Human Resources

Human Resources Policies (200)

Sexual harassment is illegal.  Both state and federal law prohibit harassment of any employee, student, agent or member of the College community by any executive, supervisor, employee, student, or visitor on the basis of sex or gender.  Sexual harassment is defined under federal law as:

            “…unwelcome sexual advances, requests for sexual favors, and other

verbal or physical conduct of a sexual nature constitute sexual harassment

when (1) submission to such conduct is made either explicitly or implicitly

a term or condition of an individual’s employment, (2) submission to or

rejection of such conduct by an individual is used as the basis for employment

decisions affecting such individual, or (3) such conduct has the purpose or

effect of unreasonably interfering with an individual’s work performance

or creating an intimidating, hostile or offensive working environment.”

29CFR Sec. 1604.11(a)

Any employee or student who sexually harasses another employee, student, agent or member of the College community will be subject to disciplinary action, up to and including termination of employment, consistent with terms of collective bargaining agreements, as applicable, or expulsion of the student.

The purpose of this policy is to ensure a positive work and learning environment for all employees and students free from the effects of sexual harassment which may produce a hostile, unproductive work environment.

 

Consensual Relationships:

This policy also prohibits consensual amorous relationships or physically intimate relationships between a faculty or staff member and a student whenever the faculty or staff member is in a position of professional or supervisory responsibility with respect to the student.* This includes, but is not limited to, faculty and student, staff and student, coach and player, and supervisor and student worker.

If despite the existence of this policy, an amorous, physically intimate relationship should develop between an instructor and a student or between an employee and a student, the instructor or employee shall report the matter immediately to their division dean or the supervisor.

In addition, the College strongly discourages consensual amorous or physically intimate relationships between a faculty or staff member and a student even in the absence of a current professional or supervisory responsibility with respect to the student. Such relationships may subject an employee to disciplinary action, up to and including termination, if it violates this policy.

All members of the College community are responsible for ensuring that their conduct does not violate this policy.

The College President shall implement this policy.

 

 

*A faculty or staff member has a professional or supervisory responsibility when he or she is currently in a position to make or influence a decision or to confer or withhold a benefit relating to the student’s education, employment or campus-sponsored activity.

PURPOSE OF THE POLICY
The purpose of this policy is to avoid conflicts of interest and the appearance or potential for
favoritism in the workplace, which is often associated with nepotism.


GENERAL STATEMENT OF NEPOTISM POLICY
Nepotism is inconsistent with Sussex County Community College’s employment mission, which
is to make employment decisions based on need, qualification and merit. In order to avoid
nepotism, close relatives may not be employed in, assigned or promoted to a position which is in
the direct line of supervision, as shown by the College’s organization chart, of a closely related
employee. The employment of relatives consistent with this policy is generally discouraged, but
at the discretion of the President.

PURPOSE OF THE POLICY
The purpose of this policy is to establish a code of ethics for all employees of Sussex County
Community College.


GENERAL STATEMENT OF CODE OF ETHICS
Establishing the appropriate guidelines and standards of conduct will aid in avoiding conflicts of
interest and assure that full-time employees’ primary work obligation remains with the College.

PURPOSE OF THE POLICY
The purpose of this policy is to provide all full-time employees leaving the College the courtesy
of an exit interview with the Director of Human Resources.


GENERAL STATEMENT OF EXIT INTERVIEW POLICY
An exit interview will provide the departing employee information relevant to the conclusion of
their employment and will enable the employee an opportunity to provide constructive feedback
regarding their employment experience at the College.

PURPOSE OF THE POLICY

The purpose of the policy is to affirm Sussex County Community College’s (“the College’s”) commitment to follow the laws and regulations promulgated thereunder in accordance with Title IX of the Educational Amendments of 1972, and in conducting Title IX investigations, and that no person shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination in any educational program or activity operated by the College. This prohibition is applicable, but not limited to, acts of intentional discrimination, sexual harassment and sexual violence and any acts of retaliation based upon an individual’s report of such actions. The U.S. Department of Education released its Final Rule under Title IX of the Education Amendments of 1972 in May of 2020.  This ruling prohibits discrimination on the basis of sex in education programs or activities receiving federal financial assistance.  Under the Final Rule, Colleges must ensure fair and transparent process for investigating and adjudicating sexual harassment matters.  The Final Rule will carry the force and effect of law on August 14, 2020.  

