DISCLAIMER STATEMENT
The College reserves the right to make changes as required in course offerings, curricula,
academic policies and other rules and regulations affecting students, as determined by
the College. These changes will govern all enrolled students.
Any policy found in the Employee Handbook that is contrary to the language or intent of
polices found in the current edition of Policies, Procedures and Regulations Governing
Alabama State Community and Technical Colleges is null and void. A current edition of
the Alabama Community College System (ACCS) Board Policies Manual may be found
in the Dean’s Office, the President's Office, and on the ACCS website:
https://www.accs.cc/index.cfm/board-of-trustees/policies-and-guidelines/
i
Table of Contents
EQUAL OPPORTUNITY IN EDUCATION AND EMPLOYMENT ................................................ 1
2015 – 2016 ACADEMIC CALENDAR ....................................................................................... 5
FALL SEMESTER 2015 ......................................................................................................... 5
SPRING SEMESTER 2016 .................................................................................................... 6
SUMMER SEMESTER 2016 .................................................................................................. 7
HISTORY OF DRAKE STATE ................................................................................................... 8
INSTITUTIONAL MISSION .......................................................................................................10
INSTITUTIONAL GOALS ..........................................................................................................10
2015-2020 STRATEGIC INITIATIVES ......................................................................................10
INSTITUTIONAL VISION ..........................................................................................................11
INSTITUTIONAL PHILOSOPHY ...............................................................................................11
INSTITUTIONAL VALUES ........................................................................................................11
COLLEGE SERVICE AREA ......................................................................................................13
CAMPUS MAP ..........................................................................................................................14
ORGANIZATIONAL CHART 1/25/2016 ....................................................................................16
ADMINISTRATIVE OFFICERS AND RESPONSIBILITIES .......................................................24
ACCREDITATION .....................................................................................................................25
ABANDONMENT OF POSITION ..............................................................................................26
ACADEMIC FREEDOM ............................................................................................................27
ANNUAL LEAVE .......................................................................................................................28
APPOINTMENT AND ASSIGNMENT OF PERSONNEL ...........................................................29
BLOOD-BORNE PATHOGENS EXPOSURE POLICY ..............................................................30
CAMPUS SECURITY................................................................................................................32
COLLEGE POLICIES AND PROCEDURES .............................................................................33
COMPENSATION FOR TWO-YEAR COLLEGE PERSONNEL ................................................34
CONFLICT OF INTEREST........................................................................................................35
CONTRACTS: GENERAL ........................................................................................................36
CONTRACTS: SUMMER EMPLOYMENT OF INSTRUCTORS, COUNSELORS AND
LIBRARIANS ............................................................................................................................37
CRIMINAL BACKGROUND CHECKS .......................................................................................38
CUSTODIAL AND MAINTENANCE SERVICE ..........................................................................39
DEFACING COLLEGE PROPERTY .........................................................................................40
DRAKE STATE COMMUNITY AND TECHNICAL COLLEGE FOUNDATION ...........................41
ii
DRUG-FREE WORKPLACE .....................................................................................................42
DUTY DAYS AND HOLIDAYS -- SALARY SCHEDULES A, B, C, E .........................................43
EMERGENCY LEAVE ..............................................................................................................44
EQUAL EMPLOYMENT OPPORTUNITY .................................................................................45
EVALUATION OF PERSONNEL ..............................................................................................46
EXTRA DUTY PAY ...................................................................................................................48
EVALUATION OF PERSONNEL ..............................................................................................49
FAIR LABOR STANDARDS ACT COMPLIANCE .....................................................................51
FAMILY AND MEDICAL LEAVE ACT .......................................................................................52
FACULTY RESPONSIBILITY AND AUTHORITY IN ACADEMIC AND GOVERNANCE
MATTERS.................................................................................................................................57
FIREARMS ON CAMPUS .........................................................................................................59
FLEXIBLE BENEFIT PLANS.....................................................................................................60
GROUP TERM LIFE INSURANCE ...........................................................................................61
GRIEVANCE AND APPEAL POLICY AND PROCEDURES .....................................................62
HIRING PRACTICES AND PROCEDURES ..............................................................................74
HARASSMENT .........................................................................................................................75
HEALTH INSURANCE ..............................................................................................................78
HIRING PRACTICES AND PROCEDURES ..............................................................................79
IDENTIFICATION GUIDELINES ...............................................................................................80
INSTRUCTIONAL QUALITY .....................................................................................................81
INSTRUCTOR OVERLOAD ......................................................................................................82
INSTITUTIONAL MEMBERSHIP ..............................................................................................83
INSTRUCTOR, LIBRARIAN AND COUNSELORS HOURS ......................................................84
INSTRUCTOR LOAD AND HOURS..........................................................................................85
Instructor Qualifications for Salary Ranks..................................................................................86
INTELLECTUAL PROPERTY POLICY .....................................................................................87
INTERACTIVE VIDEOCONFERENCING LAB ..........................................................................90
INTERNET ACCEPTABLE USE POLICY .................................................................................91
J. F. DRAKE STATE COMMUNITY AND TECHNICAL COLLEGE EDUCATION ASSOCIATION
.................................................................................................................................................93
LEAVES WITH PAY ..................................................................................................................94
LEAVES WITHOUT PAY ..........................................................................................................95
LIBRARY/MEDIA CENTER .......................................................................................................97
MILITARY LEAVE ...................................................................................................................101
iii
MINORS ON CAMPUS ...........................................................................................................102
NONDISCRIMINATION ..........................................................................................................104
OFFICE OF HUMAN RESOURCES PROCEDURES ..............................................................105
PAID ABSENCES DUE TO JOB-RELATED INJURIES ..........................................................106
PERSONAL LEAVE ................................................................................................................107
PERSONNEL RECORD INFORMATION ................................................................................108
PLACEMENT OF CURRENT SALARY SCHEDULES ............................................................109
POSTSECONDARY FACULTY CREDENTIALS .....................................................................110
Bachelor's Degree ...............................................................................................................117
PROFESSIONAL DEVELOPMENT OPPORTUNITIES...........................................................120
PROFESSIONAL LEAVE ........................................................................................................121
PROGRAM POLICY ...............................................................................................................122
QUALIFICATIONS OF PERSONNEL .....................................................................................123
REDUCTION IN FORCE .........................................................................................................124
RESIGNATIONS .....................................................................................................................129
RETIREMENT SYSTEM .........................................................................................................130
SALARY SCHEDULES ...........................................................................................................131
SOCIAL MEDIA POLICY ........................................................................................................132
SUBSTANTIVE CHANGE POLICY .........................................................................................137
TOBACCO-FREE POLICY......................................................................................................139
iv
EQUAL OPPORTUNITY IN EDUCATION AND EMPLOYMENT
The following policy statement reflects J.F. Drake State Community and Technical
College’s commitment to equal opportunity in education and employment:
J.F. Drake State Community and Technical College is an equal opportunity employer. It
is the official policy of the Alabama Community College System (ACCS), including postsecondary institutions under the control of the ACCS Board of Trustees, that no person
shall, on the grounds of race, color disability, gender, religion, belief, national origin, or
age be excluded from participation in, be denied the benefits of, or be subjected to
discrimination under any program, activity or employment. Drake State will make
reasonable accommodations for qualified disabled applicants or employees. Drake State
reserves the right to withdraw a job announcement at any time prior to the awarding.
J.F. Drake State Community Technical College complies with non-discrimination
regulations under Title IX of Education Amendments of 1972, which prohibits
discrimination based on sex; Section 504 of the Rehabilitation Act of 1973, which prohibits
violations of the rights of the disabled; Title IX, Section 106.8, which prohibits sexual
harassment; Title VI, which prohibits discrimination based on race, color or national origin
on the Americans with Disabilities Act of 1990.
Any person who believes himself or herself to be subjected to discrimination prohibited
by the Titles or Acts or Regulations as identified above, may contact:
Title IX Coordinator (Students)
Dean of Student Support Services
3421 Meridian Street N
Huntsville, AL 35811
Phone: (256) 551-3114
Fax: (256) 713-9580
1
Title IX Coordinator (Faculty and Staff)
Human Resources
3421 Meridian Street N
Huntsville, AL 35811
Phone: (256) 551-5214
Fax: (256) 551-3133
Section 504 and ADA Coordinator
College Counselor
3421 Meridian Street N
Huntsville, AL 35811
Phone: (256) 551-1710
Fax: (256) 551-1714
2
To All Faculty and Staff Employees of the College:
It is my pleasure to welcome you to J. F. Drake State Community and Technical
College. Drake State and the employees of the College are governed by the Alabama
Community College System and Alabama State laws. This handbook will provide you
with policies and procedures that structure our organization and governs our actions as
employees of Drake State.
“J.F. Drake State Community and Technical College, a student-centered two-year public
institution, offers flexible and affordable university-transfer and technical degrees,
certificates, adult and continuing education, and customized workforce training to fulfill
the diverse needs of the community,” as stated in our College’s Mission. In addition,
Drake State’s Mission supports the overall mission of the Alabama Community College
System.
As an institution of higher education, I am charging each of you with the responsibility of
preparing our students for gainful employment through quality academic and technical
education and workforce development training. I thank you for your dedication to Drake
State and our students. I look forward to working with you toward fulfilling our mission
and building excellence.
Sincerely,
Kemba Chambers, Ed.D.
Acting President
ADMINISTRATION AND CONTROL
The Governing authority of J. F. Drake State Technical College (Drake State) is the
Alabama Community College (ACCS) Board of Trustees. This Governing Board was
created by a Senate Bill 191 (Act No. 2015-125) passed by the Alabama Legislature in
May 5, 2015. Six trustees were confirmed by May 12, 2015, making 5/12/2015 the
effective date of formation of the Board of Trustees for the Alabama Community College
System.
