< PreviousApproved by Staff Senate: January 14, 2019 2 Introduction and Welcome The faculty, staff, and administration of UA-PTC welcomes you! We are committed to helping you integrate successfully into the UA-PTC community. As you come onboard, we want to emphasize that our deepest commitment is to our customers. Without our faculty, staff, and students, UA-PTC would not be here to serve our community. Your success, continued growth, and workplace satisfaction are the responsibilities of the leadership team. We promise that you will always be treated with dignity and respect, and valued as an important member of the College organization. Once again, we’re excited you have chosen to join the UA-PTC family. Thank you for joining our team! Approved by Staff Senate: January 14, 2019 3 About UA-PTC Approved by Staff Senate: January 14, 2019 History UA-PTC ‘s history dates back to October 1945 when it was established as the Little Rock Vocational School under the supervision of the Little Rock Public Schools. In October 1969, administration of the school was transferred to the Arkansas Board of Vocational Education and the school was named Pulaski Vocational Technical School. Early in the 1970s, 137 acres declared surplus by the Veterans Administration were transferred to the North Little Rock School District and Pulaski Vocational Technical School was given 40 acres for a new school site. Pulaski Vo-Tech moved from 14th and Scott streets in Little Rock to its present location in January 1976. When the Arkansas General Assembly created the Arkansas Technical and Community College System in 1991, Pulaski Technical College was created along with 12 other technical colleges under the coordination of the Arkansas Board of Higher Education. In 2017, the College formally joined the University of Arkansas System. The College is governed by the University of Arkansas System Board of Trustees and a seven-member Board of Visitors, appointed by the governor, and derives its support largely from student tuition and fees and legislative appropriations. Accreditation UA-PTC is accredited by The Higher Learning Commission of the North Central Association of College and Schools. Many programs offered by the College are also accredited or certified by third party entities. A full listing can be found in the Academic College Catalog. Shared Governance The faculty, staff, and administration of UA-PTC believe the College is best served through a shared decision-making model that utilizes the knowledge, skills, and values of its collective members to advance recommendations to the Chancellor and Board of Trustees. Our shared governance structure exists to maximize communication across campus and advance the mission, values, and goals of the College. Approved by Staff Senate: January 14, 2019 4 General Employment Policies 4.1 Equal Employment Opportunity and Affirmative Action It is the policy of UA-PTC to provide equal employment opportunities and prohibits discrimination against any employee or applicant for employment on the basis of race, color, ancestry, creed, national origin, age, sexual orientation, religion, sex/gender, individuals with disabilities, protected veterans, marital status, genetic information, or any other protected category under the applicable State and Federal law. The policies relate to all phases of employment including, but not limited to, recruiting, employment, placement, promotion, demotion, transfer, termination, layoff, recall, rates of pay or other forms of compensation, selection for training, use of all facilities and participation in all College sponsored employee activities. It is the responsibility of all departments and all personnel, supervisory and non- supervisory, to apply this policy in an equitable manner through UA-PTC. 4.2 Non-Discrimination and Equal Opportunity Provisions UA-PTC ensures that the following laws and regulations will be carried out as they pertain to students, employees, applicants for employment, and other interested parties: Title VI of the Civil Rights Act of 1964, as amended, which prohibits discrimination on the basis of race, color, and national origin; Title IX of the Education Amendments of 1972, as amended, which prohibits discrimination on the basis of sex in education programs; Section 504 of the Rehabilitation Act of 1973, as amended, which prohibits discrimination against qualified individuals with disabilities; The Age Discrimination Act of 1975, as amended, which prohibits discrimination on the basis of age; Title II of the Americans with Disabilities Act of 1990; and Uniform Services Employment & Reemployment Rights Act Questions regarding UA-PTC’s efforts to comply with its responsibilities under these laws should contact the Director of Human Resources or the Dean of Student Affairs. DISABILITY ACCOMMODATIONS It is the goal of UA-PTC to provide equal access and opportunity to qualified persons with disabilities in compliance with Sections 503 and 504 of the Rehabilitation Act of Approved by Staff Senate: January 14, 2019 1973, as amended; the Americans with Di sabilities Act (ADA) of 1990; and the ADA Amendments Act (ADAAA) of 2008. The College prohibits discrimination based on disability in all aspects of the application process and employment relationship. An employee/candidate must be able to perform the essential functions of the position, with or without accommodations to work in or be hired for a position. Human Resources provides information relating to reasonable accommodations under the Americans with Disability Act and monitors accommodations for employees and applicants. Employees with a disability are encouraged to contact Human Resources to update their status as an individual with a disability and/or whether or not their disability requires accommodation(s). Employees or applicants who believe they have a disability and wish to request a reasonable accommodation should utilize the ADA Accommodation Request Form. By considering this request, the College does not consider or regard the employee or applicant as having a disability. Rather, the purpose of this form is to assist the College in determining whether, or to what extent, a reasonable accommodation is appropriate for qualified employees or applicants. RELIGIOUS ACCOMMODATIONS Pursuant to the Title VII of the Civil Rights Act of 1964, UA-PTC prohibits employment discrimination based on religion. A religious accommodation is defined as any adjustment to the work environment that will allow an employee or applicant to practice his or her religion. The need for religious accommodation may arise where an individual’s religious beliefs, observance or practices conflict with a specific task or requirement of the position or applicant process. Accommodation requests often relate to work schedules, dress and grooming, or religious expression in the work place. Accommodations may be granted if it would not pose an undue hardship. Employees or applicants who need to make a request for religious observance are encouraged to contact Human Resources. 