 

GENERAL STATEMENT OF PROHIBITION AGAINST SEXUAL VIOLENCE

It is the policy of the College that all students and staff shall be able to learn and work in an environment free from sexual discrimination, including sexual harassment and violence. No College employee or student shall engage in any improper, inappropriate, or illegal conduct prohibited by this policy.Administration shall develop and disseminate in a manner that is intended to reach all applicants for admission and employment, students, and employees an Annual Notice of Nondiscrimination which delineates employees’ and students’ rights under this policy and outlines the manner in which reports of intentional or other discrimination, sexual harassment and sexual violence are reported and promptly investigated. The Notice of Nondiscrimination shall include those provisions required by Title IX.The Title IX Officer for Sussex County Community College is the Director of Human Resources

Cross References:

Policy 200.1                Sexual Harassment Policy

Policy 200.6                Non-Discrimination Policy

Policy 200.12              Equal Employment Opportunity Policy

Policy 200.13              Employment Practices Policy

Policy 200.44              Reasonable Accommodations Policy

Policy 200.45              Grievance Policy for Employees not covered by a Collective Bargaining Agreement

Sussex County Community College Student Handbook

Sussex County Community College Faculty Handbook

Sussex County Community College Adjunct Faculty Handbook

 

References:

Civil Rights Act of 1964:

Age Discrimination in Employment Act of 1967

  • 504 of the Rehabilitation Act of 1973

Age Discrimination Act of 1975

American with Disabilities Act of 1990

New Jersey Law Against Discrimination

Titles VII and IX of the Education Amendments of 1972

The Clery Act

Pregnancy Discrimination Act

Equal Pay Act

New Jersey Equal Pay Act

Genetic Information Non-Discrimination Act of 2008

PURPOSE OF THE POLICY

The purpose of the policy is to affirm that Sussex County Community College (“College”) is fully committed to the principles of non-discrimination and equal employment opportunity and shall comply with all federal and state anti-discrimination statutes and regulations.

 

GENERAL STATEMENT OF NON-DISCRIMINATION-POLICY

No otherwise qualified individual shall be denied the benefits of or be subjected to discrimination in any program, activity, facility, employment or opportunity offered or sponsored by the College on the basis of race, creed, religion, color, national origin, ancestry, age, sex, sexual orientation, gender identity or expression, marital status (including domestic partnership and civil union status), atypical hereditary cellular or blood trait, disability, service in the United States armed forces or any other legally protected status.

Harassment on the basis of any of the foregoing protected characteristics is likewise prohibited as is retaliation against any individual filing a complaint or participating in any investigation conducted pursuant to this or any other of the College’s anti-discrimination policies.

The College will work collaboratively with qualified employees and students who require reasonable accommodations in order to access employment, programs, activities, facilities or other opportunities offered by the College.

Notices of the College’s policies on Non-Discrimination shall be publicized annually on the College’s website as well as in faculty and student handbooks. Administration shall develop and disseminate in a manner which is intended to reach all students, faculty, staff and visitors all legally required Notices of Non-discrimination and procedures to efficiently and effectively address claims of discrimination by students, applicants for admission, employees and applicants for employment and visitors.

 

Cross-References:

Policy 200.1                Policy Against Sexual Harassment

Policy 200.5                Title IX: Prohibition Against Sexual Discrimination/Sexual Violence

Policy 200.12              Equal Employment Opportunity Policy

Policy 200.13              Employment Practices Policy

Policy 200.44              Reasonable Accommodations

Policy 200.45              Grievance Policy for Claims of Discrimination

Sussex County Community College Student Handbook

Sussex County Community College Faculty Handbook

 

References:

Civil Rights Act of 1964:

Age Discrimination in Employment Act of 1967

  • 504 of the Rehabilitation Act of 1973

Age Discrimination Act of 1975

American with Disabilities Act of 1990

New Jersey Law Against Discrimination

Titles VII and IX of the Education. Amendments of 1972

Pregnancy Discrimination Act

Equal Pay Act

New Jersey Equal Pay Act

Genetic Information Non-Discrimination Act of 2008

PURPOSE OF THE POLICY
The College President will recommend to the Board of Trustees that employees meeting the
eligibility criteria within this policy receive a salary increase based on longevity.