ALABAMA COMMUNITY COLLEGE SYSTEM BOARD OF TRUSTEES
Governor Robert Bentley, President, Alabama Community College System
Dr. Mark Heinrich, Chancellor
FIRST DISTRICT
Mr. Al Thompson, Bay Minette, Alabama
SECOND DISTRICT
Mr. Ron Fantroy, Evergreen, Alabama
THIRD DISTRICT
Mrs. Susan Foy, Alexander City, Alabama
FOURTH DISTRICT
Mr. Frank Caldwell, Jasper, Alabama
FIFTH DISTRICT
Mrs. Crystal Brown, Decatur, Alabama
SIXTH DISTRICT
Mr. Milton Davis, Birmingham, Alabama
SEVENTH DISTRICT
Mr. Chuck Smith, Demopolis, Alabama
EIGHTH DISTRICT
Mr. Blake McAnally, Decatur, Alabama
EX OFFICIO MEMBER
Mrs. Mary Scott Hunter, Huntsville, Alabama
4
2015 – 2016 ACADEMIC CALENDAR
FALL SEMESTER 2015
August 17 Local Professional Development Day (No Classes)
August 18-19 New Student Orientation/Regular Registration for Fall 2015
August 20 Classes Begin – Day, Evening, and Mini-Term I
August 20-21 Late Registration – Drop/Add
September 7 LABOR DAY (COLLEGE CLOSED)
September 21 Last Day to receive a “W” Mini-Term I
October 11-17 Midterm Exams/Assessment Week
October 12 Last Day of Mini-Term I
October 13 Grades due in Banner by 11AM –Mini-Term I
October 14 First Day of Mini-Term II
Early Spring 2016 Registration
October 26 60% Completion Date for Title IV
November 11 VETERAN’S DAY (COLLEGE CLOSED)
November 17 Last Day to Receive a “W” Full-Term and Mini-Term II
November 23-25 State and Local Professional Development (NO CLASSES)
November 26-27 THANKSGIVING (COLLEGE CLOSED)
November 30 Classes Resume
December 14-16 Final Exams
December 16 Last Day of Mini-Term II
December 17 Faculty/Staff Duty Day – Grades due in Banner by 5:00PM
December 18 Professional Development Day (NO CLASSES)
December 21 Faculty/Staff Duty Day (NO CLASSES)
December 22 Faculty Off/Non-Instructional Duty Days
December 23-31 CHRISTMAS HOLIDAY (COLLEGE CLOSED)
5
SPRING SEMESTER 2016
January 1 NEW YEARS DAY Observed (COLLEGE CLOSED)
January 4 Local Professional Development (NO CLASSES)
January 5-6 New Student Orientation/Regular Registration for Spring 2016
January 7 Classes Begin – Day, Evening, and Mini-Term I
January 7-8 Late Registration – Drop/Add
January 18 Dr. M.L. KING, JR. BIRTHDAY (COLLEGE CLOSED)
February 10 Last Day to receive a “W” Mini-Term I
Feb. 29 – Mar. 4 Midterm Exams/Assessment Week
March 3 Last Day of Mini-Term I
March 4 Grades due in Banner by 5PM Mini-Term I
March 7 First Day of Mini-Term II
Early Summer 2016 Registration begins
March 17 60% Completion Date for Title IV
March 21-25 SPRING BREAK (FACULTY AND STUDENTS)
March 25 Local Holiday (College Closed)
April 18 Last Day to Receive a “W” Full-Term and Mini-Term II
May 5-9 Final Exams
May 9 Senior Grades Due by 11AM
Last Day of Mini-Term II
May 11 Grades Due in Banner by 5PM Full-Term & Mini-Term II
May 12 Graduation
May 13-24 Faculty Off/Non-Instructional Duty Days (NO CLASSES)
6
SUMMER SEMESTER 2016
May 25-26 New Student Orientation/Regular Registration for Summer 2016
May 27 Classes Begin – Day, Evening, and Mini-Term I
May 30 MEMORIAL DAY OBSERVANCE (COLLEGE CLOSED)
May 31 Late Registration – Drop/Add
June 16 Last Day to receive a “W” Mini-Term I
June 30 Last Day of Mini-Term I
July 1 Grades due in Banner by 11AM –Mini-Term I
July 4 INDEPENDENCE DAY (COLLEGE CLOSED)
July 5 First Day of Mini-Term II
Early Fall 2016 Registration begins
July 10 60% Completion Date for Title IV
July 11 Last Day to Receive a “W” Full-Term
July 25 Last Day to Receive a “W” Mini-Term II
August 4-8 Final Exams
August 8 Last Day of Mini-Term II
August 9 Grades Due by 5:00PM Full-Term and Mini-Term II
August 9-10 Faculty/Staff Duty Days
August 11-19 Non-Instructional Duty Days (NO CLASSES)
7
HISTORY OF DRAKE STATE
J. F. Drake State Community and Technical College (Drake State), located in Huntsville,
Alabama, was established in 1961 and opened its doors on September 4, 1962 as
Huntsville State Vocational Technical School with S. C. O’Neal as its first
Director/President. Mr. O’Neal served in this capacity until 1983 when Dr. Johnny L.
Harris was appointed its second President. On October 26, 2000, Dr. Helen T. McAlpine
was appointed the third President. Dr. Kemba Chambers was appointed Acting President
on November 23, 2015.
Drake State was constructed on thirty acres of land deeded by Alabama A & M University
to the Alabama Board of Education. In 1966, the name was changed to J. F. Drake State
Technical Trade School in honor of the late Dr. Joseph Fanning Drake, a former president
of Alabama A & M University for more than thirty-five years. On August 22, 1973, the
school was given technical college status by the Alabama Board of Education, and
assumed the name of J. F. Drake State Community and Technical College thus becoming
authorized by the Board to offer the Associate in Applied Technology (AAT) degree.
From its inception, Drake State has been committed to training individuals for employment
in vocational, technical and industrial pursuits. Because of its unique location in the
“Space and Rocket Capital” with its proclivity for “high tech,” Drake State is dedicated to
the teaching and advancement of the highest caliber of technical skills obtained through
state-of-the-art facilities and equipment. The College aims to produce an effective
participatory citizenship with not only economic potential but also with civic and social
commitment as well.
J. F. Drake State offers technical education in different degree programs including an
Associate of Arts, an Associate of Science, Accounting, Automotive, Barbering, Certified
Nursing
Assistant,
Cosmetology,
Cosmetology
Instructor
Training,
Culinary
Arts/Hospitality Services Management, Electrical, Engineering Graphics, Heating and Air
Conditioning, Industrial Electronics, Industrial Systems, Information and Communication
Technology, Medical Assisting, Machine Tool, Office Systems, Practical Nursing, and
Welding. The College also offers flexible hours including weekend and evening classes.
The college introduced distance education courses in 2005 offering online classes.
8
In 1997 the college became Alabama’s first two-year college approved as a Microsoft
Authorized Academic Training Program Provider. Also, the Automotive Program passed
the strict standards in all eight areas recognized by the National Institute for Automotive
Service Excellence to become an ASE Master Certified Program. The college is also an
authorized Regional CISCO Academy, offering credit courses leading to CISCO
certifications.
In the fall of 1998, J.F. Drake State Community and Technical College converted from
quarter to semester system. The State Board of Education authorized the addition of the
Associate in occupational Technology Degree (AOT).
Drake State was regionally accredited in 2012 by the Southern Association of Colleges
and Schools Commission on Colleges (SACSCOC). Drake State petitioned the Alabama
Legislature to keep its technical college status while assuming comprehensive community
college status. In 2013, J. F. Drake State Technical College became J.F. Drake State
Community and Technical College. Drake State is the first and only community and
technical college in the state of Alabama.
9
INSTITUTIONAL MISSION
J. F. Drake State Community and Technical College, a student-centered two-year public
institution, offers flexible and affordable university-transfer and technical degrees,
certificates, adult and continuing education, and customized workforce training to fulfill
the diverse needs of the community. (Approved by the Alabama Community College
System Board of Trustees on July 22, 2015)
INSTITUTIONAL GOALS
1.
Provide administrative, academic, and student support to assist students in
achieving their personal, academic, and career goals.
2.
Offer programs of study with integrated general studies that will assist students in
developing the knowledge, training, work skills and ethics necessary to become
productive, contributing members of society.
3.
Create atmosphere conducive to learning by providing competent staff, up-todate equipment, state- of- the- art technology, and adequate physical facilities.
4.
Provide adult education and workforce development to prepare students for
gainful employment in business, industry, and service occupations.
2015-2020 STRATEGIC INITIATIVES
1. Accreditation
Sustain and increase academic accreditation and program certification to ensure
continuous improvement in college programs and services
2. Funding
Increase and expand external funding streams to ensure the economic viability of
the college and enhance its programs and services
3. Facilities
Upgrade and expand facilities and campus infrastructure to meet enrollment growth
and provide an attractive environment conducive to effective learning and
employee productivity
4. Curriculum
Develop new and enhance existing instructional programs to meet area
employment demands and student educational goals
10
5. Technology
Integrate state-of-the-art technology into the teaching and learning and
administrative environments to maintain competitive educational outcomes
6. Human Resources
Provide sufficient staffing and appropriate professional development to ensure
quality educational experiences for students within the fiscal constraints of the
college
7. Student Success
Increase student access and strengthen student retention through effective student
services, enhanced teaching and learning strategies and outreach activities
INSTITUTIONAL VISION
Striving to be a leader in teaching excellence and inspiring students to achieve their
lifelong goals.
INSTITUTIONAL PHILOSOPHY
J. F. Drake State Community and Technical College, in conjunction with business and
industry, provides educational opportunities that will enrich the lives of its students
intellectually, culturally, and economically without regard to ethnicity, gender, or
economic background.
INSTITUTIONAL VALUES
We believe the values of the institution form the foundation from which the College
performs its responsibilities and by which we conduct ourselves in carrying out the
mission of the College.
These values are the basic elements of our college culture:
1.
Diversity
2.
Learning
3.
Innovation
4.
Integrity
5.
Respect
6.
Welcoming
7.
Service
11
Diversity
Cultivate a respectful, inclusive and accessible working and learning environment that
enables students and employees to enjoy useful and satisfying careers that integrate
personal interests, talents, and abilities.
Learning
Promote an engaging, collegial atmosphere with professional, ethical, and respectful
interactions that enhance learning and recognize the unique needs and potential of
each learner, providing all learners the opportunity to identify and strengthen their
talents and abilities.
Innovation
Encourage vision, imagination, creativity, and ingenuity in students and fellow
employees that lead to innovative and satisfying contributions to society.
Integrity
Keep our commitments to others and promote an open and honest environment
conducive to a harmonious work experience for employees and a productive learning
experience for students.
Respect
Promote respect, fairness, civility, and courtesy in our day‐to‐day interaction with others.
Welcoming
Provide a welcoming, vibrant, safe, and secure campus environment conducive to
learning and productive work.
Service
Serve the community by contributing to the economic welfare of the individual and the
community through educational opportunities.
12
COLLEGE SERVICE AREA
13
CAMPUS MAP
S.C. O’NEAL SR. LIBRARY & TECHNOLOGY CENTER
Library / Media Center
President’s Office
Human Resources
Dean of Instruction
Dean of Student Support Services
Dean of Research and Planning
Dean of Institutional Effectiveness /Title III Administrator
Public Relations
BUILDING 100
Health Sciences:
Nursing Assistant
Practical Nursing
BUILDING 200
Electrical Technology
Electrical Engineering Technology
Industrial Systems Technology
Machine Tool Technology
Robotics
BUILDING 300
Culinary Arts / Hospitality Management
General Assembly / Cafetorium
BUILDING 400
14
Automotive Technology, Dean of Operations, Maintenance, Robotic Welding and
Plasma Cutter, Welding Technology
BUILDING 500
Business Office
Dean of Fiscal Affairs
CISCO Academy/ Microsoft Certification
Information Technology (IT) Office
Medical Assisting Technology
Accounting Technology
Computer Information Systems Technology
Office Systems Technology
BUILDING 600
Barbering Technology
Cosmetology / Salon Management Technologies
Storage
Student Activities Center
BUILDING 700
Admissions
Career Placement
Outreach
Counseling Services
Financial Aid
General Education: English/Humanities / Social Sciences
Mathematics and Science: Mathematics / Natural Sciences
Testing Center
Developmental Education / Math Lab/ Math Emporium Lab
TRiO Services
Tutoring Services
BUILDING 800
Adult Education
Biology
Engineering Graphics Technology
Heating & Air Conditioning Technology
OFF- CAMPUS Instructional Site
Downtown Instructional Site 228 Holmes Avenue
Classrooms and Computer Lab for instructional programs
15
ORGANIZATIONAL CHART 1/25/2016
16
17
18
19
20
21
22
23
ADMINISTRATIVE OFFICERS AND RESPONSIBILITIES
The College has a chief executive officer and six administrative officers that form the
President’s Cabinet.
The President is the chief executive officer and is responsible for directing the overall
operation of the College.
The Dean of Instruction is responsible to the president for the effective operation of all
instructional programs and related studies. All instructional and instructional support
personnel are supervised by the Dean of Instruction.
