud Dev & Tech, HR Administrator
                                BOT: July 16, 1985, January 26, 1993, July 15, 1997, July 20, 2010

Procedure 2.7.1: Sexual Harassment
                                                                            12/4/2012

Definition of Sexual Harassment

The Equal Employment Opportunity Commission defines sexual harassment as “unwelcome
sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual
nature.” Examples of such behavior include the following:

   1. Verbal harassment – Making sexual comments about a person’s body, telling sexual
      jokes or stories, spreading rumors about a co-worker’s sex life, or asking or telling
      about sexual fantasies, preferences, or history.

   2. Non-verbal harassment – Giving unwanted personal gifts, following a person, staring
      at a person’s body, or displaying sexually suggestive materials such as pornographic
      photos.

   3. Physical harassment – Brushing up against or touching another person suggestively
      or touching oneself in a sexual manner in front of another person.

Such behavior constitutes sexual harassment when

   1. submission to such conduct is a term or condition of employment.

   2. submission to such conduct becomes a basis for employment-related decisions.

   3. such conduct unreasonably interferes with a student’s academic performance or an
      employee’s job performance or creates a hostile or intimidating environment.

Consensual Relationships

The college’s educational mission is promoted by professionalism in the following
relationships: student-faculty, employee-supervisor, and student- supervisor.
Professionalism is fostered by an atmosphere of mutual trust and respect. Actions of college
employees that harm this atmosphere undermine professionalism and hinder fulfillment of
the college’s educational mission. Trust and respect are diminished when those in positions
of authority abuse, or appear to abuse, their power. Those who abuse, or appear to abuse,
their power in such a context violate their duty to the college community.

Investigation Procedures

   1. Informal Complaint
          a. Any complaint relating to sexual harassment should be referred to the vice
             president of student development. (Note: If said party is directly involved, the
             complainant should be referred to the vice president of operations and
             finance.)
                                                                           12/4/2012


       b. The vice president of student development counsels the complainant as to
          the options available under this policy and at the complainant’s request, may
          help the complainant resolve the complaint informally and/or help the
          complainant draft a formal complaint if the complainant decides to pursue
          that option.

       c. The vice president of student development does not inform the accused of
          the complainant’s action without the consent of the complainant.

2. Formal Complaint

       a. If the complaint cannot be resolved informally, the complainant may ask the
          vice president of student development to assist him/her in drafting a
          statement of grievance relating to violation of the sexual harassment policy.

       b. An investigation is conducted by appropriate personnel to establish whether
          there is a reasonable basis for believing that the alleged violation of this policy
          has occurred. In conducting the investigation, the appropriate
          administrator(s) may interview the complainant, the accused, and the other
          persons believed to have pertinent factual knowledge. The investigation
          involves as small a group as possible to ensure confidentiality of all
          information. The investigation affords the accused a full opportunity to
          respond to the allegations.

       c. Possible outcomes of the investigation are a determination by the
          aforementioned administrator(s) and the vice president of student
          development that the allegations are not warranted or that there is a
          reasonable basis for believing the alleged violation of this policy has
          occurred, resulting in sanctions of either warning for a first offense or
          termination of employment for a repeated violation of the policy.

3. Sanctions

Disciplinary measures up to and including dismissal are taken if necessary.


4. Appeal Procedures

   Either an employee or a student who disagrees with the results and/or sanctions of
   the investigation may request a hearing with the president. The request must be
   submitted in writing within five calendar days after receipt of the investigation
   results. After the hearing with the president is requested, the president has ten
                                                                             12/4/2012

       calendar days from the date of the written appeal to conduct a hearing and to render
       a decision. The decision of the president is final.

   5. Protection of Complainant and Others

          a. Investigations of complaints are initiated only with the complainant’s consent.
             The complainant is informed fully of steps taken during the investigation.

          b. All reasonable actions are taken to assure that the complainant and those
             testifying on behalf of the complainant or supporting the complainant in other
             ways suffer no retaliation as the result of their involvement in the process.

   6. Protection of the Accused

          a. At the time the investigation commences, the accused is informed of the
             allegations, the identity of the complainant, and the facts surrounding the
             allegations.

          b. In the event the allegations are not substantiated, all reasonable steps are
             taken to restore the reputation of the accused if it were damaged by the
             proceedings.

   7. Protection of Both Parties

          a. To the extent possible, the proceedings are conducted in a manner that
             protects the confidentiality interests of both parties.

          b. After the investigation, the parties are informed of the facts developed in the
             course of the investigation.

          c.   The parties are informed promptly about the outcomes of the proceedings.

Employee – Specific

   a. Responsibility

Supervisors are responsible for ensuring that the institution’s sexual harassment policy is
followed and for maintaining an environment free of harassment.
    b. Consensual Relationships No college employee should have an intimate, amorous
       relationship (consensual or otherwise) with an employee that he/she supervises
       directly or who is under the supervisor’s chain of command. Intimate, amorous
       relationships between employees outside the supervisory relationship may lead to
       difficulties but are not prohibited.
                                                                           12/4/2012


Student – Specific

   a. Rationale

Faculty/staff supervisors exercise power over students, whether in giving them praise or
criticism, evaluating them, making recommendations for their further studies or their future
employment, or conferring any other benefits on them. Intimate, amorous relationships
between faculty members or staff supervisors and students are wrong when the faculty
member has professional responsibility for the student. Such situations greatly increase the
chances that the faculty member will abuse his/her power and sexually exploit the student.
Voluntary consent by the student in such a relationship is suspect, given the fundamentally
asymmetric nature of the relationship. Moreover, other students and faculty/staff
supervisors may be affected by such unprofessional behavior because it places the faculty
member/staff supervisor in a position to favor or advance one student’s interest at the
expense of others and implicitly makes obtaining benefits contingent on amorous or sexual
favors. Therefore, the college views it as unethical if faculty members/staff supervisors
engage in intimate, amorous relations with students enrolled in their classes or subject to
their supervision, even when both parties appear to have consented to the relationship. The
college does not tolerate the involvement of faculty members/staff supervisors in such
intimate, amorous relationships.

   b. Consensual Relationships in the Instructional/Supervisory Context

       No faculty member/staff supervisor should have an intimate, amorous relationship
       (consensual or otherwise) with a student who is enrolled in a course being taught by
       the faculty member or whose work is being supervised by the faculty member or
       other staff supervisor.

   c. Consensual Relationships Outside the Instructional/Supervisory Context

       Intimate, amorous relationships between faculty members/staff supervisors and
       students occurring outside the instructional context may lead to difficulties.
       Particularly when the faculty member and the student are in the same academic unit
       or in units that are academically allied, relationships that the parties view as
       consensual may appear to others to be exploitative. Furthermore, in such situations
       (and others that cannot be anticipated), the faculty member/staff supervisor may
       face serious conflicts of interest and should be careful to distance himself/herself
       from any decisions that may reward or penalize the student with whom the faculty
       member/staff supervisor currently has or has had in the past an amorous
       relationship. The college strongly discourages these relationships.

Policy 2.8: Americans with Disabilities Act
                                                                              12/4/2012

The college complies with the requirements of the Americans with Disabilities Act (ADA)
enacted by Congress and is committed to providing opportunities to qualified persons with
disabilities in employment and in access to education, when such action does not pose an
undue burden or fundamentally alter the programs of the institution.

                                            VP Ops/Fin, VP Stud Dev & Tech, HR Administrator
                                                                           BOT: July 20, 2010


Procedure 2.8.1: Americans with Disabilities Act
The administration has prepared and distributed policy statements and procedures to
comply with the letter and spirit of the ADA and has taken action to implement the
requirements of the Act. Policy statements have been be issued and procedures
implemented covering the following areas:

   1. Appointment of an ADA coordinator with sufficient power, authority, and staffing to
      oversee compliance with the ADA.

   2. Preparation of a self-evaluation of all programs and services of the college involving
      appropriate institutional employees and persons with disabilities.

   3. Development of an implementation plan for ADA compliance based upon
      recommendations from the self-evaluation.

   4. Preparation of a budget for provision of reasonable accommodation or auxiliary aids
      and services and development of priorities in the use of institutional resources for
      ADA compliance

   5. Other steps deemed necessary by the administration to comply with the ADA, unless
      these pose an undue burden on the institution's resources or result in fundamental
      alterations of programs or services The college recognizes that compliance with the
      ADA requires raising the awareness of all employees of the institution, providing
      resources needed for responding to requests for accommodation, and establishing
      procedures for investigating and responding to complaints.

Grievance Procedures

The college has adopted an internal grievance procedure providing for prompt and
equitable resolution of complaints alleging any action prohibited by the U.S. Department of
Justice regulations implementing Title II of the Americans with Disabilities Act (ADA). Title II
states in part that “no otherwise qualified disabled individual will, solely by reason of such
disability, be excluded from the participation in, be denied the benefits of, or be subjected to
                                                                             12/4/2012

discrimination” in programs or activities sponsored by a public entity. Complaints should be
addressed to Vice President of Operations and Finance, Southeastern Community College,
P.O. Box 151, Whiteville, NC 28472, the individual designated to coordinate ADA compliance
efforts.

   1. A complaint should be filed in writing or verbally, should contain the name and
      address of the person filing it, and should briefly describe the alleged violation of the
      regulations.
   2. A complaint should be filed within ten working days after the complainant becomes
      aware of the alleged violation.
   3. An investigation, as may be appropriate, follows a filing of complaint. The ADA
      coordinator refers the complaint to an appropriate supervisor from the area in which
      the alleged violation occurred. The supervisor conducts an informal but thorough
      investigation, affording all interested persons an opportunity to submit evidence
      relevant to the complaint.
   4. A written determination as to the validity of the complaint and a description of the
      resolution, if any, are issued by the supervisor to the ADA Coordinator and a copy
      forwarded to the complainant no later than five working days after receipt of the
      complaint.
   5. The ADA coordinator maintains the files and records of the college relating to the
      complaints filed.
   6. Complainants who are dissatisfied with the resolution of their complaints may appeal
      the decisions directly to the ADA coordinator within five working days of their receipt
      of the decision.
   7. The right of a person to a prompt and equitable resolution of a complaint filed
      hereunder is not impaired by the person’s pursuit of other remedies such as the filing
      of an ADA complaint with the responsible federal department or agency. Use of this
      grievance procedure is not a prerequisite to the pursuit of other remedies. 8. These
      rules are construed to protect the substantive rights of interested persons to meet
      appropriate due process standards and to assure that the college complies with the
      ADA in implementing regulations.

Policy 2.9: Tobacco Free Campus
Southeastern Community College (SCC) is committed to providing its employees and
students with a safe and healthful environment. SCC recognizes the use of tobacco products
on campus grounds is detrimental to the health and safety of students, staff, faculty and
visitors. SCC also recognizes that it has the legal authority to prohibit tobacco use pursuant
to G.S. 143-599.
                                                                               12/4/2012

Based on Southeastern Community College Board of Trustees approval (November 2009),
the college has established the 100 percent tobacco free campus policy to be implemented
on August 1, 2010.

   1. Use of tobacco is prohibited by students, staff, faculty or visitors:

          In all campus buildings, facilities or property owned or leased by SCC and in
           vehicles that are the property of the college.

   For the purposes of this policy, tobacco is defined as any type of tobacco product
   including, but not limited to: cigarettes, cigars, cigarillos, pipes, bidis, hookahs,
   smokeless or spit tobacco or snuff which includes smoking, chewing, dipping or any
   other use of tobacco products.

   2. The sale or free distribution of tobacco products, including merchandise, on campus or
   at college events is prohibited.

   3. Student organizations are prohibited from accepting money or gifts from tobacco
   companies, including:

          Parties sponsored by tobacco companies and allowing them to distribute free,
           reduced-price, or fully-priced tobacco products (t-shirts, hats, etc.) on campus.
          All tobacco advertising, such as billboards and signs in/on athletic facilities owned
           and operated by SCC.

   4. Tobacco advertisements are prohibited in college-run publications and on grounds or
   facilities, including athletic facilities, owned or operated by SCC.

   5. SCC will provide accessible resources for tobacco cessation programs.

          These tobacco cessation programs shall be publicized in student, faculty and staff
           publications, emails, through the SCC website, Student Services, and other
           appropriate means.
                                                                           President’s Office
                                                                    BOT: November 17, 2009


Policy 2.10: Copyright
College employees and students are expected to comply with Title 17 of the United States
Code, entitled "Copyrights," amended by P.L. 94-553, dated October 19, 1976, and revised by
the Copyright Act of 1976, effective January 2, 1978, and all subsequent amendments to the
                                                                              12/4/2012

act. Information regarding this law is available through the college librarian and at. (page
110, Personnel Handbook)

At Southeastern Community College sensitive data and original works in all media are
treated in accordance with copyright, trademark and patent law. The college expects
employees and students to adhere to the law stated above. Generally, the “Fair Use” policy
below will ensure adherence in an educational institution:

Fair Use Guidelines

General
Employees and students may use certain copyrighted materials if the reproduction falls
within the “fair use” guidelines. Fair use is the privilege extended to others to use
copyrighted materials without the owner’s consent.

The following factors are used in determining whether the use of copyrighted materials
constitutes fair use:
    The purpose and character of the use. In general, using copyrighted material for
       nonprofit educational purposes is offered greater protection than copying for
       commercial purposes.
    The nature of the copyrighted work. Purely informational works may not be protected
       to the same degree as creative works.
    The amount and substantiality of the portion used in relation to the copyrighted work
       as a whole. A short excerpt generally raises fewer problems than a wholesale
       reproduction.
    The effect of the use upon the potential market for or value of the copyrighted work.

If the copyrighted materials to be used are not addressed in this policy, the “fair
use” guidelines should be consulted. If the “fair use” guidelines cannot be met, the
instructor shall request copyright permission in writing, according to the instructions
available in the Library.

Specific Application of Fair Use Principle

Each employee of the college shall become familiar with the basics of copyright law as
outlined in this policy.

Printed Materials

1. Under the “fair use” guidelines an instructor may make a single copy of the following:
     A chapter from a book.
     An article from a periodical or newspaper.
     A short story, short essay, or short poem, from collected work or other source.
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      A chart, graph, diagram, drawing, cartoon, or picture from a book, periodical, or
       newspaper.

2. In order to make multiple copies, the tests of brevity, spontaneity and
cumulative-effect must be met. In addition, the copies cannot exceed one per student in
the class and must contain an appropriate notice of copyright on each distributed copy:
      The brevity test allows the copying of the following: a complete poem if it is less than
        250 words and printed on not more than two pages; an excerpt from a longer poem,
        not to exceed 250 words; a complete article, story, or essay, not to exceed 2,500
        words; an excerpt from a prose work, not to exceed 1,000 words or 10 percent of the
        work; and, one chart, graph, diagram, drawing, cartoon, or picture per book or
        periodical.
      The spontaneity test requires that the copying be the instructor’s idea and there be
        too little time after the instructor decided to use the material to request and receive
        permission from the copyright owner.
      The cumulative-effect test provides that the copying may be for use in only one
        course; during any class-term, not more than two excerpts or one entire short poem,
        article, story, or essay may be copied from one author nor more than three excerpts
        from a given periodical or collection; and there may be no more than nine instances
        or multiple copying per class term, per teacher. The second and third limitations do
        not apply to current news periodicals, newspapers, or current news sections in other
        periodicals.

3. An instructor may not make copies of the following:
     A copy of works to create an anthology.
     Copies of consumable items, like workbooks, standardized tests, and answer sheets.
     Computer Software - Federal law prohibits the unauthorized use and copying of
        computer software. Employees and students should check carefully for explicit
        guidelines in documents that accompany each software package. Periodic random
        software audits of selected personal computers owned by the college will be made
        to insure compliance with all licensing agreements. Responsibility for the audits will
        be assigned by the President.
     Databases - Database material is not specifically addressed by federal law; however,
        employees and students shall not make copies of database material without first
        obtaining permission.

Audiovisual Materials
1. Television programs - All commercial television or cable channels,
including PBS, have copyright protection for all programming. The following guidelines
govern the short-term use of off-air recording without the producer’s permission:
     Off-air recorded programs may be held for a period not to exceed 45 days from
        broadcast, except for PBS broadcasts which may not be retained for more than
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       seven (7) days. At the end of the prescribed time period the recording must be
       destroyed unless written permission (license) from the producer has been granted.
      A program recorded off-air may be shown in class for instructional purposes twice
       during the ten (10) school days following the broadcast. During the remainder of the
       45 day holding period described above, the instructor may use the program for
       personal evaluation only.
      A program may be recorded only once by an instructor, regardless of the number of
       television broadcasts of the program.
      The recording of a television program may be reproduced to meet the legitimate
       needs of instructors. Each copy is subject to all provisions governing the original
       recording.
      Off-air recordings need not be used in their entirety. The sequence of use, however,
       must follow the order of the program, and the recording may not be altered.
      All copies of off-air recordings must include the copyright notice on the broadcast
       program as recorded.
    
2. Video Recordings - Privately purchased or rented video recordings may not be used for
instructional purposes without obtaining permission of the producer or publisher. Such
items rented through the College may be shown at the College.

3. Music - The following guidelines shall be adhered to:
     For purposes other than performance, a single copy of excerpts of printed material,
       not to exceed ten (10) percent of a whole musical composition or, in any case to
       constitute a performable unit of a work such as a movement or aria, may be made.
       Multiple copies of excerpts not to exceed one copy per student may be made. The
       copies must include the copyright notice.
     Sound recordings to be used in class must be ordered through from an educational
       supply source that has the authority to sell the college a sublicense to use the
       recordings for instructional purposes.

4. Other Audio and/or Visual Materials - Federal law prohibits reproduction,
change, or use of any other audio and/or visual materials, including but not limited to
compact discs, cassette tapes, reel-to-reel tapes, phonograph records, films, filmstrips,
slides, microfilm microfiche, posters, diagrams, charts, pictures, prints, and sculpture
when the reproduction, change, or use does not conform to “fair use” standards.

                                                              VP Ops/Fin, VP Stud Dev & Tech
                                                                           BOT: July 20, 2010

Procedures 2.10.1: Copyright
When requesting the copying of materials from college printing and audio/visual services,
the individual requesting will certify that the material is one of the following:
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           o Not copyrighted material
           o Copyrighted, but copying is within fair use guidelines
           o Copyrighted material with permission to copy from owner attached

All faculty and staff will sign a form annually to be provided by the vice president of student
development services that they have read and understood the above policy.

Policy 2.11: Intellectual Property
Intellectual Property Policy and Procedures

The following policy determines ownership rights and responsibilities regarding intellectual
property produced by a student and/or an employee of Southeastern Community College.
This policy is subject to applicable state and Federal law. Although Southeastern Community
College might legally claim ownership of all intellectual property created by or for it, this
policy exercises that right more narrowly in order to encourage fairness and creativity.

Intellectual Property Guidelines

In this policy, the institution will define what kind of intellectual property it wants to own, if
any; establish procedures by which the institution shall be notified by the creator of
intellectual property within the purview of this policy; implement procedures designed to
protect and promote said property; when required.

Intellectual Property Definitions

Assigned Duty is a task or undertaking pursuant to a contractual obligation, specific
assignment, or directive. Assigned duty is narrower than “scope of employment.” A general
obligation to develop curriculum materials, to do research even if it results in a specific end
product such as a vaccine, published article, or a computer program, or to produce scholarly
publications is not a specific request or direction and hence is not an assigned duty. In
contrast, an obligation or specific direction to develop particular teaching materials, to write
a particular article, or to produce a particular computer program is an assigned duty.

Claim an Interest - A college may claim an interest in intellectual property when, pursuant to
this policy, it asserts a right to ownership of the property or the right to a license for its use.
A college may choose not to “claim an interest” in some forms of intellectual property that
it does not want to own, even though it might legally be able to do so.

College Intellectual Property Policy Administrator - The college president shall designate an
appropriate college administrator to serve as the college intellectual property policy
administrator.
                                                                               12/4/2012

Copyright - A copyright assigns to the owner of copyrightable intellectual property the
following five exclusive rights:

   a.   to reproduce the work;
   b.   to prepare derivative works or adaptations;
   c.   to distribute the work by sale, rent, license, lease, or lending;
   d.   to perform the work, and;
   e.   to display the work.

When the college claims a license to use a copyrightable intellectual property, the license
shall include all of the above rights except as otherwise provided by separate written
agreement or waiver that is executed by a duly authorized officer of a college.

Copyrightable Material is any original work of authorship that is fixed in print, digital file,
magnetic tape, or other tangible medium of expression coming within the definition of the
U.S. Library of Congress Copyright Office.

Creator is either an inventor in the context of patentable inventions or an author in the
context of copyrightable works. Creator may be assumed to be either singular or plural.

Employees are full- and part-time faculty; full- and part-time classified employees,
administrative staff; and students who are paid for specific work by the college. Students
may be employees for some purposes and not for others. If they are paid as student
assistants, for example, they are employees. Students receiving general scholarship funds
would not normally be considered employees for the purposes of this policy.

Intellectual Property includes but is not limited to any material defined within one or more of
the following categories:

   a. A potentially patentable machine, product, composition of matter, process, or
      improvement, in any of these;
   b. An issued patent;
   c. A legal right which is part of a patent; or
   d. Anything that is copyrightable.

Some examples of copyrightable intellectual property include the following:
   a. Written Materials - literary, dramatic, and musical materials or works, published or
      unpublished;
   b. Courseware - lectures, printed materials, images and other items used in the delivery
      of a course, regardless of the physical medium of expression;
   c. Visual and/or Recorded Materials - sound, visual, audio-visual, and television films or
      tapes, video tapes, motion pictures or other recordings or transcriptions, published
      or unpublished; and
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   d. Computer Related Materials - computer programs, procedures and other documents
      involved in the operation and maintenance of a data processing system, including
      program listings, compiler tapes, a library of sub-routines, user and programmer
      manuals, specifications, and data bases.

Net Revenues are gross receipts of anything of value including, but not limited to, cash
payments, rents, royalties, dividends, earnings, gains and sales proceeds, less all original and
ongoing costs and losses paid or incurred by the college and/or the employee, in connection
with the creation, marketing, and/or copyrighting or patenting of the intellectual property,
including, but not limited to, direct costs of obtaining and securing copyrights or patents,
indirect costs as determined by the college, and all attorney’s fees.

Royalties Received are any values received including cash payments as well as the market
value of any property or services received, in consideration for a transfer or licensing of any
intellectual property in which a college claims an interest.

Use of College Resources

a. Incidental Use of College Resources involves the normal use of office space and facilities
   generally available to all college employees, such as libraries, computers, equipment, and
   support staff and does not 1) involve the procurement of special supplies, services,
   equipment, or other support by the college, 2) constitute more than ten percent (10%) of
   the normal duty time of any administrator or classified employee in any semester, or 3)
   involve released or reassigned time, or 4) demand more than 20% of the normal work
   hours of assisting college employees in any semester. Incidental resources that are
   available to employees generally should not be counted in the assessment of the use of
   college resources or general funds.

b. Substantial Use of College Resources involves 1) more than 10% of the normal duty time
   of any administrator or classified employee in any semester, 2) released or reassigned
   time from the creator’s normal duties, 3) more than 20% of the work hours of assisting
   college employees in any semester, or 4) procurement of special supplies, services,
   equipment, or other support by the College. The total value of identifiable resources
   shall not exceed $10,000 for a specific intellectual property. In cases where the
   intellectual property consists of several identifiable elements, the total resources used
   for all elements shall not exceed $10,000. The value of released or reassigned time shall
   be based on the contract rate for adjunct faculty. The value of support staff dedicated to
   the creator’s efforts shall be a pro rata share of their salary and benefits. The value of
   other resources dedicated to the creator’s efforts, such as supplies, equipment and
   other support, shall be based on reasonable cost if an actual cost figure is not readily
   available. It is the responsibility of the creator to advise the college policy administrator
   when substantial college resources are involved in the creation of intellectual property.
                                                                               12/4/2012

c. Significant Use of General Funds involves $10,000 or more of identifiable college
   resources in the development of a specific intellectual property. It is the responsibility of
   the creator to advise the intellectual property policy administrator when significant
   college resources are involved in the creation of intellectual property.

Applicability of Intellectual Property Policy

This policy shall apply to employees and students of the college.

Ownership of Intellectual Property

Nothing in this policy invests ownership or any other rights in any person who produces
intellectual property as the result of an unauthorized use of college resources. The college
claims ownership of intellectual property produced by any college employee or student as
follows:

   a. Assigned Duty. The college claims exclusive ownership of any intellectual property
      produced by a college employee when produced as a result of an assigned duty
      except as otherwise provided by a separate written agreement or waiver which is
      executed by a duly authorized officer of the college.

   b. Incidental Use of College Resources. The college does not claim an ownership interest
      or a license to use any intellectual property which was developed with only incidental
      use of college resources except as otherwise provided by separate written
      agreement or waiver which is executed by a duly authorized officer of the college.

The creator shall own all dissertations, theses, and classroom instructional materials
prepared at the creator’s inspiration regardless of the physical medium of expression when
such theses, dissertations or materials are produced as a result of routine teaching duties.

Further, notwithstanding the foregoing, unless there is agreement otherwise with the
creator, the creator shall also own all literary works (such as poems, plays, novels, essays,
musical scores, etc.) prepared as a result of the creator’s inspiration unless the creator was
hired, assigned or directed to create the literary work in question. The scope of ownership,
however, does not include elements in the work that are created as a result of an assigned
duty of a college employee, such as a computer programmer, that participates in the
development of the intellectual property.

   c. Substantial Use of College Resources. The college claims a non-exclusive, irrevocable,
      royalty-free license to use intellectual property which was developed with the
      substantial use of college resources except as otherwise provided by separate
      written agreement or waiver which is executed by a duly authorized officer of the
      college. The creator shall retain ownership of the intellectual property, but shall grant
                                                                              12/4/2012

       the college a non-exclusive license to use the intellectual property in accordance with
       this policy in perpetuity. The creator’s scope of ownership, however, does not
       include elements in the work that are created as a result of an assigned duty of a
       college employee, such as a computer programmer, that participates in the
       development of the intellectual property. The creator must advise the college’s
       intellectual property policy administrator when the creation of intellectual property
       involves substantial use of college resources.

   d. Significant Use of College Resources. The college claims an exclusive ownership
      interest in any intellectual property which was developed with the significant use of
      college resources except as otherwise provided by separate written agreement or
      waiver which is executed by a duly authorized officer of a college. The creator must
      advise the college’s intellectual property policy administrator when the creation of
      intellectual property involves significant use of college resources.

Student-Developed Intellectual Property Materials

Except as otherwise provided by separate written agreement or waiver that is executed by a
duly authorized officer of the college or if the intellectual property produced is covered
under the college’s “Live Project Policy”, the college

   a. Does not claim an ownership interest in intellectual property produced by a student
      provided that the production of the intellectual property is not an assigned duty and
      it involves only incidental use of college resources. The college does, however, claim
      the right to use student intellectual property for its internal educational and
      administrative purposes.

   b. Claims a non-exclusive, irrevocable, royalty-free license to use intellectual property
      developed by a student with the substantial use of college resources.

   c. Claims an exclusive ownership interest in any intellectual property developed by a
      student with the significant use of college resources.

Sponsor-Supported Intellectual Property Efforts

Funds and facilities administered and controlled by a college which are provided by
governmental, commercial, industrial, or other public or private organizations shall be
considered, for the purpose of this policy, to be funds and facilities provided by or through
the college unless otherwise agreed to by the intellectual property policy administrator.

A creator shall sign assignments, disclaimers, or other agreements as the college may
require for such sponsor-supported intellectual property, and shall not enter into any
agreement directly with a sponsoring organization without the pre-approval of the
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appropriate college intellectual property policy administrator. The college reserves the sole
right to make agreements with sponsoring organizations regarding the ownership and
disposition of rights in intellectual properties as it deems to be in the interest of the college
and the public.

Intellectual Property Consulting Work

The college does not claim an ownership interest or license to use intellectual property
which is developed in the course of consulting work and involves only the incidental use of
college resources. When substantial or significant college resources are involved, the
provisions of paragraph entitled “Ownership of Intellectual Property” apply.

When significant college resources are involved, a creator engaged in consulting work is
prohibited from entering into any agreement with any organization covering ownership or
other rights in any intellectual properties except as otherwise provided by separate written
agreement or waiver which is executed by a duly authorized officer of a college.

Administration of Intellectual Property Policy

Responsibility for administration of this policy is vested in the president. The college
intellectual property policy administrator, as appointed by the president, shall be assisted by
an appropriate college committee in implementing the provisions of this policy.

Intellectual Property Interest Notification

When a creator creates intellectual property as an assigned duty or with the use of
substantial or significant college resources, the employee shall provide the following
information to the college intellectual property policy administrator as soon as possible:
    a. Title of creation;
    b. Name and position of creator;
    c. Name of sponsor (if applicable) including grant or contract identification, title of
       project, and principal investigator;
    d. Description of creation;
    e. Year in which creation was (or will be) completed;
    f. College employment status of creator/author;
    g. If more than one creator/author is involved, percent of interest recommended to be
       allocated to each creator/author; and
    h. College resources, including their value, used in the creation of the work.



Protection of Intellectual Property
                                                                                12/4/2012

Patents-The college shall obtain legal assistance of a patent professional as needed for
protection or commercialization of patentable intellectual property.

Copyrights - Copyright protection applies to any original work of authorship as soon as it is
written or otherwise recorded. Registration of a copyright is not a condition of obtaining or
protecting a copyright, but it is a prerequisite to an infringement suit. The owner of an
original work of authorship may choose to register a copyright for the work with the U.S.
Copyright Office. The instructions and forms for registering different types of works are
available on the U.S. Copyright Office web site.

   a. The creator of intellectual property which involves either incidental or substantial use
      of college resources may decide to register the property on a case-by-case basis as a
      cost-benefit decision, depending on the commercial value perceived for a work. For
      example, a major computer program might be registered immediately, although a
      newsletter might never be registered.

   b. The creator of intellectual property that involves significant use of college resources
      shall register the work with the U.S. Copyright Office when the work is completed.
      The creator shall advise the college intellectual property policy administrator when
      the work has been registered. The creator shall include in the work a copyright
      notice: a small “c” in a circle or the word “copyright” or the abbreviation “copr.”, the
      year of publication, and Southeastern Community College as the name of the
      copyright owner.

Use and Commercialization of Intellectual Property

The college shall make determinations to exploit the commercial value of any intellectual
property in which the college claims an ownership interest on a case-by-case basis. Two
categories of use are defined for the purpose of administering this policy.

   a. Internal Use is use within the college.

For any intellectual property in which the college claims a license or an ownership interest,
the college reserves the right to royalty-free internal use of the intellectual property by the
college in connection with its educational activities.

When the college plans to use, update, or make derivative works from an intellectual
property for which it claims an ownership interest or license to use, the creator of the
intellectual property shall be afforded the right of “first refusal” to participate in the use or
creation of new versions of the intellectual property, provided the creator is employed by
the college and is fully qualified and eligible based on documented past performance. The
creator, for example, shall have the right of first refusal to teach one, but not necessarily all,
sections of an on-line course in which the college has an ownership interest or license to use.
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If the creator declines the opportunity to participate in the use or creation of new versions
of the course, the college may offer the opportunity to another qualified and eligible
individual. The college does not consult former employees on reuse or revision of
intellectual property except as otherwise provided by separate written agreement or waiver
which is executed by a duly authorized officer of the college

   b. External Use is use outside the college, including, but not limited to educational
      institutions, government, nonprofit institutions, and commercial organizations
      operating under lease or other contractual agreements with the college.

The creator may loan, license, or sell for external use intellectual property for which the
creator has exclusive ownership and may retain any associated revenues. The loan, license
or sale of the intellectual property may not infringe upon any license granted to the college
in accordance with this policy.

When the college claims a license to use intellectual property, the college reserves the right
to royalty-free external use of the intellectual property. The college may loan, license, or sell
for external use any intellectual property in which it has an exclusive ownership interest. The
college shall determine how the intellectual property is managed and marketed except as
otherwise provided by separate written agreement or waiver which is executed by a duly
authorized officer of the college and the employee who created the intellectual property.

A creator shall not enter into any agreement for the external use of intellectual property in
which the college has an ownership interest without a prior written agreement with the
college intellectual property policy administrator governing, at a minimum, the terms of
external use and distribution of any revenues.

Intellectual Property Royalty Provisions

The college is committed to the encouragement and recognition of the creative efforts of its
employees by sharing with the creator any net revenues from intellectual property in which
the college has an ownership interest in accordance with general principles of division as
stated below. However, if the intellectual property is produced as an assigned duty, the
employee will not share in any net revenues from the work except as otherwise provided by
separate written agreement or waiver which is executed by a duly authorized officer of the
college.

Determination of Equities for Intellectual Property

   a. Prior Written Agreements

       Whenever the college foresees the production of commercially viable intellectual
       property through an assigned task or the use of significant college resources, the
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   college shall enter into a written agreement with the college employee prior to the
   creation of the intellectual property. If the college intellectual property policy
   administrator and the creator cannot reach an agreement, the president shall
   determine the degree of ownership interest of the parties, the terms for use of the
   intellectual property, and the distribution of any revenues. Nothing herein shall be
   interpreted as guaranteeing to an employee any compensation or share in royalties.

b. Determination Without Prior Written Agreement

   In the absence of a prior written agreement between the college and a college
   employee involved in the creation of intellectual property, the college intellectual
   property policy administrator shall make a recommendation to the president
   regarding the distribution of net revenues from intellectual property in which the
   college claims an ownership interest. The recommendation will be in accordance with
   the general principles of division as stated below.

c. General Principles of Division

    When an intellectual property is created with the significant use of college resources,
   the creator shall be awarded no more than 10% of net revenues until the college has
   recovered all direct and indirect production, marketing, management or other costs.
   After the college recovers these costs, the creator shall be awarded no more than
   20% of net revenues. In any given fiscal year where the costs, expenses, and losses
   incurred by a college in connection with commercially viable intellectual properties in
   which it has claimed an ownership interest exceed gross revenues, the college may in
   the absence of a contract to the contrary unilaterally cancel payments of royalties to
   other entitled owners until the revenues exceed the costs.

d. Division of Equities. Among Employees If more than one person claims an ownership
   interest in the property, the college intellectual property policy administrator shall
   recommend to the president division of ownership interests and any associated
   royalties according to:

          Agreement among the individuals themselves or,

          The college intellectual property policy administrator’s determination of a fair
           division in the absence of agreement among the creators.

e. Sponsored Research. When intellectual property is created through a sponsored
   research project, the disposition of rights to that intellectual property must comply
   with the terms and conditions of the grant or contract that applies to the sponsored
   project.
                                                                             12/4/2012

   f. Divestment of Intellectual Property. Notwithstanding anything to the contrary in this
      policy, the college always reserves the right unilaterally to negotiate and enter into
      contracts for the exercise, sale, use, or other disposition of any and all rights in
      intellectual property in which the college claims an ownership interest. College
      employees shall have no rights with respect to the transfer, retention, or licensing of
      ownership interests except as otherwise provided by separate written agreement or
      waiver which is executed by a duly authorized office of the college.

Intellectual Property Dispute Resolution

Disputes may arise involving issues including but not limited to ownership rights, percentage
of royalty payments, and publication clearance. An interested party may appeal the college
intellectual property policy administrator’s final proposal for copyright or patent
determination by submitting a petition to the college president at any time prior to the
signing of a contract between the college and the involved parties. The petition shall state
the grounds for an appeal and a proposal for a different determination. The decision of the
president on such matters shall be final.

Transfer of Intellectual Property

The college may transfer rights to any intellectual property in which the college claims an
interest.
                                                               VP Ops/Fin, VP Stud Dev & Tech
                                                                             BOT: July 20, 2010


Policy 2.12: College Closings, Class Cancellations, and
Delayed Openings
The president will determine the need for canceling classes, delaying opening of the college,
or closing the college whenever such actions may become necessary due to inclement
weather, natural disaster, or some other emergency situation.

                                                              VP Ops/Fin, VP Stud Dev & Tech
                                                            BOT: March 19, 1996, July 20, 2010




Policy 2.13: Diversity Statement
The State Board of community Colleges has adopted a task force report entitled
Recommendations to Increase Opportunities for Women and Minorities Within the North
                                                                               12/4/2012

Carolina community College System, and the Board of Southeastern Community College
supports the recommendations of this report. The Board is committed to creating and
fostering a campus environment that encourages the inclusion of minorities and females in
leadership roles as administrators and faculty, recognizes the needs of individuals of
different cultures and backgrounds, and insures that participation in the college’s programs
and services is reflective of the composition of the college’s service area. Because
supporting the concept of diversity is a priority of the institution, the Board directs the
administration to develop and implement initiatives for increasing diversity and nurturing
greater awareness by the following:

   1. Developing a diversity plan as a part of the college’s institutional effectiveness plan.

   2. Creating and expanding professional development programs and activities to
      prepare individuals to enter administrative and full-time faculty positions.

   3. Examining and strengthening employee recruitment efforts, selection processes, and
      retention strategies to increase staff diversity.

   4. Examining academic programs, college support services, and community enrichment
      programs to insure that no barriers exist that may discourage participation by people
      of different cultures and backgrounds.

In addition, the Board recognizes the importance of developing comprehensive strategies
for implementing diversity at the college. To fulfill this commitment, the Board charges the
college administration with the task of developing specific goals and procedures by which
diversity can be enhanced throughout the college’s programs and services. These goals will
place emphasis on establishing and maintaining diversity in all phases of the college’s
operations.
                                                                VP Ops/Fin, VP Stud Dev & Tech
                                                              BOT: August 31, 1993, July 20, 2010


Policy 2.14: Compliance with Title IX of the
Educational Amendments Act of 1972
The college does not, on the basis of sex, exclude anyone from participation in, deny the
benefits of, or subject anyone to discrimination under any education program or activity
receiving federal financial assistance. The college does not discriminate based on sex in
employment and recruitment consideration or selection, whether full-time or part time,
under any educational program or activity operated by the college receiving or benefitting
from federal financial assistance.
                                                                            12/4/2012

                                                             VP Ops/Fin, VP Stud Dev & Tech
                                                                          BOT: July 20, 2010

Policy 2.15: Establishment of Southeastern Community
College Foundation
The Board establishes a non-profit corporation according to the laws of the State of North
Carolina as contained in Chapter 115D of the General Statutes and titled “Non-Profit
Corporation Act.” The Articles of Incorporation and By-Laws of Southeastern Community
College Foundation, Inc. are found in the minutes of the Board for May 1, 1968.

                                                                           President’s Office
                                                              BOT: May 1, 1968, July 20, 2010

Policy 2.16: Contributions to the Southeastern
Community College Foundation
The Board makes it possible for college employees to voluntarily contribute to the
Foundation through payroll deductions and authorizes the president or his/her designee to
execute the Payroll Deduction Agreement for this purpose. The Payroll Deduction
Agreement may be voluntarily initiated or altered by the employee at any time during the
year. This Payroll Deduction Agreement is not valid unless it is signed by both the employee
and the president or her/his designee.

                                                                           President’s Office
                                                             BOT: May 20, 1982, July 20, 2010



Procedure 2.17.1: Employee Cell Phone
Purpose:
The purpose of this procedure is to provide guidance to the college community
regarding the proper procurement, use and possession of cellular devices (phones,
PDA’s. etc.) for voice communication; to ensure that the use of cellular technology for
college business is correctly authorized and appropriate; and to ensure that the college
is correctly reimbursed for occasional incidental or emergency personal use of the
college cellular devices.

Criteria for Approving Cellular Service:
Cellular devices are an effective resource and enable communication in areas or
situations where conventional landline phones are not available or are impractical.
However, the cost incurred for cellular devices and service must be weighed carefully
against any benefits. Cellular devices and services may be provided to certain college
                                                                               12/4/2012

employees for any of the following reasons:

   1. The employee performs the majority of his/her job activities “in the field,”
      where business either cannot be conducted on a landline telephone or
      where it would be inefficient to use a landline telephone.

   2. The employee’s responsibilities require that he/she be immediately
      accessible in case of emergency.

   3. The employee’s responsibilities periodically require travel or emergency
      contact availability.

Procurement of Cellular Devices:
All cellular devices and services funded by Southeastern Community College must be
justified on the basis of work assignments and must be approved by the employees’
supervisor and vice president. All requests for cellular devices will be reviewed by the
vice presidents and approved by the president.

All appropriately approved requests for cellular devices and services must be for the
lowest-cost service plan available to accommodate the business need of the employee.
The Business Office will determine the carriers and plans available for use by
employees of the college. The Business Office will annually review cellular service
plans during the month of January, to determine the most cost effective plans for the
college.

Unless specifically authorized in a grant award or contract document, grant or contract
funds may not be used for the purchase of cellular devices and may not be used as the
funding source for ongoing monthly charges.

Use of Cellular Devices:
The use of college funded cellular devices to make or receive personal calls is generally
not permitted. Employees must realize that although personal calls made within the
local calling region and under the usage limits provided by the employee’s plan do not
result in additional charges, they do count toward the overall time limits established
under the service agreement. Any overage, long-distance roaming, or other charges
realized by the employee for personal calls shall be the responsibility of the employee.
Each employee shall be responsible for the safe-keeping, care, and custody of the
cellular device assigned to him or her.

Failure to comply with this procedure will result in loss of cellular phone privileges and
may result in appropriate disciplinary action.

Management of Use:
                                                                                 12/4/2012

Supervisors who become aware of a violation of the letter or spirit of this procedure
shall take such remedial action as may be appropriate to control any such violation.
Supervisors shall periodically, at least annually in January, review all cellular plans used
by their employees to ensure compliance with this procedure and to review cost
efficiency.

Supervisors will ensure that when an employee changes departments or leaves the
college, all equipment (including chargers, extra batteries, hands-free devices, etc.) is
returned to the department and service is cancelled or transferred to an approved
employee.

The Business Office will forward bills for cellular services to each employee assigned a
cellular device on a periodic basis. The cellular device user must review the detailed
statement for billing accuracy. The user must highlight all personal calls (including
those that do not generate a charge); sign the last page of the call detail and send it to
their supervisor. The supervisor will then review and sign the billing statement.
When personal calls/minutes do occur and cause the monthly plan minutes to be
exceeded, the employee must reimburse the college for those minutes. All long
distance and roaming charges incurred for personal calls must be reimbursed within 5
working days of receipt and reconciliation of the monthly statement.

Appropriate Use:
Each employee assigned a cellular device will be required to sign a Statement of
Appropriate Use at the time he/she receive the device.

Abusive Use:
Abusive or inappropriate use of cellular devices funded by Southeastern Community
College will result in the suspension of cellular device privileges and may result in
disciplinary action.
                                           Approved by the Institutional Operations Committee
                                                                           January 22, 2009
                                                                     Approved by Administration
                                                                           February 2009

Policy 2.17: Staff Association
The Southeastern Community College's Staff Association facilitates communication and
cooperation among staff, faculty, and administration, provides a forum to address issues
and concerns of the staff, and encourages professional development of its members while
upholding the mission of the college.

                                                                 VP Ops/Fin, VP Stud Dev & Tech
                                                                                  BOT: 7/20/2010
                                                                            12/4/2012

Procedure 2.18.1: Staff Association Membership
All full-time and regular part-time staff at Southeastern Community College are eligible to
become members of the Association, with the exception of the college President and Vice-
Presidents as indicated in Article III of the Staff Association Constitution.
The Staff Association President serves on the President's Advisory Council.