GENERAL STATEMENT OF LONEGEVITY SALARY ADJUSTMENT POLICY
Longevity increases will be given to all full-time employees who meet certain requirements.
These increases will be given to recognize an employee’s service to the College.
The College reserves the right to amend or discontinue this practice at any time without prior
notice.

PURPOSE OF THE POLICY
The purpose of this policy is to ensure that part time non-academic support staff members do not
exceed the number of hours that will affect or inadvertently change their employment status.


GENERAL STATEMENT OF PART-TIME NON-ACADEMIC/SUPPORT STAFF HOURS
Part-time support staff may not work more than 24 hours per week (1248) in a calendar year.

PURPOSE OF THE POLICY
The purpose of this policy is to ensure that part time adjunct or instructor staff members do not
exceed the number of hours that will affect or inadvertently change their employment status.


GENERAL STATEMENT OF PART-TIME ACADEMIC STAFF CALCULATION OF HOURS
Part-time/adjunct instructors may not work more than 24 hours per week/1248 hours in a
calendar year (January 1- December 31).

PURPOSE OF THE POLICY
The purpose of this policy is to provide guidelines for when faculty are unable to teach their
classes for a period of two consecutive weeks or more due to illness, emergency, or personal
circumstances.


GENERAL STATEMENT OF FACULTY ABSENCES, SUBSTITUTES, AND COMPENSATION
The College will assume responsibility for identifying and compensating substitutes for full- or
part-time faculty who are unable to teach their classes for a period of two consecutive weeks or
more due to illness, emergency, or personal circumstances. In order to ensure the integrity of the
academic experience for students and equitable treatment of all faculty, faculty members who are
assigned to teach specific courses are expected to refrain from asking acquaintances, family
members, colleagues, friends, and other individuals to take over their instructional duties and
from making arrangements with such individuals to compensate them for their services. Faculty
will inform the College of the need to find a temporary replacement.

PURPOSE OF THE POLICY

The purpose of this policy is to ensure that all agents of Sussex County Community College (“College”) and its employees adhere to fair employment practices.

 

GENERAL STATEMENT OF EQUAL EMPLOYMENT OPPORTUNITY

The College is committed to having an inclusive campus community where all members are treated with dignity and respect.  Providing “equal employment opportunity” is one of the most important personnel policies of the College. As an Equal Opportunity Employer, the College does not discriminate in its hiring or employment practices on the basis of gender/gender identity, sex, race or ethnicity, color, national origin, religion, age, disability, veteran’s status, genetic information, family or marital status, sexual orientation, or any other protected class.

The College’s employment practices are in accordance with Title VII of the Civil Rights Act, The Age Discrimination in Employment Act, The Americans with Disabilities Act, The Equal Pay Act, Title II of the Genetic Information Nondiscrimination Act, or any other local, state, or federal law protecting individuals from employment discrimination.

Furthermore, the College shall not discriminate on the basis of the protected class listed above in administration of its educational policies, admissions policies, scholarship and loan programs, and athletic and other College-administered programs.

It is the College’s fundamental policy to provide equal opportunity in all areas of employment practice. This policy extends to recruitment and hiring, working conditions, pay and benefits, professional development opportunities, performance review, promotion, and all other terms and conditions of employment.

 

TYPES OF PRACTICES THAT ARE PROHIBITED

Prohibited practices include:

a. harassment or discrimination on the basis of any of the listed protected groups;

b. retaliation against a student or employee for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices;

c. denying employment opportunities to a qualified applicant or employee because of marriage to, or association with, an individual of a particular protected group listed above;

d. using genetic information protected by law pertaining to an applicant or an employee, or a member of the applicant’s or employee’s family, to make employment decisions;

e. excluding a student or applicant, persecuting a student or otherwise denying or limiting his/her educational access, benefits, or opportunities based upon that student’s or applicant’s membership in a protected category, as described above.