The Dean of Student Support Services oversees the offices of admissions, counseling,
financial aid, testing, cooperative education, placement, recruiting, student records and
other related student service activities.
The Dean of Fiscal Affairs is responsible for the College’s overall financial plan and
policies, audit, tax, accounting, purchasing, and insurance activities.
The Dean of Operations supervises construction, renovation and maintenance of
facilities, custodial services, and campus safety and security. The director assists the
Business Office in maintaining a complete and accurate inventory of all capital items and
fixed assets belonging to the college.
The Dean of Institutional Effectiveness/Title III Administrator provides oversight of
the College’s Title III program, and leadership for the institutional effectiveness of the
College which includes analyzing and documenting the extent to which the College fulfills
its mission.
The Dean of Workforce Development represents the College in formulating and
administering regional and local workforce development initiatives supporting industries
located in the College’s service area. The Dean of Workforce Development is also
responsible for developing, promoting and administering continuing education courses
intended for personal and professional enrichment of citizens of the College’s service
area.
24
ACCREDITATION
J.F. Drake State Community and Technical College is accredited by the Southern
Association of Colleges and Schools Commission on Colleges to award Associate
Degrees and Certificates. Contact the Commission on Colleges at 1866 Southern Lane,
Decatur, GA 30033-4097 or call 404-679-4500 for questions about the accreditation of
J.F. Drake State Community and Technical College.
25
ABANDONMENT OF POSITION
Policy Name
Abandonment of Position
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 618.01 (Abandonment of Position)
All absences from work shall be approved in accordance with procedures established by J.F.
Drake State Community and Technical College. Any employee, who is absent from work without
approved leave or without appropriate notification to his or her supervisor, shall forfeit
compensation and be subject to disciplinary action.
Any employee who is absent from work for three (3) consecutive workdays without approval shall
be considered to have abandoned the position and to have resigned from J.F. Drake State
Community and Technical College.
26
ACADEMIC FREEDOM
Policy Name:
Academic Freedom
Effective Date:
January 1, 2012
Date Reviewed/Revised
February 2016
Board policy reference
Board Policy 719.01 (Academic Freedom)
J.F. Drake State Community and Technical College adheres to the Academic Freedom Policy
719.01 of the Alabama Community College System.
J.F. Drake State Community and Technical College (Drake State) recognizes and supports the
concept of Academic Freedom. The faculty of Drake State have the freedom to teach or
communicate ideas or facts, including those that are inconvenient to external political groups or
to authorities, without being targeted for repression, job loss, or imprisonment. Drake State
defines academic freedom as the freedom of the educator to explore knowledge relevant to the
subject matter, the freedom to exercise professional judgment, and to foster a spirit of intellectual
curiosity in students. Teachers, students and academic institutions have the right to pursue
knowledge wherever it may lead, without undue or unreasonable interference.
The students enrolled at J.F. Drake State Community and Technical College have the right to
seek truth and knowledge in an atmosphere free from intimidation and coercion. Students are
expected to respect to the rights of all members of the college, and to exercise common sense,
good taste and applied reason when testing their knowledge.
The Dean of Instruction and the Dean of Student Support Services are responsible
Reference:
1940 Statement of Principles on Academic Freedom and Tenure, American Association of
University Professors, 10th ed., 2006. Retrieved on 10/3/2011 from
http://www.aaup.org/AAUP/pubsres/policydocs/contents/1940statement.htm
27
ANNUAL LEAVE
Policy Name
Annual Leave
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 610.01 (Leaves with Pay)
Employees eligible to accrue annual leave are those compensated from Salary Schedules A, B,
C, E, and H (prorated). Employees compensated from Salary Schedule H shall receive annual
leave under the same terms and conditions as other eligible employees, except a "day" of annual
leave is as follows: four (4) hours for employees compensated from Schedule H-20, five (5) hours
for employees compensated from Schedule H-25, six (6) hours for employees compensated from
Schedule H-30, and seven (7) hours for employees compensated from Schedule H-35.
The official table for determining annual leave accrual is as follows based on service reported by
the Alabama Retirement System:
Years of Experience
Annual Leave Earned
0-4
1.0 day per month
5-9
1.25 days per month
10-14
1.50 days per month
15-19
1.75 days per month
20-above
2.00 days per month
A maximum of 60 days of annual leave may be accrued and carried forward into each September.
Earned annual leave may be taken at appropriate times as approved in advance by the President
or designee. Annual leave may exceed 60 days during a year; however, annual leave exceeding
60 days earned but not taken by September 1 is forfeited.
28
APPOINTMENT AND ASSIGNMENT OF PERSONNEL
Policy Name
Appointment and Assignment of Personnel
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
602.01 (9-27-07) Appointment and Assignment of Personnel
The President of J.F. Drake State Community and Technical College shall appoint the faculty and
staff of the College according to qualifications approved by the State Board of Education and such
other policies may have been adopted by the State Board of Education. The President is also
authorized to make assignments of faculty and staff at the local level. The Chancellor has the
authority to reverse any appointment or assignment of personnel determined to be
contrary to any statute, and such policies as may have been adopted by the State Board
of Education. The Presidents serve at the pleasure of the State Board of Education.
A full-time consenting employee may be transferred from one college to another or from
the Department of Postsecondary Education to a college, with the written agreement of
both the transferring and receiving Presidents or Chancellor, and with the approval of the
Chancellor. Transfer requests will apply only to positions for lateral moves and will
conform to the Alabama College System Uniform Guidelines.
The Chancellor shall notify the State Board of Education of any reversals of appointments
or assignments resulting from this policy.
29
BLOOD-BORNE PATHOGENS EXPOSURE POLICY
Policy Name
Blood-Borne Pathogens Exposure Policy
Effective Date
Spring 2015
Date Reviewed & Revised
February 2016
Board Policy Reference
Non-Discrimination. J.F. Drake State Community and Technical College (“the College”) is
committed to providing learning environments free of discrimination. The College does not
discriminate against qualified applicants, students, and employees who are infected with
Hepatitis, HIV or other blood-borne pathogens. Students, applicants, and employees who are
infected with a blood-borne pathogen such as those listed above will not be excluded from
enrollment or employment, or restricted in their normal responsibilities or access to college
services and facilities because of their infected status.
The College is committed to providing learning environments free of discrimination on the basis
of HIV infection, perceived HIV infection, or actual or perceived infection from any other bloodborne pathogen. To promote a productive learning environment, the College strives to encourage
an atmosphere respectful of individual differences so that students can learn in a functional and
non-threatening atmosphere.
The College promotes the health of all students and staff by providing a physical and social
environment to reduce the risk of HIV transmission and which supports students and staff living
with HIV and other chronic conditions.
Communicable Disease Reporting. The College is committed to establishing and maintaining
appropriate health standards regarding cases of known or suspected communicable disease, as
well as the reporting of disease and disease control.
The College adheres to the reporting and control guidelines and responsibilities as described by
the Alabama State Board of Health and its Division of Disease Control. The College also adheres
to the rules and regulations established by the various health profession associations and
organizations for students and health care practitioners infected with Hepatitis, HIV, and other
blood-borne pathogens to ensure the safety of the patient. These medical rules and regulations
may exclude and/or restrict applicants, students, and employees from admission and/or other
activities in programs including but not limited to the health professions, food preparation, child
care, and cosmetology, if medically-based judgments indicate that infected persons may pose a
significant risk to the welfare of other applicants, students, or employees, or render them unable
to adequately perform their essential job functions or responsibilities or pursue their studies.
Applicants, students, and employees should refer to the respective program for further
information. Other resources are available through the Alabama Public Health Department at
www.adph.org and the Madison County Health Department at 256-539-3711 or 256-539-8676.
Students excluded from school pursuant to this policy may appeal their exclusion in accordance
with established procedures.
30
In recognition that an individual's health status is personal and private, the College shall handle
information regarding students and employees with suspected or confirmed communicable
diseases in accordance with state and federal laws and College procedures regarding
confidentiality of student and staff records, while at the same time complying with applicable public
health reporting requirements.
Infection Control. All employees are required to consistently follow infection control guidelines
in all settings and at all times. The College will operate according to the standards promulgated
by the U.S. OSHA, and the Alabama State Board of Health and its Division of Disease Control,
for the prevention of blood-borne infections. Equipment and supplies needed to apply the infection
control guidelines will be maintained and kept reasonably accessible. Where applicable,
designated staff shall be responsible for implementation of the guidelines, including investigating,
correcting and reporting on neglect or violation of the guidelines.
A College staff member is expected to alert the person responsible for health and safety issues if
a student's health condition or behavior presents a reasonable risk of transmitting an infection.
Confidentiality. Students or staff members are not required to disclose HIV infection status to
anyone in the education system. HIV antibody testing is not required for any purpose. Every
employee has a duty to treat as highly confidential any knowledge or speculation concerning the
HIV status of a student or other staff member. Violation of medical privacy is cause for disciplinary
action, criminal prosecution, and/or personal liability for a civil suit.
No information regarding a person's HIV status will be divulged to any individual or organization
without a court order or the informed, written, signed, and dated consent of the person with HIV
infection (or the parent or guardian of a child under 14). The written consent must specify the
name of the recipient of the information and the purpose for disclosure.
All health records, notes, and other documents that reference a person's HIV status will be kept
strictly confidential. Access to these confidential records is limited to those named in written
permission from the person (or parent or guardian of a child under 14) and to emergency medical
personnel. Information regarding HIV status will not be added to a student's permanent
educational or health record without written consent.
Sources:
REPORT Notifiable Diseases, Alabama Public Health Department,
http://www.adph.org/epi/Default.asp?id=5211
Notifiable Diseases and Mortality tables retrieved from
http://www.cdc.gov/mmwr/pdf/wk/mm6217md.pdf
National Notifiable Infectious Conditions, retrieved from
http://wwwn.cdc.gov/NNDSS/script/ConditionList.aspx?Type=0&Yr=2013
OSHA Blood-borne Pathogens Resource retrieved from
http://www.osha.gov/SLTC/bloodbornepathogens/index.html
31
CAMPUS SECURITY
Policy Name
Campus Security
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
The Security Department enforces the laws governing the protection and safety of those attending
the institution, as well as, the physical facility. This includes building security, property
accountability, theft of personal or college property, disturbances, harassment, intent to do bodily
harm, damage to personal or college property, parking, etc. All security concerns should be
reported to the Dean of Operations.
• Vehicle (Campus) Registration - All vehicles owned or regularly used on campus by faculty,
staff, and students are required to be registered with the Business Office. Each person seeking
to register his or her vehicle(s) is required to provide a valid driver’s license and current vehicle
registration. All vehicles in the State of Alabama are required to have liability insurance.
• Vehicle Decal – Upon completion of the vehicle registration, a J.F. Drake State Community and
Technical College parking permit will be issued. The parking permit must be displayed in the
vehicle while it is in use (operating or parking) on the campus. Visitors are not required to have a
campus decal.
• Parking Enforcement – All vehicles are required to park in the assigned parking areas. There
are some reserved parking areas for faculty, staff members, and visitors in the front of the campus
that are indicated by designated markers. All other areas are available throughout the campus for
student parking. Vehicles in violation of parking in designated zones will be towed at the owner’s
expense.
• Speed Limit – The posted speed limit on the campus of J.F. Drake State Community and
Technical College is 15 MPH.
• Loud Music – Music played from your vehicle should not be heard over 25 feet away from the
vehicle. (Consult City Noise Ordinance).