                                                                 Staff Association President


Educational Programs and Services
Policy 3.1: Instructional Planning
Instructional services, including curriculum and continuing education courses, will be
developed, implemented, and evaluated within duly established strategic planning
procedures.
                                                                       VP Con Ed, VP Cur Inst
                                                            BOT: March 17, 1987, July 20, 2010

Procedure 3.1.1: Advisory Committees
College program/service personnel will use advisory committees selected from qualified
citizens to provide community/workforce input in their planning processes as needed.

                                                                 VP Con Ed, VP Cur Inst

Procedure 3.1.2: Continuing Education Courses
All courses must be on the Continuing Education Master Course List and meet established
criteria. Course outlines must be approved by the appropriate supervisor and on file in the
continuing education office.

                                                                               VP Con Ed

Procedure 3.1.3: Curriculum Courses
All curriculum courses will be developed through the established curriculum process (see
Curriculum Process Guide) procedures for curriculum development. Course descriptions will
come from the state’s Combined Course Library, and new courses will be requested by the
vice president of curriculum instruction. Course syllabi will be approved and posted
electronically.
                                                                               12/4/2012

                                                                                  VP Cur Inst

Procedure 3.1.4: Scheduling Curriculum Courses
All courses will be scheduled through established procedures for developing the master
schedule of courses. The scheduling of courses and revisions to the schedule will be
approved by the vice president of curriculum instruction or his/her designee. The master
schedule will be maintained by the vice president of curriculum instruction.

                                                                                  VP Cur Inst

Procedure 3.1.5: Selection of Instructors
All instructors will be selected using established employment procedures. Instructors’
competencies will be documented and verified through an employment application and
supporting transcript and reference check as appropriate.

Direct communication will occur between the immediate supervisor and instructor. The part-
time employment contract will, as a minimum, carry the signatures of the instructor, the
immediate supervisor, and the appropriate vice president. The signature of that vice
president will constitute approval of the instructor for that course.

The part-time employment contract will specify the location for all off-campus courses. Any
contractual agreements necessary for renting or leasing space will carry approval of the vice
president of operations and finance.

                                                                   VP Con Ed, VP Cur Inst

Procedure 3.1.6: Course Site Selection
It will be the responsibility of the appropriate vice president or her/his designee to
determine an appropriate location for the course. In all cases, but especially for off-campus
sites, care will be taken to assure that the following situations exist:

   1.   The site is accessible to the intended clientele.
   2.   The site is safe from hazards.
   3.   The site is comfortable and well lighted.
   4.   The site is clean and has the necessary restroom facilities.
   5.   Necessary equipment is available or can be supplied to the site, and utilities
        necessary to the use of the equipment are available.

                                                                   VP Con Ed, VP Cur Inst
                                                                              12/4/2012

Procedure 3.1.7: Marketing of Courses
Generally, courses will be published in the semester schedule of classes and otherwise
advertised as appropriate for the offering. Timely course development and approval to
provide adequate lead time for promotion are encouraged.

                                                                  VP Con Ed, VP Cur Inst

Procedure 3.1.8: Graduate Guarantee
The college guarantees that graduates who have passed any technical or vocational course
offered by the college with at least a “C” grade will have the skills and knowledge taught in
that course as described in the course syllabus and that a graduate will be able to apply
these skills and this knowledge effectively in the appropriate work environment. Should a
graduate not be able to fulfill the promise of this guarantee within one calendar year of
graduation and within three years of completing the course, then the college will allow the
student to either retake that course or taken an equivalent course at the college with no
additional charge. A “graduate” is defined as an individual who has received either a
vocational diploma or a degree from the college.

                                                                  VP Con Ed, VP Cur Inst

Procedure 3.1.9: Continuing Education Student
Registration
Students registering for a continuing education class will complete a continuing education
registration form, pay registration fee, and sign receipt roster.

At the time of registration, continuing education instructors are responsible for reviewing
student registration forms for completeness; collecting and receipting registration fees and
other fees (if applicable); signing bottom of receipt roster(s); and submitting completed
registration packet to appropriate supervisor or other authorized college representative
within 24 hours after the class materializes.

                                                                                VP Con Ed

Procedure 3.1.10: Curriculum Student Registration
Early and regular registrations for curriculum day, night, and distance learning classes occur
prior to the beginning of each semester, and registration for night classes and classes
beginning later in the term continues through the first class meeting. Exact times and dates
are announced in advance through campus publications and public media. Returning
                                                                              12/4/2012

students should schedule an appointment with their advisor to complete the registration
process.

Students wishing to add a class that has met must complete a Drop/Add/Withdrawal Form,
available in Counseling/Admissions. After the form is completed, it should be signed by the
instructor of the course being added and the students’ faculty advisor. The completed form
is submitted to the Registrar's Office. For most classes, the add period is the first two days
of the semester. Beginning the first day of class, students wishing to add distance learning
classes must obtain the approval of appropriate dean. For evening classes and those
beginning later in the term, the add period is considered to be through the first class
meeting.

Students may not add a course after the Add Period on the Schedule of Courses unless the
following procedure is followed:

1. The instructor must submit a written justification, along with an add form, to allow
   students to add a class. This justification must state why it is appropriate for students to
   enter the class at the late date and how the students will be able to make up successfully
   the lost class time.

2. The appropriate division dean or director will review the instructor’s recommendation. If
   the dean or director approves the addition of the course, the request will then go to the
   Vice President of Curriculum Instruction, who will then give final approval or reject the
   request.

Students wishing to drop a class for which they have registered must complete a
Drop/Add/Withdrawal Form, available in Counseling/Admissions. After the form is
completed, it should be signed by the instructors affected by the change and the students’
faculty advisor. The completed form must be submitted to the Registrar's Office in order for
the drop to be official.

To avoid a transcript entry for the dropped course, students must drop the class prior to the
10 percent point of the class. After the 10 percent point, a grade of W will be recorded for
the course until the 80 percent point of the semester. After the 80 percent point, a grade of
F will be recorded unless students officially withdraw from all courses.

Students desiring to withdraw from individual courses with a grade of W may do so up until
the 80 percent point of the semester. Also, instructors may withdraw students because of
excessive absences with a grade of W up until the 80 percent point of the semester. After
that time, instructors may withdraw students with a grade off.

Students desiring to withdraw from the college should contact Counseling/Admissions for
the forms and procedures necessary for official withdrawal. Students who fail to withdraw
                                                                              12/4/2012

officially will receive a grade of F for each course in which they are enrolled and may be
unable to register in subsequent semesters. Students may withdraw from the college with a
grade of W in all courses prior to the first day of the final examination period. If the
students’ final examinations are to be given before the regular examination period, then the
students must withdraw before the examination is administered to that class.

                                                                                VP Cur Inst

Procedure 3.1.11: End of Class Procedures
Each class, course, or seminar will be evaluated appropriately. A part of this evaluation
process will include student evaluations in an appropriate sample of courses. Required
evaluation documents will be collected and submitted to the appropriate college
representative.

The instructor will record a grade for each student in the required format.

The instructor will sign and turn in the completed class attendance roster and copy of their
grade book.

                                                                  VP Con Ed, VP Cur Inst


Procedure 3.1.12: Repetition of Continuing Education
Courses
Special provision legislation states that “community colleges may permit a student to repeat
a course more than once if that student demonstrates that the course repetition is required
by standards governing the certificate or licensing program in which the student is
enrolled.”

Individuals who have taken an occupational extension class no more than twice in a five-year
period are charged a fee according to the current fee schedule. A pre-determined rate per
scheduled hour is charged to those who have taken an occupational extension class more
than twice and are not otherwise exempt.

                                                                                VP Con Ed

Procedure 3.1.13: Repetition of Curriculum Courses
Student who earn a grade below a “C” in a course or who completed the course five or
more years earlier are allowed to repeat curriculum courses to improve the grade received in
                                                                                12/4/2012

the course, to refresh their knowledge of the subject, or to refresh their skills in the subject.
Additionally, students may repeat a course if mandated by their program of study.

The vice president of curriculum instruction will approve any exceptions to the above on an
individual basis.

Southeastern Community College is subject to funding agency requirements related to
repetition of courses; therefore student may not be able to repeat previously taken courses
and receive benefits.

                                                                                   VP Cur Inst

Procedure 3.1.14: Accountability and Credibility
Internal Audit Plan for Continuing Education
Public acceptance and support of the Continuing Education Program depend on maintaining
credibility and accountability with the public and the General Assembly. The North Carolina
Community College System’s credibility is based largely on the individual and collective
performance of its institutions.

Approval Process for Continuing Education Classes

       1. The vice president and/or appropriate continuing education supervisor will be
          responsible for approving the establishment and offering of all continuing
          education classes and the approval of all instructors. Classes held without prior
          approval are not reported to earn budget FTE. The Continuing Education Division
          of the college maintains a current master schedule of classes. This master list is
          updated periodically and indentifies all continuing education courses currently in
          session and detail titles, locations, instructors, day(s) and time.

       2. The purpose of the Continuing Education Division has been established and
          clearly defined within the philosophy of the college. The division is committed to
          providing community-wide, non-curriculum educational programs designed to
          enhance lifelong learning and to prepare individuals for changes within the work
          environment.

       3. The Continuing Education Division established objectives to achieve the college’s
          goals, and these objectives become part of the college’s annual plan. Through the
          annual review and evaluation of the college’s plan and through staff development
          workshops and faculty training activities, the Continuing Education Division is able
          to determine if its objectives are being achieved.
                                                                            12/4/2012

       4. The Continuing Education Division continuously monitors the quality of
          instruction. To maintain excellence in instruction, each supervisor has the
          responsibility of evaluating classes on a regular basis.

Visits to Classes

       1. Fifty percent of all off-campus and distance education continuing education
          classes and 25 percent of all on-campus classes (excluding receipt self-supporting
          classes, community service classes, and classes that meet 12 hours or less) must
          be visited each semester by the instructor’s supervisor or a designated
          representative approved in writing by the senior continuing education
          administrator.

       2. The vice president of continuing education and/or the associate dean of
          continuing education will visit a ten percent sample of randomly selected off-
          campus and distance education continuing education classes each semester with
          no pre-notification of these visits.

       3. Written documentation of all class visits is maintained by the Continuing
          Education Division Office and is reviewed for compliance each semester by the
          vice president.

       4. A distance education continuing education class must be visited electronically in
          the same proportion as other continuing education classes. A distance education
          class is defined as a class that is offered through distance education technology
          (including information highway, Internet, and telecourse) and does not physically
          meet on campus for at least half the time scheduled.

       5. An instructor’s supervisor and/or administrator for Internet classes will maintain
          an e-mail transcript record to verify attendance or student contact. This
          documentation may be a hard copy such as instructor-maintained attendance or
          student contact record.

       6. The North Carolina Community College System program auditors will be provided
          access to the college’s electronic visitation system to allow for unannounced
          visits.
                                                                                VP Con Ed


Procedure 3.1.15: Curriculum Faculty Workload
In an effort to ensure instructional quality:
                                                                          12/4/2012

1. For accounting purposes, the workload for faculty is based on a 37.5-hour
   workweek. Faculty positions at Southeastern Community College are professional
   (exempt) positions that have required duty objectives.
2. Faculty are required to spend a minimum of 30 hours per week on campus and/or
   in off-campus assigned hours (e.g., teaching at off-campus sites or recruiting). If
   an instructor is teaching a paid overload, those hours must be scheduled beyond
   the 30 hours required on campus.
3. Faculty may spend the remainder of the time required to meet their objectives (a
   minimum of 7.5 additional hours per week) at any appropriate location.
4. The difference between direct seated contact hours and 27 + any overload hours
   must be spent in scheduled office hours and the remaining 3 scheduled hours per
   week on campus are available for other work-related activities.

   Examples:
       A faculty member is teaching five seated ENG 111 classes. This gives them
        15 hours in the classroom. This faculty member must schedule 27 – 15 or 12
        office hours.
       A faculty member is teaching 27 contact hours of cosmetology in the lab of
        which six is being counted as overload. This faculty member must schedule
        27 + 6 – 27 or six office hours.
       A faculty member is teaching 18 hours of online developmental classes.
        This faculty member has no seated time so they would need to schedule 27
        – 0 or 27 office hours. Note: The 27 office hours will be later reduced in the
        next step to 13.5 office hours.

5. In order to facilitate greater flexibility for faculty teaching on-line, ½ of any hours
   scheduled for online instruction may be used to reduce the required scheduled
   office hours for faculty.
6. Combined classes are treated as a single class for determining the instructional
   contact hours, i.e. PEL 111 – Physical Fitness I, PEL 112 – Physical Fitness II, and PEL
   240 – Advanced PE Skills: Physical Fitness
7. Workload will be doubled for very large (60 or more students) or multiplied by
   the ratio of students/5 for very small (fewer than 5 students) seated classes.
8. Workload will be multiplied by the ratio of students/22 for large (25 or more
   students) or by the ratio of students/5 for very small (fewer than 5 students)
   Internet classes.
9. Faculty members may apply for other workload adjustments through their dean
   as part of their IEP’s or professional development. Applications which include
   released time funding are preferred.

   Examples:
       A faculty member may request three hours release to work on developing
        a new program not currently offered by Southeastern.
                                                                        12/4/2012

          A faculty member might receive a grant to develop some process/strategy
           that provides funding for released time.
          A faculty member might receive funding for released time from donations
           to the foundation to operate a club or sport team.

10. An annual schedule should be produced with individual graduation plan
    requirements, historic and projected enrollment data and faculty input to provide
    time for workload assignments prior to each semester’s registration of students.
11. Minimum teaching loads will be set by the following:

   15 contact hours = load consists of lecture classes
   18 contact hours = load consists of a mixture of lecture/lab/clinical hours
                            (less than 5 contact hours : 3 credit hour ratio)
   21 contact hours = load consists mainly of lab/clinical hours
                            (5:3 contact/credit ratio or higher)

   Examples:
       A faculty member is teaching five three contact hour/ three credit hour
        ENG transfer classes. Their load is entirely lecture classes so they meet the
        15 hour load requirement.
       A faculty member is teaching three five contact hour/four credit hour
        developmental classes along with one three contact hour/three credit
        hour transfer course. Their contact to credit ratio is (5+5+5+3)/(4+4+4+3) =
        18/15 = 6/5. Since 6/5 is less than 5/3 their 18 contact hours meets the load
        requirement.
       A faculty member is teaching a two contact hour/two credit hour course
        along with a 16 contact hour/six credit hour course. Their contact to credit
        ratio is (16 + 2) / (6 + 2) = 18/8 = 9/4. Since 9/4 is not less than 5/3 they need
        additional courses to meet the load requirement.

12. If faculty teach beyond the following levels they will receive additional
    compensation and must schedule “overload” hours:
    18 contact hours = load consists of mainly lecture classes with some lab/clinical
                             (less than 4 contact hours : 3 credit hour ratio)
    21 contact hours = load consists of a mixture of lecture/lab/clinical hours
                             (4:3 up to 2:1 contact/credit ratio)
    24 contact hours = load consists almost entirely of lecture/lab/clinical hours
                             (2:1 or higher contact/credit ratio)

   Examples:
       A faculty member is teaching six three contact hour/ three credit hour ENG
        transfer classes. They are not beyond 18 contact hours and are not entitled
                                                                          12/4/2012

           to overload. Note: This faculty member would have less office hours than
           one teaching only 15 contact hours of ENG 111 classes.
          A faculty member is teaching four five contact hour/four credit hour
           developmental classes. Their contact to credit ratio is (5+5+5+5)/(4+4+4+4)
           = 20/16 = 5/4. Since 5/4 is less than 4/3 their 20 contact hours will result in
           20 – 18, or two, hours of overload.
          A faculty member is teaching a two contact hour/two credit hour course
           along with a 24 contact hour/eight credit hour course. Their contact to
           credit ratio is (24 + 2) / (8 + 2) = 26/10 = 13/5. Since 13/5 is greater than 2/1
           their 26 contact hours will result in 26 – 24, or two, hours of overload.

13. Part-time faculty members may not teach a full-time load of courses.
14. When appropriate, full-time faculty are given the first opportunity to teach
    additional courses. The total amount of faculty overload course work at
    Southeastern Community College and other institutions should not exceed the
    load of a part-time faculty member.
15. Full-time faculty may carry a maximum of 8 overload hours. Faculty serving as
    chairs may carry a maximum of 5 overload hours.
16. College administration may be assigned classes in their area of expertise but must
    teach these classes as part of their regular workload. Other college staff may be
    assigned classes in their area of expertise which may include in load or overload
    hours. Staff members may carry a maximum of 8 overload hours. The total
    amount of overload course work at Southeastern Community College and other
    institutions may not exceed the load of a part-time faculty member.
17. Co-op (and similarly structured clinical/lab) classes are assigned 0.2 instructional
    credit hours per each student per each course credit hour, and 0.02 instructional
    contact hours per each student per each course contact hour.

   Examples:
       A faculty member is supervising 3 students in COE 111, a one-credit
        hour/ten-contact hour course. In load this would count as 0.2 (3)(1) = 0.6
        credit hours and 0.02(3)(10) = 0.6 contact hours.
       A faculty member is supervising 3 students in MLT 283, a thirteen-credit
        hour/thirty-nine-contact hour course. In load this would count as 0.2
        (3)(13) = 7.8 credit hours and 0.02(3)(39) = 2.34 contact hours.
       A faculty member is supervising 4 students in the lab portion of EDU 284,
        requiring nine contact hours and generating 3 credit hours. In load this
        would count as 0.2 (4)(3) = 2.4 credit hours and 0.02(4)(9) = 0.72 contact
        hours.


                                                                            VP Cur Inst
                                                                               12/4/2012

Procedure 3.1.16: Minimum Continuing Education
Class Size
Minimum enrollment in a continuing education class should be ten. The vice president of
continuing education and economic development may approve a lower enrollment based on
an evaluation of community need for the course and cost-effectiveness.
                                                                             VP Con Ed

Procedure 3.1.17: Minimum Curriculum Class Size
Fall/Spring curriculum classes should contain at least 10 students. Self-supporting classes,
generally offered in the summer, require sufficient students to generate funds to offer the
course.
Deans may offer classes with fewer students under the following conditions:
        1. The nature of the course indicates that a limited number of students need the
             course.
         2. A course sequence requires the course. (E.g., the course is the third in a required
             sequence.)
         3. The cost is not prohibitive.

The decisions of the deans are subject to review by the vice president of curriculum
instruction.

                                                                                  VP Cur Inst

Procedure 3.1.18: Continuing Education Course
Outlines
Outlines for continuing education courses are designed to ensure that college staff and
students are aware of what is being taught in each course, how students are evaluated as
well as provide pertinent information that students need to have at their access. Course
outlines should contain the following information: course title, required and/or optional
textbooks, instructor name and contact information (including phone number and e-mail),
course description, topical outline, method of student evaluation, and special instructions.

                                                                                  VP Con Ed

Procedure 3.1.19: Curriculum Course Syllabi
Faculty are responsible for distributing syllabi to students in each class, preferably on the
first day. These syllabi should be delivered electronically using the college learning
information system. At that time, they should ensure that an up-to-date copy is available on
                                                                               12/4/2012

the administrative server. Faculty are contractually responsible for adhering to the core
syllabus, only changing it if advances in knowledge dictate a change in content. All members
of a discipline area and the academic dean of that area must agree with the changes. Faculty
should also keep the changes in the syllabus addendum to a minimum and notify students
orally and in writing as soon as practicable when circumstances dictate a change in any item
in the addendum.

An outline for a model syllabus follows. All syllabi should be in this general format and
should include every subheading shown in the model except for those sections judged to be
inappropriate for a particular class by the faculty member. Faculty are responsible for adding
an addendum that contains information specific to that course. The addendum may contain,
but not be limited to, such items as the title of the required text(s), a listing of other
required material, the instructor’s specific attendance and lateness policy, a schedule of
class topics, a schedule of class tests and examinations (with dates, if needed), a listing of
due dates for specific assignments, and any other information the instructor wants the
students to have to be successful in the course.

Under Required Text in the core syllabus, the following should appear: See Course
Addendum.

Under Supplemental Resources, the following should appear after any information common
to all classes: See course Addendum for additional supplemental resources.

Faculty should carefully review syllabi prior to distribution each semester to ensure that all
syllabi are complete, accurate, and up-to-date.

                                                                                 VP Cur Inst




                                   COURSE SYLLABUS



Course                                                      Class    Lab Hrs    Clin/       Sem
Prefix/                                                      Hrs               Intern      Credit
Number        Course Title                                                     Hours        Hrs



COURSE DESCRIPTION
                                                                                     12/4/2012




GENERAL EDUCATION AT SOUTHEASTERN

General education is the part of students' education that assures that all graduates with a degree or
diploma receive an appropriately broad and in-depth exposure to knowledge not specifically related to
a narrow field of study.



General education is an essential part of all degrees and diplomas at Southeastern Community College.
Each degree or diploma meets general education outcomes (competencies) at a level appropriate for
that degree or diploma, either at college level, degree level, or transfer level.



Almost all courses contribute in some way to students having the necessary exposure to develop
competency in the general education outcomes developed by the college faculty. All courses used to
assess general education outcomes are required in the specific degree or diploma.



The college Catalog contains a broader discussion of general education and lists the specific outcomes
students must exhibit.



Learning outcomes in this course that relate to the college general education outcomes are indicated
by the letters GE after the outcome.

PREREQUISITIES



COREQUISITES



REQUIRED TEXT



COURSE OBJECTIVES
                                                                                        12/4/2012

COURSE OUTLINE



COURSE REQUIREMENTS



GRADING CRITERIA



STUDENT ACCESS TO INSTRUCTORS

Instructor’s office hours will appear on an addendum to this syllabus.

However, generally full-time faculty members will post office hours to inform students of their
availability for interaction and academic assistance. Part-time faculty members will notify students of
and provide for their availability outside of class. Students may call the College at (910) 642-7141 and
speak with an instructional assistant to schedule appointments with instructors.



STUDENTS WITH DISABILITIES

Southeastern Community College does not discriminate on the basis of disabilities. Students who
require reasonable accommodations for a disability should notify the instructor of the course within the
first week of the semester.



ATTENDANCE REQUIREMENTS

A student may be removed from class for excessive absences provided that (1) the student has
previously received a warning notice about excessive absences (either oral or written), and (2) the
number accumulated absences exceeds the number of credit hours of the course. Once dropped for
excessive absences, a student may not be permitted to reenter the class unless written permission is
given by the instructor.

A student who misses class due to participation in an official college function must notify the instructor
prior to the absence. (An official college function is one that has been approved by the appropriate
college vice president.) Under normal circumstances, the absence should not result in the student’s
total absences exceeding the maximum allowed by the course syllabus. If, however, the absence would
result in a violation of the class attendance policy, then the student must obtain written approval from
the class instructor in order to be eligible to participate in the official college function.

The instructor may have additional attendance requirements; if so, they will be attached to the general
                                                                            12/4/2012

course syllabus.




SUPPLEMENTAL RESOURCES

ADDITIONAL INFORMATION




Procedure 3.1.20: Selection of Textbooks for
Continuing Education Classes
Continuing education instructors are responsible for working with their appropriate
supervisor in the selection of textbooks. Supervisors must use the standard Textbook
Requisition Form and submit orders to the vice president of continuing education and
economic development for signature. The supervisors will ensure that the requisitions
arrive in the bookstore in enough time to allow adequate delivery. For program areas that
order textbooks directly from publishers, instructors/supervisors are responsible for
initiating requisitions, obtaining approval from vice president of continuing education and
economic development and ensuring that the requisitions arrive in the business office in
enough to allow sufficient time for delivery of goods.

                                                                               VP Con Ed

Procedure 3.1.21: Curriculum Textbook Adoption
Each department shall establish common textbook requirements for each course. It is
preferred that all delivery methods use the same text, but in some cases it is understood
that distant course may have other requirements. Individual faculty members may have
supplemental texts for their course with the approval of the department and the
appropriate dean.

The bookstore will deliver Textbook Requisition Forms to the appropriate dean for
completion. Unless the department (or faculty member for supplemental materials) notifies
the dean of a change, the same materials will be used in the class from the previous time the
                                                                                 12/4/2012

course was offered. If an edition change occurs the department (or faculty member for
supplemental materials) will be notified so it can request a change of materials if desired. If
no notification of change in the required time frame is received, the new edition will be
chosen.

Faculty should order desk copies of textbooks directly from the publisher using the method
prescribed by the publisher. The bookstore does not routinely supply faculty with desk
copies of textbooks they have adopted. Any request for purchase of textbooks through the
bookstore must be justified as an exception and approved by the appropriate dean.


                                                                                        VP Cur Inst


Procedure 3.1.22: First Day of Class
The first class day is a full day of instruction. In addition to introductory activities such as the
distribution of syllabi and discussion of class procedures, faculty use the remaining class time
for lecture or other normal classroom instructional activities.

                                                                     VP Con Ed, VP Cur Inst

Procedure 3.1.23: Tests and Final Examinations
For effective instruction to take place students must be aware of their progress through
course material. All curriculum courses including 48 contact hours or more, will at a
minimum include feedback to student concerning their progress by the 20% point of the
course and again prior to the 80% point. Additionally, students in developmental courses
must be given specific feedback including praise where merited and/or identification of
specific program, offering solutions to those problems on a weekly basis.
All other courses should provide appropriate feedback to ensure students are aware of their
progress through the material.
All classes are required to meet for the complete duration of the course and must include
activities through the last meeting. Course final examinations/project due dates may not
occur prior to the 80% point of the course.

                                                                     VP Con Ed, VP Cur Inst

Procedure 3.1.24: Grading for Curriculum Classes
                                                                               12/4/2012


Faculty must clearly state grading policies and criteria and apply those policies and criteria in
an accurate and consistent manner. The grading procedure in every class must at least be
characterized by the following:
        1. The grading scale and the type of information used to derive the final average in
           the course must appear in the course syllabus, and faculty must give all students a
           syllabus.
       2. Faculty must uniformly apply the grading policy to all students.
       3. Using the announced grading scale, faculty must give students regular feedback
           throughout the semester on individual performance in the course.

Faculty teaching developmental classes must give early, frequent, and specific feedback to
students on their performance. Students must receive feedback on performance weekly,
beginning no later than the second week of the course. Feedback should specifically offer
praise where merited and/or identify specific problems, offering solutions to those
problems.
                                                                                VP Cur Inst

Procedure 3.1.25: Children on Campus
Children should not be on campus unless they are under direct supervision of a parent or
responsible adult. Faculty should not permit children in classes or other instructional
activities.

                                                                   VP Con Ed, VP Cur Inst

Procedure 3.1.26: Student Withdrawals - Continuing
Education
Continuing Education students may withdraw from a class at any time during the semester.
The instructor is required to withdraw a student from a class if he/she has missed (5)
consecutive class meetings without contacting the instructor. Withdrawals must be
indicated on the attendance sheet with a “W” on the date the student is withdrawn.

                                                                                  VP Con Ed

Procedure 3.1.27: Warning and Withdrawal Notices for
Curriculum Classes
Faculty may send a warning notice to students who, in their judgment, have accumulated
too many absences in a course. If the student continues to miss class after receiving the
warning notice and the amount of absence time exceeds five percent of the duration of the
                                                                             12/4/2012

course, then the faculty member may choose to send the student an instructor-initiated
withdrawal form. A grade of F is recorded on the student's transcript for the course, if the
grade is given after the 80 percent point of the class.

                                                                                VP Cur Inst

Procedure 3.1.28: Records and Reports
Faculty must periodically complete certain records or reports and submit them by a specified
date. The chronic failure to carry out these responsibilities is a serious performance problem
in the view of the college administration.

                                                                 VP Con Ed, VP Cur Inst


Procedure 3.1.29: Curriculum Faculty Office Hours
All full-time faculty members must maintain office hours. Under normal circumstances,
office hours should average two per day, be scheduled between the hours of 7:30 a.m. and
5:30 p.m., and include time on each day of the week - Monday through Friday. However,
faculty should schedule at least one office hour per day. Faculty must post office-hour
schedules on office doors by the third day of class and give a copy to the appropriate
division dean. Also, they should post temporary schedules on office doors on the
registration day prior to the first day of class. When faculty leave their offices for a
significant period of time during a scheduled office hour, they should post a note on their
doors either describing their whereabouts or giving a time of expected return.

                                                                                VP Cur Inst

Procedure 3.1.30: Schedule Changes for Continuing
Education Classes
In the event that a modification in class schedule is necessary, the instructor must contact
his/her immediate supervisor to request approval for the change. If the class is on-campus,
the supervisor or appropriate staff will place a note on the classroom door and notify the
evening director, security and switchboard operator of the change in schedule. For off-
campus classes, a note should be placed on the classroom door or outside door of the
facility in which the class is located notifying students of the change. If time permits,
students should be contacted individually by instructor or appropriate staff prior to the start
of class.

                                                                                VP Con Ed
                                                                               12/4/2012

Procedure 3.1.31: Notification of Curriculum Faculty
Absences/Late Arrival
When faculty must be absent from or arrive late for class, whatever the reason, they have
the primary responsibility to arrange for suitable class coverage and to notify their chair or
division dean. When necessary, division deans and directors assist faculty in carrying out
class activities which will minimize the negative impact of the absence. (For additional
information on leaves, employees should refer to the section entitled “Salary, Leaves,
Benefits.”)

Faculty who call their chairs or deans to notify them that they cannot be at work or will be
late and get a voice message should leave a message and then call the appropriate division
secretary. If the division secretary does not answer, faculty members should leave a
message and then call the switchboard operator in A Building. The operator will notify
another dean or the vice president of curriculum instruction. Faculty reporting that they will
be absent or late must speak directly to someone; voice mail cannot be the only means of
notification.

If the absence is due to illness or other medical reasons, faculty must complete a “Request
for Leave/To Be Absent” form immediately upon return to work and give it to the director or
division dean for the appropriate signatures.

                                                                                 VP Cur Inst

Procedure 3.1.32: Advising Students
Effective and efficient advising of students is of primary importance. Most faculty serve as
academic advisors to a group of students. Faculty should consider advising to be a
significant and important part of job responsibilities. Poor advising can have serious
academic consequences. Conversely, good advising from caring faculty is an effective tool in
dropout prevention and helps students set goals and plan appropriately to reach those
goals.

                                                                  VP Con Ed, VP Cur Inst

Procedure 3.1.33: Professional Development
All faculty should engage in professional development activities on a regular basis. The
specific nature of these activities depends on the interests of the faculty, the needs of the
college, the cost to the college, and the funds available in the division budget for supporting
professional development. The college provides financial support for professional
development based on the strategic planning process. Faculty should seek to increase the
                                                                               12/4/2012

return on the support made available by the college and to search for alternative sources of
funding for professional development activities.

                                                                   VP Con Ed, VP Cur Inst

Procedure 3.1.34: Participation in Committees,
Division Meetings and Other Groups Activities
Through participation in committees, both standing and ad hoc, and in division meetings,
faculty make their most important contributions to college governance. Other group
activities, such as faculty/staff meetings, also aid information flow and therefore require
regular attendance by faculty for effectiveness. Faculty serve on committees by
appointment from the vice presidents or the president. All faculty belong to a division in
which they are to function. All faculty must attend all group activities such as faculty/staff
meetings and graduation exercises. Absences from group activities should occur only
through permission of the vice president.

                                                                   VP Con Ed, VP Cur Inst

Procedure 3.1.35: Criteria for Book Signings
All book signings should be coordinated by the Literary Events Committee. Members of this
committee should include the librarian (chair), the dean of institutional advancement, the
dean of arts and sciences, and a faculty member (preferably a professional writer) from the
English Department.

Current and former employees of Southeastern Community College (SCC) and professional
writers may request a book signing to be held on the SCC campus. Professional writers are
considered to be individuals whose work has been published by a major press that will allow
unsold books to be returned.

Persons requesting a book signing must obtain a request form from the SCC library and
return the completed form to the librarian at least two months before the desired date of
the event, except in unexpected circumstances. The author may suggest the date and time
for the book signing; however, the Literary Events Committee will make the final decision
concerning the date and time. When submitting the request form, the author should lend at
least two copies of the book to enable committee members to become familiar with the
work. The committee will submit its recommendation to the vice president of curriculum
instruction concerning the approval or disapproval of the book signing. Once the vice
president responds to the committee, a representative from the committee will notify the
requester concerning the decision. This notification of the requester will occur within two
weeks after the committee receives the request form and copies of the book. The
                                                                                  12/4/2012

committee will set the date and time for the book signing based upon the wishes of the
requester and the availability of college facilities and resources.

SCC bookstore personnel will order the book to be sold and will sell them at the event.

The author may present a program in which he/she discusses and/or reads from the work,
and this portion of the event should last no longer than forty-five minutes to an hour.

The college will provide refreshments, if funds are available.

                                                                     VP Con Ed, VP Stu Dev

Procedure 3.1.36: Student Absences from Curriculum
Courses and Official College Events
Co-curricular activities, as well as extra-curricular student activities, are a valuable part of the
college experience. However, every effort should be made to schedule such activities at
times that will minimize conflicts with other required class activities.

Students who miss class because of participation in official college functions must notify
their instructors prior to the absence. Under normal circumstances, absences should not
result in the students’ total absences exceeding the maximum allowed by the course
syllabus. If, however, absences result in a violation of the class attendance policy, then
students must obtain written approval from the class instructor in order to be eligible to
participate in the official college function.

                                                                                    VP Cur Inst

Policy 3.2: Clinical Agreements with Health Care
Agencies
The Board, through the president, authorizes the college to negotiate with area health care
agencies for the purpose of educational training of the members of the allied health
programs.

                                                                          VP Con Ed, VP Cur Inst
                                               BOT: May 12, 1977, January 24, 2002, July 20, 2010

Policy 3.3: Development of Courses
All courses will be consistent with the college’s mission and commitments.
                                                                             12/4/2012

                                                                      VP Con Ed, VP Cur Inst
                    BOT: September 27 1988, January 15, 2001, January 24, 2002, July 20, 2010


Policy 3.4: New Curriculum Programs
The Board approves new curriculum programs upon recommendation by the president, as
required by the North Carolina Community College System.

                                                                       VP Con Ed, VP Cur Inst
                                              BOT: January 3, 1968, May 12, 1977, July 20, 2010


Policy 3.5: Academic Freedom
In the exploration of knowledge, scholarly research, and creative activities, faculty and
students must be free to proceed in a spirit of inquiry and constructive criticism. They must
be able to examine ideas in an atmosphere of freedom and confidence and to participate as
responsible citizens in community affairs. However, academic freedom must be subject to
the self-restraints imposed by good judgment. At no time will the principle of academic
freedom protect a negligent or an incompetent faculty member, nor will it prevent the
institution from making appropriate efforts to evaluate the work of all members of the
faculty.

                                                                        VP Con Ed, VP Cur Inst
                                                                            BOT: July 20, 2010



Procedure 3.5.1: Artistic Expression
Artistic expressions in any medium (painting, photographic, electronic, print, etc.) are
subject to Policy 3.5 Academic Freedom. Display or distribution of these materials always
requires good judgment and appropriate restraint. Specifically, art work to be displayed in
the Upstairs Gallery, a location through which many people must pass each day, requires this
judgment and restraint. The college authorizes the vice president of curriculum instruction
to determine if any given work might be held offensive by an individual forced to view the
material because of the openness of this gallery. If any work is found possibly offensive, the
vice president may have it placed in an alternate location.

Display of printed materials is covered under Procedure 2.3.1 Distribution of Printed
Materials.
                                                                             12/4/2012

Other artistic expression of questionable judgment may be subject to action under 5.29.1
Disciplinary Action Suspension & Dismissal.

Procedure 3.5.2: Challenge to Academic Freedom
If a faculty member or student feels that his/her academic freedom has been challenged or
inappropriately restrained, he/she has the right to seek redress by filing a complaint using
the college’s grievance procedures.


Policy 3.6: Faculty Senate
The Faculty Senate exists to provide an open forum for faculty discussion on any issue of
academic or professional concern to the institution, to serve as the official voice of the
faculty to the administration and through the president to the Board, and to enhance the
professional growth of the faculty.

                                                                       VP Con Ed, VP Cur Inst
                                                                 BOT: July 2002, July 20, 2010

Procedure 3.6.1: Faculty Senate Membership
All full-time faculty are eligible for membership and all part-time faculty are eligible for
associate membership. Membership is contingent upon payment of annual dues, which will
be set annual by the Faculty Senate based upon need. The Faculty Senate will select an
executive committee consisting of the Faculty Senate President, Vice President, Treasurer,
Secretary, three representatives from the Arts & Sciences Division, three representatives
from the Allied Health, Business and Technologies Division and two At-Large
representatives. The Faculty Senate President (or designee) will serve on the President's
Advisory Council and attend Board of Trustee meetings. Further information about the
Faculty Senate is available in the Faculty Senate Constitution.

                                                                     Faculty Senate President



Policy 3.7: Religious Observances
In compliance with N.C.G.S. 115D-5, as amended in the 2010 legislative session, and 23
N.C.A.C. 02C.0213 of the state administrative code, students are permitted a minimum of
two excused days each academic year for religious observances required by their faith.
Students will be entitled to make up any tests or other work missed due to an excused
absence for a religious observance. To be eligible for these excused absences, students must
complete the written application process within the appropriate timeframe.
                                                                            12/4/2012

                                                                      VP Con Ed, VP Cur Inst
                                                                         BOT: Sept. 21, 2010


Procedure 3.7.1: Religious Observances for Curriculum
Classes
Students are permitted to request two excused absences each academic year for religious
observances required by the faith of the student and be entitled to make up any tests or
other work missed. The following process delineates how to obtain and use these absences:

   1. At least 48 hours prior to the beginning of the class or two weeks prior to the
      religious observance, whichever is later, the student will notify the campus Help
      Center in writing either by completing the paper form in the library at the Help Center
      desk or via email from his/her Rammail account to HelpCenter@sccnc.edu.
   2. The email and/or form must include the student’s name, ID number, date to be
      missed for religious observance, brief description of the religious observance, classes
      that will be missed due to the religious observance (including course/section
      numbers, course titles and instructors’ names).
   3. After verifying that the student still has religious observance days remaining, the
      Help Center staff will email the student and all indicated instructors that the student
      is using a religious observance day for the date requested.
   4. Upon receipt of the email, the student should immediately contact their instructor(s)
      to arrange appropriate make-up work.
   5. The student make-up work may be completed anytime after notification of the
      instructor by the Help Center or within five school days after the absence. If fewer
      than five school days remain in the term, the student may receive an “I” in the course
      and finish the course during the next term.
   6. If the make-up work is completed in the appropriate time frame, the student will
      receive credit for the missed work with no penalty. If the make-up work is not
      completed in the appropriate timeframe, the student will receive no credit for the
      missed work.

                                                                                  VP Cur Inst

Procedure 3.7.2: Religious Observances for Continuing
Education Classes
Students are permitted to request up to two (2) excused absences per class each semester
for religious observances required by the faith of the student. Continuing education
students will be granted the opportunity to make-up work missed while absent from class
                                                                               12/4/2012

for excused religious observances. The following outlines student and instructor
responsibilities associated with these requests:

   1. Students must provide written request(s) for absence(s) to their instructor(s) at least
      one week in advance of religious observance. Written request should include:
      student name, course title, date of absence and brief description of religious
      observance. Written requests will become part of class file(s) and will be turned in
      with attendance sheets at end of each class.
   2. Instructor(s) will assist students on a case-by-case basis to make-up missed work.

The above procedure does not supersede continuing education attendance requirements
for satisfactory course completion.

                                                                                      VP Con Ed



Policy 3.8: Intercollegiate Sports Program
In an effort to support and encourage research, Southeastern Community College is
committed to protecting living subjects from any harm, specifically with regard to safety,
informed consent, and confidentiality. The college has established an Institutional Review
Board (IRB) which is responsible for ensuring that all living subjects involved in research are
treated fairly and ethically. Any proposed research that involves living subjects must be
reviewed and approved by the IRB prior to being implemented.
                                                                                     VP Curr Inst
                                                                           BOT: March 15, 2011


Procedure 3.8.1: Intercollegiate Sports Program
All research requests must be reviewed by the Institutional Review Board or its designee.
This procedure is intended to ensure that all individuals who may be affected by the
research can be certain that the research is sound and does not violate board policy, college
operating procedures, or federal regulations concerning protection of living participants.

All research activity that involves Southeastern Community College and living subjects must
comply with IRB guidelines regardless of whether the activity is externally funded or not,
whether it involves minimal risk or greater than minimal risk or not, and whether it is
conducted by students, staff, faculty or visitors.

Data generated as a part of approved Southeastern Community College course work such as
collection of laboratory data, information collected from tests, journal entries, class surveys,
                                                                            12/4/2012

measurements obtained in health classes, and other similar data collected solely from
students in that class that will not be published nor be presented outside Southeastern
Community College, do not have to go through the IRB process as this activity was approved
as part of the curriculum. If the data generated as a part of course work will be gathered
from living subjects not in the class, if the data will be published or if the data will be
presented outside Southeastern Community College, then the research will have to go
through the IRB process.

The President's Administrative Team will appoint five members to serve on the institutional
review board with sufficient diversity with respect to gender, race, cultural background and
professional expertise. Members need to be familiar with potential groups that are
participants of studies and be capable of advocating on their behalf. These members should
include a faculty member with a background in a scientific area, a faculty member with a
background in a non-scientific area, someone with research expertise, someone with an
administrative background and may include someone from the community such as a retiree
of SCC. Additional faculty or staff members may serve in an advisory capacity where
appropriate. Members will serve an indefinite term until replaced by the President's
Administrative Team.

IRB members may not vote on their own projects.

Institutional Review Board Approval Procedure and Criteria for Approval

The researcher must file a research proposal form with the office of the college president.
After receiving the completed request from the researcher the proposal will be sent to the
IRB who will verify the following items:
   1. The Research Proposal Form has been completed.
   2. The appropriate signatures have been obtained by the researcher.
   3. Informed consent of all participants as appropriate is integral to the research
       proposal documentation.
   4. The proposed research is compatible with Southeastern Community College's
       mission and purpose and is education related. The research should deal with the
       teaching/learning environment or with the college's policies, procedures, or
       operations.
   5. There is soundness of rationale for conducting the research project.
   6. There is appropriateness of the sampling, methodology, instrumentation and
       treatment of data.
   7. The proposal meets the requirement or Protection of living subjects.
   8. The results will be disseminated in a fashion which would protect the identity of the
       participants and, if appropriate, the college and the community. It must be
       understood that names of individuals will not be used in the study unless the
       individuals grant permission in writing.
   9. The name of Southeastern Community College will be used only if the Institutional
                                                                                12/4/2012

        Review Board grants permission.




Student Programs and Services
Policy 4.1: Intercollegiate Sports Program
The Board approves the college’s participation in intercollegiate sports programs. State
funds cannot be used in supporting intercollegiate sports activities; therefore, all activities
of this nature will have to be supported through institutional or local funds.

                                                                            President’s Office
                                      BOT: September 15, 1966, January 24, 2002, July 2o, 2010

Policy 4.2: Financial Obligations and Business
Relationships
The accountability of the college for its various fiscal and business relationships with
students is dictated in part by the regulations governing the college and in part by its desire
to encourage students to maturely and responsibly meet their commitments in these areas.
The college assumes no responsibility for, nor acts in the collection of, privately incurred
debts or obligations involving students in relationships with parties outside the college.

                                                                             VP Stud Dev & Tech
                                                                              BOT: July 20, 2010

Policy 4.2.1: Financial Obligations and Business
Procedures

   1.   Diplomas, transcripts of records, letters of honorable dismissal, or permission to
        register for the succeeding semester are withheld from students who have unpaid
        bills or loans due the college or who have not made arrangements acceptable to the
        Business Office for the discharge of such responsibilities. Examples include unpaid
        loans, library fines, bookstore charges, and parking fines. Grades also are withheld
        from students who have not returned equipment, supplies, or any college property
        on loan to them from official college offices.

