Staff Member's Rights & Responsibilities
- Drug-Free Workplace
- Affirmative Action & Equal Employment Opportunity
- Sexual Harassment
- Employee Complaints
- Rules of Conduct
- Guidelines for Business Dress
- Computer & Network Resources Use
- Property Use
- Personnel Records
- Conflict of Interest Policy
- Change of Address
In compliance with the federal Drug-Free Workplace Act of 1988, North Central State College is committed to maintaining a healthy, drug-free work environment. The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited in the workplace.
As a condition of employment, all staff members must adhere to the Drug-Free Workplace Policy of North Central State College, and violation of this policy may result in appropriate actions. An online copy of the Drug-Free Workplace Policy is available. Further information on both the Drug Free Workplace Act of 1988 and the Drug-Free Workplace Policy is available in the Office of Human Resources.
North Central State College strictly prohibits discrimination against any individual for reasons of race, color, creed, service in the uniformed services (as defined in state and federal law), political ideas, marital or family status, pregnancy, physical or mental disability, genetic information, gender identity, gender expression, national origin, religion, sex, age, sexual orientation, or veteransí status. North Central State College complies with all federal and state legislation directed toward taking steps to promote equal opportunity in all aspects of employment practices, including, but not limited to, recruitment, selection, placement, promotion, demotion, transfer, training, reassignment, corrective action, compensation, benefits, and separation.
North Central State College is an Affirmative Action, Equal Opportunity Employer and shall promote equal opportunity through a positive and continuing Affirmative Action Plan. Further information on the Affirmative Action Policy can be found in the Office of Human Resources.
North Central State College is committed to creating and maintaining a work environment for all staff members that is fair and responsible and which supports career goals on the basis of ability and performance, which is free from any forms of sexual harassment. It is the policy of North Central State College that sexual harassment is prohibited and will not be tolerated.
Sexual Harassment is defined as any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individualís employment.
2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual.
3. Such conduct has the purpose or effect of unreasonable interference with an individualís work, or
4. A staff memberís conduct has the purpose or effect of unreasonable interference with a studentís ability to function in the classroom or on campus.
Any individual who feels that such conduct has occurred should contact the Office of Human Resources. Information on informal and formal procedures can be found in the Office of Human Resources or online at Sexual Harassment Policy
North Central State College recognizes that there will be times when staff members have problems and complaints that need to be resolved. North Central State College provides a policy for staff members to resolve problems and complaints through an orderly system.
Staff members are encouraged to talk with their supervisor about problems and complaints that may occur as soon as possible so they can be resolved. If informal attempts do not resolve the staff membersí problems or complaints to their satisfaction, they may use an approved procedure to express dissatisfaction. Staff members may use this procedure without fear of reprisal.
North Central State College requires staff members to follow certain Rules of Conduct while at work. Staff members have a responsibility to the College and co-workers to adhere to certain Rules of Conduct to fulfill our commitment to our students and preserve our reputation in the community.
Violation of these policies, or any type of behavior and conduct which are considered inappropriate, will result in corrective action.
North Central State College staff members are expected to dress in appropriate business attire to ensure a positive, professional image. The following are guidelines for appropriate business attire:
- Business Suits, sports coats or blazers
- Business Dresses/Skirts
- Business Slacks, dockers
- Business Shirts/Sweaters
- Dress Culottes (skirt length)
- Casual Slacks, Skirts, Dresses, Jumpers, etc. and Shirts/Sweaters (when appropriate)
- Logo-wear clothing such as oxford button down shirts, polo shirts, sweaters and cardigans (t-shirts and sweatshirts maybe included based on relevant situation)
- Dress shoes, loafers
- T-shirts with a written language and/or picture
- Halter Tops
- Tank Tops
- Jogging Suits
- Sweat Pants
- Sweat Shirts
- Clothing that is torn, patched, or shows excessive wear
- Clothing that is provocative
- Tennis Shoes, Athletic Shoes, Flip Flops
Staff members should contact their supervisor or the Office of Human Resources with questions regarding Business Attire Guidelines.
(1) On Fridays a more casual and informal work dress code is acceptable through the wearing of NCSC logo clothing. Jeans that are well-kept, neat and clean may be worn with appropriate logo-wear.
(2) The primary objective is to allow staff to take advantage of a more casual dress code while still projecting a neat and professional image. Staff are expected to consider each day's activities when determining what to wear and should refraim from casual dress when participating in College hosted special events, if conducting or attending meetings, seminars, roundtables, or the like with other business professionals, etc. Staff are expected to represent the College in a professional manner and dress apropriately for conducting such business.
North Central State College has in place a policy to govern and define appropriate uses of College Computer and Network Resources. All students, faculty and staff members that utilize these resources must make sure that their uses of North Central State College Computer and Network Resources comply with the guidelines laid out in this policy.
A complete online copy of North Central State College's Computer and Network Resources Use Policy is available for staff members to familiarize themselves with this policy.
All forms of property (including equipment, facilities, supplies, and services) purchased with North Central State College funds are intended for College business only. The use of College property must be consistent with the mission and goals of the institution. Property used by staff members, departments, or divisions belongs to the College as a whole and not to any staff member, department, or division to which it has been assigned.
The College obtains and provides equipment for its staff members only for the purpose of executing work assignments and work-related responsibilities. All College equipment, whether assigned to a particular staff member office, instructional area, or off-campus location, is to be used only for College activities. Staff members are not authorized to use College property for personal or non-College business purposes, and College-owned property and facilities shall not be used to bring personal profit to any employee of the College.
Staff members shall be held accountable for any damage or loss occurring to property assigned to them and shall not lend such property or permit such property to pass out of the control of a College staff member.
Establishment and maintenance of personnel records is a key function of the Office of Human Resources. A permanent, personnel file will be established at the time of hire for each staff member. For access to personnel files, please contact the Office of Human Resources.
Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which North Central State College wishes to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact your Vice President, supervisor, or the Director of Human Resources for more information or questions about conflicts of interest.
An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of North Central State Collegeís business dealings. For the purpose of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
No ìpresumption of guiltî is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to an officer of North Central State College as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.
Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which North Central State College does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or business dealings involving North Central State College.
Another conflict of interest that may exist from time to time is when an employee of North Central State College is in a position to offer training or consulting services. In an effort to encourage maximization of North Central State Collegeís non-credit training and consulting services, any employee of the College, faculty, staff, and/or administration contracting to provide training or consulting services within the Collegeís three county service district must have permission form the Vice President for Academic and Student Services prior to services being delivered.
Staff having a change of mailing address should notify the Office of Human Resources as soon as they have their new address. A change of address form is available in the Office of Human Resources.