32
COLLEGE POLICIES AND PROCEDURES
Policy Name
Effective Date
Date Reviewed and
Revised
College Policies and Procedures
Spring 2011-12
The College adheres to the Alabama State Board of Education Policy 210.01:
1. The State Board of Education, upon recommendation of the Chancellor, shall
develop policies for the governance of the Alabama Community College System.
2. The adoption of policy is the responsibility of the State Board of Education. Any
violations of State Board of Education policies shall be brought to the immediate
attention of the State Board of Education for its review and action.
3. The President of each institution shall be responsible for developing local policies
governing the institution. Local policies must be in accord with established State Board
of Education policies, Chancellor's regulations, federal and state statutes, and
appropriate judicial directions. These local policies should be included in the appropriate
institutional documents.
4. The staff of the Alabama Community College System shall assist in the development,
review, and revision of policies for the governance of institutions under the jurisdiction of
the State Board of Education.
Procedure for Creation and Implementation of College Policies:
The President of each institution shall be responsible for developing local policies
governing the institution. Local policies must be in accord with established State Board
of Education policies, Chancellor's regulations, federal and state statutes, and
appropriate judicial directions. These local policies should be included in the appropriate
institutional documents.
A draft of the new policy is presented to the President’s Cabinet for
approval/modifications. Upon approval by the Cabinet, the policy is presented to the
College Administrative Council for approval/modifications. Upon approval of the policy
by the Council, the policy is placed on the College website. The faculty and staff are
informed of the policy. The faculty and staff are given ten business days to email
suggestions and/or modifications to the President. The new policy will be implemented
with changes made as needed, after the 10-day period. After adoption, the policy will be
published in the appropriate handbook.
33
COMPENSATION FOR TWO-YEAR COLLEGE PERSONNEL
Policy Name:
Compensation for Two-Year College Personnel
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 606.01 (3-24-05) Compensation for Alabama
Community College Personnel
Personnel employed at J.F. Drake State Community and Technical College shall be paid
according to salary schedules adopted by the State Board of Education. Personnel covered by
these schedules must meet the qualifications and standards set by the State Board of Education.
Individual schedules have been set for the following classifications of employees:
A.
Presidents - Salary Schedule A
B.
Deans and Business Officers - Salary Schedule B
C.
Professional personnel not included in other schedules - Salary Schedule C
D.
Instructors, librarians, and counselors - Salary Schedule D;
Teachers: Salary Schedule D-3
E.
Technical and support personnel not included in other schedules - Salary Schedule
E
F.
Support personnel working (20) or more but less than forty (40) hours per week Salary Schedule H
Temporary personnel, support personnel, and adjunct instructors working less than twenty
(20) hours per week will be compensated from local salary schedules.
34
CONFLICT OF INTEREST
Policy Name
Conflict of Interest
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 615.01 (03-24-05) Conflict of Interest
Honesty and professional integrity are expected of all employees. It would be a serious violation
of this trust if the interests of J.F. Drake State Community and Technical College under the
direction and control of the State Board of Education were to be disregarded in the course of
performing professional duties. The use of official position and influence to further personal gain
or that of families or associates is unacceptable behavior.
All College employees have the right to acquire and retain status of a professional, personal, or
economic nature. In a community as diverse and complex as J.F. Drake State Community and
Technical College that comprise the Alabama Community College System, there is always the
possibility that the pursuit of individual interest may result in a conflict with those of the College.
This places an important responsibility on faculty and staff to recognize potential conflicts and
prevent them. It is not expected that every employee will have a complete and current knowledge
of the laws and regulations that apply to conflict of interest. However, all persons, particularly
those with significant exposure to potential conflict of interest situations, should develop a
sensitivity to this issue and seek guidance when appropriate.
35
CONTRACTS: GENERAL
Policy Name:
Contracts: General
Effective Date:
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 603.01 (03-24-05) Contracts: General
The President of J.F. Drake State Community and Technical College may offer twelve-, nine-, or
three-month contracts as appropriate to librarians, counselors, and instructors, provided there is
sufficient enrollment and funds are available.
The President of J.F. Drake State Community and Technical College may offer employment
contracts as appropriate, to other College personnel provided funds are available.
36
CONTRACTS: SUMMER EMPLOYMENT OF INSTRUCTORS, COUNSELORS AND
LIBRARIANS
Policy Name
Contracts: Summer Employment of Instructors, Counselors and
Librarians
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 603.02 (Contracts: Summer Employment of
Instructors, Counselors and Librarians)
A full-time instructor, (15-21 maximum credit hours per term) counselor, or librarian on Salary
Schedule D who is employed by virtue of an academic year contract (fall, and spring semesters)
with J.F. Drake State Community and Technical College, are not automatically entitled to summer
employment. However in the event that summer employment is available, current full-time
employees must be given first option (over part-time or temporary employees) for employment at
the College in the summer term (three months), provided that: (1) there is sufficient student
enrollment; (2) there is sufficient funding available; (3) the employee is qualified to provide the
service scheduled; (4) the employee is in line to be hired by the College's summer employment
policy; (5) an instructor, counselor, or librarian who attained tenure prior to September 1, 1979,
and who is employed by virtue of a nine-month contract with J.F. Drake State Community and
Technical College, and who desires to be employed during the summer term, shall have the first
option for employment over all other full-time employees covered by this policy at the institution;
and (6) instructors may be given priority for summer teaching only in those areas in which they
taught on a regular basis during the preceding academic year. The local summer employment
policy for J.F. Drake State Community and Technical College must be based up
37
CRIMINAL BACKGROUND CHECKS
Policy Name
Criminal Background Checks
Effective Date
Date Reviewed/Revised
February 2016
Board Policy Reference
623.01 (12-24-07) Criminal Background Checks
1. A criminal background check shall be conducted on all employees at J.F. Drake State
Community and Technical College.
2. Except as indicated in paragraph 3, individuals convicted of a felony or crime involving moral
turpitude will not be eligible for employment. Employees hired in violation of this policy will be
subject to termination in accordance with the Alabama Fair Dismissal Act.
3. Applicants and current employees convicted of a felony or crime involving moral turpitude
must obtain a recommendation from the President for the Chancellor’s approval that the applicant
or current employee is suitable for employment. Factors to be considered in determining whether
the individual is suitable include, but are not limited to:
a.
b.
c.
d.
the proximity or remoteness in time of the conduct
the risk of harm to persons or property of the institution
the likelihood of the recurrence of the questioned conduct
any extenuating circumstances
4. Current employees determined to be unsuitable for employment based on a felony conviction
or conviction of a crime involving moral turpitude shall have the right to appeal directly to the
Chancellor.
5. Within 10 days, any employee convicted of a felony or crime involving moral turpitude
subsequent to a criminal background check must report the conviction to the President.
6. The Chancellor shall issue guidelines to ensure consistent compliance of this policy.
38
CUSTODIAL AND MAINTENANCE SERVICE
Policy Name
Custodial and Maintenance Service
Effective Date
June 1, 2014
Date Reviewed/Revised
February 2016
Board Policy Reference
The maintenance staff maintains the physical environment of the College, which facilitates both
academic and social functions as well as enhance the aesthetic beauty of the campus.
The custodial/maintenance staff is responsible for cleaning the buildings and grounds,
troubleshooting, repairing and/or reporting inoperable plumbing fixtures, lights and electrical
circuits, and heating and air conditioning units. Their overall responsibility is to maintain an
efficient and effective maintenance program of all classrooms for students, faculty and staff
occupancy.
39
DEFACING COLLEGE PROPERTY
Policy Name
Defacing College Property
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Employees who deface College property will be removed from the College premises and
appropriate disciplinary measures will be taken.
40
DRAKE STATE COMMUNITY AND TECHNICAL COLLEGE FOUNDATION
Policy Name
Drake State Community and Technical College
Foundation
Effective Date
January 2011
Date Reviewed/Revised
February 2016
Cross Reference
213.01 (09/27/07) Drake State Community and Technical
College Foundation
The J.F. Drake State Community and Technical College Foundation, Incorporated was
established April 21, 1989. It is a 501(c)(3) non-profit organization, which supports the College
by providing funds and services not available through state or federal appropriations.
The foundation is separate from the College, and funds are maintained completely apart from
those of the College. Each employee of J.F. Drake State Community and Technical College is
encouraged to donate to the College Foundation.
41
DRUG-FREE WORKPLACE
Policy Name:
Drug-Free Workplace
Effective Date:
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 613.01 (03-24-05) Drug-Free Workplace
In compliance with the provisions of the federal Drug-Free Workplace Act of 1988, and the Drug
Free Scholar and Communities Act of 1989, J.F. Drake State Community and Technical College
under the direction and control of the State Board of Education will take such steps as are
necessary in order to provide a drug-free environment in accordance with these Acts.
42
DUTY DAYS AND HOLIDAYS -- SALARY SCHEDULES A, B, C, E
Policy Name
Duty Days and Holidays-Salary Schedules A, B, C, E
Effective Date:
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 609.01 (Duty Days and Holidays-Salary Schedules A,
B, C, E)
The normal work week for full-time, non-instructional personnel employed by J.F. Drake State
Community and Technical College is at least forty (40) hours. Days that the College is officially
open are duty days for all full-time, non-instructional employees of the College.
J.F. Drake State Community and Technical College is opened Monday through Friday of each
week, and on such other days and at such other times as deemed necessary by the President of
the College. Employees shall be allowed the following official holidays on which days the College
is closed:
New Year's Day
Martin Luther King/Robert E. Lee Birthday
National Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Eve
Christmas Day
In addition, the President of the College shall designate five other days on which the institution
will be closed in the official, approved calendar of the institution.
43
EMERGENCY LEAVE
Policy Name:
Emergency Leave
Effective Date:
February 23, 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 610.01 (03-24-05) Emergency Leave
A maximum of three days (3) of emergency leave with pay is granted to any full-time employee
compensated from Salary Schedules A, B, C, and E during any leave year if, in the judgement of
the President, it is essential that the employee be absent. Emergency leave with pay is
noncumulative.
Support personnel on Salary Schedule H is granted a maximum of three days of emergency leave
as above with a "day" defined as four (4) hours for persons paid from Salary Schedule H-20, five
(5) hours for persons paid from Salary Schedule H-25, six (6) hours for persons paid from Salary
Schedule H-30, and seven (7) hours for persons paid from Salary Schedule H-35.
Emergency leave will not be paid on termination or resignation of employment.
44
EQUAL EMPLOYMENT OPPORTUNITY
Policy Name
Equal Employment Opportunity
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 601.01 (Equal Employment Opportunity)
J.F. State Community and Technical College is an equal opportunity employer. It is the policy to
provide equal opportunity for employment and advancement to all applicants and employees
without regard to race, color, national origin, religion, age, disability, marital status, or gender, as
provided in federal and state law.
45
EVALUATION OF PERSONNEL
Policy Name
Evaluation of Personnel
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 607.01 (Evaluation of Personnel)
1. President
The Chancellor shall evaluate the performance of the President of J.F. Drake State
Community and Technical College under the authority, direction, and control of the
Alabama Community College System Board of Trustees, using appropriate
evaluation instruments and methods. The results of such evaluations shall be
reported to the Board.
1.1.
Those individuals having served as President at these institutions for a
period of three (3) years or less shall be evaluated annually. Those
individuals having served as President for a period of more than three (3)
years shall be evaluated at least biennially.
1.2.
Using the results of the evaluations and the President’s professional
development plan, the Chancellor shall devise as necessary for each a
professional development plan to address any deficiencies identified
through the evaluation process.