PURPOSE OF THE POLICY
The purpose of this policy is to ensure the employment of competent individuals occurs efficiently
and within budgetary guidelines and provides equal access to all employment opportunities to all
applicants. The Human Resources Department (“HR”) is responsible for ensuring the compliance
of Sussex County Community College (“College”) with the provisions of the New Jersey First
Act.


GENERAL STATEMENT OF EMPLOYMENT PRACTICES
All College hiring practices, including the scheduling and conducting of the interview process,
will provide equal opportunity to all persons, regardless of gender/gender-identity, sex, race or
ethnicity, color, national origin, religion, age, disability, veteran’s status, genetic information,
family or marital status, sexual orientation, or any other protected class. Applicants will be
evaluated by verification of credentials, education, experience and abilities related to the
requirements of the position and as determined by interviews and references.

PURPOSE OF THE POLICY
This policy was established to ensure that all employees of Sussex County Community College
(“College”) are aware of open positions on campus and have the opportunity to apply for
positions for which they are qualified. The College believes in promoting from within when
possible and is committed to employing the best candidates.


GENERAL STATEMENT REGARDING INTERNAL POSTING OF POSITIONS
It is the general policy of the College to attempt to fill vacancies of part-time and full-time nonfaculty non-management positions through internal recruitment before recruiting from outside
sources.

PURPOSE OF THE POLICY
The purpose of this policy is to maintain the effective, efficient, and uninterrupted operation of
Sussex County Community College (“College”).


GENERAL STATEMENT OF ATTENDANCE POLICY
Regular and prompt attendance is required of all employees to ensure that the College is able to
properly serve the student population. When an employee cannot avoid being absent or tardy, it
is the employee’s responsibility to notify his/her supervisor in a timely manner.

PURPOSE OF THE POLICY
To record time worked for payroll calculation, benefit accrual, and related business purposes.


GENERAL STATEMENT OF ATTENDANCE REPORTING POLICY
Attendance records are maintained for all employees of Sussex County Community College (“College”).

PURPOSE OF THE POLICY
To enable Sussex County Community College (“College”) employees to request inspection of
their personnel records.


GENERAL STATEMENT OF ACCESS TO PERSONNEL FILES
Employees are permitted reasonable access to their personnel files during regular business hours.

PURPOSE OF THE POLICY
To define the terms of employment and to provide a common understanding in reference to
employee status at Sussex County Community College (“College”).


GENERAL STATEMENT OF EMPLOYEE CLASSIFICATIONS
The College classifies employees as regular full-time, regular part-time or temporary.
Designations as exempt or non-exempt are determined in accordance with applicable laws.

PURPOSE OF THE POLICY
The purpose of this policy is to ensure the maintenance of accurate employee information related
to Sussex County Community College (“College”) operations.


GENERAL STATEMENT OF EMPLOYEE INFORMATION
Employees are responsible for providing the College with current, accurate and truthful
information regarding all aspects of their employment with the College.

PURPOSE OF THE POLICY
The purpose of this policy is to maintain a work and educational environment that is safe,
productive and lawful for Sussex County Community College (“College”) officers, employees,
students, and the public.


GENERAL STATEMENT REGARDING ALCOHOL AND DRUG FREE WORKPLACE
The unauthorized possession, consumption or distribution of alcoholic beverages on College
premises or at any College function, meeting or event is prohibited.
The unlawful possession, manufacture, distribution, dispensation, or use of any controlled
substance on College property or at any College sponsored or associated event.
At the discretion of the College, any employee convicted of a drug offense relevant to his or her
employment with the College shall be subject to discipline up to and including termination.

PURPOSE OF THE POLICY
The purpose of this policy is to provide Sussex County Community College (“College”)
employees, students and visitors with a healthy environment, and to comply with New Jersey
statutory requirements for smoke-free educational institutions.