4.3 Retaliatory Action Prohibited Retaliation against a person who files a charge of discrimination, participates in an investigation, or opposes an unlawful employment practice is prohibited by law and UA-PTC. Any person who needs further explanation or who believes he or she has been retaliated against should contact Human Resources. 4.4 Employment of Relatives (Nepotism) UA-PTC recognizes that conflicts of interest or favoritism may exist when members of to a reasonable person. Employees are strictly prohibited from engaging in physical contact that • Approved by Staff Senate: January 14, 2019 the same family are employed at the College and complies with University of Arkansas Board Policy regarding Nepotism, 410.1. This policy extends to practices that involve employee hiring, salary, promotion, and transfer. Close relatives, partners, those in a dating relationship or members of the same household are not permitted to be in positions that have a reporting responsibility to each other. Close relatives are defined as husband, wife, domestic partner, father, mother, father-in-law, mother-in law, grandfather, grandmother, son, son-in-law, daughter, daughter-in law, uncle, aunt, nephew, niece, brother, sister, brother-in-law, sister-in-law, step relatives, and domestic partner relatives. For more information on Nepotism visit at https://www.uasys.edu/wp- content/uploads/sites/16/2018/04/410.1-Nepotism.pdf. If employees begin a dating relationship or become relatives, partners, or members of the same household, and if one party is in a supervisory position, employees are required to inform their direct supervisor and Human Resources of the relationship. UA-PTC reserves the right to apply this policy to situations where there is a conflict or the potential for conflict because of the relationship between employees, even if there is no direct-reporting relationship or authority involved. Unless approved in writing by the Chancellor of the College, employees may not under any circumstances have members of the same household or close relatives as defined above enrolled as students in their classes. 4.5 Employee Dating UA-PTC believes that an environment where employees maintain clear boundaries between employee personal and professional interactions during work hours and within the working environment is the most effective for the workplace. Individuals in supervisory relationships or other influential roles are subject to more stringent requirements due to their status as role models, their access to sensitive information and their ability to influence others. • During working time and in working areas employees are expected to keep personal exchanges limited so that others are not distracted or offended by such exchanges and so that a professional environment is maintained. • During non-working time, such as lunches, breaks, and before and after work periods, employees are not precluded from having appropriate personal conversations in nonworking areas as long as their conversations and behaviors could in no way be perceived as offensive or uncomfortableApproved by Staff Senate: January 14, 2019 would in any way be deemed inappropriate by a reasonable person while anywhere on college premises, whether during working hours or not. • Employees who allow personal relationships with coworkers to affect the working environment will be subject to the appropriate provisions of the college disciplinary policy, which may include counseling for a minor problem. Failure to change behavior and maintain expected work responsibilities is viewed as a serious disciplinary matter. • Employee off-duty conduct is generally regarded as private, as long as such conduct does not create problems within the workplace. An exception to this principle, however, is romantic or sexual relationships between supervisors and subordinates. • Supervisors, managers, executives, chairs, deans, or anyone else in sensitive or influential positions must disclose the existence of any relationship with another coworker that has progressed beyond a platonic friendship. Disclosure may be made to the immediate supervisor or HR. This disclosure will enable the college to determine whether any conflict of interest exists because of the relative positions of the individuals involved. • Where problems or potential risks are identified the college will work with the parties involved to consider options for resolving the conflict. The initial solution will be to make sure that the parties involved no longer work together on matters where one is able to influence the other or take action for the other. Matters such as hiring, firing, promotions, performance management, compensation decisions, financial transactions, etc. are examples of situations that may require reallocation of duties to avoid any actual or perceived reward or disadvantage. In some cases, more extreme measures may be necessary such as transfer to other positions or departments. Under no circumstances may a Faculty Member date or engage in an intimate relationship with one of his/her students. Under no circumstances may any member of the workforce date or engage in an intimate relationship with a work-study student assigned to his/her area. Any employee who thinks they have been disadvantaged as a result of this policy, or who believes this policy is not being followed, should make their feelings known to Director/Dean, Area Vice Chancellor or the Director of Human Resources. 