1.3.
The Chancellor may employ the services of a third party or other entity to
evaluate Presidents.
1.4.
Written results of the evaluation shall be reported to each President within
a reasonable period of time following the conclusion of the evaluation
process. Each evaluation shall become a part of the personnel file of the
President maintained in the offices of the Alabama Department of
Postsecondary Education. Such files shall be subject to federal and state
statutes governing the maintenance and preservation of personnel records.
1.5.
The Chancellor, from time to time, may appoint a committee or committees
to review and assess the evaluation policy, guidelines, and procedures.
46
2. Faculty and Staff
The President is responsible for the development and implementation of an
evaluation system whereby all instructors and other employees at the institution
are evaluated at least annually. Individual written evaluation records shall be
maintained for all employees.
47
EXTRA DUTY PAY
Policy Name
Extra Duty Pay
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 606.05 (12-13-12) Extra Duty Days
The President of J.F. Drake State Community and Technical College may designates a
chairperson of a department or division having three or more full-time faculty members, with the
department chairperson being counted as one of the three. A salary supplement of Four Hundred
Dollars ($400.00) per month will be paid to department or division chairpersons.
The President of J.F. Drake State Community and Technical College having at least one full-time
professional staff member in the library may designate one full-time professional staff member as
head librarian. Only one person can be designated as head librarian at any institution. A salary
supplement of Four Hundred Dollars ($400.00) annually shall be paid to that person.
The President of J.F. Drake State Community and Technical College may designate one
individual paid from Salary Schedule B to be in charge in the absence of the President. A salary
supplement of Two Thousand Dollars ($2,000.00) annually shall be paid to that person.
48
EVALUATION OF PERSONNEL
Policy Name:
Evaluation of Personnel
Effective Date:
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 604.01 Evaluation of Personnel
2. President
The Chancellor shall evaluate the performance of the President of J.F. Drake State
Community and Technical College under the authority, direction, and control of the
State Board of Education, using appropriate evaluation instruments and methods.
The results of such evaluations shall be reported to the Board.
2.
1.6.
Those individuals having served as President at these institutions for a
period of three (3) years or less shall be evaluated annually. Those
individuals having served as President for a period of more than three (3)
years shall be evaluated at least biennially.
1.7.
Using the results of the evaluations and the President’s professional
development plan, the Chancellor shall devise as necessary for each a
professional development plan to address any deficiencies identified
through the evaluation process.
1.8.
The Chancellor may employ the services of a third party or other entity to
evaluate Presidents.
1.9.
Written results of the evaluation shall be reported to each President within
a reasonable period of time following the conclusion of the evaluation
process. Each evaluation shall become a part of the personnel file of the
President maintained in the offices of the Alabama Department of
Postsecondary Education. Such files shall be subject to federal and state
statutes governing the maintenance and preservation of personnel records.
1.10.
The Chancellor, from time to time, may appoint a committee or committees
to review and assess the evaluation policy, guidelines, and procedures.
Faculty and Staff
49
The President is responsible for the development and implementation of an
evaluation system whereby all instructors and other employees at the institution
are evaluated at least annually. Individual written evaluation records are
maintained for all employees.
50
FAIR LABOR STANDARDS ACT COMPLIANCE
Policy Name
Fair Labor Standards Act Compliance
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 614.01 (03-24-05) Fair Labor Standards Act
Compliance
The State Board of Education and J.F. Drake State Community and Technical College under its
direction and control shall comply with the applicable provisions of the Fair Labor Standards Act.
Administration of the FLSA shall be in conformance with regulations and guidelines issued by the
Chancellor.
51
FAMILY AND MEDICAL LEAVE ACT
Policy Name:
Family and Medical Leave Act (FMLA)
Effective Date:
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 611.01 (12-08-94) Family and Medical Leave Act
(FMLA)
The College complies with requirements of the Family and Medical Leave Act (FMLA), and shall
administer the FMLA in conformance with regulations and guidelines promulgated by the
Chancellor.
The purpose of the Family and Medical Leave Act (FMLA) is to balance demands of the work
place with needs of families, promote stability and economic security of families, promote national
interests in preserving family integrity, minimize the potential for employment discrimination on
the basis of gender by ensuring generally that leave is available for eligible medical reasons
(including maternity-related disability) and for compelling family reason, and promote the goal of
equal opportunity for women and men.
FMLA entitles eligible employees to take up to twelve (12) weeks of unpaid, job-protected leave
in a 12-month period for specified family and medical reasons. Designation of leave as FMLA
leave must be requested “up-front” whenever possible. Accrued sick leave must be exhausted
before the employee is entitled to unpaid FMLA leave. Any sick leave accrued and used by an
employee which would qualify for FMLA leave will count towards the twelve (12) weeks of unpaid
FMLA leave available to the employee. Upon return from FMLA leave, an employee is entitled to
be restored to the same job or to an equivalent job with equivalent pay, benefits, and other terms
and conditions of employment. In addition, an employee’s use of FMLA leave cannot result in the
loss of any employment benefit that the employee earned or was entitled to before using FMLA
leave.
To be eligible for FMLA benefits, an employee must have been employed by the institution for a
total of twelve (12) months from the date on which any FMLA leave is to begin and must have
worked at least 1,250 hours over the previous 12-month period. These guidelines generally do
not cover temporary employees. Leave entitlement includes the following:
 The birth and care of the newborn child of the employee, provided the leave is taken within
twelve (12) months following birth
 Placement with the employee of a son or daughter for adoption or foster care, provided
the leave is taken within twelve (12) months following placement
 Care for an immediate family member (spouse, child, or parent) with a serious health
condition
52
 Take medical leave when the employee is unable to work because of a serious health
condition
For the purposes of the application of the Family Medical and Leave Act, the following
definitions shall apply:
1.
Parent: A biological or adoptive person or a person who stood in loco parentis (in
the position or place of the parent) to an employee when the employee was a
child.
2.
Child: A son or daughter under the age of eighteen years, or one eighteen years
of age or older who is incapable of self-care because of a mental or physical
disability, who is:
a.
b.
c.
d.
e.
f.
biological child
an adoptive child
a foster child
a stepchild
a legal ward
a child to whom the employee is standing in loco parentis.
3.
Spouse: A husband or wife
4.
Serious Health Condition: an illness, injury, impairment, or physical or mental
condition which involves inpatient care in a hospital, hospice, or residential
medical care facility, or which involves continuing treatment by a health care
provider.
The FMLA also covers Military Family Leave Entitlements. Eligible employees whose spouse,
son, daughter, or parent is on covered active duty or call to covered action duty status may use
their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies
may include attending certain military events, arranging for alternative childcare, addressing
certain financial and legal arrangements, attending certain counseling sessions and attending
post-deployment reintegration briefings. FMLA also includes a special leave entitlement that
permits eligible employees to take up to 26 weeks of leave to care for a covered service member
during a single 12-month period. Military Family Leave shall apply to only one 12-month period
for a given employee, but shall not affect the employee’s eligibility to take up to 12 weeks of FMLA
leave during a subsequent 12-month period.
Any employee who would like a determination on whether or not the employee would be eligible
to take leave under the Military Family Leave Act, should contact the institution’s Office of Human
Resources for assistance.
Employees seeking to use FMLA leave are required to provide notice thirty (30) days in advance
of the need to take FMLA leave when the need is foreseeable. When thirty (30) days notice is not
possible, the employee must provide notice as soon as practicable and must comply with the
institution’s normal call-in procedures. All accrued sick leave must be exhausted before the
employee is entitled to unpaid FMLA leave. Any sick leave accrued and used by an employee
which would qualify for FMLA leave will count towards the 12 weeks (or 26 weeks) of unpaid
FMLA leave available to the employee. Upon return from FMLA leave, an employee is entitled
53
to be restored to the same job or to an equivalent job with equivalent pay, benefits, and other
terms and conditions of employment. In addition, an employee’s use of FMLA leave cannot result
in the loss of any employment benefit that the employee earned or was entitled to before using
FMLA leave. The FMLA also requires that health insurance benefits that an employee may have
be maintained during the unpaid leave, provided that the level of contribution of the employer and
the employee remains the same as it was prior to the beginning of the leave.
The institution may also require employees requesting FMLA leave to provide:
 Medical certification supporting the need for leave due to a serious health condition
affecting the employee or an immediate family member
 Second or third medical opinions (at the expense of the institution) and periodic
recertification
 Periodic reports during FMLA leave regarding the employee’s status and intent to return
to work
The employee shall be deemed to have applied for leave under these guidelines whenever the
employee is on approved sick leave, whether or not the employee has given written notice of the
employee’s intent to take family or medical leave, if the reason for the leave taken is any of those
reasons provided for in the College guidelines for family and medical leave usage. In any situation
where the College is aware that the employee is taking paid sick leave for any of the reasons
designated through the family medical leave guidelines, the employee shall be notified in writing
by the College that all time spent on paid leave or leave without pay for such reasons shall be
considered part of the twelve workweeks of leave required under the FMLA. If, after written
notification by the College of the expiration date of available family and medical leave, the
employee does not receive approval to remain on leave and does not report for duties at the next
scheduled work day, the employee’s failure to report to work may be considered by the College
to be a resignation of employment.
Employees taking leave under the FMLA are entitled to certain protection relating to their
employment and benefits. In particular, they are entitled to the following:
1.
Reinstatement - The employee shall be reinstated to the same position held when
the leave began or one of the same pay grade, benefits, and other conditions of
employment which the employee had at the time the leave began, unless the
employee would otherwise have been transferred, terminated or laid off had the
employee not taken the subject leave. The College may require the employee to
submit periodic reports of his/her status and intention of returning to work. The
College also may require that the employee submit a return-to-work certification
before returning to work.
2. Seniorty - Employees shall not earn any credit toward additional seniority for any
period of time during which the employee is on leave without pay, but the employee
shall retain any seniority which he or she holds at the time the leave began.
3. Health Benefits - The College shall maintain coverage for the employee under the
College’s group health plan for the duration of the unpaid FMLA leave at the level
and under the conditions which would have been provided if the employee had
54
continued employment. If the employee does not return to work upon completion of
the leave, the College may seek reimbursement from the employee for the premium
payments made by the College, to the extent that such reimbursement is permitted
under the State and Federal law. The exception to such reimbursement would
include the continuation, recurrence, or onset of a serious health condition or other
circumstances beyond the employee’s control, which would prevent return to work.
Employees on FMLA leave without pay shall receive their normal individual PEEHIP
allotment for health insurance but shall be responsible for payment of dependent
health care premiums.
4. Enforcement - Any employee who believes that the College’s FMLA guidelines
and/or the FMLA have not been applied properly at the College should notify the
Office of Human Resources.
Supervisors should contact the Office of Human Resources when an employee has
requested FMLA leave or is absent from work for more than five (5) days due to an FMLA
qualifying reason.
Additional information regarding FMLA can be found in the Alabama State Board of Education
guidelines under policy number 611.01, and also on the following page entitled Employee Rights
and Responsibilities Under the Family and Medical Leave Act,
(WH 1420) issued by the U.S. Department of Labor.