   2. Charges for damage to college property are billed to the individual or group
        responsible for such damage at the standard rate established by the college for
                                                                                 12/4/2012

       repair or replacement.

   3. Charges and fines owed for violations of the college’s motor vehicle regulations are
       viewed as charges owed to the college. In addition to the sanctions listed above,
       these charges, if unpaid, may result in denial of permission to register a motor
       vehicle.

   4. All sales or solicitations not properly approved in advance by the Student
       Government Association (SGA), the vice president of Student Development and
       Technology Services, and ultimately the president, are prohibited. Failure to secure
       such authorization may subject students to whatever corrective or compensatory
       costs are judged appropriate and may make them liable for probation or such lesser
       penalty as may be appropriate to the nature of the act.

Policy 4.3: Student Insurance
Each curriculum student is required to purchase student accident insurance each semester.
Allied health curriculums may require the purchase of malpractice insurance.

                                                                              VP Stud Dev & Tech
                                                                               BOT: July 20, 2010

Policy 4.4: Due Process
Academic institutions exist for the transmission of knowledge, the pursuit of truth, the
development of students, and the general well being of society. Free inquiry and free
expression are indispensable to the attainment of these goals. As members of this academic
community, students are encouraged to develop the capacity for critical judgment and to
engage in a sustained and independent search for truth.

Freedom to teach and freedom to learn are inseparable facets of academic freedom. The
freedom to learn depends upon appropriate opportunities and conditions in the classroom,
on the campus, and in the community. Students should exercise their freedom with
responsibility.

As members of the larger community of which the college is a part, students are entitled to
all rights and protection accorded them by the laws of that community.

By the same token, students are also subject to all laws, the enforcement of which is the
responsibility of duly constituted authorities. When students violate laws, they may incur
penalties prescribed by legal authorities. In such instances, college discipline is initiated only
when the presence of the students on campus disrupts the educational process of the
college. However, when students' violations of the law also adversely affect the college's
                                                                             12/4/2012

pursuit of its recognized educational objectives, the college may enforce its own
regulations. When students violate college regulations, they are subject to disciplinary
action by the college whether or not their conduct violates the law. If students' behavior
simultaneously violates both college regulations and the law, the college may take
disciplinary action independent of that taken by legal authorities.

Rights

   1. All rights and privileges guaranteed to every citizen by the Constitution of the United
      States and by the state of North Carolina are not denied to students.

   2. Students are free to pursue their educational goals. Appropriate opportunities for
      learning in the classroom and on the campus are provided by the college. Student
      performance is evaluated solely on an academic basis, not on opinions or conduct in
      matters unrelated to academic standards.

   3. Students have the right to freedom of expression, inquiry, and assembly without
      restraint or censorship subject to reasonable and non-discriminatory rules and
      regulations regarding time, place, and manner.

   4. Students have the right to inquire about and to propose improvements in policies,
      regulations, and procedures affecting government procedures, campus committees,
      and college offices.

   5. No disciplinary sanctions other than temporary removal from class or activity (only
      for duration of said activity) may be imposed upon students without due process.
      Due process procedures are established to guarantee students accused of student
      code of conduct violations the right to a hearing, a presentation of charges; and
      evidence for charges, the right to present evidence; the right to have witnesses on
      their behalf and to hear witnesses on behalf of the accuser(s); and the right of
      appeal.
                                                                          VP Stud Dev & Tech
                                                                            BOT: July 20, 2010

Procedure 4.4.1: Grievances and Appeals
The procedures described in this section are open to any student seeking resolution for
what he/she perceives to be unfair treatment in a student-to-student or student- to-
employee interaction during his/her association with SCC. Grade appeals, appeals of
disciplinary actions, or alleged unjust or discriminatory treatment may be addressed through
this process. Grievances involving sexual harassment will be addressed by following
Procedure 2.7.1, Sexual Harassment Procedures.
                                                                              12/4/2012

Informal Resolution

Within five business days following the event in question, the grievant must discuss the
grievance with the individual who is perceived to be the source of the concern.

Formal Resolution

Step 1: In the event that the grievance is not resolved informally, the grievant must meet
with the supervisor of the accused individual against who said grievance has been filed,
within five business days, and submit a completed Grievance Form.

The supervisor has up to five business days to conduct an investigation, which includes
affording the accused an opportunity to provide a written response to said grievance. The
supervisor is responsible for forwarding his/her written decision and all supporting
documentation to the appropriate vice president/dean and the grievant. The grievant copy
will be sent via the preferred method of communication.

Step 2: If the grievance is not resolved in Step 1, the grievant must contact the vice
president/dean of the division in which the individual is assigned within five business days of
receipt of the response from the supervisor and request a meeting to discuss the grievance.
The five day period begins the day following receipt of the supervisor’s written decision.

After meeting with the grievant, the vice president/dean has up to five business days to
conduct an investigation, which includes affording the accused and the supervisor and/or
student an opportunity to provide a written response to said grievance. The vice
president/dean is responsible for forwarding his/her written decision and all supporting
documentation to all parties involved. The grievant copy will be sent via the preferred
method of communication.

Step 3: If the grievant or the accused is not satisfied with the response from the vice
president/dean, either individual may request a hearing by the Student Grievance
Committee. The individual must complete a Request for Hearing form within five business
days of receiving the response. The request for a hearing must be made to the vice
president of academic and student affairs. The vice president of academic and student
affairs will convene the Student Grievance Committee.

Student Grievance Committee for students enrolled in curriculum programs

The Grievance Committee for non-academic issues is made up of two students appointed by
the Student Government Association, one faculty member appointed by the Faculty Senate,
and two staff appointed by the Staff Association. The Grievance Committee for academic
                                                                               12/4/2012

issues includes a student appointed by the Student Government Association, a student
appointed by the SCC Ambassadors, two faculty members appointed by the Faculty Senate,
and one professional staff person appointed by the Staff Association.

Student Grievance Committee for students enrolled in continuing education courses

The Grievance Committee for non-academic issues is made up of two continuing education
students, one continuing education instructor, and two continuing education staff persons.
The Grievance Committee for academic issues includes a continuing education student, two
continuing education instructors, and one continuing education professional staff person.
Appointments to the Continuing Education Grievance Committee are made by the president
or his/her designee.

Procedures for the Student Grievance Committees

No one can serve on the Student Grievance Committee if they have any involvement in the
grievance.

The vice president of academic and student affairs will schedule a hearing within five
business days of receipt of the Hearing Request form. The Student Grievance Committee will
elect a chair. Following the hearing, the committee chair will communicate the decision to
the President and upon approval, drafts a response to the grievant within three days. The
response will be sent to the grievant via the preferred method of communication. Copies of
the decision will be provided to the vice president of academic and student affairs, the
president and all individuals involved in the grievance process.

Exceptions

1. Only final course grades may be appealed.

2. All parties will receive written notification of any deviation from specified time frame.

3. The following exceptions apply if the accused is a vice president or dean. The Step 1
supervisor shall be another vice president appointed by the president. Step 2 will be omitted
in the event that the grievance is against a vice president or dean. If the vice president of
academic and student affairs is involved in the grievance, the individual will request a
hearing through the office of the president. In the event that the grievance involves the
President, the grievance form is forwarded to the President’s executive assistant, who in
turn forwards the grievance to the Chair of the Board of Trustees.
                                                                             12/4/2012




Policy 4.5: Student Code of Conduct

Students are expected to conduct themselves in accordance with generally accepted
standards of scholarship and morality. The purpose of this code is not to restrict student
rights but to protect the rights of individuals in their academic pursuits.

The following types of student behavior may result in one of the sanctions described in the
next section.

   1. Academic Dishonesty, that is, taking or acquiring possession of any academic
   material (test information, research papers, notes) from a member of the college staff or
   student body without permission; receiving or giving help during tests; submitting
   papers or reports that are supposed to be original work but are not entirely the
   student’s own; and not giving credit for others’ work (plagiarism).

   2. Theft of, misuse of, or damage to college property or theft of or damage to property
   of a member of the college community or a campus visitor on college premises or at
   college functions; unauthorized entry upon the property of the college or into a college
   facility or a portion thereof which has been restricted in use and thereby placed off
   limits; unauthorized presence in a college facility after closing hours.

   3. Possession of or use of alcoholic beverages or being in a state of intoxication on the
   college campus or at college sponsored or supervised functions off campus or in college
   owned vehicles; possession, use or distribution of any illegal drugs, except as expressly
   permitted by law. Any influence that may be attributed to the use of drugs or of alcoholic
   beverages shall not in any way limit the responsibility of the individual for the
   consequences of his/her actions.

   4. Lewd or indecent conduct, including public physical or verbal action or distribution
   of obscene or libelous written material.

   5. Vulgar and offensive clothing is prohibited. Underwear must not be visible. Shirts and
   shoes must be worn at all times.

   6. Mental or physical abuse of any person on college premises or at college-sponsored
   or college-supervised functions, including verbal or physical actions which threaten or
   endanger the health or safety of any such persons or which promote hatred or racial
   prejudice.

   7. Any act, comment, or behavior which is of a sexually suggestive or harassing nature
                                                                               12/4/2012

and which in any way interferes with a student’s or an employee’s performance or
creates an intimidating, hostile, or offensive environment.

8. Intentional obstruction or disruption of teaching, research, administration or
disciplinary proceedings, or other college activities, including public service functions and
other duly authorized activities on college premises.

9. Occupation or seizure in any manner of college property, a college facility, or any
portion thereof for a use inconsistent with prescribed, customary, or authorized use.

10. Participating in or conducting an assembly, demonstration, or gathering in a manner
which threatens or causes injury to persons or property, which interferes with free
access to, ingress or egress of college facilities, and which is harmful, obstructive or
disruptive to the educational process or institutional functions of the college; remaining
at the scene of such an assembly after being asked to leave by a representative of the
college staff.

11. Possession or use of a firearm, incendiary device, or explosive, except in connection
with a college-approved activity. This also includes unauthorized use of any instrument
designed to inflict serious bodily injury to any person.

12. Setting off a fire alarm or using or tampering with any fire safety equipment, except
with reasonable belief in the need for such alarm or equipment.

13. Gambling.

14. Smoking and/or using of other tobacco forms in non-designated areas.

15. Littering on the campus or in buildings.

16. Violation of college regulations regarding the operation and parking of motor
vehicles.

17. Forgery, alteration, or misuse of college documents, records, or instruments of
identification with intent to deceive.

18. Violation of the terms of disciplinary probation or any college regulation during the
period of probation.

19. Fiscal irresponsibility such as failure to pay college-levied fines, failure to repay
college-funded loans, or the passing of worthless checks to college officials.

20. Violation of a local, state, or federal criminal law on college premises that adversely
affects the college community’s pursuit of its proper educational purposes.

21. Disobedience of the reasonable directions of college employees, including
administrators, faculty, security, and other staff employees.
                                                                                12/4/2012


                                                                             VP Stud Dev & Tech
                                                                              BOT: July 20, 2010

Policy 4.6: Discipline
The college reserves the right to maintain a safe and orderly educational environment for
students and staff. Therefore, when, in the judgment of college officials, a student’s conduct
disrupts or threatens to disrupt the college community, appropriate disciplinary action is
taken to restore and protect the sanctity of the community.

                                                                             VP Stud Dev & Tech
                                                                              BOT: July 20, 2010


Procedure 4.6.1: Discipline Procedures

Immediate Suspension

If an act of misconduct threatens the health or well being of any member of the academic
community or seriously disrupts the function and good order of the college, an instructor or
administrative officer may direct students involved to cease and desist such conduct and
advise them that failing to cease and desist results in immediate suspension. If students fail
to cease and desist, the instructor or administrative officer may then suspend them from the
class or the college until a resolution of the matter can be made. The instructor or
administrative officer invoking such suspension notifies the dean of students in writing of
the individuals involved and the nature of the infraction as soon as possible but no later than
24 hours after the incident. The dean of students is responsible for implementing student
discipline procedures.

Procedures

In order to provide an orderly protocol for handling student disciplinary cases in accordance
with due process and justice, the following procedures are followed:

  1. Charges: Any administrative official, faculty member, or student may file charges with
     the dean of students against any student or student organization for violations of
     college regulations. The individual(s) initiating the action must specify, in writing, the
     following:
        a.     Name of the student(s) involved
        b.     The alleged violation of the specific code of conduct
        c.     The time, place, and date of the incident
        d.     Names of person(s) directly involved or witnesses to the infractions
                                                                              12/4/2012

      e.    Any action taken that related to the matter
      f.    Desired solution(s)
  The completed charge form is forwarded directly to the dean of students.

  2.   Investigation and Decision: Within five working days after the charge is filed, the
       dean of students completes a preliminary investigation of the charge and schedules a
       meeting with the student. After discussing the alleged infraction with the student(s),
       the dean of students may impose a sanction consistent with those described below.

Sanctions
  1. Reprimand: The student receives a written communication, which gives official notice
      that any subsequent offense against the Student Code of Conduct carries heavier
      penalties because of this prior infraction.

  2. General Probation: An individual may be placed on General Probation when involved in
     a minor disciplinary offense. General Probation has two important implications: the
     individual is given a chance to show his/her capability and willingness to observe the
     Student Code of Conduct without further penalty; secondly, if he/she errs again,
     further action is taken. This probation is in effect for no more than two semesters.

  3. Restrictive Probation: Restrictive Probation results in loss of good standing and
     becomes a matter of record. Restrictive conditions may limit activity in the college
     community. Generally the individual is not eligible for initiation into any local or
     national organization and may not receive any college award or other honorary
     recognition. The individual may not occupy a position of leadership or responsibility
     with any college or student organization, publication, or activity. This probation is in
     effect for not less than two semesters. Any violation of Restrictive Probation may
     result in immediate suspension.

  4. Restitution: The individual must pay for damaging, misusing, destroying, or losing
     property belonging to the college, college personnel, or students.

  5. Interim Suspension: The student is excluded from class and/or other privileges or
     activities as set forth in the notice, until a final decision has been made concerning the
     alleged violation.

  6. Loss of Academic Credit or Grade: This sanction is imposed as a result of academic
     dishonesty or suspension for violation of the Student Code of Conduct.

  7. Withholding of Transcript, Diploma, or Right to Register: This sanction is imposed
     when financial obligations are not met.
                                                                               12/4/2012

  8. Suspension: The student is excluded from class(es) and/or all other privileges or
     activities of the college for a specific period of time. This sanction is reserved for those
     offenses warranting discipline more severe than probation or for repeated
     misconduct. Students who receive this sanction must get specific written permission
     from the vice president of Student Development and Technology Services before
     returning to campus.

  9. Expulsion: The student is dismissed from campus for an indefinite period. The student
     loses his/her student status. The student may be readmitted to the college only with
     the approval of the president.

  10. Group Probation: This sanction is given to a college club or other organized group for
      a specified period of time. If group violations are repeated during the term of the
      sentence, the charter may be revoked or activities restricted.

  11. Group Restriction: This sanction removes college recognition during the semester in
      which the offense occurred or for a longer period, usually not more than one
      semester. While under restriction, the group may not seek or add members, hold or
      sponsor events in the college community, or engage in other activities as specified.

  12. Group Charter Revocation: College recognition is removed for a group, club, society,
      or other organization for a minimum of two years. Rechartering after that time must
      be approved by the president.

Policy 4.7: Financial Aid

The College provides the opportunity for all students to apply for federal, state and local
financial aid programs. The college administers these programs in accordance with all
applicable rules and regulations.
                                                                           VP Stud Dev & Tech
                                                                             BOT: July 20, 2010

Procedures 4.7.1: Satisfactory Academic Progress
Requirements for Financial Aid Recipients

Southeastern Community College’s purpose is to provide a variety of quality educational
opportunities for all who can profit by them. SCC is committed to extending all possible
resources in pursuit of this goal. However, students have responsibility for their own
education and must pursue and complete course work which permits them to meet
curriculum requirements within a reasonable time frame. Successful completion of a
certificate, diploma or degree requires that a student earn a cumulative grade point average
                                                                             12/4/2012

(GPA) of 2.00 (C) on all hours completed in that curriculum.
In compliance with appropriate Federal regulations, SCC shall adhere to the policies stated in
this section for determination of satisfactory academic progress for students receiving
financial assistance through the SCC Financial Aid Office. This includes federal, state, and
institutional funds. Certain special awards, i.e., academic scholarships, may require higher
academic achievement than the standard policy. Students must be maintaining satisfactory
academic progress before financial aid can be awarded, whether or not they were receiving
aid during the period of prior enrollment.
 At the end of each semester, a review will take place to determine if this requirement has
been met.

SATISFACTORY ACADEMIC PROGRESS DEFINED
A curriculum student is making satisfactory academic progress toward completion of a
certificate, diploma or degree program if all of the following requirements are met:

1.     Qualitative Measurement:

       A. Maintenance of required cumulative GPA.

2.     Quantitative Measurement:

       A. Successful cumulative complétion of 2/3rds (67%) of hours attempted.

       B. Maximum allowable credit hours attempted (150%) for one program of study
          has not been exceeded.

Satisfactory academic progress will be evaluated on a semester basis for determination of
eligibility for the next semester.

POLICIES AND PROCEDURES

The specific policies and procedures to be used in applying the satisfactory academic
progress standards are outlined below:

1.     QUALITY MEASUREMENT OF ACADEMIC PROGRESS

       A 2.0 GPA is the minimum cumulative GPA that students must achieve in
       order to maintain satisfactory academic progress toward graduation and to
       receive financial aid.

2.     QUANTITY MEASUREMENT OF ACADEMIC PROGRESS

       A.     Successful Completion of 67% of Hours Attempted

              In order to maintain satisfactory academic progress, a student must have
              successfully completed (grade of D or better) at least 67% of all hours
              attempted. At the end of each semester, a review will take place to
                                                                            12/4/2012

           determine if this requirement has been met. Any class the student
           attended will be considered "attempted hours" and will be used in this
           determination. A student who does not pass at least 67% will be placed
           on academic warning and be allowed the next semester of enrollment to
           regain their eligibility. Students will be eligible for financial aid during this
           warning semester. During this warning semester, the student should
           successfully complete enough hours to rise above the 67% completed hour
          requirement. After the warning semester, if the student has not met the
          67% completed hour requirement, the student will be placed on
           academic probation. Once on probation, the student and will become
           ineligible for financial aid until the 67% completed hour requirement has
           been met. If the student feels there are mitigating circumstances, they
           can provide a satisfactory academic progress appeal in writing to the
           Director of Financial Aid for consideration.

   B.     Maximum Time-Frame for Completion

           Students are expected to enroll and satisfactorily complete the required
           number of credit hours and courses for graduation in their program of study.
          However, federal regulations limit the maximum time frame a student may
          receive aid to no more than 150% of the length of the educational program.
          Students are allowed to "attempt" a total number of credit hours not to
          exceed 150% of the total credit hours required for the completion of one
          program of study. If a student exceeds the maximum hours allowed, they
          becomes ineligible for financial aid for future periods of enrollment in their
          program of study.

           Maximum allowable credit hours attempted will include all semesters of
           enrollment in any certificate, diploma, or degree program, and in semesters
          when the student is enrolled as a illness, accident, death or other family
          difficulties. If an appeal is approved, re-instatement of aid does not remove
          the probation status; will depend on the availability of funds; and will be for
          only one semester. The procedures below must be followed:

FIRST APPEAL

1. A student must indicate, in writing, to the Director of Financial Aid the reason why
   he did not make satisfactory progress and why financial aid should not be
   terminated.

2. The Director of Financial Aid will review the appeal to determine whether or not
   termination of aid is justified. The student will be advised of the decision in writing.
   If approved, the financial aid will be reinstated for one semester

SECOND APPEAL
                                                                              12/4/2012

  1. If the student does not meet the stipulations of the first appeal, future financial aid
     will be terminated until academic standards are met. A student wishing for a
     second appeal may request to meet with the Satisfactory Academic Appeals
     Committee. The student must indicate, in writing, to the Director of Financial Aid
     that they wish to meet with the appeals committee. The meeting will be in person
     and the decision of the committee will be final.

GENERAL INFORMATION

  1. Transfer Students

     Credit hours transferred from other institutions will be counted in total hours earned
     toward a degree at SCC. They will count toward the 150% maximum time frame for
     financial aid eligibility. Grades for transferred courses are not included in calculating a
     student’s GPA at SCC.

  2. Course Repeats (A* B* C* D* F*)

     All courses taken will be included in attempted hours, including repeated courses
     taken to improve GPA.

  3. Incomplete Course “I”

     The credits for an incomplete course will be counted as hours attempted but not
     earned. A grade of “I” is not considered in computing grade point averages.

  4. Course Withdrawals “W”

     A grade of “W” is not considered in computing grade point averages. These courses
     are counted toward attempted hours.

  5. Audited Courses “AU”

     Because students do not receive credit for audited courses, these courses are not
     counted as hours attempted or completed. (Financial Aid will not be awarded for
     classes taken on an audit basis.)

  6. Developmental / Independent Study / Distance Learning Courses

     These are counted as hours attempted in determining satisfactory academic
     progress.

  7. Courses Taken Through Consortium Agreements

     Students attending multiple institutions simultaneously under a Consortium
     Agreement must have a transcript sent to SCC immediately after the semester ends.
     Credit hours for those courses will be counted in the quantitative component of the
     policy. If the transcript is not received from the host school, the course will be
                                                                             12/4/2012

       counted as an incomplete.

    8. Grades of ‘F’ and Incompletes (‘I’)

       Grades of ‘F’ are used when computing the GPA, but do not qualify as successful
       completion of credit hours attempted. Grades of ‘I’ do not count as hours earned but
       do count as hours attempted. Incompletes are not used in the computation of the
       GPA.

    9. Re-admitted Students

       Students who return to SCC after an absence of one semester or more will resume
       with the same academic status as they had previously.

   10. Academic Forgiveness Policy

     SCC has an academic forgiveness policy for students. However, for Title IV
     programs, the SCC Financial Aid Office cannot exclude the earned grades from
     previous enrollment periods in determining a student’s qualitative and quantitative
   measurement of satisfactory academic progress.

    11.Enactment of Policy

       This updated policy will become effective with the 2008-09 academic year. The
       policy will be reviewed periodically to determine its effectiveness and purpose.

OTHER INSTITUTIONAL POLICIES

The college has established satisfactory academic progress criteria for all students. (See the
College Catalog.) Students who receive financial aid must meet college requirements in
addition to the financial aid must meet college requirements in addition to the financial aid
requirements previously described.

Procedures 4.7.2: Professional Judgment Procedure
The Higher Education Act of 1992 allows financial aid administrators to make professional
judgment decisions when there are special or unusual family or student circumstances that
may call for adjustments in determining a student’s eligibility for financial aid.

Circumstances requiring professional judgment must be analyzed on a case-by-case basis.
These circumstances must be documented.

Professional judgment adjustments may increase or decrease a student’s expected family
contribution (EFC) or cost of attendance. Specified adjustments may be made to data
elements, but not to the federal methodology formula. Adjustments made will apply to all
institutional, state and Title IV aid awarded.
                                                                                12/4/2012

Circumstances which may warrant a professional judgment decision include, but are not
limited to the following:

1. A change in income of the student’s family that would affect the family’s ability to pay
   for college expenses. Examples would be loss of employment, loss of untaxed benefits, a
   separation or death. Documentation required: Income Reduction Certification.

2. Student requests consideration as an independent student. Under unusual
   circumstances such as abuse or abandonment, students will be asked to document why
   parental information should not be used. The student should make an appointment with
   the Director of Financial Aid.

3. Excessive medical expenses. Documentation required: Verification of medical expenses
   paid by family from doctors, hospitals, etc. or copy of tax return verifying itemized
   deductions, showing medical expenses.

4. Other unusual expenses or circumstances. This may include high transportation costs,
   school expenses, housing costs, day care expenses, or other unusual expenses or
   circumstances not described in our policy. The student and/or parent should make an
   appointment with the Director of Financial Aid.

Any required documentation must be complete before approval will be considered.
Documentation of professional judgment decisions will be maintained in the student’s
folder.

Professional judgment situations are unique. Circumstances other than those listed may
require documentation specific to the situation.

The director of financial Aid has the final authority to make professional judgment decisions.

Policy 4.8: Deferred Payments
The Board permits the president or his/her designee to defer payments for unusual circumstances.

                                                                                      VP Ops/Fin
                                                                               BOT: July 20, 2010


Policy 4.9: Admissions
Southeastern Community College maintains an open door admissions policy for all
applicants. The College serves students regardless of race, religion, color, creed, national
origin, gender, age or disability. Selective placement of individual students in the different
programs of study within the College is determined by the admissions office, within the
                                                                            12/4/2012

guidelines established by the State Board of Community Colleges and the North Carolina
Community College System for each program of study and course offered.

Any person who is at least 18 years of age or a high school graduate or its equivalent may be
accepted by the College. High school students and home-schooled applicants 16 years of age
or older may be admitted into credit and continuing education courses in accordance with
the concurrent enrollment policies adopted by the State of North Carolina. Students under
the age of 16 years may be admitted to an Early College High School program, Learn and
Earn program or Huskins Bill program.

Admission to degree, diploma and select certificate programs require a high school diploma
or the equivalent. Admission to the college does not imply immediate admission to the
curriculum desired by the applicant, and admission to certain programs may have additional
academic entrance requirements.

                                                                       VP Con Ed, VP Cur Inst
                                                            BOT: July 20, 2010, March 15, 2011

Procedure 4.9.1: Academic Fresh Start

Academic Fresh Start is designed for students who have experienced severe academic
difficulty in their initial period of enrollment at Southeastern Community College and who
have resumed their post-secondary education and after a period of re-enrollment in which
they have made significant improvements in their academic achievement. A student who
has not been enrolled in curriculum courses at the college for sixty months and then re-
enrolls may request Academic Fresh Start from the Dean of Students. The returning student
must be enrolled the semester prior to making the request, having completed a minimum of
twelve credit hours within a period of 12 months in his/her curriculum, and must be in a
curriculum program having earned at least a “C” grade in every course attempted since
reentry. The request must be made within twelve months of re-enrollment at the college.

Responses to requests for fresh start will be made within five working days of receipt of the
request. If the request is approved, the grade point average of all courses taken sixty
months or more prior to re-enrollment as an Academic Fresh Start student will be 0.00, and
the student’s new grade point average will be calculated beginning at the time of Academic
Fresh Start re-enrollment

To meet program completion/graduation requirements, the student must complete a
minimum of one-half the total credit hours required in the program after the Academic Fresh
Start re-enrollment period has begun. Previous major courses of C or better will be treated
like transfer courses where grades are not assigned.
                                                                              12/4/2012

In instances where academic fresh start is granted for courses completed at Southeastern
and then transferred to another college or university, the receiving institution is not required
to disregard those course grades. Academic Fresh Start may not affect admission or
readmission to an allied health program at Southeastern Community College. Financial aid
applicants approved for Academic Fresh Start are not exempt from the college’s
Satisfactory Academic Progress Requirements for Financial Aid Recipients.

Approval of a request for recalculation of grade point average under this policy is only
granted once for each student.

Procedure 4.9.2: Admission Procedures
If you have a . . .                     You may enroll in . . .
· High School Diploma / GED             ·   Any degree/diploma/certificate programs

                                        ·   Certain certificate programs and specific
· No high school diploma or GED             courses
                                        ·   Qualified high school students enrolled in Dual,
                                            Huskins, Learn & Earn or Early College High
                                            School programs

False Information

Applicants are expected to demonstrate honesty in the completion of all necessary forms.
False information will be grounds for rejection or dismissal.

Use of Social Security Numbers
The College collects social security numbers from all applicants for admission to ensure
accurate records for required federal and state reporting. The College protects and restricts
access to this information.

Applications

Application for Admission - ALL Students
Applicants to SCC are required to:

1.      Submit a completed Application for Admission, written or online, to the Admissions
        Office. The online Application for Admission can be found at
        http://www.sccnc.edu/admissions.html
2.      Have an official high school transcript that indicates graduation or a copy of GED
                                                                              12/4/2012

       scores sent to the Registrar’s Office when required. Official transcripts must arrive at
       SCC, unopened, from the issuing schools or agencies.
3.     Have an official transcript(s) of ALL postsecondary institutions attended sent to the
       Registrar’s Office. Official transcripts must arrive at SCC, unopened, from the issuing
       institutions.
4.     Complete any required SCC placement assessment (see the assessment section later
       in this catalog for full details). This requirement may be completed in one of the
       following ways:
       a.            Take the College Board’s ACCUPLACER College Placement Test (CPT)
                     administered by SCC.
                     OR
       b.            Submit scores of 480 or higher on the Verbal (Critical Reading) section
                     and 450 or higher on the Math section of the SAT. An official copy of the
                     scores must be sent to the Registrar’s Office IF the scores are not on the
                     official transcripts.
                     OR
       c.            Submit a composite score of 20 or higher on the ACT. An official copy of
                     the scores must be sent to the Registrar’s Office IF the scores are not on
                     the transcripts.
                     OR
       d.            Submit official transcripts demonstrating successful completion of
                     college-level algebra and English courses.

      Home Schooled Students
      Students home schooled will be considered for admission on the same basis as NC
      public school students provided that:
      1.     Evidence that the Home School complies with state regulations.
      2.      A transcript that includes:
             •      Name of the student
             •      Student’s social security number and birth date
             •      Courses taken and credits earned each year
             •      Cumulative grade point average or other measure of academic progress
             •      Date of graduation
             •      Signature of school administrator

NC Senior Citizens

Tuition shall be waived for up to six credit hours per academic semester for senior citizens
age 65 or older who are qualified as legal resident of North Carolina. Applicable Fees will be
charged. If an eligible senior citizen enrolls in more than six credit hours, he/she shall be
                                                                               12/4/2012

charged tuition and fees above six credit hours. Courses delivered as self-supporting charge
no tuition, but include higher fees.

International Students

In addition to a completed application, including transcripts from high school and previous
colleges (translated into English), an applicant’s admissions file must contain the following:

      Minimum scores on the Test of English as Foreign Language (one of the below):
      Internet based—78
      Paper based—547
      Computer based—210
      Affidavit of Support (I-134) completed by the sponsor.

Students are admitted once the above documents are received and the I-20 form
(Immigration and Naturalization) is completed. If a student visa is not issued or if the college
is notified by Immigration and Naturalization Service’s of other problems, students will be
asked to withdraw from the college.
All other admissions procedures are applicable to international students.
For further information, contact Vilma Legendre, at 910-642-7141 ext. 263.

Undocumented Alien Students

Undocumented aliens may enroll in classes at Southeastern Community College. However,
tuition is charged at the out of state rate.

Changes in Residency Status

Application for residency must be submitted prior to registration and payment of fees of the
semester in which the student wishes to have residency status changed to in-state. If the
application is received after registration for the semester, the application, if approved, will
be effective for the next semester.
To qualify for in-state tuition, students must have maintained domicile in North Carolina for
at least 12 months immediately prior to enrollment. Individuals must establish that their
presence in the state during the designated 12-month period was for the purpose of
maintaining a bona-fide domicile and not to simply establish temporary residence. Special
situations involving marriage to a North Carolina resident, out-of-state military assignment,
or employment with a North Carolina employer should be brought to the attention of the
Registrar.
Regulations concerning classification for tuition purposes are set forth in “A Manual to
Assist the Public Higher Education Institutions of North Carolina in the Matter of Student
Residence Classification for Tuition Purposes.” A copy of the manual is available for review in
Student Services, Office of the Registrar.
                                                                             12/4/2012

If a student’s residency classification changes, it is her or his obligation to apply for
reclassification with the Registrar. A student who provides false residency information or
knowingly withholds residency information shall be deemed to have submitted a fraudulent
application. A student making a fraudulent application is subject to reclassification and, if
appropriate, payment of the difference between non-resident and resident tuition for the
enrolled semester(s) intervening between the fraudulent application and its discovery.

NOTE: This material will all appear in the curriculum catalog in the Admissions section. This
note should not be included.



Policy 4.10: Admissions for Basic Law Enforcement
Training
As authorized by 23 NCAC 02C .0301(b), in addition to other admission requirements
required of all students, students applying for admission to C55120 Basic Law Enforcement
Training (BLET) must meet requirements established under G.S. 17C (North Carolina Criminal
Justice Education and Training Standards Commission) and G.S. 17E (North Carolina Sheriffs’
Education and Training Standards Commission).

                                                                                  VP Cur Inst
                                                                            BOT: July 20, 2010

Procedure 4.10.1: Admissions for Basic Law
Enforcement Training
As required under 12 NCAC 09B.0203 and 12 NCAC 10B.0713, all students must meet the
following requirements to be eligible for entry into C55120 Basic Law Enforcement Training
(BLET).

The student must be a citizen of the United States.
The student must be at least 19 years of age.
Priority will be given in admission to individuals holding full-time employment with criminal
justice agencies.
Make a satisfactory score on a reading placement assessment.
Provide the state required medical examination reports indicating the individual’s fitness to
perform the essential job functions of a criminal justice officer.
The student is a high school graduate or has passed the General Educational Development
Test. High school diplomas earned through correspondence enrollment are not recognized
for this requirement.
                                                                                12/4/2012

Provide a certified criminal record check for local and state records for the time period since
the trainee has become an adult and from all locations where the trainee has resided since
becoming an adult.
Has not been convicted of any of the following:
        (a)        a felony;
        (b)        a crime for which the punishment could have been imprisonment for more
                 than two years;
        (c)        a crime or unlawful act defined as a "Class B Misdemeanor" within the five
                 year period prior to the date of application for employment unless the
                 individual intends to seek certification through the North Carolina Sheriffs'
                 Education and Training Standards Commission;
        (d)        four or more crimes or unlawful acts as defined as "Class B Misdemeanors"
                 regardless of the date of conviction;
        (e)        four or more crimes or unlawful acts defined as "Class A Misdemeanors"
                 except the trainee may be enrolled if the last conviction occurred more than
                 two years prior to the date of enrollment;
        (f)        a combination of four or more "Class A Misdemeanors" or "Class B
                 Misdemeanors" regardless of the date of conviction.
        Note: Individuals charged with crimes as specified in this Rule, and such offenses
                 were dismissed or the person was found not guilty, may be admitted into the
                 Basic Law Enforcement Training Course but completion of the Basic Law
                 Enforcement Training Course does not ensure that certification as a law
                 enforcement officer or justice officer through the North Carolina Criminal
                 Justice Education and Training Standards Commission will be issued.
Provide notice of all criminal offenses which the trainee is arrested for or charged with,
pleads no contest to, pleads guilty to or is found guilty of, and all Domestic Violence Orders
(G.S. 50B) and Civil No Contact Orders (G.S. 50C) which are issued by a judicial official that
provide an opportunity for both parties to be present. This includes all criminal offenses
except minor traffic offenses and specifically includes any offense of Driving Under the
Influence (DUI) or Driving While Impaired (DWI). A minor traffic offense is defined, for the
purposes of this Paragraph, as a G.S. 20 offense, or similar laws of other jurisdictions, where
the maximum punishment allowable by law is 60 days or less. Other offenses under G.S. 20
(Motor Vehicles) or other similar laws of other jurisdictions which shall be reported include
G.S. 20-139 (persons under influence of drugs), G.S. 20-28 (driving while license permanently
revoked or permanently suspended), G.S. 20-30(5) (fictitious name or address in application
for license or learner's permit), G.S. 20-37.8 (fraudulent use of a fictitious name for a special
identification card), G.S. 20-102.1 (false report of theft or conversion of a motor vehicle), G.S.
20-111(5) (fictitious name or address in application for registration), G.S. 20-130.1 (unlawful
use of red or blue lights), G.S. 20-137.2 (operation of vehicles resembling law enforcement
vehicles), G.S. 20-141.3 (unlawful racing on streets and highways), G.S. 20-141.5 (speeding to
elude arrest), G.S. 20-166 (duty to stop in event of accident) and any other offenses included
in the Class B Misdemeanor Manual. The notifications required under this Paragraph must
be in writing, must specify the nature of the offense, the court in which the case was
                                                                              12/4/2012

handled, the date of the arrest or criminal charge, the date of issuance of the Domestic
Violence Order (G.S. 50B) or Civil No Contact Order (G.S. 50C), the final disposition, and the
date thereof. The notifications required under this Paragraph must be received within 30
days of the date the case was disposed of in court. The requirements of this Paragraph are
applicable at all times during which the trainee is enrolled in a Basic Law Enforcement
Training Course.




Policy 4.11: Access to Student Records

The college adheres to the regulations contained in the Family Education Rights and Privacy
Act, “FERPA.”
                                                                         VP Stud Dev & Tech
                                                                          BOT: July 20, 2010

Procedure 4.11.1: Access to Student Academic Records

The Family Education Rights and Privacy Act, “FERPA,” (amended by S.J. Res. 40) gives
students the opportunity to inspect their educational records and, if they wish, to challenge
the content of their records. Parents of dependent students also have the right to inspect
their children’s records.

The college presumes that parents of students who have not yet reached the age of 21 and
who are currently attending the college claim the students as dependents for tax purposes.
Students at the college who are at least 18 years of age and who do not want their parents
to have access to their cumulative records must so inform the registrar of the college and
prove that they are not tax dependents of their parents. If parents of current students or
former students who are at least 18 years of age wish to inspect and review their children’s
cumulative records, they must prove to the registrar that they claim the students as
dependents for federal income tax purposes.

Parents or eligible students who wish to inspect and review cumulative records must submit
requests in writing to the registrar of the college. When he/she receives written requests for
review of the records from parents or students who have a right to inspect the records, the
registrar schedules the review. The review date should be as early as possible but never later
than 20 days after the request was made. The inspection and review are made in the
Registrar’s Office or at another designated location. A college official competent in
interpreting student records is present to explain the implications of the records that are
examined. Procedures on hearings to correct inaccuracies, disclosure to persons other than
parents or students, and waiver of rights are on file in the Office of the Vice President of
Student Development and Technology Services and the Registrar’s Office.
                                                                                12/4/2012


The college may release student directory information upon request, unless students
indicate to the Registrar’s Office in writing that their information should not be released.
Such information includes the student’s name, address, telephone number, date and place
of birth, major field of study, dates of attendance at SCC, degrees and awards (including
honor roll status), and most recent previous school attended. Academic and disciplinary
records are not released without the written consent of student

Procedure 4.11.2: Placement Assessment Procedure

New applicants entering Southeastern Community College are required to take the
Placement Assessment. The assessment tool is used to determine the students academic
skills in reading comprehension, sentence skills, mathematics, and keyboarding. Students re-
enrolling at the college after three years may retake the assessment upon the
recommendation of the admissions/counseling staff.

The Placement Assessment may be retaken after 126 days (18 weeks) or after completing 35
clock hours in the Basic Skills Lab. The Assessment may also be retaken under special
circumstances with the recommendation of the Dean of Students. The Assessment may not
retaken if the student is currently enrolled in or have begun the developmental sequence of
courses.

A student may not be required to test if they have an official college transcript which shows
completion of a college-level English course equal to ENG 111 or a mathematics course with a
“C” grade or better to be exempt from the English, reading, or math Placement Assessment.
SAT scores as noted below also apply to transfer students:

SAT Exemption:
     A score of 480 or above on the SAT Verbal will exempt the student from taking the English
       and reading Placement Assessment and will allow the student to enter ENG 111.
     A score of 480 or above on the SAT Writing will exempt the student from taking the English
       Placement Assessment.
     A score of 480 or above on the SAT Critical Reading will exempt the student from taking the
       reading Placement Assessment.
     A score of 480 or above on both the SAT Writing and the SAT Critical Reading will exempt
       the student from taking the English and Reading Placement Assessment and will allow the
       student to enter ENG 111. (SAT documentation must be in a sealed envelope from the issuing
       institution or on the official high school transcript).
     A score of 450 or above on the math SAT plus completion of high school algebra II and
       geometry will exempt the student from the math Placement Assessment and allow the
       student to enter MAT 171 or a lower level math course.

Advanced Placement Exemption:
                                                                               12/4/2012

Documentation verifying a score of 3 or higher on the high school English Advanced
Placement Exam will exempt a student from the reading and writing Placement Assessment
and award the student ENG 111 credit (CR) on his/her Southeastern Community College
transcript. (Documentation brought to campus by students must be in a sealed envelope
from the issuing institution.)

Documentation verifying a score of 3 or higher on the high school Algebra Advanced
Placement Exam will exempt a student from the math Placement Assessment and award the
student MAT 271 credit (CR) on his/her Southeastern Community College transcript.
(Documentation brought to campus by students must be in a sealed envelope from the
issuing institution.)

Other College Placement Sores:

The college will accept placement scores from the North Carolina community colleges and
high schools administering state-approved assessments, using SCC’s cut-off scores and
under the same conditions for assessment re-take.




Human Resources
Policy 5.1: Conflict of Interest
In accordance with NC General Statute 14-234, it is the policy of Southeastern Community
College that any College employee or official will discharge his/her duties in the best interest
of the College and the public, and that he/she will avoid the following.

There are three main prohibitions in the statute:

       1. A public official or employee is prohibited from obtaining a direct benefit from
          any contract in which he or she is involved on behalf of the public agency he or
          she serves.

       2. Even if a public official or employee is not involved in making a contract in which
          he or she has a direct benefit, he or she is prohibited from influencing or
          attempting to influence anyone in the agency who is involved in making the
          contract.

       3. All public officers and employees are prohibited from soliciting or receiving any
          gift, reward, or promise of reward in exchange for recommending, influencing, or
          attempting to influence the award of a contract.
                                                                               12/4/2012

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                             BOT: May 20, 1982, July 20, 2010

Policy 5.2: Employment Contracts
All college employees receive written contracts that specify their terms of employment.
These contracts include the employee’s position title, rate of pay, source of funding, and
beginning and ending dates of the employment period. Pay may be based on an hourly
wage or a monthly salary, and employment may be full-time or part-time, depending upon
the nature of the position. The type of contract issued depends on several factors, including
the staffing process used, whether the employee is new to the college, budgetary
constraints, and the nature of the position.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                   BOT: July 2002, March 2009, July 20, 2010

Procedure 5.2.1: Employment Contracts
Provisional
All new full-time and salaried part-time employees are issued a provisional contract and
serve probationary periods of twelve months from the date of initial employment. Any
employee serving a probationary period following initial employment may be terminated at
any time during the probationary period, and such termination is not subject to the
employee grievance and appellate procedure. Following successful completion of the
probationary period, a regular contract may be issued to the employee.

Regular
A regular contract employs an individual on an annual (twelve months or less) basis for
full-time service. All fringe benefits offered by the college are available under this contract.
Generally, the contract is awarded only after the full staff selection process. Employees may
receive payment based on an hourly or monthly rate with a specified contractual total.

Supplementary
Within budgetary limitations and legislative guidelines, the college may offer to instructors
on less than twelve month contracts supplementary contracts, depending on workload and
financial conditions. Division deans and the appropriate vice president make every effort to
accommodate instructors’ wishes regarding assignments in accordance with college needs.

Temporary
A temporary contract may be awarded in lieu of a regular contract for one or more of the
following reasons:

       1. Insufficient time is available to complete the full staff selection process.
                                                                              12/4/2012

       2. Funds in support of the position do not derive from a regular funding unit or are
             otherwise tenuous in nature.

       3. No long term need exists for the position.

       4. The employee does not currently meet all employment standards.

Temporary employees may be full or part time. In most instances, full-time temporary
employees are entitled to all fringe benefits of a regular contract.