GENERAL STATEMENT OF SMOKE AND TOBACCO-FREE POLICY
The College is a smoke and tobacco-free campus. This includes all tobacco products, and
electronic smoking devices. Smoking and use of tobacco products are not permitted in any
campus buildings, facilities, athletic and social venues, or anywhere else on campus other than
inside personal vehicles.

PURPOSE OF THE POLICY
To enable eligible Sussex County Community College (“College”) employees to enjoy time
away from the duties and responsibilities of their positions with the College while ensuring that
the needs of the students and operations of the College are maintained at an optimal level.


GENERAL STATEMENT OF VACATION POLICY
The College provides paid vacation days to all non-faculty full-time, regular employees who
work on a twelve-month schedule. The amount of time provided is determined by an employee’s
job classification and length of service at the College. Vacation time is not provided to
employees who work on a ten-month schedule.
The College provides payment for unused, accrued vacation time upon an employee’s
termination of employment provided that the employee is considered to be in good standing at
the time the payment is to be made.

PURPOSE OF THE POLICY
To provide eligible Sussex County Community College (“College”) employees with paid time
off for absence due to a personal or immediate family member illness or injury.


GENERAL STATEMENT OF SICK DAYS POLICY
The College provides 12 sick days per year to all regular full-time, non-faculty employees and 10
sick days per year to all regular full-time faculty members.

PURPOSE OF THE POLICY
To provide full-time Sussex County Community College (“College”) employees with paid days
for matters that cannot be attended to outside of the regular working day.


GENERAL STATEMENT OF PERSONAL DAYS POLICY
The College provides three Personal days per fiscal year to regular, full-time
employees. Accrual of Personal days only occurs while an employee is on a paid status and, if
unused, shall be forfeited at the end of the fiscal year.

PURPOSE OF THE POLICY
To outline the days that Sussex County Community College (“College”) will observe as holidays.


GENERAL STATEMENT OF HOLIDAY POLICY
The College will observe certain state and federal holidays. Holidays are determined by action
of the Board in conjunction with the adoption of the College’s Administrative Calendar. Full
time employees who are actively employed (or on a full time paid leave of absence) on the day
of the holiday are granted time off with pay.

PURPOSE OF THE POLICY
To maintain an equitable method of compensation for part-time employees of Sussex County
Community College (“College”).


GENERAL STATEMENT OF TIME BENEFITS FOR PART-TIME EMPLOYEES POLICY
Part-time employees who have a minimum of five years of continuous service to the College will
receive straight time pay for a portion of the time the College is closed during the period between
Christmas and New Year’s. The hours paid to the eligible employee will be based on 60% of the
weekly number of hours typically worked by the employee.
In the event of a declared College closure after a part-time employee reports to work, the
employee will receive a minimum of two hours of regular wages.

PURPOSE OF THE POLICY
To assist Sussex County Community College (“College”) employees in fulfilling their civic
obligation when called upon for jury duty.


GENERAL STATEMENT OF JURY DUTY POLICY
Employees who are summoned for jury duty are permitted time off from their scheduled work
day in accordance with law. Employees must provide a copy of their juror summons to their
supervisor as soon as practicable so that, if necessary, appropriate coverage arrangements can be
made. The College shall pay full-time College employees summoned for jury duty their regular salary.

PURPOSE OF THE POLICY
To provide guidelines to compensate eligible Sussex County Community College (“College”)
employees for loss of earnings due to an absence because of the death of a family member.


GENERAL STATEMENT OF BEREAVEMENT LEAVE POLICY
The College will provide full-time employees with up to five working days away from their
assigned duties, without loss of pay, due to the death of an immediate family member. For
purposes of this policy, immediate family member will be defined as spouse, domestic partner or
civil union partner, child, parent, sibling, grandparent, grandchild, mother-in-law, and father-inlaw.
The College also has the discretion to provide full-time employees with one day away from their
assigned duties, without loss of pay, due to the death of a more distant relative.

PURPOSE OF THE POLICY
To provide eligible Sussex County Community College (“College”) employees with leave in
accordance with State and Federal law.