55
56
FACULTY RESPONSIBILITY AND AUTHORITY IN ACADEMIC AND GOVERNANCE
MATTERS
Policy Name
Faculty Responsibility and Authority in Academic and
Governance Matters
Effective Date
Spring 2011-2012
Date Reviewed/Revised
February 2016
Board policy reference
ACADEMIC MATTERS
Authority
The role of the faculty in effecting a quality educational program is accomplished within the
structure set by Board policies, guidelines of the Alabama Community College System, and
programmatic approvals by the Alabama Commission on Higher Education. Maintaining the
relevance and currency of curricula are accomplished by periodic assessment of Student
Learning Outcomes, and by ongoing input from industry partners, for example Program Advisory
Boards. Faculty also participates in statewide revision of the Common Curricula of the Alabama
Community College System.
Responsibility
The Faculty of J.F. Drake State Community and Technical College has primary responsibility for
the content, quality, and effectiveness of the College curriculum. Faculty members are expected
to make themselves aware of the current trends in their respective disciplines. Faculty is
responsible for being in communication with the internal and external stakeholders of the curricula
of their disciplines, and recommend changes in response to changing trends. Any change that
needs to be implemented should be presented to the Academic Council Committee in the
Curriculum Change form. The committee will review the curriculum change requests.
Implementation of curricular change takes place in the summer term each year.
GOVERNANCE MATTERS
Authority:
The jurisdiction and participation of faculty and staff in governance matters is accomplished
through several methods. Participating in strategic planning hearings, unit planning, and
participation in ad hoc committees like search committees and steering committees for special
events as assigned by the College President and/or her designee are some of the means by
which faculty and staff participate in governance of the college. In addition, faculty and staff
participation in governance affairs is accomplished through membership in Standing College
Committees.
57
Responsibility:
The responsibilities of faculty and staff in governance include establishing local policy and
identifying and implementing best practices, thereby fulfilling the Institutional Mission. This is
achieved through participation in Standing College Committees, participating in Craft Advisory
Committees, and abiding by College and Governing Board policies.
58
FIREARMS ON CAMPUS
Policy Name
Firearms on Campus
Effective Date
February 2016 - New
Date Reviewed/Revised
February 2016 - New
Board policy reference
Board Policy 511.01 (03-24-05) (Firearms on Campus)
J.F. Drake State Community and Technical College is dedicated to the safety of its
student, faculty and staff and complies with the State Board of Education Policy 511.01:
Firearms on Campus. This Policy prohibits firearms on campus or on any campus or on
any other facility operated by Alabama Community College System institutions. The
campus policy prohibits open carry, concealed carry or storage of a firearm in a vehicle.
The policy expressly lists the limited exceptions to this policy, and they are limited to the
following:
(1) Law enforcement officers legally authorized to carry such weapons who are officially
enrolled in classes or are acting in the performance of their duties or (2) An instructional
program in which firearms are required equipment.
59
FLEXIBLE BENEFIT PLANS
Policy Name
Flexible Benefit Plans
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
J. F. Drake State Community and Technical College provides payroll deduction services for
employee tax sheltered flexible benefit plan programs through the Public Education Employees
Health Insurance Plan (PEEHIP). Information regarding the Flexible Benefit plans is available at
the PEEHIP site:
http://www.rsa-al.gov/index.php./members/PEEHIP/members/peehip/flex-account.
60
GROUP TERM LIFE INSURANCE
Policy Name
Group Term Life Insurance
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Term life insurance plans are available to all full-time employees. Permanent part-time
employees who work 20 hours or more per week may also participate. These plans, payable by
the employee through payroll deduction, offer coverage for the employee and/or dependents at
reasonable rates.
Details on rates, forms for enrollment, change of beneficiary, etc. are available in the Business
Office.
61
GRIEVANCE AND APPEAL POLICY AND PROCEDURES
Policy Name
Grievance and Appeal Policy and Procedures
Effective Date
Date Reviewed/Revised
February 2016
Board Policy Reference
J.F. Drake State Technical College promotes the open exchange of ideas among all members of
the College community, students, faculty, staff, and administration. An environment conducive to
the open exchange of ideas is essential for intellectual growth and positive change. The College
recognizes that in order to effectively carry out its mission, its employees and students must feel
confident that any valid complaint or grievance an employee or student may make concerning the
College will be promptly addressed by the appropriate authorities. Therefore, the following
procedures for resolving such complaints and grievances have been adopted by the College.
Definition of terms:
Complaint. For purposes of this policy, a complaint shall mean a specific event, activity, or
occurrence within the scope of the authority of the College’s administration or faculty about which
an individual has a specific concern.
Employees. Any individual on the college payroll or employed by Drake State Technical College.
Students. Any student enrolled in classes at Drake State Technical College.
Any college employee making a complaint shall report that complaint in writing to his/her
immediate supervisor. The complaint shall be made within ten (10) business days of the event,
activity, or occurrence generating the complaint.
After discussion between the employee and the supervisor, if it is determined that the complaint
can be resolved immediately and informally, the supervisor will take action to resolve the
complaint. However, the supervisor shall submit a written report within ten (10) business days of
the filing of the complaint to the College Grievance Officer, detailing both the complaint and the
resolution of the complaint if the complaint involves any of the following:
1. Charge of physical abuse,
2. Charge of racial or other discrimination,
3. Sexual or other harassment, or if the complaint relates to a disability, or if the complaint
relates to a matter involving theft or any other act of dishonesty,
1. Complaint Related to Academic Matters: All complaints involving academic disputes must
follow the college "Academic Appeal Policy", and the decision of the Dean of Instructional and
Student Services will be final.
62
2. Complaint Related to Disability: Complaints related to a disability should be reported in
writing to the College ADA Coordinator within ten (10) business days of occurrence of the event
prompting the complaint.
3. Other Types of Complaints: Complaints related to any matter other than academic or
disability should be reported orally or in writing to the Student Services Management Director
within ten (10) business days of the event prompting the complaint.
If, after discussion between the student and the respective college official, it is determined that
the complaint is valid and can be resolved immediately and informally, the college official will take
action to resolve the complaint. However, if the complaint involves a charge of physical abuse,
racial, or other discrimination, sexual or other harassment, or if the complaint relates to a disability,
or if the complaint relates to a matter involving theft or any other act of dishonesty, the respective
college official will submit a written report within ten (10) business days of the filing of the
complaint to the College Grievance Office, detailing both the complaint and its resolution.
Plan of Resolution:
If the student's or employee's complaint cannot be resolved immediately and informally, but
requires instead a "Plan of Resolution", the appropriate college official to whom the complaint was
made shall submit a written report to the person designated by the president to be the Grievance
Officer. The report shall be submitted within ten (10) business days of the complaint and shall
detail the complaint and the plan to resolve the complaint. If the Plan of Resolution does not result
in satisfactory solution to the complaint, the complainant may choose to pursue a grievance.
Grievance Procedures:
An employee or student who submits a written complaint to the appropriate college official, and
who is not informed of a satisfactory resolution or plan of resolution of the complaint within ten
(10) business days, shall then have the right to file a grievance with the College
President/Grievance Officer. The written grievance statement shall be filed using Grievance Form
A, which will be provided by the Grievance Officer and shall include at least the following
information:
1.
2.
3.
4.
Date the original complaint was reported;
Name of person to whom the original complaint was reported;
Facts of the complaint; and
Action taken, if any, by the receiving official to resolve the complaint.
The grievance statement may also contain other information relevant to the grievance that the
Grievant wants considered by the Grievance Officer.
If the grievance involves a claim of discrimination based on sex, race, age, national origin, religion,
handicap, or disability, the complaining party should state with particularity, the nature of the
discrimination and, if known, a reference to any statute, regulation, or policy which the Grievant
believes to have been violated. The Grievant shall file any claim involving discrimination as
described above within thirty (30) calendar days of the occurrence of the alleged discriminatory
act or of the date on which the Grievant became aware that the alleged discriminatory act took
place.
4. Investigation, Hearing, and Findings:
63
The College shall have thirty (30) calendar days from the date of the receipt by the College
Grievance Officer of the grievance to conduct an investigation of the allegation(s), hold a hearing
(if requested) on the grievance, and submit a written report to the Grievant of the findings arising
from the hearing. Grievance Form A shall be used to report both the grievance and the hearing
findings. The hearing findings shall be reported by the President (or his/her designee) to the
Grievant by either personal service or certified mail sent to the Grievant's home address.
4 –a Investigation Procedures:
The Grievance Officer and a designee of the President (if appointed), shall conduct a factual
investigation of the grievance allegations and shall research the applicable statute, regulation,
and/or policy, if any. The College Grievance Officer shall determine, after completion of the
investigation, whether there is substantial evidence to support the grievance. The factual findings
of the investigation and the conclusions of the Grievance Officer shall be stated in a written report
which shall be submitted to the Grievant and to the party/parties against whom the complaint was
made (the "Respondent") and shall be made a part of the hearing record, if a hearing is requested
by the Grievant.
Each of the parties shall have the opportunity to file written objections to any of the factual findings
and, if there is a hearing, to make their objections part of the hearing record. Publications or
verified photocopies containing relevant statutes, regulations, and policies shall also be prepared
by the Grievance Officer for the hearing record.
If the Grievance Officer finds that the grievance is supported by substantial evidence, he or she
shall also make a recommendation in the report as to how the grievance should be resolved.
Upon the receipt by the Grievant of the Grievance Officer's report, the Grievant shall have five (5)
business days to notify the Grievance Officer whether or not the Grievant demands a hearing on
the grievance.
The failure by the Grievant to request a hearing by the end of the fifth business day shall constitute
a waiver of the opportunity for a hearing. However, at the discretion of the Grievance Officer, a
hearing may be scheduled if it is in the best interest of the College.
In the event that no hearing is to be conducted, the Grievance Officer's report shall be filed with
the President, and a copy provided to the Grievant and each Respondent.
4 – b Hearing Procedures:
In the event that the Grievant requests a hearing within the time frame designated by the
Grievance Officer, the President shall designate a qualified, unbiased person or committee to
conduct each grievance hearing. The hearing officer and/or committee members will generally be
employees of the College. However, the President shall have the discretion to select individuals
other than College employees to serve as a hearing officer or as a committee member. The
hearing officer and/or committee shall notify the Grievant, and each Respondent, of the time,
place, and subject matter of the hearing at least seventy-two (72) hours prior to the scheduled
beginning of the hearing. The hearing shall be conducted in a fair and impartial manner and shall
not be open to the public unless both parties agree in writing for the hearing to be public.
At the hearing, the Grievant and the Respondent shall be read the grievance statement. After the
grievance is read into the record, the Grievant shall have the opportunity to present such oral
testimony and offer such other supporting evidence as he/she shall deem appropriate to his/her
64
claim. Each Respondent shall then be given the opportunity to present such oral testimony and
offer such other evidence as he/she deems appropriate to the Respondent's defense against the
charges. In the event that the College, or the administration of the College at large, is the party
against whom the grievance is filed, the President shall designate a representative to appear at
the hearing on behalf of the respective College.
Any party to a grievance hearing shall have the right to retain, at the respective party's cost, the
assistance of legal counsel or other personal representative. However, the respective attorney or
personal representative, if any, shall act in an advisory role only and shall not be allowed to
address the hearing body or question any witnesses. In the event that the College is the
Respondent, the College representative shall not be an attorney or use an attorney unless the
Grievant is also assisted by an attorney or other personal representative.
The hearing shall be recorded either by a court reporter or on audio or video tape or by other
electronic recording medium. In addition, all items offered into evidence by the parties, whether
admitted into evidence or not, shall be marked and preserved as part of the hearing record.
4 – c Rules of Evidence:
The hearing officer or committee shall make the participants aware that the rules relating to the
admissibility of evidence for the hearing will be similar to, but less stringent than, those which
apply to civil trials in the Circuit Courts of Alabama.