Policy 5.3: Equal Employment Opportunity
As outlined in NC GS 115D-77, Southeastern Community College offers equal employment
opportunities to all qualified applicants and to all employees (including student employees)
of the college without regard to race, religion, color, creed, national origin, gender, age or
disability except where specific age, gender or physical or mental requirements constitute
bona fide occupational qualifications. (NC GS 115D-49) These opportunities include all
phases of employment and benefits, including but not limited to recruiting, hiring and
placement, rate of pay, promotion, transfer, demotion, and termination. SCC will remain in
compliance with all applicable federal and state laws and regulations concerning equal
employment opportunity.

The college supports a work environment that fosters respect and values all people. It will
promote equal employment opportunity, diversity, fair and impartial treatment of all
employees in all terms and conditions of employment throughout all aspects of the
workforce.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                      BOT: November 20, 1980, July 20, 2010

Procedure 5.3.1: Equal Employment Opportunity
An employee believing that he/she (or a group of employees) has been the object of
discrimination may register a formal complaint with the Human Resources Administrator.
The Human Resources Administrator will assist the employee(s) in the use of the Employee
Grievance Policy.

Procedure 5.3.2: Equal Employment Opportunity ADA
In conformance with the provisions of the Americans with Disabilities Act and Rehabilitation
Act of 1973, and other applicable laws and regulations, Southeastern Community College will
not discriminate against any employee, or applicant for employment because of physical
disabilities.
                                                                              12/4/2012

Any employee or applicant with a disability who wishes to request a reasonable
accommodation must contact the Human Resources Office. The request should be
supported by medical, psychological, or other appropriate documentation. Once the request
is submitted the Human Resources Administrator will work with the appropriate Vice
President to develop a plan for the requested accommodation. Components of the plan will
be developed in accordance with the specific needs of the applicant/employee based on the
documentation submitted.

Policy 5.4: Affirmative Action
The college is committed to the development and implementation of policies and
procedures that will provide equal employment opportunities for all employees and
applicants.

Promotion and professional growth for all employees are of major concern. As positions
become available, the institution will proceed carefully to demonstrate that all qualified
applicants will be considered for employment or promotion without regard to race, color,
sex, religion, national origin, age, disability, or political affiliation or belief.

Responsible persons will be appointed to monitor all aspects of this affirmative action plan.
They will have overall managerial responsibility, reporting directly to the president and
keeping him/her apprised of progress and problems in implementing the plan.


General Policy Statement

The college is committed to affirmative action. As part of its commitment to increase the
number of minority personnel at the college, the institution has established the goal that the
proportion of minority employees should be equal to their proportionate representation in
the relevant labor markets for faculty, administrative, professional, and non-academic
positions.

The college provides equal employment and advancement for all qualified persons in
employment and admissions without regard to race, color, sex, religion, national origin, age,
disability, or political affiliation or belief and promotes the full realization of equal
opportunity in the total community.

The college hires well-qualified people to perform the varied tasks required. In its recruiting
and hiring practices, it provides equal opportunity for all persons seeking employment and
administers working conditions, benefits and privileges of employment, compensation,
training, advancement, transfers, and terminations for all employees without regard to race,
color, sex, religion, national origin, age, disability, or political affiliation or belief.

General Objectives of Affirmative Action Plan
                                                                             12/4/2012


l.     To make a continuous effort to prevent occurrence of discriminatory employment
       practices.

2.     To establish and maintain employment levels consistent with the availability of
       qualified persons within relevant recruitment areas.

3.     To set goals and to adopt procedures designed to increase the minority
       representation at the college.

4.     To establish an equal proportion of minority employees in their proportionate
       representation in the relevant labor markets for faculty, administrative, and
       professional/non-academic positions.

                                          HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                        BOT: January 17, 1984, January 24, 2002, July 20, 2010


Policy 5.5: Political Activities
As an individual, each employee of the community college system retains all rights and
obligations of citizenship provided in the Constitution and laws of North Carolina and the
Constitution and laws of the United States. Therefore, the State Board of Community
Colleges encourages employees of the system to exercise their rights and obligations of
citizenship.

The Southeastern Community College Board of Trustees has adopted the following policy on
the political activities of its employees, not including the president:

       1. Employees who decide to run for a public office notify the Board through the
          president of their intention to run and certify that they will not campaign or
          otherwise engage in political activities during regular work hours or involve the
          college in political activities.

       2. Employees who are elected or appointed to a part-time public office certify
          through the president to the Board that the office will not interfere with their
          carrying out duties of the college position, or they must request leave.

       3. Employees who are elected or appointed to a full-time public office or the General
          Assembly are required to take a leave of absence without pay upon assuming that
          office. The length of the leave of absence is determined by the local Board.

       4. Employees who become candidates for public office are prohibited from soliciting
          support during regular work hours. Employees in question are prohibited from
                                                                               12/4/2012

           soliciting support on college property unless otherwise authorized by the local
           Board.

In addition, the Board has adopted the following policy on political activities of the college
president:

       1. The president will not be openly affiliated with any political party or openly
          contribute personal funds to the political campaign of any party or individual.

       2. The president who decides to run for public office notifies the Board of the
          intention to run and certifies that he/she will not campaign or otherwise engage
          in political activities during regular work hours or involve the college in his/her
          political activities.

       3. The president who is elected or appointed to a part-time public office certifies to
          the Board that the office will not interfere with his/her carrying out the duties of
          the college position, or he/she must request leave.

       4. The president who is elected or appointed to a full-time public office or the
          General Assembly is required to take a leave of absence without pay upon
          assuming that office. The length of the leave of absence is determined by the
          Board.

       5. The president who is a candidate for public office is prohibited from soliciting
          support during regular work hours. The president in question is prohibited from
          soliciting support on college property unless otherwise authorized by the Board.
          The authorization must be on a case-by-case basis.
       6. The local Board notifies the State Board if the college president becomes a
          candidate for public office or if the college president is elected or appointed to a
          public office.

Definitions as used in this policy:

       1. Public office means any national, state, or local governmental position of public
          trust and responsibility, whether elective or appointive, that is created or
          prescribed or recognized by constitution, statute, or ordinance.

       2. Membership in the General Assembly is a full-time public office under this policy.

The requirements of this policy apply prospectively only. No change in the employment
status of employees who were incumbents in public office on the effective date of this
policy are required under this policy for the remainder of the term of office; however, this
policy does not apply to employees of the college who were full-time public officers on the
effective date of this policy.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                                              12/4/2012

                                             BOT: July 12, 1990, January 24, 2002, July 20, 2010


Policy 5.6: Privacy of Employee Personnel Records
Guidelines related to the privacy of employee personnel records are described in Article 2A,
Sections 115D-27 through 115D-30 of the Community College Laws of North Carolina.
Personnel files are established by the college and are the property of the college. Personnel
files are confidential and are only subject to inspection as authorized under G.S.115D (27-30)
as outlined below:

According to Section 115D-27, personnel files of employees of the Board of Trustees former
employees of the Board of Trustees, or applicants for employment with Board of Trustees
are not subject to inspection and examination as authorized by G.S. 132.6. This section
defines a personnel file as consisting of any information related to an individual’s
application, selection or non-selection, promotion, demotion, transfer, leave, salary,
suspension, performance evaluation, disciplinary action, or termination of employment
wherever located or in whatever form.

All information contained in a personnel file, except as otherwise provided in this Article 2A,
is confidential and is not be open for inspection and examination except to those authorized
access according to Section 115D-29. However, section 115D-28 requires that certain
employee information be maintained and be available for inspection by any person during
regular business hours. This information includes the following with respect to all
employees: name, age, date of original employment or appointment, current position, title,
current salary, date and amount of most recent increase or decrease in salary, date of most
recent promotion, demotion, transfer, suspension, separation, or other change in position
classification, and the office or station to which the employee is currently assigned.

Section 115D-30 guidelines permit an employee, former employee, or applicant for
employment who objects to material in his/her file to place in his file a statement relating to
the materials he/she considers to be inaccurate or misleading. An employee, former
employee, or applicant for employment who objects to material in his/her file because
he/she considers it inaccurate or misleading and the material has not been placed there in
connection with a grievance procedure established by the Board of Trustees may seek the
removal of such material from the file through grievance procedures to be established by
the Board of Trustees.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                   BOT: July 2002, March 2009, July 20, 2010


Procedure 5.6.1: Privacy of Employee Personnel
Records
                                                                            12/4/2012

The following are procedures related to the privacy of employee personnel records:

       1. An employee has the right to inspect his or her own file with the exception of
          letters of reference solicited prior to employment. An employee may request to
          inspect the contents of the personnel file during normal office hours. All reviews
          of personnel records must be coordinated through the Human Resources Office.

       2. The employee must designate in writing the name of a physician or any agency of
          the employee before the physician or agent may examine the employee’s medical
          record.

       3. Supervisors may examine all materials in personnel files. The exception to this
          rule involves the designation “supervisory authority.” Someone in supervisory
          authority but who is not the immediate supervisor may examine the personnel
          files.

       4. Supervising vice presidents take great care in authorizing anyone to inspect
          personnel files. Supervising vice presidents follow the laws quoted above before
          granting access to files. An employee may invoke the grievance procedure if any
          unauthorized party examines his/her personnel file.

       5. The person requesting access to personnel files must put the request in writing.
          The requester must sign the statement.

       6. The written, signed request applies to all access to records. A signed request
          from a physician must also have confirmation from the employee to further give
          the desired protection to the employee’s medical record. These requests must go
          to the president, or in his/her absence, to the vice president of operations and
          finance prior to release of information. He/she takes appropriate action.

       7. Any time the college receives a written request, it provides the employee a copy
          of the request as well as any information sent and refers him/her to the law.

       8. The college compiles requested information within twenty working days at the
          expense of the requester and may charge a fair market price for services
          rendered

Policy 5.7: Background Checks
Hiring qualified individuals to fill positions is important to the success of Southeastern
Community College. The college may use background checks as an important part of the
selection process for jobs determined to require such checks. Background checks may be
used to obtain additional applicant information to help determine the applicant’s overall
employability and for the purposes of protecting SCC property and information security and
promoting a safe environment for current and future SCC students and employees.
                                                                              12/4/2012

SCC requires Criminal Background Checks (CBC), of all full-time faculty and staff and regular
part-time staff and faculty in curriculum and continuing education programs that involve
clinical, internships/placements at health facilities or other service areas such as, but not’
limited to, Department of Corrections (DOC) where these screenings are required. Refusal to
consent to a criminal background check as required or falsifying information submitted on
the application will result in the applicant not being offered employment, or if conditional
offer has been made, the offer will be withdrawn and employment will be terminated.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                      BOT: November 17, 2009, July 20, 2010

Procedure 5.7.1: Background Checks
       1. Southeastern Community College will conduct criminal history background checks
       on employee classifications as outlined above. The college will determine whether
       additional background checks such as credit, or motor vehicle record check would be
       required based on the type of position, business necessity, and applicable state laws.

       2.   When a criminal history record check is required, the internal or external
            applicant for the position must authorize this background investigation in writing
            using the approved release form.

       3. The college will inquire only about convictions and probation status, if any, and
          not about arrests unless required by applicable laws.

       4. The following factors will be considered for those applicants with a criminal
          history in determining whether to hire the external applicant or transfer or
          promote the internal applicant:

               a.   The nature of the crime and its relationship to the position;
               b.   The time since the conviction;
               c.   The number (if more than one) of convictions; and
               d.    Whether hiring, transferring or promoting the applicant would pose a risk
                    to the college.

       5. The applicant will be given an opportunity to review the criminal, credit, or motor
          vehicle background check results upon request and may submit an explanation.

       6. If any applicant is found to have falsified or withheld any information regarding
          conviction history, the applicant will not be considered for employment.
                                                                             12/4/2012

       7. If an employee seeking a transfer or promotion to a position requiring a criminal
          history record check is found to have falsified any information regarding
          conviction history, the employee may be immediately discharged.

       8. When SCC collects credit information on applicants such checks will be consistent
          with the guidelines set forth by the federal Fair Credit Reporting Act (FCRA). The
          Act requires organizations to obtain a candidate's written authorization before
          obtaining a credit report.

       8. Motor vehicle record checks will be conducted for applicants being considered
          for positions requiring routine use of college vehicles, as designated in the job
          description. Such checks will help assess risks of damage to persons and property.
          Applicants may not be hired, if the risk of such damage is deemed to be too great
          based on the record check.
       9. If an employee seeking a transfer or promotion to a position requiring a motor
          vehicle record check is found to have driving violations making them ineligible,
          the employee will not be further considered for any position requiring the use of
          college vehicles.

       10. Some divisions may require additional background checks appropriate to the
           position, e.g., campus police officer, child care worker, etc.

While there is no single data base capable of reporting all pertinent information, the college
will use the following databases to receive the most current information available.

National Criminal Database

Also known as a Multi-State Criminal Database. This search will include information from the
following record sources: Department of Corrections 42 states, State Court Records 22
states, County Court Records 13 states (not all counties).

Statewide Felony & Misdemeanor

This search gives Criminal Court information from the State of North Carolina. These records
contain information submitted to the State by courts from each county and other criminal
justice agencies. Records show the subject's name, address, DOB, race, sex, case #, county,
charge, disposition, sentence, and sentence date. This search will return Felony,
Misdemeanor and Criminal Traffic records. The State court database maintains convictions
dating to the mid-1980’s.

Countywide Felony & Misdemeanor

County-Level Searches are conducted at the local county courthouse where a researcher
obtains all criminal records available for the subject in that county. The purpose for
                                                                             12/4/2012

conducting this search is there may be delay in reporting from the county to the state.
These searches generally include all Misdemeanor and Felony charges in the county
searched. *Social Security Number Required*

Sex Offender

Results found will contain the registrant’s name, picture if available, alias name, address
information, race, height, weight, date of birth, conviction date, registration date, and
sentence imposed. This search will return sex offender information in all 50 states, including
Washington D.C.

Federal Criminal Record Check

This search will be conducted through the Federal Criminal Courts database. This search will
return Convictions Only for federal crimes. This information is not provided through any
other source.

Procedure 5.7.2: Employment Reference Check
Prospective Employees
The Human Resources Administrator is responsible for checking references for prospective
employees prior to the making of an offer of employment and completion of the staffing
process. Procedures to be used in checking references are as follows.

   1. Ensure that the applicant has granted consent for employment references to be
      contacted. The release of information authorization is part of the employment
      application and is available on line or from the Human Resources Office.\

   2. Contact the applicant’s most recent employers and complete a Telephone Reference
      Check form for each employer. The number of forms completed varies according to
      the applicant’s work experience, but at least three references should be obtained if
      possible. References should include former supervisors identified on the application
      form, former coworkers, or the former employer’s Human Resources Office.

   3. Check references prior to inviting an applicant for an interview if the applicant has to
      travel a considerable distance at his/her own expense.

   4. Be alert for any information a reference provides, or fails to provide, that may signal a
      possible problem in the applicant’s work history. Any such concerns should be noted
      and discussed with the appropriate personnel.

   5. References will be treated as confidential information and will be filed accordingly.
                                                                                   12/4/2012

Former Employees
All requests for references from former employees or employees who are leaving or have
left the employment of the college will be referred to the Human Resources Office. The
Human Resources Administrator responds to the reference request after consultation with
the appropriate vice-president. Procedures for handling such requests are as follows:

       1. Letters of reference indicate only the dates of service, titles or descriptions of
       positions held, and eligibility for reemployment unless the employee has signed a
       release authorizing the college to provide additional reference information upon
       request.

       2. If no release is available for a former employee about whom an employer is
       requesting a reference, the employer is asked to obtain a written release before any
       reference information is provided.

       3. Employees leaving the employment of the college are asked to sign a release
       form authorizing the college to respond to requests for reference information. This
       release is completed as part of the clearance process and may include agreement as
       to the content of such reference information.

The Human Resources Office will maintain personnel files of current and past employees.
The Human Resources Administrator is the designated custodian of both full time and part
time employee files.

Policy 5.8: Contents of the Personnel File
The Human Resources Office will maintain personnel files of current and past employees. The
Human Resources Administrator is the designated custodian of both full time and part time
employee files. The following information is kept and can be made available to any person
requesting the information in writing during regular business hours from the Human Resources
Office as referenced in GS 115D-28:

      Name
      Age
      Current position and title
      Current salary
      Terms of contract
      Date and amount of most recent increase or decrease in salary
      Date of most recent promotion, demotion, transfer, suspension, reclassification, or
       separation.

Any person needing copies of this information should make a request in writing to the Human
Resources Office. The information will be provided within three (3) business days. (See Policy 303 –
Privacy of Employee Personnel Records)

                                                                     HR Administrator, VP Ops/Fin
                                                                              12/4/2012

                                                                             BOT: July 20, 2010

Procedure 5.8.1: Contents of the Personnel File
Any person needing copies of this information should make a request in writing to the
Human Resources Office. The information will be provided within three (3) business days.
(See Policy 303 – Privacy of Employee Personnel Records

Full Time Employees
The following items must be submitted by or for a new full time employee in order for the
personnel file to be complete.

   1. A completed SCC employment application
   2. Official transcripts from the college(s) attended. The prospective employee may
      provide the college an official transcript (sealed) from his/her institution or request
      that the institution send a copy of the transcript directly to the Human Resources
      Office.
   3. Resume or CV ( if applicable)– The Curriculum Vitae is a more detailed summary of
      educational and academic backgrounds as well as teaching and research experience,
      publications, presentations, awards, honors, affiliations and other details.
   4. An initial salary calculation worksheet
   5. A copy of the contract
   6. E-Verify (employment authorization)
   7. Background verification / Employment References

Part Time Employees
The following items must be submitted by or for a part time employee in order for the
personnel file to be complete.

   1. A completed SCC employment application
   2. Official transcripts from the college(s) attended. The prospective employee may
      provide the college an official transcript (sealed) from his/her institution or request
      that the institution send a copy of the transcript directly to the Human Resources
      Office.
   3. Resume or CV (if applicable)
   4. A copy of the contract
   5. E-Verify (employment authorization)
   6. Background verification / Employment References as required

Student Employees
A temporary personnel file will be maintained for students (other than College Work Study)
employed by the college on a part time/temporary basis. The following items will be
included for the personnel file to be complete.
                                                                              12/4/2012


   1. A completed SCC employment application for part time employees
   2. A copy of the contract
   3. E-Verify (employment authorization)

Student employees serving in a Tutor capacity will be required to have an instructor
recommendation in lieu of a background verification or employment reference.

Additional Information
Additional documents to be filed in the Full Time Employee Personnel File include:
Performance Evaluations
Personnel Action Forms
Position Descriptions
Letters of Commendation
Disciplinary Actions
Offer Letter
Special License/Certification
Orientation Checklist
Receipt of Handbook and Policy Information
Training Records

Policy 5.9: Employment
Southeastern Community College is an affirmative action, equal employment opportunity
employer that does not discriminate on the basis of race, religion, color, creed, national
origin, gender, age or disability. It is the policy of Southeastern Community College to
identify and hire the most qualified and professional employees available to meet the
institution’s needs. The college will develop hiring practices that recruit a diverse and well-
rounded workforce by utilizing local and regional resources. Southeastern Community
College employees are approved for employment by the President or his/her designee and
are ratified by the Southeastern Community College Board of Trustees as outlined in GS
115D-20. Full-time and part-time employees are employed and contracted for a specific
length of time. The college will maintain confidentiality throughout the employment process
and ensure all procedures and hiring practices comply with applicable laws.

                                             HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                                            BOT: July 20, 2010



Procedure 5.9.1: Employment Regular Full Time
                                                                              12/4/2012

Staffing Procedure:
The college uses the following procedure to fill all regular faculty, administrative, and staff
positions. At the discretion of the president, the college may not follow all of the procedural
steps in the case of internal promotions or temporary personnel because of a tentative state
of employment or funding, expected frequent turnover, urgency of filling the position, or
other circumstances. In the case of internal promotions, the supervisor is required to notify
the Human Resources Office prior to initiating this action.

Developing the Position Description/Advertisement
When employment of any full-time position is proposed, an approved "Personnel
Requisition" will be completed by the supervisor. The personnel requisition will be
approved by the department chair/dean and division vice president then submitted to the
Human Resources Office. With the assistance of the Human Resources Administrator, the
supervisor of the employing area of the college develops/updates the job description and
advertisement and then processes both items through administrative channels for approval
prior to the position being advertised.

The description/advertisement contains the following information:

       1.    Area description
       2.    College description
       3.    Minimum requirements for the job
       4.    Preferred requirements for the job
       5.    Purpose and function of the position
       6.    Salary range when appropriate
       7.    Anticipated employment date
       8.    Deadline for receipt of applications
       9.    Instructions for applying, including names, addresses, resumes, and transcripts
       10.   Equal Opportunity Employer/Affirmative Action statement

Distributing the Position Description/Advertisement
The Human Resources Office distributes the announcement, both internally and externally.
Internally, the announcement is electronically distributed to all pertinent supervisory
personnel, including the president. Depending on the position, the college reserves the
right to limit the scope of advertising to internal candidates only.

For external announcements, the Human Resources Office uses an approved mailing list that
includes paid advertisements in selected newspapers, approved career websites and the
North Carolina Employment Security Commission and the NCCCS Office. Applications for
clerical and maintenance positions are accepted only when there are vacancies available,
and normally no active applicant files are maintained.

Handling Applications
The college requires the completion of the application packet consisting of a college
application form, resume, educational transcripts and a letter of interest (when appropriate)
                                                                             12/4/2012

addressing the position requirements in response to announcements of position vacancies.
The application form is located on the college website under “Employment Opportunities”.
The Human Resources Office acknowledges receipt of all applications in writing.

Appropriate supervisors and the president receive copies of all documentation related to
the selection process, including job descriptions as advertised, regular information regarding
the status of the process, problems encountered by the screening committee, and the final
recommendation of the screening committee.

The Human Resources Office maintains for a period of two years, a master file of the
complete selection process for each position filled. This file documents the process used and
contains a list of the applicants, the mailing and distribution list used to send out the
announcement, the screening committee meeting minutes, and other related information.

Screening Applications
With assistance from the appropriate vice president, the Human Resources Administrator
recommends a screening committee that includes an appropriate diversity of personnel as
well as individuals with knowledge of the skills required for the position. Committees are
approved by the president.

Each screening committee receives a charge verbally and/or in writing from the Human
Resources Administrator. The charge meets the following criteria:

   1.   Describes all expectations of the committee's role and authority
   2.   Gives time deadlines for committee recommendations
   3.   Gives number of final applicants expected for interviewing
   4.   Explains the qualifications sought which are most important
   5.   Reaffirms the requirement that committee members maintain information in strict
        confidence and any attempts from outside sources to influence committee members
        should be reported immediately.

The Human Resources Administrator is responsible for screening out applicants who do not
meet the minimum qualifications advertised and will review the results with the supervisor
for the position prior to applications being forwarded to the screening committee. The
Human Resources Administrator will compile a list of names and reasons why individuals do
not meet minimum qualifications.

The Human Resources Administrator appoints (or asks the committee to select) a
chairperson and a secretary and provides a copy of the written committee charge to all
committee members and appropriate supervisory personnel, including the president.

The screening committee evaluates applications and recommends candidates to be
interviewed.
                                                                             12/4/2012

Reviewing Files and Interviewing
The supervisor approves the committee file review documentation and discusses with the
committee any candidates considered unacceptable by the supervisor.

The supervisor and the screening committee chairperson with assistance of the Human
Resources Administrator arrange for interviews of applicants by the committee and any
other administrators involved in the selection process. The committee interviews and
evaluates selected applicants using an interview rating form with appropriate categories and
questions related to the position.

The supervisor or the Human Resources Administrator advises each applicant of the status
of his/her candidacy.

Recommending Candidate(s)
The supervisor receives recommendations from the screening committee after it has
completed interviewing. All screening committees should document their decisions and
should record these in their minutes. All members of the committee and supervising
personnel, including the president and the Human Resources Administrator, should receive
copies of the minutes. Recommendations should come in an alphabetic listing of candidates
the committee determines to be qualified for the position. The supervisor should ask for
appropriate justification of a committee’s recommendations.

The supervisor makes a recommendation regarding the position within the scope of the
administrative prerogative announced and in consideration of the committee’s
recommendation and reference information obtained from the candidate’s previous
employers. The supervisor’s recommendation is to the next administrative level, which may
be a division dean or vice president, as appropriate. If approved at the next administrative
level, the recommendation is forwarded to the president.

   1. The Human Resources Administrator initiates a formal background check and checks
      references for prospective employees prior to recommending the candidate to the
      next administrative level. This step is done according to the college policy and
      procedures for employment references and may be completed prior to interviewing
      the candidate.

   2. Refusal to consent to a criminal background check as required or candidates
      falsifying information on the application will result in the applicant not being offered
      employment, or if a conditional offer has been made, the offer will be withdrawn and
      employment will be terminated.

The president may conduct an interview with the recommended candidate. Offers of
employment are made by the president or his/her designee to the candidate based on salary
computations prepared by the Human Resources Office. Once the offer of employment has
been accepted, the Human Resources Administrator will be notified and an offer letter will
be prepared.
                                                                             12/4/2012

Announcing the Decision
The president sends a letter of intent to the candidate who is selected. The Human
Resources Office or vice president sends letters of non-selection to the other candidates.
The president announces the decision to employees.

Following approval of the candidates (in professional and above classifications) by the
president, the Human Resources Office will prepare a resume for submission to the Board of
Trustees. The selected candidate is presented to the Trustees at the next regularly
scheduled meeting.

Procedure 5.9.2: Employment Part Time
Regular Part-Time Procedures:
   1. Supervisors are responsible for coordinating part-time employment interest with the
      Human Resources Office. At the discretion of the president, the college may not
      follow all of the procedural steps in the case of internal promotions or the
      employment of part-time or temporary personnel because of a tentative state of
      employment or funding, expected frequent turnover, urgency of filling the position,
      or other circumstances.

   2. The immediate supervisor for the position will complete a “Personnel Requisition
      Form” to initiate the hiring process. The personnel requisition will be approved by
      the department chair/dean and division vice president then submitted to the Human
      Resources Office. Human Resources will use this form to advertise the position
      (internally and externally, if necessary) and retain the requisition for applicant
      tracking purposes.

   3. Ordinarily, part-time positions will be announced through general college
      communications and/or posting on the College's website. However, external
      notification of the position vacancy may be required and will include those media
      deemed appropriate by the chair/dean or the division vice president and the human
      resources administrator.

   4. Generally, the position will be open for a specified period of time.

   5. All regular part-time candidates for employment are required to complete a SCC
      application for employment. The hiring official/supervisor is responsible for obtaining
      employment verification and/or personal references on the candidate being
      considered for temporary part time employment. The hiring official is also
      responsible for obtaining official transcript information (if required).

   6. The human resources administrator will review applications to identify those
      applicants who meet the minimum qualifications for the position as advertised and
      recommend to the hiring official/supervisor the candidates to be interviewed.
                                                                               12/4/2012

   7. Interviews for part-time positions will be conducted by a committee. The hiring
      official/supervisor will work jointly with the human resources department to select
      the most qualified applicants for interview and appointment. The interview
      committee will be comprised of a minimum of three department representatives.

   8. Regular part-time staff and faculty in curriculum and continuing education programs
      that involve clinical, internship placements at health facilities or other service areas
      such as Department of Corrections will submit to a background check where these
      screenings are required.

   9. Refusal to consent to a criminal background check as required or providing false
      information on the application will result in the applicant not being offered
      employment, or if a conditional offer has been made, the offer will be withdrawn and
      employment will be terminated.

   10. Once a selection is made, an offer will be made by the supervisor according to the
       salary established on the part-time salary schedule for the position.

   11. Applicants who apply for a position, but are not selected, will be notified by the
       Human Resources Office when the position is filled.

   12. The orientation process for newly hired part time employees is the responsibility of
       the supervisor.

Temporary Part-Time Procedures

   1. The employment of temporary part-time personnel is the responsibility of the
      appropriate supervisors and normal staffing procedures will not apply. Each
      administrative area of the college maintains its own file of prospective candidates for
      temporary part-time employment.

   2. Adjunct (part-time) faculty, continuing education, student tutors, work study
      students will normally fall in this employment category and will not be required to
      complete the formal background check process with exception of regular part-time
      staff and faculty in curriculum and continuing education programs that involve
      clinical, internships/placements at health facilities or other service areas such as, but
      not limited to, Department of Corrections (DOC) where these screenings are
      required.

   3. All temporary part-time candidates for employment are required to complete a SCC
      application for employment. The hiring official/supervisor is responsible for obtaining
      employment verification and/or personal references on the candidate being
      considered for temporary part time employment. The hiring official/supervisor is also
      responsible for obtaining transcript information (if required).
                                                                           12/4/2012

   4. Upon review and approval, the hiring official/supervisor will provide the Human
      Resources Office with contract information to include salary information and
      appropriate documentation (New Employee Packet) necessary prior to placing
      employees on the payroll. The Human Resources Office will verify all required
      information and coordinate with supervisors should any additional information be
      required to complete the employment process. Prospective part-time employees are
      not eligible to begin work until the employment packet has been completed. In the
      event a critical need exist requiring the immediate employment of a part-time
      instructor, the department chair will be responsible for initiating employment
      documentation as soon as possible. Employment documentation will be submitted
      to the Human Resources Office no later than three working days of employment.

   5. Part-time offers of employment and orientation will be prepared and conducted by
      the supervisor of the employee.

Procedure 5.9.3: New Employee Orientation
The orientation process of a new employee can be the determining factor as to how the
employee perceives the college and whether or not they want to be a part of it. The first
impressions, from the interview to the first day of work will follow the employee throughout
their length of service. Retention of employees begins with proper selection, placement and
individual attention given to the new employee. The orientation process does not end after
the initial sign-up. Orientation must be continued by human resources, the employee’s
supervisor, co-workers and every member of the organization.

All employees hired by Southeastern Community College will participate in a comprehensive
orientation process which will provide the following foundation:

   1. Provide information that will ease the transition into the workplac
   2. Outline objectives of the department and institution as a whole
   3. Introduce the employee to departmental goals, policies and procedures as well as
      customs and traditions
   4. Convey the college’s expectations
   5. Relieve anxieties about starting a new job
   6. Building a positive attitude toward the college and the employee’s new job

Information reviewed during orientation

   1.   History, mission and goals do the institution
   2.   Systems and procedures
   3.   Position description and responsibilities
   4.   Performance standards and evaluation
   5.   Career development
   6.   Safety precautions
                                                                             12/4/2012

   7. Responsible computing policies
   8. Benefits and other HR policies

Policy 5.10: Illegal Conduct
When an employee allegedly violates the law, the college’ action, if any, will vary depending
on the circumstances of the case. The seriousness of the charges and the nature of the
college involvement will be considered. The following courses of action may be taken.

   1. The violation will be handled in accordance with the law, if applicable.
   2. Disciplinary action may be taken to include reprimand, suspension or termination
   3. The problem may be referred to an appropriate agency

                                           HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                                          BOT: July 20, 2010

Procedure 5.10.1: Illegal Conduct
In-house Crimes
The Human Resources department should be advised of any crime against the college.
College officials will determine course of action to be taken.

Out-side Crimes
Action will be determined by due process of the law. In the event an employee or
representative of the college is arrested and charged with a serious violation, the Human
Resources Administrator and college officials will be notified and determine the
circumstances of the situation and decide to act as follows:
    1. Grant a leave of absence (with/without pay)
    2. Suspend the employee (without pay)
    3. Termination

Action Following Arrest
   1. An employee’s arrest, standing alone, will not normally be sufficient cause to
       suspend or terminate the employee pending the outcome of the arrest. A conviction
       for a misdemeanor or felony, by itself, will not normally constitute grounds for
       suspension/termination of an employee.

       Each instance of an employees’ arrest and/or conviction will be evaluated on an
       individual basis and a determination made as to employment status, considering
       business factors and protection of all employees/students potentially affected.

   2. During any investigation or hearing of an employee on any criminal charge when an
      employee’s ability to perform his/her duties may be impaired, the President may
      suspend an employee for the duration of the proceedings. Suspensions shall be
                                                                             12/4/2012

       without pay except when (1) annual leave or compensatory leave time is sufficient to
       cover the period of suspension, (2) the employee notifies the President that he/she is
       filing a request for appeal; in this event, pay would continue through the appeal
       process, (3) an exception is made by the President. If the employee is suspended and
       later reinstated, he/she is to be reinstated to his/her same classification and rate of
       pay, but the President may recommend that the suspension be without pay for the
       time period from date of suspension to the date of reinstatement or any portion
       thereof. Such a determination will be based upon consideration of the degree to
       which the employee was responsible or contributed to the reasons for the
       suspension.

       An employee who is incarcerated pending trial, and has notified their supervisor of
       the absence from work, will be suspended without pay until free to return to work or
       found innocent of the charges.

              a. The employee will be suspended for a maximum of one year. If the
                 situation is unresolved at the end of one year, the employee will be
                 terminated.

              b. If found innocent of the charge, the employee will be offered re-
                 instatement. There will be no back pay for the period of suspension.

   3. An employee who is incarcerated due to arrest and has not notified their respective
      division for the reason of absence, will normally be considered as being absent
      without notice and subject to disciplinary action.

   4. An employee who is released on bond or on his/her own recognizance pending trial
      will be allowed to return to work or be suspended without pay based on institution
      evaluation of the nature and seriousness of the charge/alleged violation.

Policy 5.11: Nepotism
The college may not employ spouses of executive management (President/Vice Presidents)
on a full-time basis. This policy does not apply to part time employment. Part time
employment is at the discretion of the president.

The college's nepotism policy is broadened by the policy of the North Carolina Community
College System, Section 2C.0204, in the North Carolina Administrative Code as outlined
below:

A college shall not employ two or more persons concurrently who are closely related by
blood or marriage in positions which would result in one person of such family relationship
supervising another closely related person or having a substantial influence over
                                                                              12/4/2012

employment, salary or wages, or other management or personnel actions pertaining to the
close relative.

"Closely related" is defined to mean mother, father, brother, sister, son, daughter, father-in-
law, mother-in-law, son-in-law, daughter-in-law, sister-in-law, brother-in-law, grandmother,
grandfather, grandson, granddaughter, uncle, aunt, nephew, niece, husband, wife, step-
parent, step-child, step-brother, step-sister, guardian or ward.

With respect to the concurrent service of closely related persons within the same academic
department or other comparable department, neither relative shall be permitted, either
individually or as a member of a committee, to participate in the evaluation of the other
relative.

                                         HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                BOT: December 11, 1967, May 12, 1977, July 2002, July 20, 2010

Policy 5.12: Outside Employment
Full-time employees, under contract, realizing their primary responsibility to the college,
must first receive written approval through the president before engaging in other
employment. The Board of Trustees shall approve or disapprove any secondary employment
of the president; the president or any member of the college’s senior administration
designated by the president shall approve or disapprove secondary employment of all full-
time employees.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                           BOT: March 14, 1991, July 20, 2010

Procedure 5.12.1: Outside Employment
Outside Employment: refers to work done for pay, whether self-employment or as an
employee of agents or agencies other than Southeastern Community College.

An employee who obtains outside employment will notify his/her immediate supervisor and
Vice President of the nature of the employment, employer, and any information that is
necessary for scheduling of the employee's work hours to meet institutional needs.

An employee's notice of outside employment may be challenged by the supervisor on the
following grounds:

       When such outside employment will interfere with the employee's performance of
       his/her institutional duties by causing the employee to be late reporting to work, to
       leave early, or to be unavailable for required work (included in the job description)
       beyond regular work hours.
                                                                               12/4/2012

       When such outside employment would be conducted during regular working hours
       or on SCC property.

       When such outside employment creates the appearance of impropriety or
       constitutes a conflict of interest.

       When such outside employment adversely affects the employee's level of job
       performance.

 In instances which appear to conflict with the intent of this policy the employee will utilize
the steps in the Employee Grievance and Appellate Procedure to resolve the matter.

Policy 5.13: Rehire of Former Employees
The rehire of a former employee must be recommended by the appropriate dean through
his/her vice-president and approved by the president.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                         BOT: January 27, 2009, July 20, 2010



Policy 5.14: Transfer of Employees and Promotion
The president may choose to fill vacant positions through lateral transfers or promotions, as
appropriate. Lateral transfers occur when, with administrative approval, employees move
from one area of responsibility to another without a change in level of responsibility or
salary. Promotions occur when, with administrative approval, employees move from one
level of responsibility to a position with a greater level of responsibility. Promotions may or
may not be accompanied by a pay increase. In the case of lateral transfers or internal
promotions, the supervisor is required to notify the Human Resources Office prior to
initiating this action.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                         BOT: January 27, 2009, July 20, 2010


Procedure 5.14.1: Transfer of Employees and
Promotion
Although the president has the authority to deviate from these procedures, generally to
consider a lateral transfer or promotion, the supervisor uses the following steps:
                                                                              12/4/2012

   1. Defines in writing the position announcement with the minimal qualifications
      necessary to fill the job.
   2. Announces the position internally, inviting candidates to obtain a position
      announcement from the Human Resources Office. The announcement includes all
      information normally contained in an external communication of a job opening.
   3. Follows the staffing procedure of initial screening, committee selection, and final
      recommendations to the next administrative level if more than one employee makes
      written application for the position.
   4. Makes his/her recommendation to the next administrative level without further
      action if only one application is made by a qualified candidate.
   5. Internal candidates not selected for the position will be advised of their non-selection
      by the supervisor prior to the announcement of selected candidate.

The supervisor may recommend whether to use the internal lateral transfer/promotion
process at the initiation of the staffing process. The supervisor may also recommend
changing an internal process to an external process at any point during the staffing process.

Generally, temporary employees not hired under the full staffing process are not eligible to
be considered for positions under the internal screening process. They are eligible only when
the process is external.

Policy 5.15: Veterans Preference
In the hiring decisions, Southeastern Community College will provide preference for
veterans, and their spouses, or surviving spouses, or dependents as defined in GS 128-15 and
per the Administrative Code. Per GS 128-15, “It shall be the policy of the State of North
Carolina that, in appreciation for their service to this State and this country during a period
of war, and in recognition of the time and advantage lost toward the pursuit of a civilian
career, veterans shall be granted preference in employment with every State department,
agency and institution.”

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                         BOT: January 27, 2009, July 20, 2010


Procedure 5.15.1: Veterans Preference
Veteran preference is defined as providing credit in the form of constructive service credit
up to four years for related or unrelated military service for an eligible veteran.

In evaluating qualifications, credit is given on a year for year and month for month basis for
all military service training and experience which bears a reasonable functional relationship
to the knowledge, skills, and abilities required for the position.
                                                                                  12/4/2012

Where the eligible veteran who has met the minimum qualification requirements but has
less than four years of related military experience beyond that necessary to minimally
qualify, the college will provide constructive service credit to include any unrelated military
service to determine total years of experience to a maximum of four years.

For initial employment or subsequent employment, the eligible veteran shall be hired when
overall qualifications are substantially equal to the non-veterans in the most qualified
applicant pool. For all otherwise qualified applicants for positions with Southeastern
Community College, a preference shall be awarded to eligible veterans who served the
United States honorably in either of the armed services during a period of war. This
preference applies to initial employment with SCC and extends to other employment events
including subsequent hiring, promotion, reassignment and lateral transfer.

Policy 5.16: Classification of Positions
It is the policy of the Southeastern Community College to deliver its programs of service and
achieve its objectives through sound management practices. A basic part of this practice is
effective and economical position management. Position classification is a process of
categorizing positions into broad classes based on similar kinds of work and taking into
account qualification requirements such as minimum education requirements and
experience, responsibility, complexity of duties, supervision received or exercised, difficulty,
and working conditions.
                                           HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                                            BOT: July 20, 2010

Procedure 5.16.1: Classification of Positions
Position Classifications
For reporting purposes, the college uses the employee classifications established by the
North Carolina Community College System. Positions at Southeastern Community College
are classified according to the following criteria. This classification is not intended to be a list
of job titles, but to describe broad classification categories.

       Senior Administrator—This staffing category includes employees who serve in a
       senior or executive capacity. These employees report directly to the president of the
       college. Employees in this category include: Vice Presidents and the Executive Dean
       of Institutional Advancement.

       Professional Staff—This staffing category includes employees who are responsible
       for significant activities of the college. These individuals will often, but not always
       have some supervisory duties and will report to either a senior administrator or a
       higher-level staff person. Employees in this category would include: Deans, Associate
                                                                             12/4/2012

      Deans, Directors, Counselors, Administrators, Coordinators, etc. and may serve as
      faculty on certain occasions.

      Classified Staff —This staffing category is generally clerical in nature with an
      emphasis on correspondence, information storage and retrieval, data entry and word
      processing and other office work, such as Processing Assistants, Secretaries,
      Accounting Clerks, Bookstore Clerks, Library Clerks, Data Entry Personnel, Operators,
      etc.

      Faculty—This staffing category includes employees who perform professional
      activities guiding and directing the learning experiences of students in an
      instructional situation. Faculty is composed of professional employees who are
      assigned major instructional responsibilities, which require a high level of vocational,
      technical, or professional preparation.

         a. Regular Faculty - Regular teaching faculty are contracted normally for nine
            months when teaching assignments are for two semesters per year and
            extensions may be given as deemed necessary and with appropriate approval
            based on the needs of the college.
         b. Adjunct Faculty - Adjunct teaching faculty will be employed after all regular
            faculty have been assigned appropriate teaching loads.
         c. Continuing Education Faculty – Faculty will be employed based on program
            needs and are not required to meet the same criteria a curriculum faculty.
         d. Faculty Chairs - Curriculum
            Faculty Chairs report to the Dean(s) of Curriculum Programs. In addition to the
            primary role of teaching, the Faculty Chair responsibilities include
            management, supervision, and evaluation in their assigned area(s).

      Technical/Paraprofessional—This staffing category includes employees whose
      assignments require specialized knowledge or skills which may be acquired through
      experience or in academic work such as is offered in two-year post-secondary
      institutions or through equivalent on-the-job training. They normally report to an
      administrator or professional staff person. Employees in this category include:
      Technicians, Specialists, Executive Assistants, etc.

      Service/Maintenance/Skilled Crafts —This staffing category includes employees
      whose duties are non-supervisory and result in or contribute to the comfort,
      convenience, and hygiene of personnel and the student body or contribute to the
      upkeep and care of buildings, grounds and college property. This category includes
      those whose assignments require skills and training appropriate for work as Campus
      Security Officers and Maintenance personnel.

Regular or Temporary
                                                                               12/4/2012

A regular position is one which is budgeted on an annual basis contingent upon
demonstrated need and funding. Full or prorated benefits are provided based on the full-
time or part-time status of the position. Regular positions are filled through an established
employment screening process.

A temporary position is established to meet a short-term or intermittent need. An
appointment of this type is granted for no more than one year. Should the position be
required beyond one year, the position should be approved for extension or approved to
become a regular position. Persons appointed to temporary positions may or may not be
eligible for benefits.

Full-Time or Part-Time

Full-time: Employees working on a full time schedule in a permanently established position.
Full-time staff receives contracts for a specific length of time within a fiscal year. Full-time
faculty receive contracts for a nine month period within a fiscal year, as required by state
law, and may be contracted on a month by month basis per instructional needs thereafter.
A full-time position may be regular, temporary.

During specified contract periods, full-time employee in non-instructional positions will be
afforded the following benefits:

   1 Annual Leave* (based on years of service)
   2 Sick Leave
   3 Longevity Pay (based on years of service)
   4 Holiday Pay
   5 Teachers’ and State Employees’ Retirement System (TSERS). TSERS benefits include
     retirement, long-term disability, short term disability and life insurance)’
   6 North Carolina State Health Plan medical insurance
   7 Life Insurance

*Annual leave is not earned by faculty members

Full-time employees to include faculty and staff are also offered the optional benefits as
provided by the College.