GENERAL STATEMENT OF FAMILY MEDICAL LEAVE ACT (FMLA) AND NEW JERSEY FAMILY LEAVE ACT (NJFLA) POLICY
It is the policy of the College to provide unpaid leave as provided by the Family Medical Leave
Act (FMLA) and the New Jersey Family Leave Act (NJFLA). The acts are intended to balance
the demands of the workplace with the needs of families, to promote the stability and economic
security of families, and to promote national interests in preserving family integrity.

PURPOSE OF THE POLICY
To provide full time, non-faculty Sussex County Community College (“College”) employees
with tuition reimbursement for professional development.


GENERAL STATEMENT OF TUITION REIMBURSEMENT FOR FULL TIME, NONFACULTY POLICY
The College will provide up to Two Thousand Dollars ($2,000) per fiscal year in tuition
reimbursement as a means to maximize employee effectiveness in current position assignments
as well as to prepare for career advancement at SCCC.
The tuition reimbursement is subject to outlined eligibility requirements and limitations.

PURPOSE OF POLICY
To encourage lifelong education and staff development, support the educational mission of
Sussex County Community College (“College”) and improve the skills of all eligible employees.


GENERAL STATEMENT OF TUITION WAIVER FOR FULL-TIME SCCC EMPLOYEES POLICY
The College will provide a tuition waiver benefit to full-time employees and their eligible
dependents in accordance with the procedures and provisions which accompany this policy.

PURPOSE OF POLICY
To encourage lifelong education and staff development, support the educational mission of
Sussex County Community College (“College”) and improve the skills of all eligible employees.


GENERAL STATEMENT OF TUITION WAIVER FOR PART-TIME SCCC EMPLOYEES POLICY
The College will provide a tuition waiver benefit of one course per semester, up to a maximum
of three credit courses/seminars per fiscal year, to part-time employees (as that term is defined in
policy), who have been working for at least six months at the College

PURPOSE OF THE POLICY
To assist eligible Sussex County Community College (“College”) employees and their eligible
dependents in meeting the financial burdens that can result from illness and disability, and to
plan for retirement.

GENERAL STATEMENT OF INSURANCE BENEFITS AND PENSION POLICY
The College has established a variety of employee benefit programs for eligible employees.

DISCLAIMER:
This policy contains a very general description of the benefits to which you may be entitled as an employee. Please understand that this general explanation is not intended to, and does not, provide you with all the details of these benefits. Therefore, this policy does not change or otherwise interpret the terms of the official plan documents. Your rights can be determined only by referring to the full text of the official plan documents, which are available for your examination from the Human Resources Department (“HR”). To the extent that any of the information contained in this policy is inconsistent with the official plan documents, the provisions of the official documents will govern in all cases. The College reserves the right, in its sole and absolute discretion, to amend, modify or terminate, in whole or in part, any or all of the provisions of the benefit plans described herein. Further, the College reserves the exclusive right, power and authority, in its sole and absolute discretion, to administer, apply and interpret the benefit plans described herein, and to decide all matters arising in connection with the operation or administration of such plans.

PURPOSE OF THE POLICY
To maintain safe working conditions at Sussex County Community College (“College”) that are
in compliance with all applicable laws.


GENERAL STATEMENT OF WORKER’S COMPENSATION POLICY
College employees are afforded protection under the College’s Worker’s Compensation
Insurance. Benefits will be paid in accordance with applicable state law.

PURPOSE OF THE POLICY
To provide a framework and examples of situations that could result in the immediate
termination of an employee of Sussex County Community College (“College”).


GENERAL STATEMENT OF TERMINATION OF EMPLOYMENT POLICY
Unless otherwise specifically agreed to by the College or as may be provided for by law, College
employees are at-will and subject to termination at any time and for any reason. The College will
generally provide notice of such termination. However, the College may immediately terminate
an employee when necessary to protect the integrity of the College and/or the safety and welfare
of the College community

PURPOSE OF POLICY
To allow Sussex County Community College (“College”) sufficient time for filling job vacancies
and for completing employment-related business prior to termination of employment.