Generally speaking, irrelevant or immaterial evidence and privileged information (such as
personal medical information or attorney-client communications) shall be excludable. However,
hearsay evidence and unauthenticated documentary evidence may be admitted if the hearing
officer or chairperson determines that the evidence offered is of the type and nature commonly
relied upon or taken into consideration by a reasonably prudent person in conducting his affairs.
In the event of an objection by any party to any testimony or other evidence offered at the hearing,
the hearing officer or committee chairperson shall have the authority to rule on the admissibility
of the evidence, and this ruling shall be final and binding on the parties.
4 – d Report of Findings and Conclusions of Law:
Within five (5) working days following the hearing, there shall be a written report given to the
College Grievance Officer (with a copy to the President, the Grievant, and each Respondent) of
the findings of the hearing officer or the chairperson of the hearing committee, whichever is
applicable, and the report shall contain at least the following:
1. Date and place of the hearing;
2. The name of the hearing officer or each member of the hearing committee, as applicable;
3. A list of all witnesses for all parties to the grievance;
4. Findings of fact relevant to the grievance;
5. Conclusions of law, regulations, or policy relevant to the grievance; and
6. Recommendation(s) arising from the grievance and the hearing thereon.
65
4.5 Conciliation of Grievance. In the event of a finding by the hearing officer/committee that the
grievance was unfounded or was not supported by the evidence presented, the College
Grievance Officer shall notify the Grievant of any appeal that may be available to the Grievant.
In the event of a finding that the grievance was supported, in whole or in part, by the evidence
presented, the College Grievance Officer shall meet with the Grievant and the appropriate college
representative(s) (which may include the Respondent[s]) and attempt to bring about a reasonable
resolution of the grievance.
5. Available Appeals
5 – a Presidential Appeal:
If the grievance does not involve a claim of illegal discrimination based on gender, race, or
disability, the findings of the hearing officer/committee shall be final and non-appealable.
However, if the grievance involves such a claim, the Grievant shall have the right to appeal the
decision of the hearing officer or committee to the President of the College, provided that:
1. A notice of appeal is filed, using Grievance Form B, with the College Grievance Officer and
the President within fifteen (15) calendar days following the Grievant's receipt of the committee
report; and
2. The notice of appeal contains clear and specific objection(s) to the finding(s), conclusion(s),
and/or recommendation(s) of the hearing officer or committee.
If the appeal is not filed by the close of business on the fifteenth (15th) day following the Grievant's
receipt of the report, the Grievant's right to appeal shall have been waived. If the appeal does not
contain clear and specific objections to the hearing report, it shall be denied by the President.
5- b President's Review:
If an appeal is accepted by the President, the President shall have thirty (30) calendar days from
his/her receipt of the notice of appeal to review and investigate the allegations contained in the
grievance, to review the hearing record, to hold an appellate hearing (if deemed appropriate by
the President), and to produce a report of the President's findings of fact and conclusions of law.
The President shall have the authority to (1) affirm, (2) reverse, or (3) affirm in part and reverse
in part the findings, conclusions, and recommendations arising from the college grievance
hearing. The President's report shall be served to the Grievant and Respondent(s) by personal
service or by certified mail, return receipt requested, at their respective home addresses.
5 – c Appeal to the Chancellor:
Except in cases involving a claim alleging a violation of Title IX of the Civil Rights Act of 1964, as
amended, the President's findings and conclusions shall not be appealable. However, pursuant
to State Board of Education policy, a Grievant who is alleging a claim of illegal discrimination
based on a violation of Title IX may file an appeal to the Chancellor of the Alabama Department
of Postsecondary Education for a review of the President's report and the findings arising from
the college grievance hearing.
A Grievant who has ground for appealing the findings of the President to the Chancellor may do
so by:
66
1. Filing the notice of appeal, using Grievance Form C, to the Chancellor and the President of
Drake State Technical College within fifteen (15) calendar days following the Grievant's receipt
of the report of the President's findings; and
2. Specifying in the notice of appeal clear and specific objection(s) to the findings(s),
conclusion(s), or recommendation(s) affirmed by the President.
If the appeal is not filed with the Chancellor by the close of business on the fifteenth (15th) day
following the Grievant's receipt of the President's report, the Grievant's opportunity to appeal shall
have been waived. If the appeal does not contain clear and specific objections to the President's
report, it shall be denied by the Chancellor.
6. Review by Chancellor:
If an appeal is accepted by the Chancellor, the Chancellor shall have thirty (30) calendar days
following his/her receipt of the Grievant's notice of appeal to investigate and review the allegations
contained in the grievance, to review the reports of the President and the college hearing
officer/committee, to hold an appellate hearing, (if he/she deems such appropriate), and to issue
a report of his/her findings of fact and conclusions of law. The Chancellor shall have the authority
to (1) affirm, (2) reverse, or (3) affirm in part and reverse in part the findings, conclusions, and
recommendations of the President and/or the hearing officer/committee. The report of the
Chancellor shall be served to the Grievant and Respondent(s) by personal service or by certified
mail, return receipt requested, to the respective home addresses of the parties. The report of the
Chancellor shall not be further appealable with the Alabama two-year college system. However,
the Grievant shall not be precluded from filing his or her grievance with an appropriate court or
administrative agency.
7. General Rule on Filings:
If the last date for filing a document under this procedure falls on a Saturday, Sunday, or legal
holiday, the date of the first business day following the respective Saturday, Sunday, or legal
holiday shall be considered the deadline date.
8. List of Responsible Officials:
Below is a list of officials who have been referenced herein above as responsible for responding
to complaints and grievances.
1.
2.
3.
4.
5.
6.
7.
8.
President
Dean of Instructional and Student Services
Business Manager
Director of Accreditation and Program Development
Associate Dean of Instruction
Associate Dean of Career Technical Education
Student Services Management Director
Director of Human Resources
Each of these officials is charged with the responsibility of assisting employees in every
reasonable way to resolve any valid complaint which an employee may have and to assist any
67
employee who has been unable to resolve a complaint and desires to file a formal grievance. The
President reserves the right to make such changes or substitutions to the above list of officials as
he deems appropriate in order to avoid conflicts of interest or any potential appearance of bias or
prejudice.
68
GRIEVANCE PROCEDURE - TITLE IX
The College adheres to the Alabama State Board of Education Policy 620.01:
1. The original and two copies of Grievance Form A must be filed with complainant’s Dean or
Department or Division Chair within 30 calendar days following the date of alleged violation(s) of
the Title IX regulation. The alleged violation(s) must be clearly and specifically stated
(complainant is advised to keep a copy of all forms used in Steps 1-6 for his/her files).
2. Complainant’s Dean or Department or Division Chair will immediately notify the President and
the Title IX Coordinator of receipt of Grievance Form A. The Dean or Department or Division
Chair will have 30 calendar days following date of receipt of Grievance Form A to investigate
and study complainant’s allegations, hold a formal hearing, and make a written report of findings
to complainant. Form A must be used for the report. Copies of Form A must be provided to the
Title IX Coordinator and the President. Complainant’s copy must be mailed to his/her home
address by certified mail, return receipt requested.
3. Complainant must, within 15 calendar days following receipt of Dean or Department or
Division Chair’s report, file with the President and Title IX Coordinator, a written notice of
acceptance or appeal of the report. If a notice of appeal is filed, appeal Form B must be used.
Complainant must state clearly and specifically on Form B the objections to the findings and/or
decision of the Dean, Department or Division Chair. Copies of Form B must be provided for the
Title IX Coordinator and the President. If complainant fails to file notice of appeal by 5:00 p.m.
on the 15th calendar day following receipt of Dean or Department or Division Chair’s report, the
right to further appeal will be forfeited.
4. The President will have 30 calendar days following date of receipt of complainant’s notice of
appeal to investigate and study complainant’s allegations, the report of the Dean or Department
or Division Chair, and make a written report of findings to complainant. Form B must be used
for the report. Copies of Form B must be provided the Title IX Coordinator and the Chancellor.
Complainant’s copy must be mailed to his/her home address by certified mail, return receipt
requested.
5. Complainant must, within 15 calendar days following receipt of President’s report, file with the
President and Title IX Coordinator a written notice of acceptance or appeal of the report. If
notice of appeal is filed, appeal Form C must be used. Complainant must state clearly and
specifically on Form C the objections to the findings and/or decisions of the president. Copies of
Form C must be provided the Title IX Coordinator and the Chancellor. If complainant fails to file
notice of appeal by 5:00 p.m. on the 15th calendar day following receipt of the President’s
report, the right to further appeal will be forfeited.
6. The Chancellor will have 30 calendar days following the date of receipt of complainant’s
notice of appeal to investigate and study complainant’s allegations and the report of the
President, hold a formal hearing, and make written report of findings to complainant. Form C
must be used for the report. Copies of Form C must be provided the Title IX Coordinator.
Complainant’s copy must be mailed to his/her home address by certified mail, return receipt
requested.
69
NOTE: If the last day for filing notices of appeal falls on either Saturday, Sunday, or a legal
holiday, complainant will have until 5:00 p.m. the first working day following the 15th calendar
day to appeal.
70
GRIEVANCE APPEAL – FORM A
TO: College Grievance Officer ___________________________________________________
FROM: _____________________________________________________________, Grievant
DEPARTMENT/PROGRAM:
Student _____________ or Employee __________________
Home
Address:__________________________________________________________________
Home Phone Number: _________________ Work Phone Number: ____________________
INFORMATION ON GRIEVANCE:
A. Date(s) of Occurrence(s) upon which Grievance is based:
B. Description of Grievance: [If the Grievant is alleging illegal discrimination based on gender,
race, color, national origin, religion, handicap, or disability, the Grievant should include a
reference, if known, to any pertinent statute(s), policy(cies), or regulation(s). Use additional
pages, if necessary, to describe Grievance.:
C. State the name of each College instructor or official to whose attention the Grievant has
already brought the matter being complained of, and state on what date each such instructor or
official was first notified of the situation:
D. Describe any attempt(s) which have already been made by any College official and
representative to resolve the Grievance described above. Please name each college official and
representative who has participated in any prior attempt to resolve the situation, and describe
the involvement of each such
person.________________________________________________________
E. State any other information which the Grievant believes should be considered by the College
Grievance Officer in investigating the Grievance. [Also attach to, or enclose with this form, and
other document(s), photo(s), audio or video tape(s), etc., which the Grievant believes will be
helpful to the College Grievance
Officer.]______________________________________________
I, the undersigned Grievant, hereby confirm that the information stated above and all other
information submitted by me in support of the Grievance hereby made is accurate, complete,
and truthful to the best of my knowledge and belief.
_______________________________________
Grievant
Date: __________________________________
71
GRIEVANCE APPEAL – FORM B
IMPORTANT NOTICE TO GRIEVANT: In order for this Appeal to be considered, it must be
received by the President of Drake State Technical College by not later than the close of the
business day fifteen (15) days after your receipt of the Report of the findings, conclusions, and
recommendations of the Hearing Officer or Hearing Committee who heard your Grievance.
TO: President
FROM: ____________ (Grievant)
DEPARTMENT/PROGRAM:
Student _____________ or Employee __________________
Home Address:
_________________________________________________________________
Home Phone Number: ___________________ Work Phone Number:
_____________________
APPEAL STATEMENT: [Please include a copy of the Report of the Hearing Officer or
Committee which heard your Grievance. Please specify each objection which you have to the
finding(s), conclusion(s), and/or recommendations(s) of the Report. A failure to state a specific
and reasonable objection will cause the appeal to be denied without a review. Use additional
sheets, if necessary. Please also attach or enclose any additional document(s), photo(s), audio
or video tape(s), etc., which are supportive of your Appeal.]