Part-time: A part-time position is scheduled for fewer hours than full-time. Part-time
positions are often expressed in fractions of full-time, such as "half-time" or "quarter-time".
As a general rule, part-time staff should not work more than 25 hours per week. A manager
must obtain approval from his/her area Vice President to allow work beyond 25 hours per
week. A part-time position may be regular, temporary and may or may not be eligible for
benefits.
                                                                              12/4/2012

Part-time Without Benefits: Employees with contracts that are less than 30 hours per
week. Part-time employees are employed for a specific period of time within a fiscal year on
a part-time temporary basis. Part-time employees normally do not receive benefits.

Part-time With Benefits: Employees working 30 – 39 hours per week for at least 9 months
per year. Benefits for part-time appointments are:

   1 Annual Leave (pro-rated, based on years of service and hours worked)
   2 Sick Leave (pro-rated, based on hours worked)
   3 Teachers’ and State Employees’ Retirement System (TSERS). TSERS benefits include
     retirement, long-term disability, short term disability and life insurance)
   4 North Carolina State Health Plan medical insurance

Policy 5.17: Leaves of Absence
Paid and unpaid leaves permit employees time away from work for renewing their physical
and mental capabilities, for coping with personal illness or the illness of a family member, for
meeting civil or military obligations, or for meeting personal or professional educational
goals. Most of these leaves of absence have very specific eligibility and use guidelines, and
all require approval of the employee’s supervisor. Employees who are absent without
approved leave may be subject to disciplinary action up to and including dismissal.

The college has established the following leave classifications: Annual Leave, Civil Leave,
Educational Leave, FMLA Leave, Military Leave, Parental Leave, Personal Leave, Sick Leave,
Voluntary Shared Leave and Leave Without Pay.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                         BOT: January 24, 2009, July 20, 2010

Policy 5.18: Annual Leave
Scheduling
Annual leave is taken only upon authorization of the appropriate supervisor. Employee
preferences should be considered and schedules worked out, bearing in mind individual and
institutional needs.

Credits
Annual leave credits are provided for full-time or part-time (half-time or more) non-teaching,
regular employees who are working or on paid leave for one-half or more of the regularly
scheduled workdays in a month. The rate of leave earned is based on length of total
permanent state service. Leave for part time employees is computed as a prorated
percentage of the leave earned by full-time employees. Annual leave is earned based on
years of service as shown in the following table:
                                                                             12/4/2012


                               HRS. EARNED EACH      HRS. EARNED EACH      DAYS EARNED EACH
YEARS OF AGGREGATE SERVICE          MONTH                  YEAR                  YEAR



less than 5 years               9 hrs. 20 mins.            111.96                 14

5 but less than 10 years        11 hrs. 20 mins.          135.96                  17

10 but less than 15 years       13 hrs. 20 mins.          159.96                  20
15 but less than 20 years       15 hrs. 20 mins.          183.96                  23
20 years or more                17 hrs. 20 mins.          207.96                  26

Persons hired on or after July 1, 2000, and before July 1, 2002, earn annual leave at the rate
of eight hours per month until they have completed two years of service. At that time, they
begin to earn annual leave according to the above schedule.

Maximum Accumulation
Annual leave may be accumulated without any applicable maximum until June 30 of each
fiscal year. However, if the employee separates from service, payment for accumulated
leave does not exceed 240 hours. On June 30, any employee with more than 240 hours of
accumulated leave has the excess accumulation automatically converted to sick leave. Due
to the necessity of keeping all departmental functions in operation, large numbers of
employees cannot be granted annual leave at one time. If an employee has excess
accumulation during the latter part of the year and is unable to take such leave because of
staffing demands, the employee receives no special consideration in having annual leave
scheduled.

Aggregate Service
Aggregate service applies on a month-for-month basis to all regular employees with the
state, whether such service was exempt from or subject to the State Personnel Act. The
aggregate service for annual leave is the same as aggregate service for longevity pay.

Advancement
Annual leave not to exceed the amount an employee can accumulate during the current
fiscal year may be advanced by the president or his/her designee through the appropriate
supervisor.

Ordinarily, new employees may be granted leave only as it is earned through the first six
months. An employee may be advanced the amount of leave he/she would earn during the
remainder of the fiscal year.
                                                                              12/4/2012

Separation Payment
A lump sum payment of annual leave is made only at the time of separation. An employee is
paid in a lump sum for accumulated leave not to exceed a maximum of 240 hours (30 days)
when he/she is separated from institutional service due to resignation, dismissal, reduction
in force, death, service retirement, or leave without pay for military purposes. Employees
retiring on disability retirement may exhaust annual leave rather than be paid in a lump sum.

Should an employee be separated before he/she has earned all of the annual leave taken, it
is necessary to make all deductions from his/her final salary check for overdrawn leave on a
calendar basis.

Payment for annual leave may be made on the regular payroll or on a supplemental payroll
reflecting the number of days of annual leave and the amount of payment.

Retirement deduction is made from all terminal leave payments.

Transferability
The college does not accept transfer of annual leave. It is expected that new employees will
have made arrangements with previous employers regarding the disposition of accumulated
annual leave.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                         BOT: January 24, 2002, July 2o, 2010


Policy 5.19: Civil Leave
An employee who receives notification of their civic responsibility to serve on jury duty is
expected to inform their supervisor and vice president immediately. When an employee
serves on jury duty, he/she is entitled to leave with pay plus fees received for jury duty
service for the period of absence required. Jury Duty is not charged against employees’
annual leave.

An employee attending court or an administrative hearing in connection with his/her official
duties shall be granted leave with pay for the period of required absence. An employee
serving in the above capacities must report to work for all or part of his/her work day that
he/she is not actually engaged in judicial proceedings or required to be in attendance.

                                           HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
   BOT: July 15, 1982, September 18, 1984, September 17, 1985, May 20, 1986, March 17, 1987,
                                                              January 24, 2002, July 20, 2010

Procedure 5.19.1: Civil Leave
                                                                              12/4/2012

An employee receiving notice of required attendance in court or at an administrative hearing
shall advise his/her supervisor immediately by submitting a copy of the notice/subpoena.

Absence due to required court/administrative hearing attendance related to institutional
concerns shall not be deducted from any leaves (sick leave, annual, etc.) accrued by the
employee.

An employee attending court on voluntary or involuntary non-institutional business (other
than jury duty) will be required to take personal leave, annual leave, or make other
accommodations for work.

Policy 5.20: Educational Leave
Educational leave is the release from job duties required of a full-time employee in order for
the employee to participate in activities designed to further his/her education.

With Pay

State Funds
The college may use state funds to pay salaries for professional personnel while on
educational leave, provided the leave meets all of the following conditions:

       1.     The employee is employed full time on a nine-, ten-, eleven-, or twelve-month
              basis.

       2.     The employee is under contract to return to the college in the following year
              and expresses an intention to honor this contract.

       3.     Educational leave does not exceed one semester per fiscal year.

       4.     The employee’s absence does not impair the teaching and administrative
              services that are required for his/her department.

       5.     The employee enrolls in a full-time course load as appropriate to the specific
              time period (e.g., full semester, summer session) or participates in an activity
              considered by the appropriate vice-president to be the equivalent of a full-
              time load.

       6.     The studies engaged in during each educational leave are directly related to
              Improving the competence of the employee in the teaching or administrative
              duties assigned.

       7.     Preference is given to the employee whose application specifies courses that
              will provide an additional competency in teaching or administrative duties.
              (E.g., a biology instructor could become proficient in the teaching of
              anatomy.)
                                                                                 12/4/2012

       8.      Educational leave is granted only with the approval of the president and the
               Board. The granting of educational leave with pay is based in part on whether
               the institution can best spare the services of the employee at the time
               requested

       9.      An employee who fails to honor the contract stipulated in Number 2 of this
               policy is required to repay the amount expended for the educational leave. If
               the employee fulfills a portion of the contract before failing to honor the
               contract, repayment is based on a pro-rated portion. (E.g., if an employee
               works four months of a twelve-month contract, a repayment of 66.7 percent
               of the educational leave is required.)

Special Funds
Special funds may be used to provide educational leave. For the purpose of this policy,
special funds are defined as other than state funds. Expenditure of special funds for
educational leave is governed by the same policies that apply to the expenditure of state
funds. In some instances, prior approval must be granted by the funding source.
Educational leave with payment from special funds is subject to the same conditions as
those that apply to educational leave using state funds. Financial support may be made in
the form of payment of salary, registration fees, books, travel, and/or subsistence.

Without Pay
Educational leave without pay for educational purposes may be granted by the president
and the Board. The college cannot guarantee the position held by the individual at the
commencement of educational leave. If the same position is available, the individual is
assigned to that position. If a position at a comparable level for which the individual is
qualified is available, the individual may be considered for that position. If the individual is
not employed by the college, assistance is provided in seeking employment elsewhere.

Certain employee benefits that pertain to educational leave without pay may be negotiated
with the college by the employee. The individual must return to state service as a member
of the Retirement System within 12 months after the end of the leave and complete three
consecutive years of service after returning to duty, or it will be necessary to repay the
college the prorated amount paid for retirement. Individuals who are interested in the
effect of educational leave without pay upon retirement benefits should contact the
Retirement System for more details.

Requests for educational leave must be submitted through the appropriate supervisor to
the president for approval.

                                           HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                      BOT: March 19, 1985, November 17, 1998, January 24, 2002, July 20, 2010


Policy 5.21: Family and Medical Leave
                                                                                12/4/2012


The Family and Medical Leave Act (FMLA) will allow employees to take up to 12 weeks of
leave time per year for reasonable family and medical needs. The FMLA is intended to
protect employees and allow them to balance work and family life more effectively while
accommodating the legitimate interests of the college. When the need for leave is
foreseeable, 30 days’ advance notice is required to allow scheduling of work. When the need
to take leave is not foreseeable, the employee must give verbal notice to his immediate
supervisor within two (2) business days of learning of the need to take leave. Supervisors
will report absences of three (3) days or more to the human resources office so appropriate
documentation may be initiated.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                      BOT: September 21, 1993, July 20, 2010

Procedure 5.21.1: Family and Medical Leave
Eligibility
Regular Employees - An employee who has been employed with the college for at least one
year and who has worked at least 1040 hours during the past 12 months is entitled to a total
of 12 work weeks, unpaid FMLA during any 12-month period for one or more of the reasons
listed below. To be compensated during any period of leave (except Civil Leave) the
employee is required to use available annual or sick leave.

       1. For the birth of a child and the care of the child after birth, provided the leave is
          taken within a 12-month period following birth.

       2. For the care of a child placed with the employee for adoption, provided the leave
          is taken within a12-month period following adoption.

       3. For the care of the employee’s child, spouse, or parent, when that child, spouse,
          or parent has a serious health condition.
       4. For a serious health condition that makes the employee unable to perform the
          functions of the his/her position. Leave without pay beyond the 12-week period is
          administered under the college’s Leave Without Pay Policy.

       5. To care for a family member of the Armed Forces, including a member of the
          National Guard or Reserves who is undergoing medical treatment, recuperation,
          or therapy; is on outpatient status; or is otherwise on the temporary disability
          retired list, for a serious injury or illness. In the case of caregiver leave allowed
          after the injury or illness of a service member, eligible employees are afforded
          the opportunity to take off up to 26 weeks in a 12 month period. These 26 weeks
          are not in addition to the 12 weeks that FMLA provides for other reasons. Family
          members are defined as spouse, son, daughter, parent or next of kin.
                                                                                12/4/2012


      6. For any qualifying exigency arising out of the fact that a spouse, son, daughter,
         parent or “next of kin” of the employee is on active duty (or been notified of an
         impending call or order to active duty) in the Armed Forces in support of a
         contingency operation.

Temporary Employees - This policy does not cover temporary employees since normally the
maximum length of temporary appointment is one year; however, if, by exception, a
temporary employee is extended employment beyond one year, the employee is covered if
he/she has worked at least 1250 hours during the past 12-month period.

The 12-month period during which FMLA may be taken will be calculated on a rolling year
basis measured backward from the date an employee uses any FMLA leave. Under the
rolling 12 month period, each time an employee takes FMLA leave the remaining leave
entitlement would be any balance of the 12 weeks which has not been used during the 12
months. For the purposes of FMLA calculation, 12 weeks is defined as 480 hours.

FMLA Qualifying Event Procedures

   A. Requirements for Leave

      1. When an employee requests leave for personal illness or the illness of an eligible
         family member, an Application/Request for Leave must be completed.
         Additionally, the health care provider must complete the Certification of Health
         Care Provider form.

      2. The “serious health condition” for which care is provided must involve:
         1) inpatient care in a hospital, hospice, or residential medical care facility;
         or 2) continuing treatment by a health care provider.

      3. Leaves are not available to cover short-term conditions for which
         treatment and recovery are very brief. For example, unless
         complications arise, leaves are not available for the common cold,
         earaches, upset stomachs, ulcers, headaches other than migraines,
         routine dental or orthodontia problems, and periodontal diseases. Also,
         leaves are not available for routine physical, eye, or dental examinations
         or for cosmetic-treatments not requiring inpatient hospital care.

   B. Spouse Aggregation
      If a husband and wife are employed by the college, the total number of workweeks
      of leave is limited to 12 workweeks during any 12-month period where such leave is
      taken pursuant to the provisions in number 1 and 2 above and pursuant to number 3
                                                                           12/4/2012

   if the leave request is to care for a family member who has a serious medical
   condition.

C. Application for Leave
   1. To request a leave an Application/Request for Leave form available from
      the Human Resources department must be completed and returned to
      the Human Resources representative.

   2. A decision concerning the request will be made within 48 hours if the
      application is for an emergency. Otherwise, a decision will be made as
      soon as the necessary certification/document has been received by the
      Human Resources department. Whenever possible, the leave request
      should be made before the leave is to begin.

D. Advance Notice of Leave
   1. Employees are expected to provide at least 30 days advance notice of
      request whenever they know of the need that far in advance. Otherwise,
      the need should be made known as soon as possible, ordinarily within one
      to two business days. When an employee is unable to give advance notice, a
      medical certification must be provided to the college within 15 days of the
      request. Failure to provide the required medical certification in a timely
      manner may result in the leave being denied until certification is submitted.

   2. Birth or adoption – Employees are required to give the supervisor no less than 30
      days’ notice in writing of the intention to take leave, subject to the actual date of
      the birth or adoption. If the date of the birth or adoption requires leave to begin
      in less than 30 days, the employee provides such notice as is practicable.

   3. Planned Medical Treatment - When the necessity arises for leave to care for
      the employee’s child, spouse, or parent or because the employee has a
      serious health condition, the employee must make a reasonable effort to
      schedule the treatment so as not to unduly disrupt operations of the
      college, subject to the approval of the employee’s health care provider or
      the health care provider of the employee’s child, spouse, or parent.

E. Certification
   1. The college may require that a claim for leave because of adoption be supported
      by reasonable proof of adoption.

   2. The college will require that a claim for leave because of a serious illness of the
      employee or of the employee’s child, spouse, or parent be supported by a
      doctor’s certification.
                                                                         12/4/2012

   3. When the college has reason to doubt the validity of the certification, the college
      may require the employee to get the opinion of a second doctor designated or
      approved by the college. When the second opinion differs from the opinion in the
      original certification provided, the college may require the employee to get the
      opinion of a third doctor approved jointly by the employer and the employee. The
      third opinion is final and is binding on the college and the employee. The college
      may require that the employee get subsequent recertification on a reasonable
      basis. The second and third certification and the recertification must be at the
      college’s expense.

F. Length and Scheduling of Leave
   1. Leave may be up to 12 weeks in a prior rolling 12-month period. Leaves
      for a newborn, newly adopted child, or newly placed foster child must be
      completed within 12 months of the child’s arrival.

   2. Leaves for serious health conditions of family members or the employee
      may be taken in segments (called intermittent leave) or on a part-time
      schedule when there is a medical need that can best be accommodated
      through such a leave schedule. To the extent possible, an employee
      should schedule intermittent and part-time leaves at times that will be
      least disruptive for the college. In this event it may be necessary for the
      employee to temporarily transfer to another position where such a
      schedule could be better accommodated.




G. Charge
   1. For the birth of a child, the employee will exhaust available annual leave before
      going on leave without pay, except in the case of a disability (eg. complications
      associated with pregnancy) sick leave may be used.

   2. For the adoption of a child, the parents exhaust available annual leave before
      going to leave without pay.

   3. For the illness of an employee’s child, spouse, or parent, the employee exhausts
      available sick and annual leave before going on leave without pay.

   4. For the employee’s illness, the employee exhausts available sick and annual leave
      before going on leave without pay. If the illness extends beyond the 60-day
      waiting period required for short-term disability, the employee may choose
      whether to use the balance of available leave or begin drawing short-term
      disability benefits. Periods of paid leave, including leave taken under the
      Voluntary Shared Leave Policy, account for any part of the 12 workweeks.
                                                                         12/4/2012


   5. Employees will be required to submit an approved leave request indicating the
      number of hours and type leave being requested prior to the leave commencing.

H. Effects of Leaves on Benefits
   1. During the leave, health care coverage will be continued as long as the
      employee pays their portion of the insurance premiums, and leave time will
      count as time worked for purposes in establishing future eligibility of
      benefits based on length of service.

   2. Employees may elect to continue other benefits. However, to continue
      other benefits coverage during the leave the employee must pay the
      entire cost of these other benefits. Failure to pay insurance premiums
      within 30 days after the agreed upon payment date will result in
      cancellation of coverage.

I. Extensions of Leave
   1. In the event an employee is unable to return at the expiration date, an
      extension must be requested. The request must be accompanied by
      certification of the attending health provider of the serious health
      condition and the need for your care (when a family member is ill) or
      your inability to perform your job functions (when the employee is ill).
      This request should be submitted as soon as the employee is aware of
      the need to extend the leave and at least two (2) business days before
      the leave expires.

   2. An employee whose request for FMLA that is approved beyond twelve
      (12) weeks may not be guaranteed his/her same job position and pay
      upon his/her return. If the college replaces the position of an employee
      on extended leave, he/she will be able to apply for any open position for
      which he/she is qualified and medically “fit for duty.”

   3. After the period of leave pursuant to this policy, if the employee is
      unable to return to work, the supervisor must be notified immediately.
      Failure to report at the expiration of the leave, unless an extension has
      been requested and approved, may be considered a resignation.

J. Notice of Return from Leave
   1. At the time of the leave request an employee must indicate the
      projected duration of the leave. If the employee or family member
      recovers earlier than anticipated the employee will be expected to
      return to work as soon as care is no longer required.
                                                                                 12/4/2012

      2. An employee on another type of leave (newborn, newly adopted or new
          foster child) who wishes to return early must contact their supervisor to
          make arrangements to return.

   K. Return from Leave
      1. Reinstatement - An employee is reinstated to the same position held when the
          leave began or one of like pay grade, pay, benefits, and other conditions of
          employment. The college may require the employee to report at reasonable
          intervals to the supervisor regarding the employee’s status.


      2. Benefits - An employee is reinstated without loss of benefits accrued when the
         leave began. All benefits accrue during any period of paid leave. However, no
         benefits are accrued during any period of leave without pay.

      3. Health Benefits - The college maintains coverage for an employee under the
         State’s group health plan for the duration of leave at no cost to the employee.
         Additional costs of dependent or family coverage continue to be the
         responsibility of the employee. The college may recover its premium if an
         employee fails to return after the period of leave for any reason other than the
         continuation, recurrence, or onset of a serious health condition or other
         circumstances beyond the employee’s control.

   L. Termination
      1. An employee must return from a leave of absence the first scheduled
         work day after the leave ends. If an extension has not been granted, and
         the employee does not return at that time, he/she will be subject to
         corrective action up to and including termination.

      2. An employee who accepts employment from another employer while on
         leave may be terminated. (If there is a general workforce reduction
         while the employee is on leave, and the employee would have been
         affected in accordance with the reduction process, the employee will be
         notified of the decision at the time of the layoff).

   M. Confirmation of Leave
      The Human Resource Office will notify an employee by mail of their leave status
      and FMLA eligibility 48 hours after your Human Resource Representative
      receives application and proper certification and/or documentation.

Other Leaves of Absence
A Leave of Absence may be granted when an employee has a situation that is of a
special or unusual nature that may require extended time away from work, or when an
employee does not qualify for FMLA.
                                                                                12/4/2012


Intermittent Leave or Reduced Work Schedule
With approval of the administration, the employee may take leave intermittently or on a
reduced schedule to care for the employee’s child, spouse, or parent who has a serious
health condition or because the employee has a serious health condition. If such leave is
foreseeable, based on planned medical treatment, the college may require the employee to
transfer temporarily to an available alternative position for which the employee is qualified
and that has equivalent pay and benefits and better accommodates recurring periods of
leave.

Interference with Rights

   A. Actions Prohibited
      It is unlawful to interfere with, restrain, or deny any right provided by this policy or to
      discharge or in any other manner discriminate against an employee for opposing any
      practice made unlawful by this policy.

   B. Protected Activity
      It is unlawful to discharge or in any other manner discriminate against any employee
      because the employee does any of the following:

       1. Files any civil action or reinstitutes or causes to be instituted any civil proceeding
          under or related to this policy.

       2. Gives, or is about to give, any information in connection with an inquiry or
          proceeding relating to any right provided by this policy.

       3. Testifies, or is about to testify, in an inquiry or proceeding relating to any right
          provided under this policy.


Enforcement
A violation of the Family and Medical Leave Act of 1993 can result in any of the following or a
combination of any of the following:
        1. U.S. Department of Labor investigation
        2. Civil liability with the imposition of court costs and attorney’s fees
        3. Administrative action by the U.S. Department of Labor

Policy 5.22: Military Leave
The college grants military leave with pay to members of the National Guard and Reserve
Units of the armed forces. Employees granted leave with pay for military purposes may
receive only one such leave in any one calendar year. (Leave with pay as referred to above
includes only base salary and does not include travel, subsistence, or any other allowances.)
                                                                               12/4/2012

The maximum amount of time for leave of this type is 120 working hours during the Federal
fiscal year beginning October 1 and ending September 30 or at any one time. The college
charges absence from duty on all workdays in excess of 120 hours to annual leave or leave
without pay. Employees must submit requests for military leave on a Request for Leave/To
Be Absent form and attach one certified copy of official orders specifying that the individual
report for duty. This Board policy incorporates the community college military leave policy
outlined in Subchapter IE.0800 of Title 25 of the North Carolina Administrative Code.

In addition, the college affords employees and students the rights and responsibilities
described in the Uniformed Services Employment and Reemployment Rights Act of 1994
(United States Code, Chapter 43, Part III, Title 38). This act is intended to minimize the
disadvantages to an individual that occur when that person needs to be absent from his/her
civilian employment to serve in this country’s uniformed services.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                               BOT: January 24, 2002, July 2002, July 20, 2010


Policy 5.23: Parental Involvement Leave
The College believes that parental involvement is an essential component of school success
and positive student outcomes. Therefore, in accordance with the provisions of North
Carolina General Statute 95-28.3, the College grants four (4) hours per academic year of
unpaid leave to any (regardless of employment status) employee who is a parent, guardian,
or person standing in loco parentis of a school-aged child so that the employee may attend
or be otherwise involved in non-athletic activities at that child’s school, regardless of the
number of children.
                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                                               BOT: July 20, 2010

Procedure 5.23.1: Parental Involvement Leave
For purposes of this procedure, “school” means any public school, private church school,
church of religious charter, or non-public school, pre-school or any child care facility as
defined elsewhere by the General Statutes. The College shall not discharge, demote, or
otherwise take an adverse employment action against an employee who requests or takes
leave under this section.

Parental Involvement Leave does not carry forward into the next year and does not
accumulate. Such leave must be taken in units of no less than one (1) hour in duration.
Supervisors shall maintain records for Parental Involvement Leave taken by each employee.

Leave under this section is subject to the following conditions:
                                                                               12/4/2012

       1. The leave shall be at a mutually agreed upon time between the supervisor and the
          employee.
       2. The employee shall provide a written request for the leave at least forty eight
          (48) hours prior to the time it is desired.
       3. The College may require that the employee furnish written verification from the
          child’s school that the employee attended or was otherwise involved at that
          school during the time of the leave.
       4. Accounting for the use of Parental Involvement Leave :
              a. Employees with leave available (with the exception of sick leave) will
                  submit a Leave Request Form to be compensated for time away from
                  work.
              b. With supervisory approval, employees without available leave may request
                  Parental Involvement Leave and make up the time missed.
              c. Employees without available leave and who choose not to make up the
                  time missed may request Parental Involvement Leave in a non-paid status.
                  Employees will complete a non-paid leave request form found on the
                  Infonet.
       5. Refer to Policy 6.16.10 Leave Without Pay

Policy 5.24: Personal Leave
Employees who do not earn annual leave may take up to two personal leave days per fiscal
year for essential purposes not covered by other sources of leave (e.g., sick leave). Leave
requests must be in writing and approved by the employee’s vice president upon
recommendation by the employee’s supervisor(s). Personal leave time must occur in full
day increments and will not be permitted on an hourly basis. Personal leave of more than
two days is generally leave without pay and must be approved by the president upon
recommendation by the employee’s supervisor(s) and vice president.

                                              HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                                BOT: July 19, 2001, July 20, 2010


Policy 5.25: Sick Leave
A regular full-time employee who is working or on paid leave for one-half or more of the
regularly scheduled workdays in any month earns sick leave. The schedule of sick leave
earned is as follows: hours earned monthly - 8; hours earned yearly - 96; days earned in one
year - 12. A regular part-time employee earns sick leave on a pro-rata basis if working as
much as one-half time.

Accumulation
Sick leave is cumulative indefinitely as of July 17, 1980.
                                                                             12/4/2012

Advancement
Sick leave not to exceed the amount an employee can accumulate during the current fiscal
year may be advanced by the president or his/her designee through the appropriate vice
president. However, a negative leave balance must be removed through payroll
adjustments prior to the end of the fiscal year unless special approval for other repayment
arrangements is obtained from the vice president of operations and finance.

Verification
To avoid the abuse of sick leave privileges, the supervisor may require a statement from a
medical doctor or other acceptable proof that the employee was unable to work due to
personal illness, family illness, or death in the family.

Use
Sick leave may also be requested for l) medical appointments, 2) illness of a member of the
employee's immediate family, and 3) death in the employee’s immediate family. Sick leave is
non-convertible to any other type of leave.

Transferability
Unused sick leave may be transferred when an employee transfers between state agencies
and/or from another community college to the college. Sick leave may also be transferred
to and from county agencies (e.g., mental health, public health, social services, emergency
management) and public schools if the head of the employing agency or school
administrative unit is willing to accept it.

Separation Payment
Sick leave is not allowable in terminal leave payments when an employee separates from
service. Should an employee be separated before he/she has earned all of the sick leave
taken, it is necessary to make deductions from the final salary check for overdrawn leave on
a day-for-day basis.

Retirement Credit
One month of retirement credit is allowed for each 20 days accrued in an employee's sick
leave account at the time of retirement for eligible employees who are members of the
Retirement System.

                                           HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                          BOT: March 12, 1992, July 20, 2010

Policy 5.26: Voluntary Shared Leave
There are occurrences brought about by prolonged medical conditions that may cause
employees to exhaust all available leave, thus requiring them to be placed on leave without
pay. As a result, these employees could be without income at the most critical point in their
work lives. It is recognized that fellow employees may wish to voluntarily donate some of
their annual leave so as to provide assistance to a fellow college employee. This policy
                                                                              12/4/2012

provides an opportunity for employees to assist another employee on a one to one basis
when a medical condition requires absence from duty for a prolonged period of time,
resulting in possible loss of income due to lack of accumulated leave.

Policy
In cases of a prolonged medical condition, an employee may apply for or be nominated to
become a recipient of annual leave transferred from the leave account of another college
employee or from the annual leave account of a coworker’s immediate family member who
is an employee of a community college, public schools or State agency. An employee may
receive annual or sick leave from the leave account of an immediate family member who is
an employee of a community college, public school or State Agency. For purposes of this
policy, medical condition means medical condition of an employee or of an immediate family
member that is likely to require an employee's absence from duty for a prolonged period,
generally considered to be at least 20 consecutive workdays. If an employee has had
previous random absences for the same condition that has caused excessive absences, or if
the employee has had a previous, but different, prolonged medical condition within the last
twelve months, an exception to the 20-day period may be made. The intent of this policy is
to allow one employee to assist another in case of a prolonged medical condition that
results in exhaustion of all earned leave.

                                           HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                          BOT: May 25, 1993, November 15, 1994, July 20, 2010


Procedure 5.26.1: Voluntary Shared Leave
General Guidelines
   1. Establishment of a leave bank for use by unnamed employees is expressly prohibited.
      Leave must be donated on a one-to-one personal basis.

   2. An employee may not directly or indirectly intimidate, threaten, coerce, or attempt to
      intimidate, threaten, or coerce, any other employee for the purpose of interfering
      with any right which such employee may have with respect to donating, receiving, or
      using annual leave under this program. Such action by an employee is grounds for
      disciplinary action up to and including dismissal on the basis of personal conduct.
      Individual leave records are confidential, and only individual employees may reveal
      their donation or receipt of leave. The employee donating leave cannot receive
      remuneration for the leave donated.

Eligibility
    1. The employee must be eligible to earn annual leave (or sick leave, if applicable).
        Participation in this program is based on the employee's past compliance with
        rules.
                                                                              12/4/2012

   2. An employee who has a medical condition and who receives benefits from the
      Disability Income Plan of North Carolina (DIPNC) is not eligible to participate in the
      shared leave program. Shared leave, however, may be used during the required
      waiting period and following the waiting period, provided DIPNC benefits have not
      begun.

   3. An employee on workers' compensation leave who is drawing temporary total
      disability compensation may be eligible to participate in this program. Use of
      donated leave under the workers' compensation program is limited to use with the
      supplemental leave schedule published by the Office of State Personnel.


   4. The policy ordinarily does not apply to short-term or sporadic conditions or illnesses,
      including such things as sporadic, short-term recurrences of chronic allergies or
      conditions; short-term absences due to contagious diseases; or short-term, recurring
      medical or therapeutic treatments. These examples are illustrative, not all inclusive.
      Each case must be examined and decided based on its conformity to policy intent and
      must be handled consistently and equitably.

Application Procedure
  1. By letter of application to the intended recipient's supervisor, a recipient applies or is
      nominated by a fellow employee to participate in the program.

   2. Application for participation includes name, social security number, and a description
      of the medical condition and estimated length of time needed to participate in the
      program. A doctor's statement must be attached to the application.

   3. The Privacy Act of 1974 makes medical information confidential; therefore, prior to
      making the employee's (or family member’s) medical status public for purpose of
      receiving shared leave, the employee must sign a release to allow the status to be
      known. Otherwise, only a statement that the recipient (or family member) has a
      prolonged medical condition may be made.

   4. The supervisor reviews the merits of the request and recommends approval or
      disapproval. The supervisor's recommendation is made to the division vice president
      who, after consultation with the Human Resources Administrator, makes a
      recommendation to the college president. Final approval or disapproval of the
      request is made by the president.

Recipient Guidelines
    1. A prospective recipient may make application for voluntary shared leave at such time
       as medical evidence is available to support the need for leave beyond the
       employee's available accumulated leave.
                                                                             12/4/2012

   2. Participation in this program is limited to 1,040 hours (prorated for part-time
      employees), either continuously or on a recurring basis for the same condition.
      However, the administration may grant the employee additional hours on a month
      to month basis up to a maximum of 2,080 hours, if the employee would have
      otherwise been granted leave without pay.

   3. Subject to the maximum of 1,040 hours, the number of hours of leave an employee
      can receive is equal to the projected recovery or treatment period, less the
      employee's combined annual and sick leave balance as of the beginning of the
      recovery or treatment period. The employee must exhaust all available leave before
      using donated leave.

   4. All leave donated shall be credited to the recipient's sick leave account and will be
      charged according to sick leave policy.

   5. At the expiration of the medical condition, as determined by the college, any unused
      leave in the recipient's donated leave account is treated as follows:

      a. The annual and sick leave account balance shall not exceed a combined total of
         40 hours (prorated for part-time employees).

      b. Any additional unused donated leave is returned to the donor(s) on a pro rata
         basis and credited to the leave account from which it was donated. Fractions of
         one hour are not returned to an individual donor.

   6. If a recipient separates from college employment, participation in the program ends.
      Donated leave is returned to donor(s) on a pro rata basis.

Donor Guidelines
   1. A donor may contribute annual leave to another college employee or to a coworker’s
      immediate family member who is an employee of a community college, public school
      or State agency. A donor may contribute annual or sick leave to an immediate family
      member who is an employee of a community college, public school or State agency.

   2. The minimum amount to be donated is four hours.

   3. The maximum amount of annual leave allowed to be donated by one individual is no
      more that the amount of the individual's annual accrual rate. However, the amount
      donated is not to reduce the donor's annual leave balance below one-half of the
      annual leave accrual rate.

      Example 1 -    Employee with 5 but less than 10 years of state service earns 134 hours
                     of annual leave per year. Employee may contribute four or more hours
                     but may not reduce annual leave balance below 67 hours.
                                                                              12/4/2012

       Example 2 -    Employee with more than 20 or more years of state service earns 206
                      hours of annual leave per year. Employee may contribute four or more
                      hours but may not reduce annual leave balance below 103 hours.

Leave Accounting Procedures
   1. To facilitate the administration of the program, the college establishes a specific time
      period during which leave can be donated.

   2. The college establishes a system of leave accountability that accurately records leave
      donations and recipients’ use. Such accounts provide a clear and accurate record for
      financial and management audit purposes.

   3. Withdrawals from the recipient's leave account are charged to the recipient's
      account according to usual leave policies.

   4. Leave transferred under this program is available for use on a current basis or may be
      retroactive for up to 30 calendar days to substitute for leave without pay or
      advanced annual or sick leave already granted to the leave recipient.

   5. Each approved medical condition stands alone, and donated leave not used for each
      approved incident is returned to the donor(s). Employees who donate excess leave
      (any amount above the 240 maximum allowable carryover) at the end of June may
      not have it returned and converted to sick leave.

Use of shared leave is subject to guidelines specified in Title 25 Subchapter 01E Section .1300
of the North Carolina Administrative Code.

Policy 5.27: Leave Without Pay
Leave without pay may be granted to a full-time or regular part-time employee when that
employee has to be absent from work and has no accumulated or advanced leave credits.
Leave without pay for educational leave or military leave purposes is covered in those
policies.

Employees who are absent without approved leave may be subject to disciplinary action up
to and including dismissal. When an employee is absent without approved leave, the
immediate supervisor is responsible for determining whether leave without pay is
appropriate or whether the time may be charged to the appropriate leave account. Leave
without pay may be used in these situations to cover the status of an employee who has
failed to come to work but has not requested and received approval to take sick or annual
leave.
                                                                            12/4/2012

Short-Term Leave
Generally, leave without pay is for a period of less than one-half the workdays in the month.
The employee must have approval from the supervisor, and written notification must be
provided to the Payroll Office as to the number of days the employee is to be removed from
the payroll. The employee continues to earn all benefits for which he/she is eligible.

Extended Leave
Extended leave without pay (leave of absence) is leave in excess of one-half the workdays in
the month. A leave of absence normally does not exceed six months but may be extended
based on individual circumstances with the approval of the college president. The employee
should request such leave in writing to the president through the supervisor(s). If the
request is approved, a written agreement is prepared by the supervisor for signature by the
employee. This agreement contains the beginning and ending dates of the leave-without-
pay period, a statement that the employee is obligated to return to work, and a statement
that the college will reinstate the employee if all conditions of the agreement are met and
funds to support the position are available. Other conditions of the leave may be required
as appropriate for inclusion in the agreement. Failure to report to work at the expiration of
a leave of absence, unless an extension has been granted, may be considered a resignation.

Eligibility to accumulate leave ceases on the date that extended leave without pay begins.
Full-time employees on extended leave without pay may continue coverage under the
state's health insurance program by paying the full premium cost, including the state's share
of the premium. Under certain circumstances, retirement service credit may be earned
during extended leave without pay. Credit for retirement service during periods of
extended leave is subject to guidelines of the Retirement System.

                                           HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                          BOT: March 12, 1992, July 20, 2010

Policy 5.28: Leave Transfer
Annual Leave and Bonus Leave
Southeastern Community College does not accept the transfer of annual leave or bonus
leave from other agencies. Employees terminating employment at SCC will be paid for any
unused accrued annual leave or bonus leave unless the employee request this leave to be
transferred to the new employing agency in accordance with the new agency’s policies and
procedures.

Sick Leave
Newly hired full-time or part-time employees who were previously employed by another
qualifying North Carolina agency covered under North Carolina General Statue 135 may
transfer to Southeastern Community College any unused sick leave earned at the other
agency. Employees terminating employment at SCC may transfer unused sick leave to the
new employing agency in accordance with the agency’s policies and procedures.
                                                                                 12/4/2012


                                           HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
   BOT: July 15, 1982, September 18, 1984, September 17, 1985, May 20, 1986, March 17, 1987,
                                                                                July 20, 2010


Policy 5.29: Disciplinary Action, Suspension &
Dismissal
An employee, regardless of occupation, position, profession, or work performed, may be
warned, reprimanded, suspended, or dismissed by the college President or his/her
designee. Every warning or reprimand to any employee under the provisions of this
policy will be submitted to the Human Resources Office and Vice President of Operation and
Finance for review prior to delivery to the employee. All disciplinary actions, except for
dismissal, shall result in corrective action. Copies of all corrective actions will be submitted to
the Human Resources Office for inclusion in the employee's personnel file immediately
following delivery. Any employee who receives a corrective action has the right to respond,
in writing, and for the response to be made a part of his/her personnel file. It will be the
responsibility of each supervisor and manager, assisted by Human Resources, to ensure:

           1. Corrective actions are carried out in a fair and consistent manner.
           2. Corrective actions are used for the purpose of improving an employee's
           performance to an acceptable level or modifying an employee’s behavior.
           3. Each employee is aware of college rules and consequences for rule
           violations.
           4. Documentation is made when corrective actions are applied.
           5. Corrective actions are applied without regard to race, color, religion, sex,
           national origin, physical or mental disability, age or veteran status.

                                             HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                          BOT: January 27, 2009, July 20, 2010


Procedure 5.29.1: Disciplinary Action, Suspension &
Dismissal
The causes for disciplinary action to include suspension and/or dismissal fall into two
categories: (a) causes relating to performance of duties, and (b) causes relating to
personal conduct detrimental to the college. Causes for disciplinary action, suspension
and/or dismissal shall include, but not necessarily be limited to:
                                                                             12/4/2012

Performance of Duties
      1. Inefficiency or incompetence in the performance of duties.
      2. Negligence in the performance of duties.
      3. Careless, negligent, or improper use of college property or equipment.
      4. Failure to maintain satisfactory and harmonious working relationship with the
         public and/or employees.
      5. Habitual improper use of sick leave privileges.
      6. Habitual pattern of failure to report for duty at the assigned time and place.
      7. Failure to obtain or maintain a current license or certificate required by law as a
         condition for performing the job.

Personal Conduct
       1. *Engaging in gross, infamous or notoriously disgraceful conduct or other
           conduct prejudicial to the college.
       2. *Conviction of a felony.
       3. *Conviction of a criminal act involving immoral or dishonest conduct.
       4. *Misuse of college funds.
       5. *Falsified job information to secure position with the college.
       6. *Participation in any action that would in any way seriously disrupt or disturb the
           normal operation of the institution.
       7. *Willful damage or destruction of property.
       8. *Willful acts that would endanger the lives and property of others.
       9. *Possession of unauthorized firearms or lethal weapons on the job.
       10. *Refusal to accept a reasonable and proper assignment from an authorized
           supervisor (insubordination).
       11. *Reporting to work under the influence of alcohol or drugs.
       12. *Acceptance of gifts in exchange for "favors" or "influences."
       13. *Wrongful disclosure of confidential information from official records.
       14. *Engaging in incompatible employment or serving a conflicting interest.
       15. *Taking part in political management or political campaigns prohibited by law.
       16. *Sexual harassment.
       17. *Making false, misleading or ambiguous statements, deliberately or willfully,
           whether verbal or written, in connection with any official college business or
           records.
       18. *Any other incident deemed by the college administration to adversely affect
           the reputation and well-being of the college

Depending on the severity or nature of the action, suspension and/or termination of
employment may result on the first offense. Examples of violations that may be result in
dismissal on the first offense are indicated above with an asterisk.

Except for situations that may warrant immediate dismissal, employees who are disciplined
for unsatisfactory performance of duties or personal conduct not rising to this level should
receive at least two warnings. First, an oral warning with a follow-up letter from the
                                                                              12/4/2012

supervisor to the employee documenting the deficiency (ies) in performance which
was/were discussed and the improvement(s) required. Second, a formal written warning
which will serve notice upon the employee that a continuation of the deficiencies in
performance may result in further disciplinary action including suspension, loss of pay, or
dismissal.

Oral Warning
Review with the employee exactly what is expected of him/her and why. Explain to the
employee how he/she has not met the requirements and why his/her performance has been
unacceptable. Allow the employee to give the reasons for his/her actions or failures. Make
suggestions for corrections. Establish a reasonable period of time for the employee to
correct the problem. Review with the Human Resources Office and any intermediate
supervisor the contents of the follow-up letter to the employee prior to a delivery of this
letter to the employee by the supervisor.


Formal Written Warning
Before issuing the formal written warning, the Human Resources Administrator must review
the contents of the letter which will include a notice to the employee that a continuation of
the practice may result in dismissal.

Suspension Guidelines
      1. Suspension is for use at the President’s discretion, to discipline. Such disciplinary
         suspension may not exceed 10 working days without pay, except for the
         suspension of an employee because of a pending criminal charge.

       2. When immediate suspension is made, the appropriate vice president and the
          supervisor will tell the employee to leave the college property at once and remain
          away until further notice.

       3. A written statement must be prepared giving the circumstances and facts which
          led to the decision for suspension and a copy furnished the employee at a
          reasonable later date.

       4. Failure of the employee to report back to work when requested, or at the
          suspension expiration date, will be considered a termination of his/her
          employment, and any subsequent reinstatement or re-employment shall be on
          the basis of new employment.

       5. Any suspension must be fully documented, stating:
          (a) Beginning date
          (b) Reasons for action
          (c) Brief description of plans and procedures for solving problem
          (d) Signature of appropriate levels of authority
                                                                              12/4/2012


       6. At the conclusion of the suspension, dates and details of the action taken shall be
          placed in the appropriate personnel file

Dismissal of Employees
Before an employee is dismissed because of unsatisfactory performance of duties or
personal conduct, the following should occur:

       1. With the assistance of the Human Resources Administrator, the supervisor will
          prepare a written summary of the case and forward to the appropriate vice
          president and President for review.

       2. The President will be notified of each proposed dismissal.

       3. A copy of the notice of dismissal will be placed in the employee’s file.

Exception: An employee may be dismissed without warning for cause(s) relating to
personal conduct detrimental to college or state service in order to avoid undue disruption
of work or to protect the safety of persons or property or for other serious reasons.




Policy 5.30: Employee Grievance
The Board supports the concept of due process for employees.