GENERAL STATEMENT OF RESIGNATION POLICY
An employee who voluntarily resigns his/her position is required to provide a minimum of two
(2) weeks written notice of the intended resignation.

PURPOSE OF THE POLICY
To provide the timeframe and parameters for voluntary retirement from Sussex County
Community College (“College”).


GENERAL STATEMENT OF RETIREMENT POLICY
The College will process all employee notifications of retirement in accordance with the
requirements of the New Jersey Division of Pensions and Benefits and with all applicable federal
and state laws.

PURPOSE OF THE POLICY
To provide for notification to employees of Sussex County Community College (“College”) of
emergency closings and delayed openings during times of hazardous weather conditions.


GENERAL STATEMENT OF INCLEMENT WEATHER POLICY
The President of the College or the President’s designee shall declare emergency closings and
delayed openings of the school due to inclement weather. Employee notifications will be made
using the alert system.

PURPOSE OF THE POLICY
To appropriately compensate non-exempt employees of Sussex County Community College
(“College”) when approved overtime is necessary.


GENERAL STATEMENT OF OVERTIME COMPENSATION POLICY
Non-exempt employees will be compensated for time worked in excess of 40 work hours per
week in accordance with all applicable laws.

PURPOSE OF THE POLICY
To provide the frequency and method of payment for employees of Sussex County Community
College (“College”).


GENERAL STATEMENT OF PAY PROCEDURES POLICY
The College payroll is electronically deposited on the fifteenth and the last day of each month. If
the pay date falls on a weekend, holiday, or date the College is scheduled to be closed, the deposit
will be made on the previous workday

PURPOSE OF THE POLICY
To provide that Sussex County Community College (College”) employees will be compensated
for their primary job assignment and for any approved College teaching assignments performed
outside of their primary job assignment.


GENERAL STATEMENT OF COMPENSATION FOR TEACHING BY ADMINISTRATIVE/SUPPORT STAFF POLICY
Supervisor approval is required whenever administrative/support staff teach a College credit or
non-credit course, whether such instruction occurs within or outside of the employee’s regularly
scheduled work hours. If an employee is teaching within their regularly scheduled workday, the
Supervisor and employee must agree upon a schedule to make up hours missed while
instructing. Credit or non-credit courses taught will be compensated at the prevailing College
rate for adjunct faculty or non-credit instructors. Administrative/support staff employees
may only teach at other colleges outside of their normal working hours.

PURPOSE OF THE POLICY
To ensure consistency in the employment and administration of grant-funded positions at Sussex
County Community College (College”) and that all positions are adequately funded by the
College’s budget.


GENERAL STATEMENT OF EXPENDITURE DECISIONS IN OUTSIDE GRANTS POLICY
Grant-funded positions must be administered in accordance with all of the policies, procedures
and other operating rules of the College, as well as any applicable terms of the grant.
Upon expiration of the grant, the grant-funded position will be eliminated or Administration shall
seek authorization to continue the position as a budget impacted position.

PURPOSE OF THE POLICY
Sussex County Community College (“College”) is committed to assuring a safe and secure
environment for its faculty, staff, students, visitors, and others who may receive services from or
have contact with College employees. For this reason, the College has enacted this policy which
provides a mandatory process by which all employees (as defined below) must report any
conviction(s) of crimes or offenses to appropriate College administrators and outlines standards
by which any convictions will be evaluated and acted on.


GENERAL STATEMENT OF REPORTING OF CONVICTIONS OF OFFENSES OR CRIMES FOR CURRENTLY EMPLOYED FACULTY AND STAFF POLICY
This policy sets forth a process which enables the College to review the circumstances of the
conviction(s) for offenses or crimes to assure that the employee in question does not pose an
unreasonable safety risk to fellow employees, students, and visitors or indicate conduct
inconsistent with the employee’s assigned job duties, the employee’s access to College resources
or facilities or which may otherwise be detrimental to the reputation, image or the business of the
College. The standards contained in this policy shall apply to convictions for offenses or crimes
reported directly by the employee or identified independently by the College through any other
means. This policy also applies to any employee who has been formally offered and accepted
employment but who has been convicted or who has taken a plea agreement on a reportable
offense prior to reporting for work.

