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Board Policies Home

4.000 Administration

4.100 President

4.110 Special Committees

4.200 Classified Personnel

4.220 Support Staff

4.230 Contractual Personnel

4.240 Extra Help and Student Employees

4.300 Personnel Information

4.310 Staff and Faculty Evaluation

4.320 Search Committee Process

4.330 Employment and Termination

4.340 Employee Grievance Procedures

4.350 Staff Governance and Organization

4.400 Health and Disability Insurance and Retirement

4.410 Voluntary Early Retirement Plan

4.420 Definition of Retirement

4.430 Credit Union

4.440 Employee Tuition Waiver

4.450 Faculty/Staff Discount for Community and Corporate Training

4.500 Catastrophic Leave Policy

4.510 Purchase of Unused Sick Leave

4.520 Attendance and Punctuality

4.530 Work Schedules and Office Hours

4.540 Transfer of Leave Between State Agencies

4.550 Time Sheets

4.560 Overtime

4.570 Participation in Fall Workshop and Graduation

4.580 Travel Reimbursement

4.330 Employment and Termination


Policy Number: 4.330

Subject: Employment and Termination

Date Adopted: August 22, 2012

All full-time contracted employees are employed originally and terminated only by action of the Board of Trustees on recommendation by the administrative staff. Search committees which meet affirmative action standards will be utilized to select the best candidates for nomination. The administrative staff is given authority to employ classified, part-time, and temporary employees between the Board of Trustees' meetings when necessary, at rates of compensation previously established. The use of objective search committees is institutional policy. Such employment will be considered for ratification by the Board at its next regular meeting.

The probationary period for classified personnel is six months and for contracted employees is three years. During the probationary period an employee can be terminated without cause being demonstrated.

If termination of employment is recommended for any reason after the probationary period expires, the reasons for the proposed termination will be set forth specifically in writing and given to the employee. Violations which may result in termination may include incompetence, misconduct, or neglect. All employees who have completed the probationary hiring period will be afforded the right to due process.

Reduction in Force

It is the desire and intent of the Board of Trustees to provide all faculty and staff, contracted and classified, with as much job security as possible. However, due to the inability of the Trustees to control the complexities of the College's funding, the possibility of a shortfall of adequate revenues may exist from time to time when the budget for the ensuing fiscal year is being formulated and adopted.

It is, therefore, necessary for the Board of Trustees to reserve the right to determine that the fiscal outlook for the next year, in the judgment of the Board, is such that a reduction in force is necessary.

It is necessary, also, that the Board of Trustees reserve the right to set salary levels, change assignments,
and/or reduce faculty and/or staff for the next fiscal year based on its best judgment and fiscal projections at that time. Criteria for such a reduction will be adopted as a part of the budget.

All budget hearings and discussions will be conducted in meetings open to the public. All personnel decisions made in March must be made subject to the availability of funds the following fiscal year.