The Board recognizes and accommodates legal representation during formal hearings;
however, legal representation may not be accommodated during informal meetings and
attempted reconciliations prior to the formal filing of grievances and referral to the
committees. The formal filing of grievances and referral will be accepted only after the
president or his/her designee determines that attempt at informal reconciliation between
adversarial parties has been exhausted. To the extent permitted by law, compliance with the
employee grievance procedure contained in this policy is recommended before any person
may institute litigation against the College or any of the College’s employees acting in their
official capacities on behalf of the College. Employees are free to file a grievance without
fear of discriminatory or retaliatory action taken by the College.

                                           HR Administrator, VP Ops/Fin, VP Wrkf/Comm Dev
                                             BOT: March 15, 1979, July 20, 2010, May 15, 2012
                                                                            12/4/2012

Procedure 5.30.1: Employee Complaint/Grievance and
Appellate
The purpose of this procedure is to provide an informal and/or formal outlet to resolve
conflicts and disagreements that may arise in the operations and activities of the college.
This procedure is intended to be non-adversarial in nature and is designed to protect the
rights of the employee without legal representation being introduced into the process by
either the college or employee unless the process exceeds level four. At that point, legal
representation may be requested. The President will be advised of any alleged grievance
which appears to be in violation of state or federal law. Should a grievance be filed against
the president, the employee will follow the recommended procedures in levels one and five.
A human resources representative is available to provide guidance at any point in the
process. Should the grievance be against the human resources administrator, the president
will appoint a suitable replacement to assist with the process.

   Level One: Informal Resolution

   Southeastern Community College encourages direct communication between employees
   and supervisors to attempt to address complaints in the spirit of cooperation and
   compromise. Employees should attempt to resolve a complaint first with their
   immediate supervisor with the assistance of Human Resources (if necessary). In the
   event the issue is against the supervisor, the employee can go directly to the supervisor’s
   supervisor.

   Level Two: Informal Resolution

   In the event the employee feels the complaint remains unresolved after Level One, the
   employee will notify the human resources administrator and seek assistance in
   mediating the complaint. Upon reviewing the complaint and meeting with all affected
   parties, the human resources administrator will recommend a resolution to the affected
   parties and the Division Vice President or President if applicable. Normally, complaints
   will be resolved at this level. In the event the issue is against the Vice President or
   President, the human resources administrator will recommend the resolution to the
   affected parties and the appropriate authority.

   Level Three: Formal Grievance – Review by Vice President

   An employee who is dissatisfied with the outcome of the informal complaint may file a
   formal grievance with the human resources administrator. The grievance must be
   submitted to the human resource administrator within 10 working days of the outcome
   of the informal complaint. Upon receipt, the human resources administrator will log the
   grievance and forward it and all related documents to the appropriate vice president.
   The Employee Grievance Form is available on-line at www.sccnc.edu under Policies and
                                                                          12/4/2012

Procedures. In completing the form, the employee must provide a specific statement of
the grievance, indicate what solution or remedy they expect, detail their disagreement
with any solution or remedy that has thus far been proposed and provide names and
contact information of any witnesses. All parties involved in the grievance will be
notified and given an opportunity to submit a written response to Human Resources to
be included in the documentation sent to the vice president or appropriate authority in
the event the issue is against the vice president. The vice president or appropriate
authority has (5) working days from the date of receipt of the written appeal to arrange
meetings with the employee(s) and the supervisor. The vice president has (5) working
days from the final meeting with the parties involved to render a decision. The vice
president’s decision will stand as final and all proceeding(s) will be terminated unless the
employee wishes to appeal the vice president’s decision, or unless the vice president fails
to deliver a written decision to the employee in a timely manner as stipulated. In the
event the grievance is against the vice president, the college president will assume the
vice president’s role in the grievance and the process will move to Level Four.

Level Four: Formal Grievance – Review by President

To initiate Level Four of the grievance procedure, the employee must submit a written
statement to Human Resources within (5) working days from the decision of the vice
president requesting a formal review by the President, explaining his/her objection to
the vice president’s decision. The Human Resources Administrator will notify all parties
involved and forward the grievance and all related documents to the President as soon
as possible after receiving the request. The President will review the submitted
grievance and all documentation and conduct an inquiry with involved parties as
necessary and will attempt to reach a final decision within (10) working days after receipt
of the grievance. The President’s decision remains final and all proceeding(s) will be
terminated unless the employee wishes to appeal the president’s decision.

Level Five: Formal Grievance – Review by Board of Trustees

To initiate Level Five of the grievance procedure the employee must submit a written
statement to Human Resources within (5) working days from the decision of the
president requesting a formal review by the Board of Trustees, explaining their objection
to the president’s decision. The Board or the Executive Committee of the Board may
elect to review the information to date and render a decision without the personal
appearance before them of the parties of the grievance, hear the case themselves, or
take other action at their option within (30) days of receipt of the grievance. The
decision of the Board or the Executive Committee of the Board is final.
                                                                              12/4/2012


Hearing Procedures

If a hearing is held by the Board or the Executive Committee of the Board, the individual
bringing the appeal is entitled to the following:

   1.     As rapid a process as possible

   2.     Reasonable notice of hearing dates and rulings

   3.     Legal representation, if desired, at the individual's own expense

   4.     Presentation of witnesses in the individual's behalf

   5.     Cross-examination of witnesses

   6.     The presentation and receipt of evidence, explanations, or charges relevant to
          the grievance

   7.     A copy of the record of the proceedings at a reasonable charge to the person
          requesting the record (upon written request)

The Board chair or his/her designee establishes the format for the hearing and presents the
format to all parties at least five (5) days before the hearing.

All attempts will be made to resolve a formal grievance within the time parameters as
outlined above. However, in extenuating circumstances, time frames may be deviated
provided all concerned parties mutually agree.



Policy 5.31: Non-Renewal of Contract
Employees receive notification of non-reappointment as early as possible. Part-time
employees may or may not be re-employed after the expiration of their current contract.
Non-reappointment is not subject to the employee grievance and appellate procedure.

                                           HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                        BOT: January 27, 2009, July 20, 2010

Policy 5.32: Release from Contract
Suspension and Dismissal During a Contract Term
The president has the authority to suspend or dismiss employees of the college. However,
except for an employee on a provisional contract, the president may not suspend or dismiss
an employee during the term of his/her current contract without providing a hearing in
                                                                                12/4/2012

which the employee is given an opportunity to respond to the reasons for the suspension or
dismissal. Written notification of the charges against the employee, and the time and place
of the hearing, must be provided to the employee at least ten days prior to the date of the
hearing. The basis for the charges include: failure to perform duties in a satisfactory
manner; unacceptable personal conduct; violation(s) of federal/state laws or statutes;
violation(s) of written college rules, policies, and procedures as contained here and
elsewhere; and any other incident deemed by the college to adversely affect the reputation
and well-being of the college.

                                             HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                          BOT: January 27, 2009, July 20, 2010

Policy 5.33: Reduction in Force
A reduction in force is involuntary termination or the involuntary non-renewal of an
employee's contract due to insufficient funds; insufficient enrollment to merit continuation
of courses, programs, and/or services; or a reorganization or other substantive changes in
duties or assignments within the institution. The guiding principle in all decisions made
under this policy is the consideration of the needs of the population being served with
respect to the mission and goals of the institution while minimizing the negative impact on
the level and quality of services provided.

                                             HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                            BOT: March 19, 1985, July 20, 2010

Procedure 5.33.1: Reduction in Force
A person whose employment ends through a reduction in force is told of the decision in
person and in writing by the president. Maximum notice is given an employee whenever
possible. Notice should be given no less than 30 days prior to separation. The letter of
notification should include the conditions requiring separation, a general description of
procedures followed in making the decision, and the right of and procedure for appeal by
the employee. The employee should acknowledge receipt of the letter by signing and
returning a copy to the president.

An employee who desires to appeal the separation may do so in writing to the president.
The Board, or a committee of the Board designated or appointed by the chair, reviews the
employee's written appeal and may invite the employee to appear before them. The
employee's written request for appeal must be delivered to the president within ten
working days after the receipt of the letter of separation, or the right to appeal is forfeited.
The Board or its representatives must render a decision within ten working days after the
chair receives the request from the president. The decision of the Board or its
representatives is final. The appeal process does not extend the minimum period of
notification stated above.
                                                                               12/4/2012

An employee who is separated from the college through a reduction in force is given priority
consideration for re-employment for 12 months, assuming performance standards,
qualifications, and affirmative action guidelines are not violated. He/she receives copies of
all position announcements from the college during this period.

An employee who is separated from the college through a reduction in force may choose a
12-month leave of absence without pay in order to continue group insurance benefits (to be
paid in full by the employee). Choosing a leave of absence without pay does not extend the
time or alter the conditions under which priority for reemployment is provided. Factors to
be used in implementing a reduction in force program are prioritized below:

       l.     Determination of the services or programs that can be eliminated or that can
              be assumed by other offices/persons/departments.

       2.     Consideration of relative skills, qualifications, knowledge, and productivity of
              employees as determined by personnel files, institutional records, and
              evaluation records with special emphasis given to the immediate supervisor’s
              evaluation.

       3.     A comparison of qualifications of personnel with required standards of
              external agencies (e.g., Southern Association of Colleges and Schools or North
              Carolina State Board of Cosmetic Arts).

       4.     A comparison of units earned under the state funding formula with positions
              filled within the institution.

       5.     Length of service at the college.

General considerations in minimizing the negative impact of a reduction in force program
include the following:

       l.     Providing opportunities for enrolled students to complete their prescribed
              program of study whenever possible.

       2.     Providing opportunities for regular (versus temporary) full-time personnel to
              assume duties normally assigned to part-time personnel whether in
              curriculum, extension, or other offerings of the college whenever possible.

       3.     Implementing cost reductions in non-personnel areas in order to minimize
              personnel reductions whenever possible.

       4.     Eliminating existing filled positions in order to fill vacant positions determined
              to be more critical.

       5.     Implementing temporary changes such as summer layoffs and/or reduced
              hours versus separations whenever possible.
                                                                               12/4/2012

Procedure 5.33.2: Resignation & Departures
Full Time
Employees leaving employment at the college must do the following:

     1   Submit a letter of resignation or departure to the president and have it
         acknowledged. The president should send a copy of both the resignation letter and
         acceptance of resignation letter to the employee’s supervisor, Payroll Office and vice
         president of operations and finance. Professional employees are expected to
         provide a minimum of thirty days notice unless the president approves an exception.

     2   In conjunction with the supervisor, determine a final departure date, which includes
         all leave time and/or other considerations established between the appropriate
         supervisor and departing employee.

3.       In order that a terminating employee receives due benefits and in order that the
         institution may extend such benefits, it is necessary that all departments are notified
         of the employee’s termination. Each voluntary terminating employee should provide
         sufficient notification to ensure the clearance process is completed. Terminating
         employees will be contacted by the Human Resources office to initiate the process of
         clearing.

Employees must comply with all the above before the vice president of operations and
finance releases a final salary check.

Part Time
Supervisors are responsible for ensuring that part-time employees who are terminating their
employment with the college have submitted all necessary records and have returned keys,
equipment, or other items that belong to the college.

Procedure 5.33.3: Minimum Notice
The college requires a minimum of two-weeks’ notice when a non-exempt employee leaves
the college.

                                                                             BOT: May 20, 1986

Policy 5.34: Unemployment Compensation
Federal legislation passed as Public Law 94-566, known as the “Unemployment
Compensation Amendment of 1976,” extended unemployment compensation for the first
time to all State employees. Unemployment compensation will be charged for each
employee who separates from a job and who is qualified to receive unemployment benefits.
                                                                             12/4/2012

The State has elected the Direct Reimbursement Method. The law allows the State to pay
the cost of unemployment compensation by reimbursing the Employment Security
Commission for benefits paid to separated employees for which the college is liable. This
procedure requires only one annual payment. State departments must assure that funds are
available to reimburse the Employment Security Commission. These funds are from the
same source as those that originally paid the employee’s wages. Therefore, it is essential
that funds be reserved during the time of employment for employees whose salaries are
supported from sources which are not of a continuing nature. For positions paid from non-
continuing sources, funds should be reserved for potential reimbursement payments.

Any employee who separates from employment and is qualified to receive unemployment
benefits must be registered with the nearest Employment Security Commission. It is the
employee's responsibility to apply for benefits. There are specific guidelines the employee
must meet in order to qualify for benefits. (Contact your local Employment Security
Commission for details.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                                           BOT: July 20, 2010

Policy 5.35: Compensatory Time
The college's policy on overtime work complies with the Fair Labor Standards Act (FLSA).
Classified Personnel - The normal workweek is 37.5 hours. Compensatory time off is given at
a rate of 1.5 hours off for each hour of overtime worked in excess of 40 hours per week.

Full Time Hourly Paid Personnel - These persons are paid 1 ½ times per hour for all hours
worked in excess of forty hours a week.

Faculty, Directors, Administrators, and Other Professional Staff - Normally, these persons do
not receive any compensatory time or overtime pay for hours worked in excess of forty
hours per week.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                      BOT: November 24, 1985, July 20, 2010

Procedure 5.35.1: Compensatory Time
Special provisions of the policy are as follows:

   1. The college administration determines which employees are eligible for exemption
         from the overtime provisions of the FLSA. Generally, exempt employees include
         those in executive, administrative, faculty, and professional non-teaching
         positions.
                                                                          12/4/2012

   2.     The workweek for all college employees runs from the start of work on Monday
          (7:00 a.m.) to the start of work (7:00 a.m.) on the next Monday.

   3.     Non-exempt employees may not accumulate unauthorized overtime hours.
          Except under the most extenuating circumstances, no overtime hours are earned
          without the prior approval of the employee's supervising vice president.

   4.     The normal workweek is 37.5 hours. Non-exempt employees receive
          compensatory time off at a rate of 1.5 hours off for each hour of overtime worked
          in excess of 40 hours per week. This compensatory time is in lieu of overtime
          compensation, except under extenuating circumstances when the supervisor
          chooses to pay for overtime hours.

   5.     Compensatory time may not be accrued beyond 240 hours (the time-and-a-half
          compensation for 160 hours of overtime worked). Any overtime hours worked by
          an employee who has already accrued 240 hours of compensatory time must be
          paid for at one and a half times the employee's normal rate of pay.

   6.     Compensatory time must be exhausted before time off is charged to annual
          leave.

   7.     Non-exempt employees are responsible for providing their supervisor with an
          accurate time sheet at the end of each month. The time sheet must indicate
          hours worked on both a daily and weekly basis.

   8.     Each non-exempt employee must keep on file with his/her supervisor a
          cumulative record of overtime hours earned and compensatory hours taken.

Procedure 5.35.2: Faculty Compensation During
Semester Breaks
Faculty are compensated during semester or summer breaks according to their employment
status during the academic terms immediately preceding and following the breaks. For
example, faculty members who are employed full time during the spring semester and first
or full summer sessions are paid their normal rate of pay during the break between spring
semester and first summer session. Faculty members who work spring semester and are
not employed first or full summer session or who work only second summer session are paid
through spring graduation and are not compensated for the break between spring semester
and first summer session. Faculty members who work a reduced schedule during first or full
summer session are compensated for the break period at the reduced rate of pay.
Compensation for the break between full or second summer session and the fall is
determined in the same manner.

Procedure 5.35.3: Payment of Part Time Instructors
                                                                              12/4/2012


Part-time instructors will be paid on the basis of written, signed, and approved employment
agreements. These contracts will be confirmed monthly by payroll time cards furnished to
the payroll office by the division assistants. These time cards will be initialed by the
curriculum deans.

The part-time instructor payroll will be verified annually by Business Office personnel as
persons who are being properly paid for services rendered. Such verification will be
documented.

                                                                              (January 3, 1968)
                                                                                 (May 12, 1977)
                                                                               (March 17, 1987)

Policy 5.36: Salary Determination
Initial salary placement for faculty and professional staff is based upon the current year’s
salary formula worksheet. Initial salary placement for classified positions is based upon the
current year’s classification schedule and salary ranges for clerical positions.

Current salary formula and classified position salary schedules are available for review from
the vice president of operations and finance.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                                 BOT: July 2002, July 20, 2010

Procedure 5.36.1: Salary Determination
Salaries for all full-time and part-time regular employees are determined based upon the
requirements of the job position, the education and work experience of the selected
candidate; and the prevailing labor market for the specific position.

A salary calculation worksheet is used for determination of salaries of professional staff and
faculty. The worksheet is adjusted annually to incorporate salary increases approved by the
state. The worksheet for staff employees contains base salaries which are multiplied by
work experience, educational level, and market factors to calculate the final salary for the
selected candidate. The worksheet for faculty includes the above, however, educational
level is figured into the base salary.

A salary schedule is utilized for determining classified personnel salaries. Different salary
grades have been developed with salary ranges established for each grade. The minimum
for each range is adjusted annually to incorporate salary increases as approved by the state.
Work experience, education level up to an associate degree, and labor market are utilized in
calculating the final salary for the selected candidate.
                                                                              12/4/2012

Policy 5.37: Salary Increases
Legislative Awards
All employees paid from state funds may receive annual salary increases if mandated by the
North Carolina Legislature and if funding is available. Employees paid from federal or local
funds may receive pay increases as allowed by the appropriate budgets and, where possible,
at least equal to the salary increases approved by the state. The president must approve
other salary considerations.

Promotions
Salary increases associated with promotions are determined by the difference in base
salaries for the old and new positions on the salary formula or the classified salary schedule.
For example, an employee promoted from Processing Assistant IV at a 2001-2002 base salary
of $23,988 to Administrative Secretary II at a base salary of $24,864 receives an annual salary
increase of $876.

Merit Increases and Other Salary Adjustments
Increases are based upon available funds and the recommendation of the appropriate
supervisor with final approval by the college president.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                                 BOT: July 2002, July 20, 2010

Policy 5.38: Longevity Pay
Full-time or regular part-time employees receive longevity pay if they meet the requirements
of total qualifying service set forth in Title 23 Subchapter 2D Section.0109 of the North
Carolina Administrative Code.

Total service for the longevity pay plan is based on month-for-month computation of full-
time and regular part-time (20 hours or more, but less than full-time) employment with
agencies identified in 23 NCAC 2D.0109(c). Total service for the longevity pay plan may not
include some temporary service or other employment as described in 23NCAC2D.0109(c).

                                                                 HR Administrator, VP Ops/Fin
                                                                              BOT: July 2002

Procedure 5.38.1: Longevity Pay
An employee assigned to a full-time or regular part-time position is eligible for longevity pay
only after the date the employee has completed ten years of total service with a community
college, a school administrative unit, or an agency.
                                                                               12/4/2012

Annual longevity pay amounts are based on the length of total service to agencies,
community colleges, and school administrative units as designed in 23 NCAC 2D.0109 and a
percentage of the employee’s annual rate of pay on the date of eligibility.

1.     Longevity pay amounts are computed by multiplying the employee’s annual base or
       contract salary rate as of the eligibility date by the appropriate percentage, rounded
       to the nearest dollar, in accordance with the following table:

       Years of Total State Service                    Longevity Pay Rate
          10 but less than 15 years                       1.50 percent
          15 but less than 20 years                       2.25 percent
          20 but less than 25 years                       3.25 percent
          25 or more years                                4.50 percent

2.     Longevity pay is not considered a part of annual base or contract pay nor is it to be
       represented in personnel and payroll records as a part of annual base or contract
       salary. (A salary increase effective on the same date as the longevity eligible date is
       incorporated in the base pay before computing longevity.)

The payment of longevity pay to eligible employees is automatic. Payment is made in a lump
sum, subject to all statutory deductions, during the monthly pay period in which the
employee has satisfied all eligibility requirements. Such payments also are subject to
conditions specified in 23 NCAC 2D.0109(f).

Longevity pay is paid from the same source of funds and in the same pro-rata amounts from
which the employee’s regular annual salary is paid (e.g. state, federal, local funds) subject to
guidelines specified in 23 NCAC 2D.0109(g).

Policy 5.39: Payroll
Payroll is released on the last workday of each month, except for the month of December or
as otherwise directed by the state of North Carolina.

Income Tax
All wages received by employees are subject to applicable federal and state income tax at
the rate established by laws. All employees must complete both W-4 and NC-4 forms,
indicating withholding exemptions claimed for income tax purposes. Employees receive
form W-2, indicating wages earned and taxes deducted, not later than January 31 following
the year they earned the wages.

Social Security
Social Security covers all employees. Information on current withholding rates is available in
the Business Office.

                                            HR Administrator, VP Ops/Fin, VP Stud Dev & Tech
                                                                            12/4/2012

                                                                 BOT: July 2002, July 20, 2010


Procedure 5.39.1: Payroll Process
The purpose of this procedure is to document the payroll process for Southeastern
Community College including additions/changes to employee information, along with the
input, approval and transfer of time information for payroll disbursement processing and
the ultimate posting of this information into the general ledger.

General
The Business Office is staffed with one Human Resource Administrator and one Payroll
Technician. The Payroll Technician is responsible for compiling time and manually entering
payroll information and reviewing payroll additions, deletions and adjustments, which are
updated in the Datatel payroll system by the Payroll Tech. The Payroll Technician is
supervised by the Controller and monitored by the HR Administrator during payroll
processing.

For payroll purposes, employees are segregated into the following classifications: 1) Salaried
2) Hourly. Both salaried and hourly employees are paid on a monthly basis and are all
processed centrally by the Payroll Technician. The Payroll Technician is responsible for
processing a Part Time payroll as well as a Monthly payroll. Prior to processing the monthly
payroll, the part time payroll must be finalized.

The college uses the Datatel system to record/track general employee information. This
information serves as the basis for the payroll master files. Timesheets/cards are used to
record hourly time information for hourly and part time employees. Employees are
responsible for recording their time on timesheets/cards on a weekly basis. Each week
supervisors should make changes in the time records of their employees if necessary.
Supervisors are required to approve all timesheets/cards prior to being turned in to payroll
for processing. The data is uploaded into Datatel where the payroll amounts are calculated
and processed. Datatel also tracks the vacation and sick leave time for all monthly
employees.

Employee Setup and Maintenance
All employees are initially set up in Datatel by the Business Office Secretary. The Human
Resources Administrator/Payroll Technician is responsible for adding, updating and
removing personnel and their related payroll/human resources information from the Datatel
system. This information includes pay rates, exemptions, deductions and withholdings.
Personnel Action Forms are used as authorization for any changes to an employee’s file.
Personnel Action Forms are created by the Supervisor or the Administrative Assistant and
approved by the supervisor and the Human Resources Administrator. These actions are
processes as they are received in the HR and Payroll office and are filed in the employee’s
personnel file.
                                                                            12/4/2012


PAF forms are also created when employees are terminated, and the related updates are
made to Datatel as well. Supervisors are responsible for forwarding termination information
to the HR Administrator or the Payroll Technician. The information is entered in the system
and the documentation is filed in the employee’s personnel file. This process includes
salaried, hourly, full time, and part time employees alike. The HR Administrator will review
the PAF form to ensure that the terminations are coded properly (i.e., not placed on leave
or as transfers to other units) so that they are properly tracked or removed from the system.
This information is needed to prorate final pay amounts in some cases.

Employee Timekeeping and Data Entry
Part Time Employees

Time information for part time hourly employees is processed through the use of
timesheets/ cards. Timesheets/cards are maintained by the employees and must be signed
submitted to the supervisors for review and approval on the last working day of the month.
Time sheets for each of their employees should be tallied showing appropriate hourly totals
for the month. The supervisor is responsible for validating time worked and editing
timesheets in error that has been submitted by their employees. Once all inaccuracies are
corrected, all timesheets for the area should be complied and submitted to the payroll
technician for processing.

Monthly Employees

Exempt employees’ time and payroll information is loaded into Datatel. Exempt employees
are not required to report hours and are paid every period based on a normal amount of
hours worked. One instance where changes and adjustments can be necessary is when the
pay must be prorated based on hire date or termination or when an exempt employee does
not have leave to cover periods of absence. In this case, the payroll technician recalculates
prorated amounts to ensure their accuracy. Human Resources personnel make adjustments
as necessary in response to pay rate changes, which must be approved at two levels. Wilma
Allen reviews the completed changes for accuracy and appropriateness. All exempt
employee vacation and sick time is tracked and entered monthly. It is the responsibility of
each employee’s direct supervisor to make sure that salaried employees do not exceed their
allotted leave time.

Payroll Processing and Review
Part Time Payroll Process

The payroll processing begins immediately following the close of the last payroll run. All
timesheets/cards must be submitted to the payroll office by the fifth workday of the month
following the month for which employees will be paid. Timesheets/cards will be verified for
accuracy by the Payroll Technician prior to being entered into Datatel. Errors will be
corrected and processed by the Payroll Technician. The cutoff for making changes or
                                                                             12/4/2012

submitting additional timesheets/cards will be no later than the 10th of the month. All
adjustments after the cutoff must be manually verified and approved by the divisional Vice
President. Items that have not been properly approved will be processed during the next
monthly payroll run.

As part of the processing procedures, the payroll technician will generate payroll registers
for the location. Items that appear to be errors and/or unusual items will be corrected at
this point through adjustments and/or stop payment requests. The part time payroll will be
completed by the 15th of the month. Timesheets/cards submitted after the 15th will be
processed during the following month payroll run.

Monthly Payroll Process

For salaried employees, who receive a set monthly salary, payroll processing is much less
complex and focuses more on cutoff issues and wage adjustments. The Payroll Technician
begins the monthly payroll process immediately following the completion of the part time
payroll and must complete the process 3 business days before month-end. Employees are
paid on the last business day of the month. Salaried employees receive the same pay, based
on regular hours, every period barring termination or wage adjustments. Gross wages are
manually calculated to prorate for employees who start in the middle of a pay period and for
people who are terminated in a period. Stipends are entered into Datatel upon proper
approval from appropriate supervisors and managers. All salary/wage adjustments must be
supported by a Personnel Action Form and require Vice President approval.

Once all information is entered into the system, and all amounts are deemed accurate, the
college sends part time and monthly payroll information amounts to a clearinghouse, which
will authorize that the pay be distributed to the various employee bank accounts. In
instances where problems are found after the electronic transmission to the bank, the
college can submit stop payments on amounts for an individual and a manual check can be
created to pay the employee in lieu of the stopped payment.

Policy 5.40: Employee Development
The Board will encourage full-time employees, both professional and non-professional, to
continue their education. Such a policy is in accord with the North Carolina Community
College System’s policy that permits full-time employees to enroll in one course per
semester in an institution of the system without tuition charge (NCCCS Policy 3.0211).

All employees are expected to participate in a professional development program. All
supervisors should be aware of the individual needs and aspirations of their divisional
members. Information and communication are essential in counseling and placing
individuals in appropriate jobs and in assisting them in planning for their improvement.

Full-time employees are expected to advise their respective supervisors of their plans for
professional development activities. Course work or other professional development
                                                                                 12/4/2012

activities that could possibly interfere with regular duties and responsibilities should receive
the specific written approval of the supervisor, including such details as time, place, and
nature of the activity. The annual performance evaluation of every employee will include
his/her professional development activities.

                                    HR Administrator, VP Ops/Fin, VP Con Ed & Economic Dev
                                   BOT: October 1969, May 12, 1977, May 11, 1978, July 20, 2010


Procedure 5.40.1: Professional Development Assistance
SCC’s Professional Development Assistance Program recognizes the need for continued
professional growth and development of all SCC employees while also recognizing the
varied roles of personnel within the college. The current source of funding for the
Professional Development Assistance Program is the SCC Foundation. There are many
acceptable ways of achieving professional growth, knowledge, and skills. Participation in
this program is subject to approval and continued funding.

Application Process

The call for eligible employees to apply for professional development will be three (3) times
a year: April 1-10 (summer activities/classes only), August 1-10 (fall activities/classes only), and
December 1-10 (spring activities/classes only). Applications must be submitted on the
professional development template located under Policies and Procedures on the SCC
webpage and must be received during the specified application periods as noted in the
preceding statement. They will be evaluated solely on the basis of the information
contained in the application. (Note: Incomplete applications will not be considered.)
Individuals who are awarded professional development assistance will be notified in a timely
fashion by their respective dean/vice president.

Each employee applying for professional development assistance must:

   1. check his/her eligibility to apply with the appropriate dean/vice president;
   2. discuss his/her proposal, including proposed timing, alignment with the college
      strategic plan, goals, and strategies with his/her supervisor;
   3. complete the application which is located under Policies and Procedures on the SCC
      webpage; and,
   4. submit the completed application and appropriate documentation, including a copy
      of degree program, course descriptions, any additional information, and signatures
      of appropriate supervisors, to the Vice President of Continuing Education and
      Economic Development by the specified deadline.
                                                                              12/4/2012

Applications will be reviewed and approved/disapproved by the Professional Development
Committee.

Eligibility Requirements

To be eligible, employees must:

   1. have been employed full-time or salaried part-time by SCC for one (1) continuous
      year;
   2. have successfully completed previously funded professional development activities
      (if applicable); and,
   3. enroll in a college credit course offered by an accredited institution (if applicable) or
      register for a professional development activity which will enhance job performance.



Priorities for Funding

Southeastern provides a wide range of opportunities for employees to undertake personal
and professional development. The college aims to support the following development
activities (in priority order):

   1. current position requirement(s)
   2. other educational endeavor(s)

SCC has limited resources for professional development activities; therefore, all applications
may not be funded.

Requirements for Reimbursement

Reimbursement of registration fees/tuition will be awarded only when:

   1. documentation of successful completion has been submitted by the employee to
      his/her dean/vice president – transcript or grade report showing a grade of “C” or
      better in college course(s) or a certificate of completion or other documentation
      from the provider for seminars/workshops and tuition/registration receipt; and
   2. required documentation has been received by respective dean/vice president within
      three weeks of completion of the course/workshop/seminar.

Leave

If an employee is directed by his/her dean/vice president to take courses or training, the
supervisor, in conjunction with the dean/vice president, will develop a manpower coverage
                                                                            12/4/2012

plan to accommodate the employee’s absence from work. Prior to beginning any training,
release time, annual leave and/or flex time must be negotiated between the employee and
the supervisor. The appropriate dean/vice president will approve or reject such leave.

Tuition/Registration Fee Reimbursement

Upon successful completion of approved activity/course and notification of reimbursement
status from the employee’s dean/vice president, the Vice President of Operations and
Finance will initiate payment. The college will reimburse employee up to the pre-approved
Professional Development award for tuition/registration fee.

In exchange for professional development funds, an employee must work for six months at
SCC for every course completed for which he/she receives tuition assistance not to exceed
three years. An employee who does not meet this requirement must refund the college the
total amount of financial assistance received. The college reserves the right to deduct this
amount from the employee’s final paycheck.


Policy 5.41: Evaluation of Personnel
The performance of all employees is evaluated annually. Evaluation is the responsibility of
the immediate supervisor.




Business Operations
Policy 6.1: Appearance of Buildings and Grounds
General responsibility for the care and maintenance of the campus rests with the vice
president of operations and finance. However, the appearance and general cleanliness of
the campus are the responsibility of the entire college community.

                                                                                   VP Ops/Fin
                                                                 BOT: July 2002, July 20, 2010

Procedure 6.1.1: Appearance of Buildings and Grounds
All employees should attempt to keep the floors, walls, and grounds free from paper,
scraps, and waste materials. Also, all employees should use care to keep classroom furniture
free from scratches, marks, or other damages. Everyone must take action to prevent
                                                                               12/4/2012

unsightly conditions on campus. When such conditions are visible, employees should report
them immediately.

Procedure 6.1.2: Maintenance Service Request

Employees should email any maintenance service request to the designated approver
in his/her area who will forward, if approved, to the maintenance supervisor, with a
copy to the vice president of operations and finance. Maintenance activities include
items related to repair, cleanliness, health or safety hazards, or any other condition
of a physical facility that interferes with the activities taking place in that facility.
Additionally, an employee uses this method to request assistance from maintenance
in moving heavy items or setting up equipment for college events. The steps in this
process are as follows:

   1. The individual identifying a problem/request emails a maintenance service
      request to his/her designated approver who then forwards the request, if
      approved, to the maintenance supervisor with a copy to the vice president of
      operations and finance.
      The original email must contain a brief description of the request in the
      subject line.

       Designated Approvers who may forward requests to maintenance supervisor:

              President:
              President
              Executive Assistant

              Workforce and Community Development:
              Vice President

              Academic and Student Affairs:
              Vice President
              Dean of Students
              Dean of Arts and Sciences
              Dean of Allied Health and Business Technologies
              Dean of Information and Technology/QEP Director
                                                                         12/4/2012



          Operations and Finance:
          Vice President
          Executive Dean, Institutional Advancement and Foundation Director
          Controller
          Bookstore Manager

2. The maintenance supervisor reviews the request, designates the priority, and
   acknowledges the request by email to the designated approver and to the
   maintenance administrative assistant for recording in the date tracking
   system. The request is considered received by maintenance on the date
   forwarded by the by the designated approver.

   Priority designations are as follows:

          RED: Emergency or high priority to be completed in less than 2
          business days.

          If the emergency is an item that, if not addressed, has the potential to
          threaten lives or has the potential of being very costly if not immediately
          resolved, please call the maintenance department or the director of facilities.
          If you do not receive an answer, call the switchboard and request that a
          message be relayed through radio contact. Examples: Live exposed wires, air
          conditioning out in the computer room, water pipe burst in bathroom…..

          YELLOW: goal is to complete request within 5 business days.

          GREEN: goal is to complete request within 15 business days

          BLUE: Set up requests-anything less than 10 business days equals “short
          notice”. To be efficient, we must have lead time to schedule tasks.

          ORANGE: Funding or manpower not available at this time. The vice president
          of operations and finance will make the final decision on funding availability.
          The director of facilities will make the decision concerning manpower
          availability with input from the maintenance and grounds supervisors.
          Response will be made within 10 business days.

3. The maintenance supervisor assigns the task as a maintenance task.
                                                                             12/4/2012

   4. Once the assignment is completed, the request is signed and dated by staff
      person and submitted to the administrative assistant for recording in the date
      tracking system.

   5. If the work is not completed within the priority system timeframe, the designated
      approver of the request may contact the appropriate supervisor as identified in Step
      3 to see when the work will be completed. If dissatisfied with the response, the
      designated approver may request assistance from the vice president of operations
      and finance.



Policy 6.2: Personal Equipment
Southeastern Community College is committed to providing employees with the equipment
necessary to perform their assigned duties and as such discourages the use of all personal
equipment. If employees do utilize other than SCC owned equipment, this equipment will
not be serviced by SCC staff. SCC will not be liable for damages to any non-owned
equipment eg. Personal refrigerators, microwaves, toasters, etc. Damages incurred by SCC
due to the use of personal equipment will be the responsibility of the owner.

                                                                                   VP Ops/Fin
                                                                 BOT: July 2002, July 20, 2010


Policy 6.3: Use of Self-Supporting Funds
In accordance with state guidelines based on 23 NCAC 2D.0203(b) for the budgeting,
accounting, and expenditure of funds generated through self-supporting classes, the college
adopts the following policy:

Direct Costs
The following items should be considered direct costs in providing self-supporting
instruction:
       1. Instructor salary, including FICA, travel, and course development.
       2. Instructional supplies and materials.
       3. Rental of building and other directly assignable costs.
       4. Advertising (e.g., printing costs associated with a brochure, postage, and
           mailing).
       5. Equipment associated with instruction.
       6. Refreshments.
       7. Other costs necessary for and directly assignable to a class (could include
           administrative/clerical costs if verified as directly assignable).
                                                                               12/4/2012


Indirect Costs
Indirect costs are those costs for activities that support the offering of classes but cannot be
directly and exclusively assigned to a self-supporting class or the self-supporting program. If
indirect costs can be directly and exclusively assigned to a self-supporting class or a self-
supporting program, the costs can be considered direct costs. Examples of indirect costs
include coordination/administration; clerical salary and fringe benefits; utilities; custodial
services; and security.

Use of Excess Funds
If self-supporting receipts for all categories (i.e., curriculum and community services) exceed
expenditures for the fiscal year, the following provisions apply:
         1. If receipts exceed direct expenditures, the surplus revenue should be expended
            for student financial aid/scholarships and/or program improvement.
            Expenditures should be of direct benefit to students.

       2. Funds in excess of the above direct and indirect expenses should not be used for:
             a. supplemental salaries of any personnel
             b. administrative support of the college other than noted above for direct
                 benefit to students
             c. college entertainment expenses (Educational activities for non-college
                 personnel or college personnel to enhance student success would not be
                 entertainment. Functions in which the primary purpose is fund raising
                 would be entertainment)

Policy 6.4: Budget Responsibilities with the Board of
County Commissioners
Contingent Expenses
The Board meets at such times as necessary with the Board of County Commissioners for the
purpose of appropriating sufficient funds to cover contingent expenses of the college.

                                                                                    VP Ops/Fin
                                                          BOT: February 26, 1964, July 20, 2010

Yearly Operating Budget
The Board approves and recommends to the Board of County Commissioners the funds
necessary for the operation of the college during the succeeding budget year.

                                                                                      VP Ops/Fin
                                                               BOT: April 21, 1966, July 20, 2010

Policy 6.5: Financial Commitments
                                                                            12/4/2012

Insurance and College Property
The Board makes certain that the college property is adequately insured.

                                                                                  VP Ops/Fin
                                                        BOT: December 11, 1967, July 20, 2010

Work Study Funds
The college provides sufficient funds from appropriate budget codes to allow the institution
to participate in the college work study fund scholarship program.

                                                                                 VP Ops/Fin
                                                       BOT: November 17, 1966, July 20, 2010

Policy 6.6: Sale of Surplus Property
Sale of Surplus Property
The Board disposes of surplus property in accordance with General Statute 115D-15, Article 12
of General Statute 160A, and the North Carolina Community College System Equipment
Procedures Manual.
                                                                                   VP Ops/Fin
                                        BOT: January 10, 1991, January 24, 2002, July 20, 2010


Policy 6.7: Investment
Investment and management of college funds will be in accordance with Chapter 115D,
Article 4A of the General Statutes. Operational management of the budget and investments
is delegated to the president and his/her designee by the Board. In addition, the Board may
review budget and investment policies and procedures as needed for the purpose of
recommending policy changes.

The Board adopts the following investment guidelines for the college:

       1. The highest rate of return with minimum risk should be obtained in order to
          maximize safety and yield of funds invested.

       2. Investments should provide no risk of loss in equities.

       3. Safety of principal should be assured through use of FDIC insured accounts or
          investments in U.S. Government securities.

       4. Both short-term and long-term investments should be utilized, but with
          maturities generally not exceeding five years.
                                                                              12/4/2012


       5. Funds used for current operations should be deposited in interest-bearing
          accounts at the highest available yield but retain sufficient liquidity to permit cash
          withdrawals for expenditures.

       6. Measurement of investment yield should be calculated and reported annually to
          the Board. This annual report should include a comparison with the previous
          year's performance and comparisons with standard market performance
          indicators.
                                                                                VP Ops/Fin
                                                     BOT: November 28, 1989, July 20, 2010

Policy 6.8: Debt Collection from Employees
An employee who owes money to the college and whose salary is paid in whole or in part
from state funds must make full restitution of the amount owed as a condition of continued
employment. Thus, the Board may terminate an employee who refuses to pay a debt owed
to the college after proper notice to the employee has been given. Before an employee is
terminated by the Board, he/she will be given the opportunity for a hearing before the
Board. If termination occurs and the debt is not satisfied, the college may pursue applicable
legal means of collection.

                                                                                   VP Ops/Fin
                                                        BOT: September 17, 1985, July 20, 2010

Policy 6.9: Refunds
The Administrative Code specifies the conditions and circumstances in which registration
fees and tuition refunds can be made for occupational extension and curriculum classes.
                                                                                  VP Ops/Fin
                                      BOT: November 23, 1993, January 24, 2002, July 20, 2010


Procedure 6.9.1: Refunds
Continuing Education Classes
                                                                             12/4/2012

   1. A full refund will be made if the college cancels a class.

   2. A student who officially withdraws from an extension class(es) prior to the first class
      meeting shall be eligible for a 100 percent refund.

   3. After the respective class begins, a 75 percent refund shall be made upon the request
      of the student if the student officially withdraws from the class prior to or on the 10
      percent point of the scheduled hours of the class. Note: This rule is applicable
      regardless of the number of times the class meets or the number of hours the class is
      scheduled to meet.

   4. A 100 percent refund shall be made if the student officially withdraws from a contact
      hour class prior to the first day of class of the academic semester or term or if the
      college cancels the class. A 75 percent refund shall be made if the student officially
      withdraws from a contact hour class on or before the tenth calendar day of the class.


   5. Refunds of registration fees for community services and self-supporting classes and
      activities will be granted only in the case of paid pre-registration, if requested in
      writing to the vice president of continuing education prior to the first session of the
      class or activity.

   6. If a student, having paid the required registration fee for a semester or term, dies
      during that semester (prior to the last day of examinations of the college the student
      is attending), all registration fees for that semester or term may be refunded to the
      estate of the deceased.

   7. Military Registration Fee Refund – Upon request of the student, each college shall

       a.     Grant a full refund of registration fees to military reserve and national guard
              personnel called to active duty or active duty personnel who have received
              temporary or permanent reassignments as a result of military operations
              taking place outside the state of North Carolina, thus making it impossible for
              them to complete their course requirements.

       b.     Buy back textbooks through the college’s bookstore operations to the extent
              possible. Colleges shall use distance learning technologies and other
              educational methodologies to help these students, under the guidance of
              faculty and administrative staff, complete their course requirements.

Request for refunds must be made in writing to the vice president of continuing education.

Curriculum Classes
   1. A 100 percent refund will be made if the college cancels a class.
                                                                             12/4/2012


   2. A 100 percent refund will be made if the student officially withdraws prior to the first
      day of class(es) of the academic semester or term as noted in the college calendar.

   3. A 75 percent refund will be made if the student officially withdraws from the
      class(es) prior to or on the official 10 percent point of the class.

   4. For classes beginning at times other than the first week (seven calendar days) of the
      semester, a 100 percent refund will be made if the student officially withdraws from
      the class prior to the first class meeting. A 75 percent refund will be made if the
      student officially withdraws from the class prior to or on the 10 percent point of the
      class.

   5. A 100 percent refund will be made if the student officially withdraws from a contact
      hour class prior to the first day of class of the academic semester or term or if the
      college cancels the class. A 75 percent refund will be made if the student officially
      withdraws from a contact hour class on or before the tenth calendar day of the class.

   6. When a student, having paid the required tuition for a semester, dies during that
      semester (prior to or on the last day of examinations of the college the student was
      attending), all tuition and fees for that semester may be refunded to the estate of
      the deceased.

   7. Military Tuition Refund – Upon request of the student, each college shall

       a.     Grant a full refund or tuition and fees to military reserve and national guard
              personnel called to active duty or active duty personnel who have received
              temporary or permanent reassignments as a result of military operations
              taking place outside the state of North Carolina, thus making it impossible for
              them to complete their course work.

       b.     Buy back textbooks through the college’s bookstore operations to the extent
              possible. Colleges will use distance learning technologies and other
              methodologies to help these students, under the guidance of faculty and
              administrative staff, complete their course requirements.

Applicable federal regulations regarding refunds will supersede state refund regulations
stated in this rule.

Policy 6.10: Use of Profits from Vending Machines and
Other Convenience Concessions
                                                                             12/4/2012

In accordance with NCGS 115D-58.13, the Board of Trustees adopts the following policies for
the budgeting, accounting and expenditure of funds generated through vending machines
and other convenience concession activities:

Profits may be used for the following purposes listed herewith and for no other purposes:
   1. Support of these operations.