The intent of this policy is to ensure the safety of the College community and to properly protect
the College’s resources and reputation. It is not the intent of this policy that every conviction for
offences or crimes will result in taking an action that would adversely affect an individual’s
employment or affiliation with the College. It is anticipated that certain offenses will not
necessitate the College taking adverse action against the employee’s employment.

PURPOSE OF POLICY
To ensure that Sussex County Community College (“College”) complies with all federal and
state laws governing the employment of individuals with disabilities and/or pregnant employees
who require reasonable work-related accommodations.


GENERAL STATEMENT OF REASONABLE ACCOMMODATION POLICY
The College will provide reasonable accommodations to employees and qualified applicants with
disabilities to ensure these individuals can perform or continue to perform their essential job
functions and responsibilities, unless doing so would impose an undue hardship. The
determination of reasonable accommodations shall be made in accordance with the provisions of
law.

Failure to reasonably accommodate employees and potential employees in accordance with the
provisions of law shall be considered a violation of this College policy.

PURPOSE OF POLICY
It is the policy of Sussex County Community College (“College”) to develop and maintain a
satisfied and efficient workforce. Any employee not covered under a collective bargaining
agreement is entitled to a fair and equitable process to resolve work-related complaints and
grievances regarding alleged misinterpretations or misapplications of policies and/or procedures.


GENERAL STATEMENT OF GRIEVANCE POLICY FOR EMPLOYEES NOT COVERED BY A COLLECTIVE BARGAINING AGREEMENT
The College maintains a grievance procedure to provide those employees not covered by a
collective bargaining agreement with an opportunity to voice work-related complaints without fear
of reprisal. The procedures developed pursuant to this policy are also available to address
allegations of discrimination or harassment based on race, color, creed, religion, sex, ancestry,
national origin, pregnancy, age or disability or any other legally protected classification.

PURPOSE OF THE POLICY
To ensure that the Board of Trustees of Sussex County Community College (“College”) seeks
input and provides feedback to the College President regarding his/her performance.


GENERAL STATEMENT OF PRESIDENTIAL EVALUATION POLICY
The Board of Trustees will conduct an annual evaluation of the College President, including a
self-evaluation and input from Board members, and will provide feedback to the College
President regarding his/her status and compensation for the following year.

PURPOSE OF THE POLICY
It is the purpose of this policy to outline provisions for approved travel and other business
expenses incurred by Sussex County Community College (College”) employees while on
assignments away from the normal work location.


GENERAL STATEMENT OF REIMBURSEMENT FOR EXPENSES INCURRED IN PERFORMANCE OF OFFICIAL RESPONSIBILITIES POLICY
The College provides employees with an accountable expense reimbursement plan in order to
reimburse employees for approved travel and other business expenses incurred in the official
conduct of College activities.

PURPOSE OF THE POLICY
The purpose of this policy to recognize and incentivize full-time employees of Sussex County
Community College (College”) employees who are not covered by a collective bargaining
agreement to pursue a higher education degree or advanced degree.


GENERAL STATEMENT OF OBTAINMENT OF DEGREE BY FULL-TIME NONREPRESENTED EMPLOYEES POLICY
The College provides full-time employees who have obtained an approved and relevant degree
with an increase in base salary.

PURPOSE OF THE POLICY
In accordance with Sussex County Community College’s duty to provide and maintain a
workplace that is free of known hazards, Sussex County Community College is adopting this
policy to safeguard the health of our students, faculty, employees and their families, our visitors
and the community at large from infectious diseases, such as COVID-19, which may be reduced
by vaccinations. This policy will comply with all applicable laws and is based on guidance from
the Center for Disease Control and Prevention and local health authorities as applicable.


GENERAL STATEMENT OF VACCINATION POLICY
Sussex County Community College firmly believes in the effectiveness of vaccines to prevent
illness and encourages all employees and students to receive vaccinations.