1.A state, county, or municipal government department, agency, or organization having jurisdiction over criminal law enforcement, etc. 2.A member, officer, agent, investigator, auditor, representative, or supervisory Approved by Staff Senate: January 14, 2019 4.6 Copyright Policy UA-PTC is an institution that values integrity in intellectual discourse. As such, the College is committed to adhering to applicable laws regarding intellectual property and copyright including the United States Copyright Act, 17 U.S.C. § 101 et seq. For more information on Copyright policy, visit http://mediaserver.uaptc.edu/policies/400- Faculty-and-Staff/490-6-copyright.pdf 4.7 Whistleblower Act The Arkansas Whistle-Blower Act is consistent with Arkansas Code Annotated 21-1-601 through 609. It is the policy of UA-PTC that an employee will be protected from discharge or retaliation because the employee reports in good faith the existence of any waste of public funds, property, manpower or a violation or suspected violation of State law, rule, or regulation. This policy excludes federal funds, property, or manpower. No adverse action will be taken against an employee or a person authorized to act on behalf of the employee in the following situations: 1.If an employee alleges a violation under this Act and does so in good faith; 2.If an employee alleges a violation under this Act, and does so in good faith and participates or gives information in an investigation, hearing, court proceeding, legislative or other inquiry, or in any form of administrative review; and/or 3.If an employee alleges a violation under this Act, and does so in good faith, and has objected to or refused to carry out a directive that the employee reasonably believes violates a law, rule, or regulation adopted under the authority of the State. An adverse action is defined as discharging, threatening, discriminating, or retaliating against the employee in any manner that affects the employee’s employment, including compensation, job location, rights, immunities, promotions, or privileges. Good faith is lacking when the employee does not have personal knowledge of the waste or violation or when the employee knew or reasonably should have known that the report is malicious, false, or frivolous. The report of waste or violation should be made verbally or in writing to one of the employee’s superiors or to an appropriate authority, such as: Approved by Staff Senate: January 14, 2019 employee of the body, agency, or organization; or 3.The office of the Attorney General, Auditor of State, Arkansas Ethics Commission, Legislative Joint Audit Committee, Division of Legislative Audit, or prosecuting attorney’s office. The report by the employee of such waste or violation must be made prior to any adverse action by UA-PTC. Additionally, the report must be made at a time and in a manner which gives UA-PTC reasonable notice of the need to correct the waste or violation. An employee who alleges a violation of the Act, and believes that UA-PTC has acted adversely towards him/her because of the allegations, may utilize approved grievance or mediation procedures. The employee may subsequently bring a civil action in circuit court within 180 days of the alleged violation of the Arkansas Whistle Blower- Act. Should such civil action occur, the employee has the burden of proof in establishing that he/she has suffered an adverse action for an activity protected under the Act. Additionally, UA-PTC will have an affirmative defense if it can establish that the adverse action taken against the employee was due to employee misconduct, poor job performance, or a reduction in workforce unrelated to a report made concerning violations under the Act. 5 Employment Eligibility, Opportunities, and Hiring Procedures 5.1 Employment Eligibility and Hiring Process Preface HIRING PROCESS PREFACE In accordance with Policy, the processes outlined herein provide general procedure for the recruitment for, and hiring of, employees into vacant new and/or existing positions. All employees of the College are subject to UA- PTC hiring procedures. All applicants and/or persons interested in consideration as a candidate for any/all new and/or existing vacant position are subject to the portions of this procedure as may be applicable. In general, the basic hiring and recruitment procedure will be followed to recruit for, and fill, any and all open positions at UA- PTC. Some procedural steps may be bypassed and/or minimally fulfilled, dependent on the type of position and surrounding circumstances. All forms identified within the steps outlined within the recruitment and hiring process, complete information, and/or a lack of appropriate disclosure within specific screening questions, the individual will be dropped from further consideration if not yet employed, and/or employment will be terminated, unless the Chancellor approves the continued employment based upon appropriate rationale. Approved by Staff Senate: January 14, 2019 support tools such as scoring rubrics/matrixes and interview guidance, supervisory hiring guidelines, and screening committee guidelines are available electronically from Human Resources (HR), and/or are provided within the supervisory training sessions coordinated through HR. Two elements of UA- PTC’s hiring procedure that must be satisfactorily completed for any and all hires - with no exceptions - are: a.The completion of the UA- PTC employment application form, including personal demographic information, and the acknowledgment of candidacy and/or employment requirements, and b.The proper vetting of candidates, i.e., all persons hired into any position with UA- PTC must successfully complete a background check and education verification via submission of current transcripts. CONFIDENTIALITY IN THE HIRING PROCESS Confidentiality will be maintained within throughout the hiring process. All persons involved in the hiring and recruitment process are expected to uphold confidentiality on behalf of any and all persons who submitted materials for employment consideration. EMPLOYMENT ELIGIBILTY Before any new employee can be assigned to any position at UA-Pulaski Technical College, the individual must provide proof of identity and eligibility to work as specified by the Immigration Reform and Control Act of 1986. CONSEQUENCES OF DISCOVERY ISSUES 1) It is expected that an individual submitting their application for employment consideration will complete the application process by providing UA- PTC with accurate and comprehensive information, being forthright in disclosure and lacking misrepresentative aspects. 2)The expectation is outlined in the form of an acknowledgement that is required to be completed by any/all applicants as one of the final steps in the UA- PTC application process. 3)Examples of information that is closely scrutinized for verification include: any educational degree and/or certification claimed to be earned and completed, information requested as a part of background screening, past employment locations and/or positions held. 4)If, either within the applicant review process, after an offer of employment has been extended and accepted, and/or after the individual has become employed, it is discovered that there was misrepresentation(s), failure to provide accurate andNext >