   2. Matching student aid funds and for other forms of student financial aid.

   3. Expenditures of direct benefit to students.

   4. Institutional-related expenditures authorized by the Board.

   5. Food and other related entertainment expenses.

In accordance with 23 NCAC 2D.0312, funds generated through vending facilities, vending
machines, and other convenience concession activities shall not be used to supplement the
salary of the college president.

(Note: reworded to matched current rules as established by State Board and listed in Section 4
of the NCCCS Accounting Procedures Manual as revised March 17, 2006.)

                                                                                   VP Ops/Fin
                      BOT: October 19, 1972, October 17, 1974, January 24, 2002, July 20, 2010

Policy 6.11: Use of Profits from Bookstore Operations
In accordance with General Statutes 115D-58.13 and 115D-5(al) for the budgeting, accounting,
and expenditures of funds generated through bookstore operating profits, the Board has
adopted the following policy:

   1. Bookstore funds may be used for support of bookstore operating expenses including
      but not limited to salaries, supplies, travel, materials, operating resources, and
      equipment associated with the operation, support, and enhancement of the
      bookstore.

   2. Funds in excess of these operating expenses may be used in support of:
          Student aid and/or scholarships
          Other expenditures of direct benefit to students (e.g., funding of positions
             for financial aid; support of The Student Government Association)
          The construction and renovation of the Bookstore itself.
          The Student Center (operations of student associations and activities, and the
             construction and renovation)
                                                                            12/4/2012

   3. Expenditures of all funds in excess of bookstore operating expenses will be approved
      in advance by the Board. Funds may not be used for:

             Supplemental salaries or bonuses of any personnel
             Administrative support of the college other than that allowed above
             College entertainment expense (educational activities for non-college
              personnel or college personnel to enhance student success is permissible.
              Functions in which the primary purpose is lobbying or soliciting donations
              would be considered entertainment and are not permissible.)
             Construction not listed in item 2 above.

   4. Prior to the fall semester, the Board will review and approve the amount of mark-up
      to be charged bookstore users. Textbook mark-ups will be consistent with standard
      publishers' mark-ups, and every effort will be made to keep student textbook costs
      as low as possible.
                                                                                  VP Ops/Fin
                                                         BOT: November 8, 1990, July 20, 2010

Policy 6.12: Travel
Travel by employees, Board members, and students on official college business is subject to
regulations contained in Section 5 of the North Carolina Community College Systems
Accounting Procedures Manual.

                                                                                  VP Ops/Fin
                                                                BOT: July 2002, July 20, 2010

Procedure 6.12.1: Travel
Request
The appropriate supervisor and the supervising vice president must approve in advance
requests for travel. The president must approve out-of-state or out-of-country travel
requests. When employees travel on official college business outside the local area (defined
as travel within Columbus County), even when the travel is at no expense to the college,
they must complete a Travel Request form to obtain authorization to be absent from their
duty stations. The completed Travel Request form may serve as verification that the travel
was work-related in the event of injury or death of the employee. A copy of the form is sent
to the employee after the supervisor and the vice president have approved the request. The
employee must attach the approved copy of the Travel Request form to his/her Travel
Reimbursement Request. Employees’ ID number must appear on all requests for travel and
reimbursement.

Local travel should be done with the knowledge and approval of the immediate supervisor
and within the scope of the employee’s normal duties.
                                                                               12/4/2012

Transportation Expense Limitations
Travel expense is limited to the actual cost of public carrier or the approved mileage
reimbursement rate plus tolls and parking fees for private transportation. All expenses
except tolls and parking fees incurred in using private cars are part of the mileage
reimbursement rate. Employees must obtain receipts for tolls or parking fees to obtain
reimbursement for these costs when they exceed four dollars per day. Reimbursement for
travel using a personal auto for the convenience of the employee may be at a reduced
mileage rate or the cost of more economical alternate transportation.

Subsistence
Reimbursement for subsistence (meals and lodging) is limited to actual expense not to
exceed the maximum allowable statutory rates for in-state and out-of-state travel. Payment
of sales tax, lodging tax, local tax or service fees applied to the cost of lodging is allowed in
addition to the lodging rate and is paid as a lodging expense. The president must approve
travel requests that include lodging expenses in excess of the authorized daily rates.
Employees must have receipts to support all claims for reimbursement for lodging expense.

Registration Fees
The president must give advance approval to any travel involving registration fees. Travel
regulations allow reimbursement of the actual cost of conference registration fees when
supported by a valid receipt or invoice. The cost of meals included in registration fees may
not be duplicated in reimbursement requests.

Advance
When employees request advance travel money, they must follow the guidelines below:

   1. They must submit proper documentation to the Business Office a minimum of ten
      workdays prior to the time of needed advance. The appropriate vice president may
      make an exception in rare circumstances.
   2. Unless travel expenses and the advance request amount to at least $75, travelers
      should not apply for an advance.
   3. In accepting the advance payment, travelers agree that it is their responsibility to
      submit a Travel Reimbursement Request to the Business Office and repay any excess
      funds owed to the college within thirty (30) days after completion of travel.

Reimbursement
Employees must submit requests for reimbursement of travel expenses through their
supervisor to the respective vice president on a Travel Reimbursement Request form not
later than the first day of the month following the month in which they complete travel. The
vice president forwards the request to the Business Office by the fifth day of the month
following the month in which employees complete travel.

Necessary forms and assistance in the preparation of requests for reimbursement of travel
expense are available in the Business Office. Claimants must provide written evidence of
payment of lodging, tolls, parking fees, registration fees, and common carrier expense.
                                                                               12/4/2012

Failure to submit requests with supporting data by the proper date may result in
non-payment.



Procedure 6.12.2: Use of College Vehicles
College vehicles may be available when employees or students need transportation for
official college functions, such as field trips that are an integral part of instructional
programs, athletic programs, student club activities, or other special occasions that may
arise.

Academic Use
Individuals using college vehicles are responsible for recording the odometer mileage
readings at departure from and return to campus. Mileage charges to respective
departmental budgets are based on the currently approved rate.

Non Academic Use
Charges for non-academic use of college vehicles for student clubs, athletics, organizations,
or other student groups reflect the current rate as determined by the Business Office. The
Business Office charges an appropriate activity within the SGA budget for this amount. If the
SGA is not providing financial sponsorship for the activity, then the sponsor of the activity is
responsible for the collection of money from students or other sources to cover the cost.
The sponsor of any non- academic or academic use of a vehicle is responsible for scheduling
the vehicle, recording mileage, and submitting records to the Business Office.

Authorization to Drive College Vehicle
Employee or student drivers should have a driving record free of moving violations for the
past three years. Each prospective driver must make an application to qualify for driving a
college vehicle through the vice president of operations and finance. Drivers must have
approval before driving a college vehicle. It is the responsibility of the trip sponsor to make
the arrangements to qualify drivers.

Upon receipt of the completed application and the corresponding Motor Vehicle Record
report (MVR) of the driver, the application will be approved subject to the following
minimum standards:

Based on accident/violation history, an individual’s driver record becomes unacceptable if
      one or more of the following exists:
   Two or more at-fault accidents in the last three years.
   One or more Major violation(s) in the last three years.
   Any combination of at-fault accidents and Minor violations which equal three or more
      in the last three years.
                                                                                12/4/2012

Designation of Major and Minor violations are based on a survey of state point systems.
Violations receiving the higher number of points are classed as Major. These are considered
serious in nature.

Major Violations Include:
    Driving under the influence of alcohol
    Driving under the influence of drugs
    Negligent homicide arising out of the use of a motor vehicle
    Using a motor vehicle for the commission of a felony
    Aggravated assault with a motor vehicle
    Permitting an unlicensed person to drive
    Reckless driving
    Speed contest/racing
    Hit and Run driving
    Speeding 20 mph or more over the speed limit
    Operating a vehicle without a valid driver’s license

Minor Violations
    All moving violations not listed as Major violations

It is the responsibility of the driver to immediately notify the office of the vice president of
operations and finance of any violations received or changes in driver license status
subsequent to the date of approval. The MVR will be run on an annual basis.

Passengers
Only students and employees or others legitimately participating in an activity of the college
are eligible to ride in college vehicles. The vice president of operations and finance may
approve others as passengers in college vehicles if space is available and provided such
approval is requested in advance and current insurance coverage is available.

Scheduling College Vehicles
The office of the vice president of operations and finance schedules the use of college
vehicles. Employees should request the use of vehicles through the appropriate supervisor.
The vice president of operations and finance makes final approval. An application form for
college vehicle use is available on the college Infonet site.

Whenever a college vehicle is not available and an employee/sponsor is approved to use
his/her private vehicle, the employee/sponsor is required to have current liability automobile
insurance on the vehicle to be used when traveling.

Cancellation of Vehicle Use
If a scheduled activity is changed and the vehicle not used, the requester should notify the
vice president of operations and finance immediately.
                                                                                12/4/2012


Conditions of Use
Users of college vehicles should return the vehicle to the appropriate location promptly and
in clean condition.


Policy 6.13: Assignment of College Car to the President
The Board authorizes the assignment of a college car to the president. Recognizing the
varied schedule and functions in which the president is called upon to represent the college,
it is the intent of the Board to allow as liberal use of the car by the president as permitted
within applicable laws and regulations. Specific local guidelines concerning use of the car
are as follows:

   1. Use of the car by the president is considered to be for college business purposes.

   2. Personal use of the car by the president, including commuting, is permitted, provided
      reimbursement of the cost of such use, except for de minimus personal use, is made
      on a monthly basis. The amount to be reimbursed will be determined according to
      applicable Internal Revenue Service guidelines and the percentage of personal use
      for the month.

   3. A travel log is to be filled out on a daily or trip basis when the car is in use. The travel
      log is to be submitted to the college Business Office following the end of each month
      and will be used to determine the amount of personal use reimbursement that is due.

   4. Insurance for the car will be provided by the college as part of the policy coverage for
      all other college vehicles.

   5. The president will be responsible for routinely checking the car to insure proper oil
      level, radiator water and antifreeze levels, battery water level, condition of belts and
      hoses, proper tire inflation, and other normal car care measures. The college will be
      responsible for the cost of maintaining the car. The president should arrange for
      safety inspections, preventive maintenance, and vehicle repairs through the college
      Maintenance Department whenever possible.

       At the request of the president, the Board may permit the president to use his or her
       personal vehicle in lieu of being assigned a college car. When use of a personal
       vehicle is authorized, reimbursement for vehicle use while on college business will be
       made at the state-approved mileage rate and/or through payment of a monthly travel
       allowance approved by the Board.

                                                                                 VP Ops/Fin
                                  BOT: September 30, 1997, September 19, 2000, July 20, 2010
                                                                            12/4/2012



Technology Services
Policy 7.1: Information Systems Access
The Information Systems (IS) Access Policy provides secure and equitable use or
management of IS resources at Southeastern Community College (SCC). For the purposes of
this policy, IS services currently include data and voice communications. This policy is
intended to be flexible enough to meet users’ needs while maintaining the integrity and
security of IS systems. SCC adheres to the “least privileged” access philosophy, which means
that users get access only to what they must have in order to complete their assigned task
and nothing more.

All information systems access must be requested through the appropriate vice president or
the president. Full-time employees at Southeastern Community College will be assigned a
desktop computer in a standard work configuration. The college administration must
approve all other access and any other or special configurations required for completion of
job responsibilities. If a laptop computer is approved for an individual, they will receive a
laptop computer, docking station, monitor, keyboard, and mouse in place of a desktop
computer. Additional equipment purchased for the college by other funding sources may be
assigned to college personnel but funding (or recognition of in-kind support) must be
provided for maintenance/upkeep of these items. Items purchased from other funding
sources must similarly be replaced from outside funding or scrapped when they become
obsolete.

                                                       VP Oper & Fin, VP Wrkf & Comm Dev
                                              BOT: March 16, 2010, July 20, 2010, May 15, 2012



Procedure 7.1.1: Information Systems Access
Guidelines

The following guidelines provide for normal access to IS systems for each of the categories
listed below. Deviations from normal access require written justification and must be
approved by the vice president of academic and student affairs.

Full Time
                                                                            12/4/2012

Full-time employees receive a computer with e-mail access, Internet access, an office suite,
and other software associated with the current full-time employee template. They also have
a telephone with long distance access and voice mail. Prior to leaving employment, these
employees complete a Southeastern Community College Clearance Form, which initiates the
removal of their IS access.

Part-Time Regular

Part-time regular employees are given IS access only when such access is required by their
jobs. Their data and telephone access needs are met by existing workstations or telephones,
whenever possible. In order for part-time regular employees to be considered for dedicated
workstations or telephones, they should be employed at least 20 hours per week and spend
at least 50 percent of their working time using the computer or telephone. Also, as part of
completing the IS Access Request Form, the appropriate vice president must provide
written justification for each IS service requested. The services and access are provided,
when approved. Prior to leaving employment, part-time regular employees complete a
Southeastern Community College Clearance Form, which initiates the removal of their IS
access.

Part-Time Temporary

Part-time temporary employees are given IS systems access only when required by their
jobs. Their data and telephone access needs are met by existing workstations or telephones,
whenever possible. Part-time temporary employees should not be granted long distance
telephone access unless it is absolutely necessary for the accomplishment of their assigned
tasks. In order for part-time employees to be considered for dedicated workstations or
telephones, they should be employed at least 20 hours per week and spend at least 50
percent of their working time using the computer or telephone. As part of completing the IS
Access Request Form, the president or appropriate vice president must provide written
justification for each IS service requested. These employees have network expiration dates
that match their part-time contract expiration dates. The Information Technology (IT)
technicians notify the appropriate vice president one month prior to the expiration date. The
contract expiration date keys the removal of the employees IS access unless the employees
are issued a new temporary contract, or the vice president requests a temporary extension
to complete a new contract.

Non-Employee

This access includes persons who are not employed by SCC but who provide services to SCC
customers from the colleges location. Generally non-employees receive no access to IS
services. However, given the mission of SCC and the colleges position of leadership in the
community, there may be situations when non-employees need IS access. Persons not
employed by SCC should not receive access to the Administrative Software; rather, college
                                                                              12/4/2012

employees should meet these persons informational needs. Telephone access should be
met through the non-employees wireless service, whenever possible. As part of completing
the IS Access Request Form, the president or vice president in charge of the employees
must provide written justification for reimbursement of costs incurred for each IS service.
Non-employees have expiration dates, which key the removal of their IS access. Non-
employee access is evaluated as part of the colleges annual review. However, the
supervising vice president must request removal of access from a non-employee when the
access is no longer needed.

IS Object

This group includes things such as the elevator telephone, registrars e-mail box, and other
access that does not relate to a specific person. Generally, SCC minimizes the number of IS
Objects and creates them only when necessary for the effective and efficient operation of
the college. IS Objects that are granted access to log into network services are strongly
discouraged and only used when absolutely necessary. As part of completing the IS Access
Request Form, the president or vice president requesting the IS Object must provide written
justification for each IS service. IS Object access is evaluated as part of the colleges annual
review. However, the supervising vice president must request removal of access from a non-
employee when the access is no longer needed.

Student

Normally, students are provided access to network resources utilizing a generic login on the
instructional laboratory computer that they are using. However, some students may require
their own login and password in order to access the college server resources necessary for
their studies. This student access is requested through the vice president of academic and
student affairs. Also, all curriculum students are provided access to the colleges instructional
printing control software each semester they are registered. At the end of each semester, all
student access is deleted. It is the responsibility of the academic deans to inform the IT staff
if a student needs his/her access removed during the semester.

Extended Absences from Work

There are a number of reasons (extended sickness, temporary disability, military leave,
family leave, educational, sabbatical, faculty summer off, etc.) that users may have extended
absence from work. If that absence exceeds one calendar month, the users immediate
supervisor must inform their vice president who will then request that the users access be
disabled. The users network and workstation access will be temporarily disabled while
leaving their email account enabled for communication purposes. The users immediate
supervisor will inform their vice president when the user is to return and the vice president
will request that the users access be enabled as of that date.
                                                                              12/4/2012

Faculty that are not scheduled to work during the summer semester as part of their normal
nine (9) month contract are not considered to be on an extended absence during that
semester. These employees are designated as professionals and as such are expected to
dispatch certain responsibilities during the summer semester that requires that their
Information Systems Access stay intact.




Policy 7.2: Remote Network Access
Southeastern Community College allows limited remote access to the college’s network as
needed and only when that access strictly adheres to the guidelines provided by this policy.

                                       Director, Information Technology, VP Stud Dev & Tech
                                                           BOT: March 16, 2010, July 20, 2010

Procedure 7.2.1: Remote Network Access
Purpose

The college recognizes the need for remote access to the college’s private network
resources. The purpose of this policy is to provide guidelines for remote access that
maintains the security of the college’s network. This policy applies to anyone accessing
resources inside the college’s private network.

VPN Access

Approved Southeastern Community College (SCC) employees and authorized third parties
(customers, vendors, etc.) may utilize the benefits of the college’s Virtual Private Network
(VPN) to access network resources as if they were on campus. Approval for VPN access will
be obtained through the special configuration allowance defined in the Information Systems
Access Policy. This is a “user managed” service, which means that the user is responsible for
selecting an Internet Service Provider (ISP), coordinating installation, installing any required
software, and paying associated fees. The user must adhere to the following access
guidelines:

Guidelines

The following are the guidelines that must be followed in order to remotely access the
college’s network resources via a VPN connection:

1.     It is the responsibility of the user with VPN privileges to ensure that unauthorized
users are not allowed access to SCC’s internal networks.
                                                                               12/4/2012

2.     VPN use is to be controlled with user authentication in the form of a username and
strong password.

3.       When actively connected to the college’s network, the VPN connection will force all
traffic to and from the PC over the VPN tunnel: all other traffic will be dropped.

4.     Dual (split) tunneling is NOT permitted; only one network connection is allowed.

5.     All VPN gateways will be set up and managed by SCC’s IT department.

6.      All computers connected to SCC internal networks via VPN must use up-to-date anti-
virus software and must have the latest operating system security patches applied. The
status of these updates will be checked by a Network Access Controller, which will deny
access until the required updates are current (Not yet in place).

7.       VPN users will be automatically disconnected from SCC's network after thirty minutes
of inactivity. The user must then logon again to reconnect to the network. Pings or other
artificial network processes are not to be used to keep the connection open.

8.     The VPN concentrator is limited to an absolute connection time of 1 hour after which
the user will be required to log on again.

9.     Only approved VPN clients may be used and are available from the IT department.
SCC will not load the VPN client or accept responsibility for issues arising from the loading of
the VPN client on any hardware that does not belong to the college.

10.    By using VPN technology with personal equipment, users must understand that their
machines are a de facto extension of SCC's network, and as such they should ensure that
they are Malware free prior to establishing a VPN connection.

Web Access

The college provides web resources (web pages, infonet, email, etc.) to both
unauthenticated and authenticated users. The users must adhere to the following access
guidelines:

Guidelines

The following are the guidelines that must be followed in order to access the college’s web
resources:

1.     Unauthorized users should not attempt to access authenticated resources.
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2.    It is the responsibility of the user with authenticated access to ensure that
unauthorized users are not allowed to access authenticated resources.

Remote Desktop Access

The college discourages all remote desktop access to computers on the college’s private
network. However, the college also recognizes the fact that remote access is sometimes
necessary for support purposes.

Guidelines

The following are the guidelines that must be followed in order to allow remote desktop
access:

1.     Remote desktop access should only be used for technical support purposes and
should be justified prior to the connection being allowed.

2.     Remote desktop access should be the last resort in obtaining technical support
especially from outside the college’s private network.

3.    Remote desktop access to college computers from outside the college’s private
network is prohibited unless a member of the IT staff is present.

4.     The remote desktop computer must be logged out of all applications requiring
authentication unless the application is the reason for the remote connection. The user is
ultimately responsible for the privacy of the sensitive information on their computer.

Policy 7.3: Information Systems Network Security
Information systems (IS) are constantly being challenged worldwide with security breaches
occurring at an ever-increasing rate. The security objective of Southeastern Community
College is to have an IS network that is free of security breaches. To address this objective,
the college will install systems and develop procedures that minimize network perimeter
intrusion and internal incidents, detect intrusions and incidents that occur, and respond
appropriately to each.

                                       Director, Information Technology, VP Stud Dev & Tech
                                                           BOT: March 16, 2010, July 20, 2010




Procedure 7.3.1: Information Systems Network Security
                                                                             12/4/2012

Guidelines

The foundation of network security is based on the premise that all equipment attached to
the network adheres to appropriate security procedures. To accomplish this objective, it is
necessary that only Southeastern owned, configured, and updated equipment reside on the
network. Any non-college owned equipment destined for network connectivity must be
presented by the president or respective vice-president to the dean of information and
technology and its configuration approved by the IT department prior to installation. It is
also very important to make sure that any college owned equipment that has been
connected to another network is free of any malwares (virus, trojan, adware, etc.) it may
have picked up from the other network. It is essential that employees take the time to scan
and clean the equipment with antivirus software BEFORE it is connected back to the campus
network.

Perimeter Defense

The first step in preventing network security breaches is to establish traffic patterns that
allow information packets to go where they need to go and nowhere else. This process
begins at the point where Internet traffic meets SCCNET traffic and encompasses three (3)
broad strategies.
1. The first line of perimeter defense will be the firewall with Intrusion Protection System
(IPS). The firewall will have three (3) interfaces: external; internal; and demilitarized zone
(DMZ). All TCP and UDP ports on all interfaces will be closed to inbound traffic unless there
is a specific reason for them to be open. Ports needed on intermittent bases will be closed
when not in use.
2. The internal line of network defense consists of virtual local area network (VLAN) routing
on SCCNETs core switch. Each functional area of the network will have its own VLAN. Access
lists will be written to keep inter-VLAN traffic to an absolute minimum.
3. There is an additional line of internal network defense, which consist of a firewall with
Intrusion Prevention System between the administrative server (CIS) and the remainder of
the internal network.

Intrusion Prevention

The second step in preventing network security breaches is intrusions or incident detection.
The IT department uses a combination of tools to monitor the network for abnormal
patterns. These abnormal patterns are picked-up from various logs (Firewall, Router, Error,
                                                                               12/4/2012

Authentication, etc.), console screens, graphics, etc. The various monitoring points are
defined and checked-off in monthly document entitled SCCNET Monitoring.

Intrusion Response

The final step is to respond appropriately when there appears to be a security breach. The IT
department will follow internal procedures (IS Business Continuity Plan) whenever an
intrusion or incident is detected. The procedures will include steps such as:
1. Initializing a potential security breach event
2. Escalate an event to a security breach and assign it identification
3. Coordinate response team
4. Communicate security breach to parties needing to know
5. Contain and eradicate security breach
6. Perform forensic analysis of security breach
7. Eliminate a security breaches means of access and/or related vulnerabilities
8. Return system(s) to normal operation
9. Identify and Implement Security Lessons Learned
10.Create executive summary and file results




Policy 7.4: Information Systems Security
Mission critical data is secure and available on demand to authorized users.

                                       Director, Information Technology, VP Stud Dev & Tech
                                                           BOT: March 16, 2010, July 20, 2010

Procedure 7.4.1: Information Systems Security
Guidelines

User Access Authorization

Each Southeastern Community College Information Systems Network (SCCNET) user/object
must have an approved Access Authorization record, which is obtained through the
following procedure:
                                                                               12/4/2012

   1. For all new access, the supervising vice president/president electronically submits an
      IS Access Request Form, which defines all of the access requested for the new user.
   2. Current IS access changes can be submitted by the supervising vice president
      /president through email to the director of information technology. The email is
      electronically filed in the corresponding IS Access Authorization record. Current IS
      access can also be changed on the Annual IS Authorization Form submitted and
      signed by the supervising vice president/president.
   3. The IS Access Authorization database will be maintained and shows a current
      detailed record of each user’s/object’s authorized access.

Login/Password Protection

The IT staff builds each employee’s access on the system(s) for which the supervising vice
president/president has authorized use. They also build or provide the information necessary
to build student access. Users will be required to enter a unique username and password in
order to gain access to the college’s information systems services/resources.

   1. The standard for employees’ and students’ login identification (user ID) is their first
      name (not to exceed 12 characters) as it appears on the college’s administrative
      server (unless they have specified a preferred name in the college administrative
      server, which will be used) plus their 2 digit birth day plus the last four (4) digits of
      their college administrative server identification number. Example: John J. Doe was
      born on June 5, 1988 and has a college administrative server identification number of
      123456789. This user’s ID would be John056789.
          A. The new user ID convention will be used for WebAdvisor access and be
              incorporated into other applications as they are moved to Microsoft Active
              Directory services.
          B. Since we cannot have duplicate user ID’s, any duplicates will be resolved by
              adding a sequential number at the end of the user ID starting with the number
              01. The user ID cannot exceed 20 characters so the first name will be reduced
              by two characters in these cases.
   2. The standard for the employees’ and students’ initial password is the first, middle,
      and last name initial as they appear in the college’s administrative server plus their
      two (2) digit birth month plus their two (2) digit birth day plus their two (2) digit birth
      year plus an asterisk (*). The password should be set to change upon the first login.
      In our example, the user’s initial password would be jjd060588*.
   3. Employees and students will use their user ID to log into their college email account.
          A. Employees email will be built with an alias email address that will be created
              from the college administrative server first name plus a “.” plus their last
              name unless they have specified a preferred name in the college
              administrative server. In that case, their alias email address will be the
              college’s administrative server preferred name plus a “.” plus their last name.
                                                                               12/4/2012

                 If a duplicate alias email address occurs, a sequential number will be added
                 after the last name starting with the number 1.
              B. Student email will be built using their user ID.
   4.    Users are required to enter unique passwords the first time the data services are
         utilized. For the following services, users are encouraged to use unique passwords
         that include alphanumeric, upper and lower case, and special characters rather than
         common predictable passwords such as the names of pets and family members,
         addresses, birthdates, or social security numbers.
              A. Novell Directory Services (NDS) network access
              B. CIS Administrative Software access
              C. GroupWise email access
              D. Voice Mail access
              E. Windows access
   5.    A password life of 90 days is in effect on the NDS and the Administrative Software
         services. Both services require a new, never-before-used password. When the 90
         days have expired, the user must change the password to maintain access.
   6.    The GroupWise, Windows, and voice mail passwords are set during the user's initial
         training and are not configured to expire. However, users are encouraged to change
         them periodically and especially when they suspect their passwords have been
         compromised.
   7.    All system level administrative login passwords are changed at least every 45 days.
   8.    Additional layers of security exist in the Administrative Software.
              A. CIS security is controlled through the specific security system built into the
                 Colleague software.
              B. The break parameter is disabled in all applications.
   9.    No authorized users should provide anyone with their IDs or passwords, and no
         authorized or unauthorized users should use the IDs and passwords of another
         authorized user.
   10.   Users who think their passwords may have been compromised should change them
         immediately.
   11.   Multiple logins on any of the SCCNET services are discouraged. However, multiple
         sessions may be opened within the Administrative Software services with each
         requiring authentication.

Inactivity Protection

Any workstation inactivity for 10 minutes will have a password-protected screensaver
invoked. Any workstation with a CIS session inactive for an hour is automatically logged out
of that session by the system. Inactive VPN connections will be automatically terminated
after 30 minutes.

Physical Security
                                                                              12/4/2012

High tensile steel cables and Master locks physically secure IS hardware in public high traffic
areas.

   1. All CPU’s, flat panel monitors, and printers are secured in instructional labs.
   2. All administrative network printers are secured.
   3. Computers designated for general use in public areas, e.g., the Internet, are secured.
   4. Telecommunication closets are secured by locks to which only the IT staff, the vice
      president of student development and technology services, and the maintenance
      manager have keys.
   5. The campus telecommunications demarcation room houses all outside SCCNET
      connections, servers, and server consoles access. Access to this area is restricted to
      the IT staff and maintenance manager only. The demarcation room has a
      combination lock that is changed periodically.

Private Data Security

It is critical that we protect the privacy of our customers whether they are students, patrons,
vendors, or employees. The essential element in maintaining the privacy of our customers’
information is vigilance on part of those employees entrusted with that information. The
employees’ vigilance can best be supported by continuous reminders to that effect.
Southeastern will provide privacy guideline reminders through its shared email folder at
least quarterly.

Southeastern will also use appropriate technology to help assure that our customers’
information stays private. This technology will include such things as encrypting network
data packets to assure that the information is unreadable if hijacked while in transit. The
college will also utilize technology to encrypt data housed on mobile media such as laptop
hard drives and USB Flash Drives.

All administrative laptops will have a fully encrypted hard drive that requires a boot
password before loading the Windows environment. This will prevent the data, potentially
our customers’ private information, from being accessed if the laptop is lost or stolen. All
administrative laptops will also have a unique username that must be entered prior to
accessing the Windows environment. If the laptop is stolen or lost, the user must
immediately report it to the IT Department.

All USB Flash Drives used for administrative purposes (such as student, employee, financial,
and other confidential information) will be provided by the IT Department. The provided
USB Flash Drives will include at least 128bit password protected encryption that will be pre-
set. A user with employee network access must request a USB Flash Drive through their vice
president. The IT Department will provide the user with a fully encrypted USB Flash Drive
and password when they receive the request from the vice president. The user is then
                                                                             12/4/2012

responsible for the safe-keeping of the USB Flash Drive. If the USB Flash Drive is stolen or
lost, the user must immediately report it to the IT Department. The user must return the
USB Flash Drive to the IT Department when they no longer need it or as part of their
checkout when leaving the college’s employment.

Console Protection

The system consoles, housed in the campus demarcation room, are used only by IT staff.
Off-campus access to the servers is occasionally necessary for support and maintenance
purposes. Access is gained through a VPN connection or through a secure remote control
session. The VPN creates a very secure encrypted tunnel between the client’s computer and
specific IP addresses on the inside network. The secure remote control session is setup
through a secure tunnel via the Internet. The session must be accepted by the IT staff and
monitored throughout the connection.

Once the VPN challenges are met, the user must enter valid Administrative Software or
Novell NDS usernames and passwords. In the case of accessing a Novell server, the user
must know the server’s IP address, the secure port number, and the password set on that
secure port. In the case of the CIS server, remote access by root is disabled.

Unauthorized Access

Any instance of unauthorized access or attempted access discovered by employees should
be immediately reported to the IT staff.

User Termination

IS Access removal is part of the IS Access Policy. The IT staff removes the user access from
all systems at 5:00 p.m. on the user’s last day of employment unless otherwise requested by
the supervising vice president.




Policy 7.5: Contractor Non-Disclosure Agreement
Southeastern Community College will require all contractors and consultants to sign the
following non-disclosure agreement prior to providing them access to confidential,
privileged, or other sensitive information that may compromise the privacy of the college’s
stakeholders or information systems.

Procedure 7.5.1: Contractor Non-Disclosure Agreement
                                                                              12/4/2012

In the course of performing contracted services, the Contractor may be or has been given
access to or entrusted with confidential, privileged, or other sensitive data (collectively
referred to herein as “Confidential Information”) in the performance of their duties for
Southeastern Community College (Southeastern). Confidential information includes all
information gleamed from their activities that is not generally known by the public.
Confidential information includes but is not limited to software, license, databases
(employee, student, vendor, financial, etc.), documents, images, correspondence, network
design and configurations, passwords, etc. that constitute Southeastern’s information
systems.

By signing this agreement, the Contractor binds the business, its employees, and other
agents of the business to this Non-Disclosure Agreement in perpetuity. As a condition to
receiving access to the Confidential Information, the Contractor shall agree to:

1.     Hold all Confidential Information in trust and strictest confidence during and after the
date of its creation or disclosure;

2.     Use the Confidential Information solely for the purpose of performing duties
contracted for;

3.     Not discuss with, disclose, release, reproduce or otherwise provide or make available
the Confidential Information, or any portion thereof, to any person or entity other than
those necessary in the execution of contracted services and only after making them fully
aware of the Contractor’s binding Confidentiality and Non-Disclosure Agreement;

4.     Neither retain or incorporate any of the Confidential Information into any medium
other than may be required for Southeastern’s exclusive benefit;

5.      Establish safeguards to protect the Confidential Information from unauthorized use
or disclosure;

6.      Indoctrinate its employees or agents who will have access to the data as to the
restrictions under which access is granted;

7.     Protect, defend, indemnify and hold harmless Southeastern Community College from
and for any and all claims brought by third parties to the extent arising from, or in
connection with any damages, and any and all forms of liability to the extent resulting from
such claims when the Contractor is found at fault for the disclosure of Confidential
Information.

By signing this agreement, the Contractor agrees to comply fully with and be bound by all of
the terms, provisions and conditions herein contained. If the Contractor shall at any time
breach, violate or fail to comply fully with any of the terms, provisions or conditions of this
Non-Disclosure Agreement, Southeastern shall be entitled to equitable relief against the
                                                                             12/4/2012

Contractor by way of injunction to restrain such breach or violation or to compel compliance
fully with the terms, provisions or conditions of this Non-Disclosure Agreement. The rights
and remedies of Southeastern under this Non-Disclosure Agreement are in addition to all
rights and remedies to which Southeastern is or shall be otherwise entitled.

I represent that I am an officer, or someone with comparable authority, of the Contractor.
By signing this agreement, I bind the Contractor, its employees, and its agents to this Non-
Disclosure Agreement.

___________________________________________________

Contractor Company Name

___________________________________________________

Address

___________________________________________________

State/Zip

___________________________________________________

Contractor’s Representative (Printed)

___________________________________________________

Contractor’s Representative (Signature)

                                        Director, Information Technology, VP Stud Dev & Tech
                                                            BOT: March 16, 2010, July 20, 2010



Policy 7.6: Allocation of Information Systems
Southeastern Community College (SCC) encourages effective use of information systems
resources in fulfilling its mission and provides adequate information systems resources
consistent with available funding.

                                        Director, Information Technology, VP Stud Dev & Tech
                                                            BOT: March 16, 2010, July 20, 2010

Procedure 7.6.1: Allocation of Information Systems
                                                                             12/4/2012

Guidelines

Identified needs are reported to the appropriate supervisor, division dean, or vice president
who incorporates this information into the college’s strategic planning process. This
process is used to further define the information systems resource needs, to develop
proposed strategies for achieving desired outcomes, and to estimate the cost of
accomplishing those proposed strategies.

Since financial resources may not be available to meet all requests, the Planning and Budget
Council and the college administration assign priorities. The highest priority in evaluating
information systems resource requests is given to meeting instructional needs, followed
closely by needs related to meeting state-mandated administrative operations. Within the
instructional division, priority is given to providing information systems resources for
scheduled classes and to equipping an open lab available to students for practice sessions
and computer-related class assignments. Priority in the college’s administrative operations
is given to the Administrative Software system on which student and financial records are
maintained.

The college administration makes microcomputer resources available to faculty and staff
upon request, subject to available financial resources and approval. Faculty and staff are
encouraged to develop computer literacy skills, and in-house training is provided on a
regular basis. In addition, full-time faculty and staff are encouraged to purchase
microcomputers for personal use through a state plan allowing purchase at state contract
prices and through the SCC Foundation, which provides interest-free loans for
microcomputer purchases.

Budget considerations may limit the college’s ability to purchase needed information
systems resources. In these instances, the college administration determines the allocation
of available resources through the process described above. Alternative sources of funds
are sought to supplement state funds normally used for equipment purchases where
possible.

Policy 7.7: Use of Information Systems
Access to information systems, including the Internet, computer systems, and computer
networks at Southeastern Community College, is provided to authorized users for those
resources that they have been granted rights to use. This use is granted subject to state
laws, including, but not limited to, North Carolina General Statutes, Article 60, “Computer-
Related Crime,” Chapter 14:453, 457; and federal laws, including, but not limited to,
Computer Fraud and Abuse Act of 1986, Computer Fraud and Abuse Act of 1994, Computer
Matching and Privacy Protection Act of 1988, Computer Security Act of 1990, and
subsequent amendments to these laws.
                                                                             12/4/2012

Use of information systems must be ethical, reflect academic honesty, and demonstrate
restraint in the use of shared resources. Use must also be free from intimidation,
harassment, and unwarranted annoyance. User must be respectful of intellectual property;
ownership of data, system security, and individual privacy. Violations of this policy and/or
accompanying guidelines result in appropriate disciplinary action through college judicial
procedures, which may include, but not be limited to, suspension of computing and
information system access privileges, termination of employment, and suspension or
expulsion.

                                       Director, Information Technology, VP Stud Dev & Tech
                                                           BOT: March 16, 2010, July 20, 2010

Procedure 7.7.1: Use of Information Systems
Guidelines

This policy applies to students, employees, and other authorized users. The president of the
institution and/or his/her designee makes the initial determination of violations under this
policy. Unauthorized users are subject to prosecution under relevant state and federal laws
and SCC will contact state or federal authorities for prosecution.

Students utilizing the generic laboratory workstation will be made aware of the IS Use Policy
through the Student Handbook and by posting of the policy in all student labs and access
points. Employees, non-employees, and students with specific logins will confirm that they
have read and understand the IS Use Policy by signing a copy of the policy when provided
access and on an annual basis thereafter. Employee affirmation is coordinated with the
annual payroll verification and returning students’ affirmation in fall semester. New
employees will sign the policy as part of their indoctrination to the IS systems. The IS staff
will maintain the most current signed policy.

All users must be aware that the college cannot guarantee the absolute privacy of files and
electronic messages. The IS staff has the ability to view files and messages on the networks.
It is not the policy of the institution to routinely view such files and messages, but privacy
cannot be guaranteed.

The following are the guidelines to ensure appropriate use of information systems,
computer systems, and information networks.

User Must Do the Following:

1.    Use the resources for which they have been granted access and only for authorized
purposes.

2.     Protect the privacy of confidential information to which they have been entrusted.
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3.     Protect their Username and passwords. Users are responsible for any activity using
their Username and passwords.

4.     Access only files and data that are their own, that are publicly available, or to which
they have been given authorized access.

5.     Use only legal versions of copyrighted software in compliance with vendor license
requirements.

6.    Be considerate in their use of shared resources. Users should refrain from
monopolizing systems, overloading networks with excessive data or downloads, wasting
computer time, wasting or excessively using connect time to internal or external networks,
abusing disk space, and excessively using printer paper or other resources.

Users Must Not Do Any of the Following:

1.     Use another person’s Username or password.

2.     Use another person’s files, system, or data without permission.

3.    Use computer programs and/or algorithms to decode passwords or access control
information.

4.     Use computer resources without the supervision of college personnel.

5.     Attempt to circumvent, subvert, or damage system security measures.

6.     Connect personal equipment to the network.

7.     Engage in any activity that might be harmful to systems or to any information stored
thereon, such as creating or propagating computer viruses, disrupting services, or damaging
files.

8.      Use the college’s systems for partisan political activities, such as using electronic mail
to solicit support for a candidate.

9.     Make or use illegal copies of copyrighted materials (software, videos, music, etc.),
store such copies on college equipment, or transmit them on the college’s network.

10.   Use mail messaging systems to harass, intimidate, or otherwise annoy another
person, for example, by broadcasting unsolicited messages, sending unwanted mail,
propagating chain mail, or causing the sending of unwanted mail.
                                                                                 12/4/2012

11.    Waste computing resources, for example, by intentionally placing a program in an
endless loop or by printing excessive amounts of paper.

12.      Use systems for personal purposes.

13.     Use systems for viewing, downloading, sending, or receiving information which
contains obscene, indecent, or lascivious material or other material that explicitly or
implicitly refers to sexual conduct. The college reserves the right to judge if material meets
the criteria for the above.

14.    Use systems for viewing, downloading, sending, or receiving information that is
bigoted or sexist. The college reserves the right to judge if material meets criteria for the
above.

15.    Use systems for viewing, downloading, sending, or receiving copyrighted music,
video, or data without adhering to the appropriate copyright laws.

16.    Use systems for live multimedia (music/video) feeds that are not directly related to
instruction or work.

17.    Create, modify, execute, or retransmit any computer program or instructions
intended to obscure the true identity of the sender of electronic mail or electronic
messages, collectively referred to as messages, including, but not limited to, forgery of
messages and/or alteration of system and/or user data used to identify the sender of
messages.

I have read, fully understand, and will abide by the Information Systems Use Policy.



                    Print Network Login

                    Print Name

                    Signature                                             Date



Procedure 7.7.2: Electronic Communication
      (a) To ensure, to the extent possible, that students who are taking courses who are
          communicating with an instructor and submitting assignments electronically are the
          students who registered for the courses, the college requires use of its official email
          systems. The official system for students relies on the issuance of a student
                                                                           12/4/2012

       identification number to all students when they register. Students then follow
       guidelines posted on the college website to create logins and passwords. No other
       student may be permitted to access the email system using the created logins and
       passwords, and students may not allow access under their individual logins and
       passwords.

       Students and faculty communicating with each other about any course-related
       questions or when sending or receiving assignments must do so using college
       approved email systems or through Moodle. For students and adjunct faculty, both
       on and off campus, the communication must take place with Moodle or by using
       Rammail (sample address might be abc1234@rammail.sccnc.edu); for full-time
       faculty or staff teaching, the communication must be through an assigned college
       email address (sample address would look like jfaculty@sccnc.edu.

       Failure to use one of these systems will result in questions or assignments being
       viewed as having not occurred. Faculty (full-time and adjunct) are not permitted to
       accept assignments unless sent through an official email system, uploaded through
       Moodle, or delivered in person.

   (b) All personnel and students must use official college e-mail systems (Groupwise,
       Rammail, Alert Now) when electronically communicating about college activities,
       services, and business.

                                                                        VP Stud Dev & Tech




Policy 7.8: Information Network Access for College
Visitors
SCC’s information systems must function properly in order for the college to meet the needs
of its many publics. Among these publics are the college visitors that bring notebook
computers on campus to connect to projection devices for presentations or to assist them
with their assigned task. A network-connected visiting notebook computer represents a
serious security threat to the health of the college’s information network. Since SCC cannot
control the visiting computer’s content, the college is left with mitigating the threat the
computers represent through controlling the access to the college’s information network.

                                      Director, Information Technology, VP Stud Dev & Tech
                                                          BOT: March 16, 2010, July 20, 2010
                                                                              12/4/2012

Procedure 7.8.1: Information Network Access for the
College Visitors
Guidelines

Since the needs of the college visitors are varied, the following are some of the standard
guidelines for meeting their needs:

1.    Visitors may connect their notebook computers to the college’s public wireless
network for Internet access.

2.    Visitors may attach their notebook computers to the college’s projection device for
presentations.

3.    Visitors may use their notebook computers as a stand-alone unit without network
connectivity.

4.     Visitors may NOT connect their notebook computers to the college’s wired network.

a.      If the public wireless network will not meet the visitor’s Internet needs, then one of
the college’s notebook computers must be used to connect to the college’s wired network.

b.   The college visitor’s presentations can be loaded on the college’s notebook
computer AFTER it has been scanned by the college’s antivirus software.

5.     If the visitor needs to connect to the college’s wired network with their notebook
computer, then it must be connected directly to the switch outside the college’s network.
This type of connection must be requested by a vice president or the president.

Policy 7.9: GroupWise Space Usage
The amount of space for each user’s mailbox is limited to 250 MB. The IT staff encodes this
limitation at the time users are given access to GroupWise. Users can request additional
space through their vice presidents if they are having problems performing their job tasks
within this limitation.

                                       Director, Information Technology, VP Stud Dev & Tech
                                                           BOT: March 16, 2010, July 20, 2010

Procedure 7.9.1: GroupWise Space Usage
Rationale
                                                                               12/4/2012

The purpose of the GroupWise Space Usage Policy is to maintain the health of the college e-
mail system and to help control its cost. The potential for errors associated with users’
mailboxes increases as the e-mail system continues to grow. An error in one user’s mailbox
affects many other users’ mailboxes because they are in a common database. The fewer
items and megabytes of data the e-mail system must track, the healthier the e-mail system
is.

Also, there are costs associated with providing server disk space for users. These costs are
directly related to the number of users and the amount of space each user occupies. The
demands on server space continue to increase as the college adds users and these users
make e-mail an integral part of their jobs. Although the cost of storage is becoming more
reasonable, there is always a need to control these costs.

Policy 7.10: Email Retention
Email in and of itself does not constitute a public record under the Public Records Act.
However, information transmitted by email may become a public record if it meets the
definition in the North Carolina Public Records Act, N.C.G.S. 132-1, i.e., “if it is information
made or received in the transaction of public business by a state agency”. If either the
content or the attachments transmitted by email meets the definition of a "public record"
then they may not be deleted or otherwise disposed of except in accordance with a records
retention schedule approved by the State Division of Archives and History.

Southeastern Community College employees shall retain, for an appropriate length of time,
all email and attachments that constitute a public record. The legal custodian of email will
normally be the originator if that person is a Southeastern Community College employee.
Otherwise, it will be the employee to whom the email is addressed. The legal custodian is
the person responsible for retaining the email and its attachments to ensure compliance
with the Public Records Act. The content of the email and/or its attachments will determine
its retention requirements.

                                        Director, Information Technology, VP Stud Dev & Tech
                                                            BOT: March 16, 2010, July 20, 2010

Procedure 7.10.1: Email Retention
Guidelines

Generally, emails are temporary communications which are non-vital and may be discarded
routinely. However depending on the content of the e-mail, it may be considered a public
record. All email records should be analyzed for administrative, legal, financial and historical
values to ensure that:
                                                                              12/4/2012

1.     Valuable records are adequately preserved; and

2.     Non-public records and obsolete public records are destroyed in accordance with
authorized records retention schedules.

For the purposes of this policy, email refers to all electronic communications to include
instant messages and other “chat” sessions.

Employee’s Responsibility

The employee is the legal custodian of the public records email and as such, has the same
responsibilities for its appropriate retention and destruction upon obsolescence as they do
for any other public record. The employee’s first obligation is to decide whether an email or
its attachment constitutes a public record and then how long the information should be
retained if it is a public record. The NC Public Records Act and the State Division of Archives
and History are the definitive source for defining public records and retention schedules
respectively. However, some generalization can be drawn to help employees with these
decisions. Email information can be generally categorized into four main classifications with
retention guidelines.

1.       Administrative Correspondence: This category includes, though is not limited to,
clarification of established college policy such as holidays, time card information, dress code,
work place behavior, legal issues, etc. The general retention for this type of correspondence
is normally 4 years.

2.     Fiscal Correspondence: This category includes all information related to revenue and
expense for the college. The general retention for this type of correspondence is normally 4
years.

3.     General Correspondence: This category covers information that relates to customer
interaction and the operational decisions of the business. The general retention for this type
of correspondence is normally 1 year.

4.     Ephemeral (Short-Lived) Correspondence: This category is by far the largest category
and includes personal email, requests for recommendations or review, updates and status
reports, etc. The general retention for this type of correspondence is to normally retain until
read and then destroy.

Again, the NC Public Records Act and the State Division of Archives and History should be
consulted as the definitive source for defining public records and retention schedules.

It is also the employee’s responsibility to develop a public record retention system. An
employee cannot expect to retain public record email in their mailbox for the duration of the
retention. A couple of factors are working against using the email mailbox to retain public
                                                                               12/4/2012

records: 1) The employees email mailbox is limited by policy, which will probably be
insufficient for appropriate email retention; 2) The default retention environment is set to
automatically and permanently delete emails, appointments, tasks, and notes after 180 days
and trash after 30 days. However, there are number of methods that can be used to retain
email that qualifies as public records.

1.       Paper Copy: The employee could print and file public record emails in a typical paper
file system. However, this method has a number of disadvantages such as cost of printing,
the limitations of an electronic search, and the problems associated with re-transmitting the
public record electronically. This is not the preferred choice.

2.       GroupWise Archiving: Utilizing the archiving feature of GroupWise is fairly easy to do.
It does have some advantages such as it allows the user to utilize there current email
structure to organize their email. It also maintains the email in its encrypted format even
though it is archived on the user’s hard drive. However, it also does have some serious
disadvantages. One of the advantages, encrypted format, becomes a disadvantage as-soon-
as the user’s mailbox is deleted. The college’s responsibility for public record retention is not
negated just because an employee leaves the college. Another potential disadvantage of
GroupWise archiving is the loss of public records upon upgrading our email system or
switching email systems altogether. The least destructive scenario here is that you would be
forced to un-archive all messages and then re-archive them under the new system. Again,
this is not the preferred choice for email retention.

3.       Save Messages and Attachments to the Hard Drive: Utilizing the Save As command in
email allows an employee to save a copy of the email to their hard drive in a text based file.
The advantages to this method are that the email is readable by many different software
programs (not email system dependent) and can be easily re-transmitted electronically. You
also retain the email header information telling who sent the email at what time and date.
This is the preferred method since it maintains the email electronically and the public record
is not dependent on access through an email system.

All three of these methods will require the employee to develop a storage system that
addresses the retention of email and its ultimate deletion upon obsolescence. Whether the
employee chooses to utilize the paper, archiving, or save as method, they will have to
develop a folder system that allows them to track public records retention. One possibility
may be to organize the folders based on fiscal years with the general categories as
subfolders.
                                                                               12/4/2012

The employee then simply deletes the General Correspondence folder at the end of fiscal
year 2008_9 since its retention is only 1 year. The Administrative and Fiscal Correspondence
folders would be deleted at the end of fiscal year 2011_12 since their retention is 4 years. This
is only an example of the many folder structures that could be used to track public record
retention.

Information Technology Department Responsibility

The Information Technology (IT) department is responsible for performing periodic backups
of the information residing on the email server’s hard drives. However, these are not done
for archival purposes or to meet the requirements of the Public Records Act, but as a safety
measure in case of system failure or unlawful tampering ("hacking"). The server system
administrator is not the legal custodian of messages that may be included in such back up
files. Southeastern Community College’s email servers are provided to facilitate the delivery
of email and not for the purpose of retaining public records. The legal responsibility for
retaining email that constitutes public record rests with the legal custodian, which is the
employee.

The IT department maintains at least 3 (son, father, grandfather) backup tapes as per
standard practices. These backup tapes can be loaded back to recover information of
importance. However, it must be done on an off-line server that is running the exact same
version of our email system. It must be loaded in an off-line situation since the process will
over write all mailboxes, at least within a message group of up to 35 mailboxes, with the
data as of the date on the back up being loaded. Since maintaining a server in a stand-by
status for such an emergency is cost prohibited, the IT department will contract this service
with an outside contractor if senior management deems the situation warrants the
associated cost.

Supervisor’s Responsibility

If the legal custodian of the email leaves employment, it is the responsibility of the
employee’s supervisor to ensure that all email that constitutes a public record is retained
or disposed of in compliance with the retention schedule approved by the State Division
of Archives and History. The supervisor should ensure that such action is taken before the
email account is deleted and the employee’s computer is imaged.



Policy 7.11: Instant Messaging
Southeastern Community College supports the use of instant messaging for job-related
activities. The college only endorses and supports the use of GroupWise Messenger and
discourages all other instant messaging products because of the threat they pose to the
college’s network.
                                                                               12/4/2012

                                        Director, Information Technology, VP Stud Dev & Tech
                                                            BOT: March 16, 2010, July 20, 2010


Procedure 7.11.1: Instant Messaging
Purpose

The purpose of this policy is to define the acceptable use of instant messaging and to extend
the policies outlined in the Use of Information Systems Policy. The rules set forth in this
policy are designed to protect Southeastern from technology abuse or misconduct.
Inappropriate use of instant messaging exposes the college to risks including virus attacks,
compromise of network systems and services, and potential legal issues.

Guidelines

Instant messaging can be defined as real-time email and as such, all policies and guidelines
pertaining to email also apply to instant messaging including the Email Retention Policy.

GroupWise Messenger is a business product that logs instant messaging sessions. The IS
staff has the ability to view these logs. However, it is not the policy of the institution to
routinely view such information but must occasionally do so to troubleshoot issues and
when required for legal issues. Absolute privacy should not be expected from this or any
other business product.

Policy 7.12: Information Systems Hardware and
Software
It is always desirable to have the most current hardware and software available. However,
the economics of the state does not normally provide enough resources to meet this
objective. Therefore, SCC strives to maintain hardware and software at a level that meets
users’ needs.

Because most employees require access to computers to effectively carry out their duties, it
is essential that equipment/software being purchased be of high quality and near cutting
edge to ensure it has a long and useful life. All new hardware and software must undergo
evaluation before installation. To ensure that new equipment/software is used effectively,
replacement must be coupled with training. Training must be an integral part of all hardware
and software replacement in order to recoup the cost through effective usage.

                                        Director, Information Technology, VP Stud Dev & Tech
                                                            BOT: March 16, 2010, July 20, 2010
                                                                            12/4/2012

Procedure 7.12.1: Information Systems Hardware and
Software
Guidelines

Information Systems (IS) Environment

It is important that employees have technical information available concerning the IS
Environment so that they can answer questions from students, vendors, and others in need
of that information. The IS environment is in a constant state of change due to the changing
needs of students and employees. Basic information about the IS environment is described
below.

Basic Hardware

The following are the brands of hardware purchased by the college:

1.     HP Servers

2.     HP/Dell Workstations

3.     Dell Laptops

4.     Cisco Network Switches

Network Operating Software

The college’s data network has grown to enterprise size and thus requires constant
balancing between providing services and maintaining the network’s integrity and security.
SCC operates an IP protocol Ethernet network to provide connectivity, print, and Internet
services. Novell Directory Service (NDS) is used to authenticate users to the network and to
control access to Novell 6.x server resources. Authentication and access control to other
network resources are controlled by the specific server such as the administrative software
servers. The college’s preference is to operate network software in the client/server mode,
which assures product integrity while placing stringent interoperability demands on that
software.

Network Application Software

Network application software should adhere to the following:

1.     It should be certified for use on a Novell 6 IP based network or a Windows 2003/2008
server and be certified for use with Windows XP/Vista/7.
                                                                             12/4/2012

2.     It should be designed to load on a server and then allow a workstation load with
most files residing on the server.

3.    The company must provide sufficient technical support for installation and
maintenance.

Software Replacement

The need to upgrade instructional software is driven by the textbook publishers and
software included with their books. Instructional software upgrades are also driven by the
needs of SCC’s customers and the versions of software they are using at work and at home.
Administrative software upgrades are usually driven by a need to be compatible with
customers, vendors, and counterparts at other institutions. Another driving factor in
administrative upgrades is the need for instructors to have the same software in their offices
as they are teaching in the labs so that they can help students effectively.

The IT staff should be involved in the evaluation of all new software prior to purchase, thus
utilizing their experience and expertise in assuring that the college has a working and
manageable product for its customers.

1.      The software must be discussed within the department and submitted to the director
of information technology by the vice president for the area making the request.

2.     A legal (license or evaluation) copy of the software must be obtained for test
purposes. A copy of the license or evaluation agreement must be presented to the IT staff
before testing.

3.    The software must be installed in the test lab and evaluated by the IT staff for
network/hardware issues and by the requester for proper functioning on the network.

4.      A requisition must be processed and approved by the vice president and the director
of information technology. When the purchase order and software are in hand, the software
can be loaded on the network for use.

5.     If the software is for use in the instructional lab(s), it needs to be loaded prior to
rebuilding the workstations between semesters so that it can be incorporated at that time.

6.      Timelines must be adhered to if the software is going to be available when needed by
users. A legal copy of the software needs to be in the IT staff’s hands no less than six weeks
prior to use on the network. The IT staff and the requestor have four weeks to load, debug,
and test the software. The other two weeks are used to process a purchase order so that
the software is legal. If new software is shipped for permanent installation, then an
additional four weeks are probably needed to allow the purchase order to be received and
the product to be shipped. If the software is for use in the instructional labs, then the time
                                                                               12/4/2012

needs to be calculated backward from the end of the semester so that the software can be
incorporated when the lab workstations are rebuilt between semesters.

Hardware Replacement

The major factor limiting the college’s ability to upgrade software is the capabilities of the
computer hardware. Ideally, workstations and laptops are replaced every four years with
the following priorities:

1.     Instructional/Open Labs

2.     Faculty, as needed, with priority given to computer class instructors

3.     Administration on an as-needed basis

SCC’s obsolescence policy for printers and network equipment calls for a seven year life
cycle. Advances in printing technologies force the periodic replacement of printers that
simply cannot process the newer commands being sent by the software. Likewise, old
network switches become more of a liability than an asset as the security threats become
more sophisticated.

Requests for interim upgrades of memory or disk space or for replacement before the
normal four years must be made through the appropriate vice president to the director of
information technology. All requests for upgrades are evaluated on a case-by-case basis with
proven need being the ultimate determinant.

The intent of this policy is to establish an orderly obsolescence of equipment based on
expected life cycles. The director of information technology will annually identify and
request the funds necessary to replace all hardware that become obsolete within the fiscal
year. However, since sufficient funding plays such a significant role in the replacement of
hardware, it may be impossible to replace all obsolete hardware in a given year. Obsolete
hardware not replaced in the year it became obsolete is given priority in the following fiscal
years replacement plan.

Replaced Hardware and Software

All replaced software is held for one year at which time it is disposed of in the appropriate
manner. The documentation is recycled as normal paper waste. The software media must
be disposed of according to the license agreement. In most cases, there are four alternatives
for disposal: 1) Magnetic software media can be erased with a degaussing tool; 2) Any
software media can be shredded or otherwise cut into unusable pieces. 3) Any software
media can be dropped in an acid bath; 4) Any software media can be buried at an approved
landfill. However, most licenses require that the owner observe the software actually being
buried.
                                                                             12/4/2012

All replaced hardware systems must be appropriately reassigned, salvaged, or sold through
the equipment coordinator. All hard drives will be imaged with ONLY the operating system
and hardware drivers prior to being reassigned, salvaged, or sold. If a hard drive is in a
condition that does not allow imaging, it is disposed of according to the above guidelines for
software media.

Policy 7.13: Use of Personal Equipment
Southeastern Community College is committed to providing employees with the equipment
necessary to perform their assigned duties and as such discourages the use of all personal
equipment.
                                      Director, Information Technology, VP Stud Dev & Tech
                                                           BOT: March 16, 2010, July 20, 2010

Procedure 7.13.1: Use of Personal Equipment
Guidelines

Purchasing, configuring, installing, maintaining, tracking, and replacing information systems
(IS) equipment is a daunting task. Most pieces of IS equipment consume energy, which adds
to our ever increasing energy cost. Adding unnecessary equipment only exasperates our
energy cost issues and redirect information technology (IT) staff away from needed
equipment when they require attention.

The director of information technology is responsible and oversees all information systems
equipment issues. Information systems (IS) hardware should only be installed by IT staff or
vendors authorized by the director of IT.

Employees’ personal equipment may not be connected to any college-owned equipment or
to the college network. Employees should follow appropriate hardware purchasing
guidelines to obtain equipment needed to perform their assigned duties. In extreme
situations, temporary exceptions to the use of personal equipment may be presented by the
president or respective vice president to the dean of information and technology for
approval.




Policy 7.14: Risk Assessment and Management

Southeastern Community College will implement an appropriate Risk Assessment and
Management (RAM) program to ensure the timely delivery of critical business functions and
services to its customers. The Risk Assessment and Management program includes the
                                                                                12/4/2012

identification, classification, prioritization and mitigation processes necessary to sustain the
operational continuity of mission-critical functions and services.

                                        Director, Information Technology, VP Stud Dev & Tech
                                                            BOT: March 16, 2010, July 20, 2010

Procedure 7.14.1: Risk Assessment and Management
Introduction

In today’s threat-rich environment, every effort must be made to control risks associated
with the college’s vital business functions and services. The purpose of this policy is to
provide a blueprint that maximizes the protection of confidentiality, integrity, and
availability while still providing functionality and usability.

Risk is defined as a condition or action that may affect the outcome of planned activities
that are critical to the college’s functions and services. Risks are brought about by the
dynamics of random events, interdependencies of systems and processes, environmental
surroundings, and other factors. The entities that are affected by risk are the college’s
information and physical assets, which the institution is required to protect.

Risks can potentially cause a disruption that adversely affects the college’s ability to provide
services to its customers. To ensure that risks are appropriately managed, RAM includes the
identification, evaluation, and control of risks to protect the college’s information
technology assets and vital business functions and services. Currently, this policy is limited to
the college’s critical business functions to include the information infrastructure and the
actual information that it carries. Both virtual and physical risks are assessed.

Guidelines

The college uses the following guidelines to manage risk in a manner that best supports the
continuation of business functions and services.

Activities

The following four major elements comprise RAM activities at Southeastern Community
College:

1.     Identification of Risks: The College makes a continuous effort to identify and
document risks in terms of their effects on the continuation of business functions and
services. Risk is assessed on all new mission critical functions and services as part of the
planning process. Risk assessment is also considered as part of any changes to current
mission-critical functions and services.
                                                                              12/4/2012

2.      Analysis of Risks: The College evaluates the potential impact of an identified risk and
estimates its probability and timeframe. Included in this is the assignment of a risk level
based on the likelihood of someone’s attacking (a realized threat) and being able to
penetrate (an exploited vulnerability) the system. If there are no potential attackers, none
of the system's vulnerabilities constitute a risk; if there are no vulnerabilities, potential
attackers do not constitute a risk.

3.      Mitigation of Risk: The College makes decisions and develops actions that reduce the
impact of risks, limit the probability of their occurrence, and/or improve the response to a
risk occurrence. This process includes determining a mitigation level based on the resources
(monetary, time, etc.) required to mitigate the risk.

4.     Tracking of Risks: The College collects and reports status information about risks and
mitigation plans. The college responds to changes in risks and takes corrective actions as
needed.

Processes

Risk assessment and management is an ongoing process that will continually evolve. The
evolution should focus on improving the continuation of the college’s critical functions and
services. The processes must lead to the identification of risk, its potential impact, and the
development of strategies that will justify the resources required to provide the appropriate
level of continuity initiatives and programs.

It is necessary to have a blueprint to follow in order for the risk assessment and
management process to be successful. The document entitled Risk Assessment and
Management Process provides the structure necessary to perform risk assessment at the
college.

Policy 7.15: Disaster Prevention and Recovery
SCC strives to maintain continuous Information Systems (IS) services so that the needs of its
users are met. In order to maintain these IS services and minimize disruptions, SCC has a plan
that includes assessment, prevention, control, and recovery elements. The core of disaster
prevention and recovery is risk assessment, which is covered in its own policy. Disaster
prevention and recovery also includes data backup, archiving, and storage procedures. The
director of information technology and the Unix system administrator are responsible for
maintaining the currency of this policy.

                                       Director, Information Technology, VP Stud Dev & Tech
                                                           BOT: March 16, 2010, July 20, 2010

Procedure 7.15.1: Disaster Prevention and Recovery
                                                                               12/4/2012

Guidelines

The guidelines for the Disaster Prevention and Recovery Policy are included in the IS Business
Continuity Plan.


Safety and Health
Policy 8.1: Safety Policy
The college takes reasonable steps to provide a healthy, safe, and secure environment for all
campus constituents. A healthy, safe, and secure environment enhances management.

                                                                                     VP Ops/Fin
                                                                              BOT: July 20, 2010

Procedure 8.1.1: Identification Cards
On campus: curriculum students, Continuing Education Nurse Aide students, full-time/part-
time curriculum faculty and regular full-time/part-time staff:

All on campus curriculum students, Continuing Education Nurse Aide students, full-time/part-
time curriculum faculty and regular full-time/part-time staff must obtain SCC photo
identification (ID) cards. Cards are issued in the Student Activities Office. The student ID card
is valid for one academic year ending in August of each year. Faculty/staff ID’s have no
expiration date and must be surrendered to the supervisor at employee check out, when no
longer employed. SCC ID cards must be displayed visibly on the outer clothing at all times
while on campus, and under no circumstances should they be altered or lent to another
person. The card may be required for identification or participation in various student
activities or events. Persons who do not have and/or display proper identification may be
subject to disciplinary sanctions and/or asked to leave campus.

Temporary ID cards will be issued to students and staff at the switchboard in the A-Building
lobby. Repetitive issuance of ID cards will be monitored and addressed as needed. Lost ID
cards must be replaced and a fee of $5.00 is charged for each duplicate card. Faculty/staff
and students will need to pay the fee at the Business Office and bring the receipt to the
Student Activities Office in order to have their ID card replaced.

On Campus Basic Skills Lab Students:
                                                                               12/4/2012

All on campus Basic Skills students must obtain a SCC identification (ID) card. Cards are
issued in the Basic Skills Lab. SCC ID cards must be displayed visibly on the outer clothing at
all times while on campus, and under no circumstances should they be altered or lent to
another person. The card may be required for identification or participation in various
student activities or events. Persons who do not have and/or display proper student
identification may be subject to disciplinary sanctions and/or asked to leave campus. Lost ID
cards must be replaced by an instructor in the Basic Skills Lab.

                                                     VP Student Development and Technology


Policy 8.2: Weather Related Emergencies
The college realizes that certain conditions may warrant canceling or curtailing work
schedules. The responsibility for determining when an emergency exists and the
appropriate action to be taken will be held by the college president. In the absence of the
president, division vice presidents will meet and determine the appropriate course of action.
Given the diversity of college faculty and staff, there is a wide variation in where individuals
live and work, as well as in the need for their being at work any particular time. While the
safety and security of all employees is of utmost concern, it is anticipated that faculty and
staff members will make every effort consistent with their own safety to be at work. In
some cases, employees that are assigned to essential operations (Information Systems,
Maintenance, Security, Payroll, etc) may be required to work during an emergency closing.


                                                                VP Ops/Fin, VP Stud Dev & Tech
                                                                             BOT: July 20, 2010

Policy 8.3: Unlawful Carrying of Firearms or Other
Weapons
According to North Carolina General Statute #14-269.2, persons carrying, either openly or
concealed, any gun, rifle, pistol, or other firearm of any kind on educational property or to a
curricular or extracurricular activity sponsored by the college may be convicted of a Class I
felony. Persons carrying, either openly or concealed, any dynamite cartridge, bomb,
grenade, mine, or powerful explosive on educational property or to a curricular or
extracurricular activity sponsored by the college may be convicted of a Class G felony. Also,
persons carrying, either openly or concealed, any BB gun, stun gun, air rifle, air pistol, Bowie
knife, dirk, dagger, slingshot, leaded cane, switchblade knife, blackjack or metallic knuckles
or fireworks on educational property may be convicted of a Class 1 misdemeanor.
                                                                                12/4/2012

No person is guilty of a criminal violation of this section as long as both of the following
apply:

   1. The person comes into possession of a weapon by taking or receiving the weapon
      from another person or by finding the weapon.

   2. The person delivers the weapon, directly or indirectly, as soon as practical to law
      enforcement authorities.

                                                                VP Ops/Fin, VP Stud Dev & Tech
                                                                             BOT: July 20, 2010

Policy 8.4: Accident Control
Southeastern Community College maintains the policy of providing safe and healthy working
conditions throughout the campus and locations where SCC employees may be found. The
prevention of accidents and elimination of safety hazards has been and will continue to be
of major concern. Safety is the responsibility of, and will benefit every employee of SCC.
The basic objective is to establish throughout the college the concept that no job is so
important that it cannot be performed in a safe manner. Our position on safety is as follows:

   1.   Safety of employees and the public who visits our campus is of utmost importance
   2.   Safety will take precedence over shortcuts
   3.   Every attempt will be made to reduce the possibility of accidents occurring
   4.   The college intends to comply with all Federal and State safety laws and regulations

                                             VP Ops/Fin, VP Stud Dev & Tech, HR Administrator
                                                                            BOT: July 20, 2010

Procedure 8.4.1: Accident Control
Responsibility
Personal Health and Safety – Staff and Faculty

All employees, regardless of their level, have a personal responsibility for the safety and
health of employees and students within their supervision and must ensure that all policies
and procedures regarding safety are followed.

Personal Health and Safety – Employees and Students

Each employee and student has the responsibility for becoming familiar, understanding and
complying with all safety regulations established by the college. Employees of the college
are responsible for performing their work in a safe manner.
                                                                              12/4/2012

The president to the first line supervisor is charged with implementation of four major tasks
that are basic to the success of the college’s safety program

   1. Motivating employees to be safety conscious both on and off the job
   2. Provide a work area that meets or exceeds all safety requirements
   3. Inspection of work areas to identify and correct safety hazards and potential safety
      problems
   4. Immediately investigating any accident that occurs to determine causes and
      corrective actions

Policy 8.5: Accident Reporting
The prompt reporting of accidents and follow up is essential if the college is to be in a
position to handle accident cases in the correct manner. It is important to remember that
every injury could result in a Workers’ Compensation claim. As such, there are specific
guidelines that must be followed to meet legal compliance. It is the policy of the college to
ensure all information pertaining to every injury is completed thoroughly, accurately and in a
timely manner.

                                            VP Ops/Fin, VP Stud Dev & Tech, HR Administrator
                                                                           BOT: July 20, 2010

Procedure 8.5.1: Accident Reporting
Guidelines

   1. When an accident occurs it is the responsibility of the employee to report the injury
      (regardless of the severity) to their supervisor immediately and seek prompt medical
      attention as outlined below.

   2. Supervisors will be notified promptly of all occupational injuries and illnesses, no
       matter how slight

   3. All accidents will be reported to the Human Resources Administrator within twenty-
       four hours in order to facilitate claims filing

   4. Minor injuries will be treated locally with follow up to the Human Resources office the
       following day
   5. If medical attention is necessary, authorization must be obtained from the Human
       Resources Administrator or VP of Operations Finance prior to receiving treatment
                                                                             12/4/2012

   6. The college cannot guarantee payment and proper care for employees who seek
       outside medical attention for a work related injury without prior approval. All cases
       are subject to review by the insurance carrier.

   7. Should an employee experience discomfort from a work related injury during off duty
       hours they should notify their immediate supervisor or the Human Resources
       Administrator who will assess the situation and provide direction.

   8. Once an employee has received medical attention they should report back to the
       Human Resources Administrator with documentation from the health care provider.

   9. The college provides restricted duty for any work restriction identified by the treating
       physician (for work related injuries or illnesses). The college and the employee must
       follow physician’ guidelines

   10. Unsafe conditions or unsafe acts should be reported immediately

Accident Investigation

The supervisor and the Human Resources Administrator will conducts an accident
investigation for every incident that occurs. This is to determine cause and corrective action,
not to find fault. However, if an unsafe act, short cut or failure to comply with rules and/or
guidelines is determined to have occurred, disciplinary action may be issued to the
employee.




Policy 8.6: Communicable Disease
The communicable disease policy of SCC is an effort to ensure the good health and safety of
all employees and students. The college adopts this policy in its effort to control
communicable diseases on campus. The policy incorporates established rules and
regulations of the North Carolina Division of Health Services, Department of Human
Resources. Employees or employees of contractors or contracted services infected with a
communicable disease have the responsibility of reporting this fact to the vice president of
operations and finance. Students infected with a communicable disease have the
responsibility of reporting this fact to the vice president of student development services.
The institution conducts a program to educate and inform employees and students about
communicable disease. The education program includes, but is not limited to, written
publications, seminars and workshops, and components of courses.

                                                              VP Ops/Fin, VP Stud Dev & Tech
                                                                           BOT: July 20, 2010
                                                                             12/4/2012

Procedure 8.6.1: Communicable Disease
The communicable disease policy applies to all employees, employees of contractors or
contracted services, and students of SCC.

Definitions
   a. A communicable disease is an illness due to an infectious agent or its toxic products,
       which is transmitted directly or indirectly to a person from an infected person or
       animal through the agency of an intermediate animal, host or vector, or through
       the inanimate environment (NC G.S. 130-A-133). Communicable diseases include, but
       are not limited to chickenpox, hepatitis, measles, meningitis, mononucleosis,
       whooping cough, and acquired immunodeficiency syndrome (AIDS), whether
       category A, B, or C.
   b. An employee is a person permitted to work for a specified purpose in the interest of
      SCC and over whose work activities the college exercises direct control. For the
      purpose of the Communicable Disease Policy and its procedures, a case involving an
      intern, volunteer, or other non-regular worker shall be handled as in the case of an
      employee. This policy also applies to employees of contractors or contracted
      services.
   c. A student is any officially enrolled and matriculated person in a curriculum or
      continuing education courses(s) at SCC during the semester in which the
      communicable disease is reported, or at other relevant times.

Procedures
A person who knows, or has a reasonable basis for believing, that he or she is infected with a
communicable disease has an ethical and legal obligation to conduct him or herself in
accordance with such knowledge to protect him or herself and others. In this respect,
faculty and staff are required to report this information to the vice president of operations
and finance; students are required to report this information to the vice president of student
development services. All information is kept confidential. Only persons with a medical or
legal need to know are informed and only with the prior direct knowledge of the employee
or student.

Employee
  a. If an employee reports a communicable disease condition to the vice president of
      operations and finance, the employee may be excluded from the workplace until an
      appropriate evaluation of the employee's medical condition can be made. The
      evaluation is be made by a physician and/or health department official, and testing
      may be required if appropriate.
   b. The assessment of an employee with a suspected communicable disease and the final
      determination of that employee's ability to remain on the job will be made by the
                                                                               12/4/2012

        president, after consultation with the Communicable Disease Committee and based
        on professional medical judgment.
   c.    If an employee is found to have a communicable disease, then the president will
        prohibit the attendance of the employee on campus or at any college activity until a
        satisfactory letter or certificate is obtained from one or more licensed physicians or
        public health officials stating that the attendance of the employee is not a health risk
        to other employees and students at the college.

Student
   a. If a student reports a communicable disease condition to the vice president of
      student development services, the student may be excluded from the institution until
      an appropriate evaluation of the student's medical condition can be made. The
      evaluation is made by a physician and/or health department official, and testing may
      be required if appropriate.
   b. The assessment of a student with a suspected communicable disease and the final
      determination of that student's ability to remain in school is made by the vice
      president of student development services, after consultation with the
      Communicable Disease Committee and based upon professional medical judgment.
   c. If a student is found to have a communicable disease, the vice president of student
      development services prohibits the attendance of the student on campus or at any
      college activity until a satisfactory letter or certificate is obtained from one or more
      licensed physicians or public health officials stating that the student is not a health
      risk to employees and other students at the college.

Employee of a Contractor or Contracted Service
  a. If an employee of a contractor or contracted service reports a communicable disease
      condition to his or her supervisor, or to the official of the college who is liaison with
      the contractor or contracted service, the employee is excluded from the workplace
      until appropriate evaluation of the employee's medical condition can be made.

   b. The assessment of a contractor or a contracted service employee with a suspected
      communicable disease, and the final determination of that person's ability to remain
      on the job, is made by the vice president of operations and finance after consultation
      with the Communicable Disease Committee and based upon recommendations from
      the local health authorities and/or professional medical judgment.

Communicable Disease Education Program

The college establishes a Communicable Disease Committee to coordinate its on-going
educational campaign and to advise the appropriate vice president or president on individual
cases of communicable disease. The committee includes, but is not limited to an official from
the Columbus County Hospital; the vice president of operations and finance, the vice
                                                                              12/4/2012

president of student development services, the vice president of curriculum instruction, and
the dean of allied health programs. The educational campaign is the responsibility of the
entire institution and is designed to reach all constituencies. It conveys basic information in
various ways, including the distribution of printed material, posters, meetings, and speakers.
The campaign is a continuing one that accommodates the annual turnover in student and
employee populations.

Guidelines Dealing With Handling Body Fluids

"Guidelines Dealing With Handling Body Fluids," developed by the Division of Health Services
of the State of North Carolina in 1987, has been adopted by the college to provide simple
and effective precautions against transmission of diseases for all persons. No distinction is
made between body fluids from students or employees with a known disease or those from
students or employees without symptoms or with an undiagnosed disease. These guidelines
are on file in the Student Development and Operations and Finance areas. The institution
also applies the "Guidelines” in the treatment and/or removal of infectious wastes identified
at the institution. Removal of the waste is under the direction of the institution's
Maintenance Supervisor.


Procedure 8.6.2: Employee Pandemic Event
Preparedness and Response Plan
The core of this Employee Pandemic Event Preparedness and Response Plan for
Southeastern Community College, which is an extension of the Columbus County Public
Health Department Pandemic Plan, is communication and education. Communication with
the internal and external stakeholders of the college before a pandemic event occurs will
help key personnel know, in the case of a pandemic event, how and with whom they should
communicate and respond. Internal stakeholders, such as the Board of Trustees,
administration, employees, and students, will be brought to the table with local health
department representatives. The public, as external stakeholders and family members of the
internal stakeholders, must also know their perceived risk and how to respond. In order for
all parties to act in the ideal manner, they must know their perceived risk and the
appropriate best practice actions. Quality, credible and timely communication and education
are the key resources to equip individuals to respond in the most prudent manner that will
save lives and prevent negative impacts on the local economy. Advance planning and
established and practiced procedures will help individuals respond in a manner that should
reduce panic and fear. The Southeastern Community College Pandemic Preparedness and
Response Plan will follow the US Federal Government’s three primary strategies and involve
the following components:

Preparedness and Communication
                                                                               12/4/2012

1. Purpose of the Plan

   The purpose of the Southeastern Community College Pandemic Preparedness and
   Response Policy is to have a plan in place to guide the college’s response to a pandemic
   communicable event. This plan will ensure that factual and clear informational materials
   are provided to students and their families, to college employees, and to the community.
   The overall goal is to stop, slow, or limit the spread of disease; mitigate disease, suffering
   and death; sustain infrastructure; and mitigate impact to the students’ learning, to the
   economy, and to the functioning of the community. The response to a pandemic event
   will be local since neighboring counties and usual support services may be unable to
   respond because of the high rate of illness in their own group or service area.

2. Emergency Notification

   The College currently has email accounts (Ram Mail) for all students who have a distance
   learning component in at least one class. Instructors who teach any course with a
   distance learning component also have a Ram Mail account. Beginning with fall semester
   2008, all students and faculty will have a Rammail (Google Mail) account. In addition, the
   AlertNow web-based emergency notification system allows the college to send out
   emergency messages to students, staff and faculty via voice, text messaging, and email.
   This system will be in place for use in fall 2008. The Southeastern Community College
   website also will highlight information related to a specific emergency. The college’s
   Webmaster will post any emergency notification on the front page of the college
   website.

3. Minor, Major and Catastrophic Emergencies

   The communicable disease policy has, in the past, primarily focused on minor and
   potentially major communicable illnesses. Many of the communicable diseases already
   have vaccines or have been communicable in more direct, traceable and controllable
   means. This pandemic preparedness and response policy covers all communicable
   diseases including catastrophic communicable disease emergencies that will most likely
   affect a high percentage of the population at the same time and that will recur in waves.
   This catastrophic communicable disease emergency is a Pandemic event.

4. Members of the Communicable Disease Response Team

   The Communicable Disease Response Team will be comprised of the college president,
   senior administrators, division deans, student government officers and other appointed
   key personnel. The Communicable Disease Response Team will identify the college
   spokespersons for all communicable diseases including pandemic events.

5. Roles of Communicable Disease Response Team Members
                                                                                12/4/2012


     Roles will be clearly identified for each Communicable Disease Response Team member.
     The college president will be at the head of the committee. In the absence of the college
     president, his or her designee will be in charge.

6. Guidelines for Education of the Internal and External Stakeholders

     Education about communicable diseases will be expanded to include a stronger
     emphasis on the web of causation and methods to stop the transmission through
     activities such as social distancing, coughing etiquette, basic health care procedures, self
     care, and care of family members. Employees will be provided information about a
     pandemic disease and its potential to move with great velocity about the globe thereby
     overwhelming all previously successful coping measures. Education will alert individuals
     that resources external to their home may not be available.

7.   Educational Offerings in the English and the Spanish Languages

     All educational resources will be made available in English and Spanish.

Surveillance and Communication

8. Columbus County Public Health Department

     The Columbus County Public Health Department provides accurate, timely and
     consistent information to the public regarding preparation for a pandemic, including the
     impact of the outbreak, local response actions, and disease control recommendations.
     The College’s Communicable Disease Response Team will use this information to inform
     its stakeholders and to provide timely information on the college website, by telephone
     and through email services.

9. Southeastern Community College Spokespersons

     The College’s Communicable Disease Response Team will identify college
     spokespersons. These individuals will receive additional training through contact with
     the Columbus County Health Department personnel.

10. School Systems in Columbus County

     The college president, or his or her designee, will stay in communication with the
     Columbus County’s two school systems’ administrators regarding pandemic event
     responses, school closures, and health-related responses and information.
                                                                             12/4/2012

11. Columbus County Law Enforcement

   The Communicable Disease Response Team will work in cooperation with local law
   enforcement, as needed, to protect the health and safety of college employees and
   students.

12. Columbus County Emergency Response Teams

   The Communicable Disease Response Team will work in cooperation with the county’s
   emergency response teams, as needed, to protect the health and safety of the college’s
   employees and students.

Response and Containment

13. Cross-train College Employees to Accommodate 40% Absenteeism

   The Communicable Disease Response Team will develop a method of distance learning
   for the greatest number of students possible.

14. Health and Pertinent Health Care Tips Available on Home Page of SCC’s Website

   The College’s Website and the Internet will provide information to individuals who have
   been required to maintain a social distance from the general public.

15. Coordinate All Announcements with Columbus County Health Department

   The College spokesperson will stay in frequent contact with county public health
   department personnel.

Communicable Disease and Pandemic Event Education Program

The Institutional Operations Committee of Southeastern Community College is charged with
the coordination of the on-going educational campaign and with the notification to the
president and appropriate vice president on individual cases involving communicable
disease. The educational campaign is the responsibility of the entire institution and is
designed to reach all constituencies. It conveys basic information in various ways, including,
but not limited to, the distribution of printed material, posters, meetings, speakers, and
electronic media. The campaign is ongoing and will accommodate the annual turnover in the
employee and student populations.


Procedure 8.6.3: Student Pandemic Event
Preparedness and Response Plan
                                                                            12/4/2012

The core of this Student Pandemic Event Preparedness and Response Plan for Southeastern
Community College, which is an extension of the Columbus County Public Health
Department Pandemic Plan, is communication and education.

Communication with the students before a pandemic event occurs will help them know, in
the case of a pandemic event, how and with whom they should communicate and respond.

Advance planning and established and practiced procedures will help individuals respond in
a manner that should reduce panic and fear. The Southeastern Community College
Pandemic Preparedness and Response Plan will follow the US Federal Government’s three
primary strategies and involve the following components:

I. Preparedness and Communication

   1. Purpose of the Plan
      The purpose of the Southeastern Community College Pandemic Preparedness and
      Response Policy is to have a plan in place to guide the college’s response to a
      pandemic communicable event. This plan will ensure that factual and clear
      informational materials are provided to students and their families and to the
      community. The overall goal is to stop, slow, or limit the spread of disease; mitigate
      disease, suffering and death; sustain infrastructure; and mitigate impact to the
      students’ learning, to the economy, and to the functioning of the community. The
      response to a pandemic event will be local since neighboring counties and usual
      support services may be unable to respond because of the high rate of illness in their
      own group or service area.

   2. Emergency Notification
      The College currently has email accounts (Ram Mail) for all students who have a
      distance learning component in at least one class. Instructors who teach any course
      with a distance learning component also have a Ram Mail account. Beginning with
      fall semester 2008, all students and faculty will have a g-mail (Google Mail) account.

       In addition, the AlertNow web-based emergency notification system allows the
       college to send out emergency messages to students, staff and faculty via voice, text
       messaging, and email. This system will be in place for use in fall 2008.

       The Southeastern Community College website also will highlight information related
       to a specific emergency. The college’s Webmaster will post any emergency
       notification on the front page of the college website.

   3. Minor, Major and Catastrophic Emergencies
      The communicable disease policy has, in the past, primarily focused on minor and
      potentially major communicable illnesses. Many of the communicable diseases
      already have vaccines or have been communicable in more direct, traceable and
      controllable means. This Pandemic Preparedness and Response Policy covers all
                                                                         12/4/2012

   communicable diseases including catastrophic communicable disease emergencies
   that will most likely affect a high percentage of the population at the same time and
   that will recur in waves. This catastrophic communicable disease emergency is a
   Pandemic event.

4. Members of the Communicable Disease Response Team
   The Communicable Disease Response Team will be comprised of the college
   president, senior administrators, division deans, student government officers and
   other appointed key personnel. The Communicable Disease Response Team will
   identify the college spokespersons for all communicable diseases including pandemic
   events.

5. Roles of Communicable Disease Response Team Members
   Roles will be clearly identified for each Communicable Disease Response Team
   member. The college president will be at the head of the committee. In the absence
   of the college president, his or her designee will be in charge.

6. Guidelines for Education of the Students
   Education about communicable diseases will be expanded to include a stronger
   emphasis on the web of causation and methods to stop the transmission through
   activities such as social distancing, coughing etiquette, basic health care procedures,
   self care, and care of family members. Students will be provided information about a
   pandemic disease and its potential to move with great velocity about the globe
   thereby overwhelming all previously successful coping measures. Education will alert
   individuals that resources external to their home may not be available.

7. Educational Offerings in the English and the Spanish Languages
   All educational resources will be made available in English and Spanish.

II. Surveillance and Communication

8. Columbus County Public Health Department
   The Columbus County Public Health Department provides accurate, timely and
   consistent information to the public regarding preparation for a pandemic, including
   the impact of the outbreak, local response actions, and disease control
   recommendations. The College’s Communicable Disease Response Team will use this
   information to inform its students and to provide timely information on the college
   website, by telephone and through email services.

9. Southeastern Community College Spokespersons
   The College’s Communicable Disease Response Team will identify college
   spokespersons. These individuals will receive additional training through contact with
   the Columbus County Health Department personnel.

10. School Systems in Columbus County
                                                                             12/4/2012

       The college president, or his or her designee, will stay in communication with the
       Columbus County’s two school systems’ administrators regarding pandemic event
       responses, school closures, and health-related responses and information.

   11. Columbus County Law Enforcement
       The Communicable Disease Response Team will work in cooperation with local law
       enforcement, as needed, to protect the health and safety of college employees and
       students.

   12. Columbus County Emergency Response Teams
       The Communicable Disease Response Team will work in cooperation with the
       county’s emergency response teams, as needed, to protect the health and safety of
       the college’s employees and students.

   III. Response and Containment

   13. Cross-train College Employees to Accommodate 40% Absenteeism
       The Communicable Disease Response Team will develop a method of distance
       learning for the greatest number of students possible.

   14. Health and Pertinent Health Care Tips Available on Home Page of SCC’s Website
       The College’s Website and the Internet will provide information to individuals who
       have been required to maintain a social distance from the general public.

   15. Coordinate All Announcements with Columbus County Health Department
       The College spokesperson will stay in frequent contact with county public health
       department personnel.

Communicable Disease and Pandemic Event Education Program

The Institutional Operations Committee of Southeastern Community College is charged with
the coordination of the on-going educational campaign and with the notification to the
president and appropriate vice president on individual cases involving communicable
disease. The educational campaign is the responsibility of the entire institution and is
designed to reach all constituencies. It conveys basic information in various ways, including,
but not limited to, the distribution of printed material, posters, meetings, speakers, and
electronic media. The campaign is ongoing and will accommodate the annual turnover in the
employee and student populations.


                              Approved by the Institutional Operations Committee July 2008
12/4/2012

				
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