__________________________________
Grievant Filing Appeal
Date: _____________________________
GRIEVANT MUST SEND A COPY OF THIS APPEAL TO:
College Grievance Officer
Each Respondent to Grievance (if other than College)
72
GRIEVANCE APPEAL – FORM C
IMPORTANT NOTICE TO GRIEVANT: An appeal to the Chancellor of Postsecondary Education
may only be filed in the event of Grievance alleging a violation of Title IX of the Civil Rights Act of
1964, as amended, and that the Grievant has filed an Appeal with the President of Drake State
Technical College and has received a Report from the President affirming in whole or in part the
finding(s), conclusion(s), and recommendations(s) of the Hearing Officer or Hearing Committee
which heard the Grievance filed by the Grievant. In order for this Appeal to be considered, it must
be received by the Chancellor by not later than the close of the business day fifteen (15) days
after your receipt of the Report from the President of DRAKE STATE TECHNICAL COLLEGE.
TO: Chancellor, Alabama Department of Postsecondary Education
401 Adams Avenue, Montgomery, AL 36104
FROM:
____________________________________________________________________________,
Grievant
Department/Program:
___________________________________________________________________________
Student ____________ or Employee _____________
Home Address:
____________________________________________________________________________
Home Phone Number: ____________________ Work Phone
Number:______________________
APPEAL STATEMENT: [Please include a copy of the Report of the hearing Officer or Committee
who heard your Grievance and a copy of the Report of the President in response to your Appeal
to him. Please specify each objection to the finding(s), conclusions(s), and/or recommendation(s)
of the Reports of the Hearing Officer of Committee and the President. A failure to state a specific
and reasonable objection will cause the appeal to be denied without a review. Use additional
sheets, if necessary. Please also attach or enclose any additional document(s), photo(s), audio
or video tape(s), etc., which are supportive of your appeal.]
_________________________________
Grievant Filing Appeal
Date: _____________________________
GRIEVANT MUST SEND A COPY OF THIS APPEAL TO:



President, J.F. Drake State Technical College
Designated Grievance Officer,
Each respondent to Grievance.
73
HIRING PRACTICES AND PROCEDURES
Policy Name
Hiring Practices and Procedures
Effective Date
February 2016
Date Reviewed/Revised
March 23, 2015
Board Policy reference
Board Policy 602.02 (Hiring Practices and Procedures)
Vacancies in presidential, full-time faculty, and other full-time administrative and supervisory
positions, regardless of whether the position is shown on Salary Schedules A, B, C, or D, shall be
filled according to the practices and procedures set out in Partial Consent Decrees in Shuford, et
al., v. Alabama State Board of Education, et al., in United States District Court for the Middle
District of Alabama, Northern Division, Civil Action No. 89-T-196-N.
74
HARASSMENT
Policy Name
Harassment
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy reference
Board Policy 601.04 (Harassment)
1.
J.F. Drake State Community and Technical College is committed to providing both
employment and educational environments free of harassment or discrimination related
to an individual’s race, color, gender, religion, national origin, age, disability, or any other
protected class. Such harassment is a violation of J.F. Drake State Community and
Technical College policy. Any practice or behavior that constitutes harassment or
discrimination shall not be tolerated on any campus or site, or in any division, or
department by any employee, agent, or non-employee on any institution’s property and
while engaged in any institutionally sponsored activities.
It is within this commitment of providing a harassment-free environment and in keeping
with the efforts to establish an employment and educational environment in which the
dignity and worth of members of the community are respected, that harassment of
employees is unacceptable conduct and shall not be tolerated at any of the institutions
that comprise J.F. Drake State Community and Technical College.
A nondiscriminatory environment is essential to the mission of the Alabama Community
College System. An abusive environment inhibits, if not prevents, the harassed individual
from performing responsibilities as employees and creates a hostile work environment.
It is essential that institutions maintain an environment that affords equal protection
against discrimination, including sexual harassment. J.F. Drake State Community and
Technical College shall take all the necessary steps to ensure that harassment, in any
form, does not occur. Employees who are found in violation of this policy shall be
disciplined as deemed appropriate by the investigating authority as to the severity of the
offense with final approval from the President.
Employees of J.F. Drake State Community and Technical College shall strive to promote
an environment that fosters personal integrity where the worth and dignity of each human
being is realized, where democratic principles are promoted, and where efforts are made
to assist colleagues to realize their full potential as worthy and effective members of
society. Administrators, professional staff, faculty, and support staff shall adhere to the
highest ethical standards to ensure professionally functioning institutions and to
guarantee equal educational opportunities for all students.
75
For these purposes, the term "harassment" includes, but is not necessarily limited to:
Slurs, jokes, or other verbal, graphic, or physical conduct relating to an individual's
race, color, gender, religion, national origin, age, disability, or any other protected
class. Harassment also includes unwelcome sexual advances, requests for
sexual favors, and other verbal, graphic, or physical contact if perceived as such
by the recipient.
Any contact solicited during non-traditional business hours may be perceived as
harassment by recipient unless it is specifically associated with work related
duties.
2.
Harassment of employees by non-employees is also a violation of this policy. Any
employee who becomes aware of any such harassment shall report the incident(s) to the
appropriate institution official. Failure to act, which includes initial investigation, shall be
deemed in direct violation of this policy.
3.
Sexual harassment is a form of sex discrimination which is illegal under Title VII of the
Civil Rights Act of 1964 for employees and under Title IX of the Education Amendments
of 1972 for students. Sexual harassment does not refer to occasional compliments; it
refers to behavior of a sexual nature which interferes with the work or education of its
victims and their co-workers. Sexual harassment may involve the behavior of a person
of either sex against a person of the opposite sex or the same sex, and occurs when such
behavior constitutes unwelcome sexual advances, unwelcome requests for sexual
favors, or other unwelcome verbal or physical conduct of a sexual nature, when perceived
by the recipient that:
3.1.
Submission to such conduct is made either explicitly or implicitly a term or
condition of an individual’s employment or educational opportunities;
3.2.
Submission to or rejection of such conduct is used as the basis for employment
or academic decisions affecting that individual;
3.3.
Such conduct has the purpose or effect of unreasonably interfering with an
individual’s work or academic performance, or creates an intimidating, hostile, or
offensive work or educational environment.
Any incident of harassment shall be reported to the grievance officer (Dean of Student
Support Services) as promptly as possible after the harassment occurs.
4.
The employees of J.F. Drake State Community and Technical College determine the
ethical and moral tone for these institutions through both their personal conduct and their
job performance. Therefore, each employee must be dedicated to the ideals of honor
and integrity in all public and personal relationships. Relationships between institution
personnel of different ranks, including that of instructors and students, which involve
partiality, preferential treatment, or the improper use of position shall be avoided. Further,
such relationships may have the effect of undermining the atmosphere of trust on which
the educational process depends. Implicit in the idea of professionalism is the recognition
by those in positions of authority that in their relationships with students or employees
there is always an element of power. It is incumbent on those with authority not to abuse
the power with which they are entrusted.
76
All personnel shall be aware that any romantic relationship (consensual or otherwise) or
any otherwise inappropriate involvement with another employee makes them liable for
formal action against them if a complaint is initiated by the aggrieved party in the
relationship, even when both parties have consented to the development of such a
relationship.
5.
This policy encourages faculty, and employees who believe that they have been the
victims of harassment to contact the grievance officer (Dean of Student Support Services)
or other appropriate official at the institution where the alleged incident occurred. Any
reprisals shall be reported immediately to the grievance officer (Dean of Student Support
Services) or other appropriate official.
6.
This policy shall be distributed, communicated and implemented in a manner which
provides all interested parties the opportunity to be informed of this policy. A system-wide
educational program shall be utilized to assist all members of the community to
understand, prevent and combat harassment.
7.
A harassment educational program may consist of seminars, workshops, videos, and/or
printed materials. The educational elements of this policy seek to achieve the following
goals through dissemination of this policy and providing a training program by: (1) ensuring
that all administrators, faculty, and all employees are made aware of their rights
concerning sexual harassment; (2) notifying individuals of conduct that is prohibited; (3)
informing administrators and supervisors about the proper procedures in addressing
complaints. This program must be administered annually and approved by Department
of Postsecondary Education.
77
HEALTH INSURANCE
Policy Name
Health Insurance
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy reference
The State Board of Education authorizes J.F. Drake State Community and Technical
College to offer employees the opportunity to participate in various types of
supplementary payroll deductible insurance programs. Such programs are at the
discretion of the College President and will be selected in accordance with local policy.
According to the Code of Alabama 1975, Section 16-25A-1, any person who is
“…employed full-time in any public institution of education within the State of Alabama…”
and “…any person employed part-time by any public institution of education within the
State of Alabama…” is eligible for health insurance.
To be eligible for a full allocation, a teacher, counselor, librarian, administrator, or other
professional employee must be full-time. A support worker must be employed at least
twenty (20) hours per week (excluding bus drivers who are full-time by law).
78
HIRING PRACTICES AND PROCEDURES
Policy Name
Effective Date
Hiring Practices and Procedures
February 2016
Date Reviewed/Revised
Board Policy reference
Board Policy 602.02 (Hiring Practices and Procedures)
Vacancies in presidential, full-time faculty, and other full-time administrative and supervisory
positions, regardless of whether the position is shown on Salary Schedules A, B, C, or D, shall be
filled according to the practices and procedures set out in Partial Consent Decrees in Shuford, et
al., v. Alabama State Board of Education, et al., in United States District Court for the Middle
District of Alabama, Northern Division, Civil Action No. 89-T-196-N.
79
IDENTIFICATION GUIDELINES
Policy Name:
Identification Deadlines
Effective Date:
Date Reviewed/Revised
February 2016
Board Policy reference
Employees are required to get an identification badge with their picture after employment.
Employees are required to wear appropriate identification while on campus and while
representing the College.
80
INSTRUCTIONAL QUALITY
Policy Name
Instructional Quality
Effective Date
February 2016
Date Reviewed/Revised
February 23, 2015
Board Policy reference
Board Policy 703.01 (Instructional Quality)
The President is responsible for the quality of instruction provided. The President is also
responsible an environment conductive to learning, including materials and facilities,
regardless of the delivery of method.
Each President is authorized to award earned resident credit, institutional credit, or
transfer credit, depending upon the course description in the approved college catalog,
to all students who have met the State Board of Education approved admission
requirements.
81
INSTRUCTOR OVERLOAD
Policy Name
Instructor Overload
Effective Date
February 2016
Date Reviewed/Revised
February 23, 2015
Board Policy reference
Board Policy 608.03 (Instructor Overload)
A full-time instructor may be employed to teach a maximum of one additional course and/or lab
(five credit hour) per term for pay, if approved by the president. A full-time instructor at J.F. Drake
State Community and Technical College may be employed to teach a maximum of 15 additional
contact hours per week for pay if approved by the President. The overload course must be taught
outside the normal 35 hour work week of the instructor, and the pay must be at the prevailing
part-time salary rate at J.F. Drake State Community and Technical College.
Overloads with pay will be approved only for instructors who teach beyond the minimum full-time
load or equivalent as determined by the President.
Proposed faculty overloads not in accordance with these standards must be approved by the
Chancellor.
82
INSTITUTIONAL MEMBERSHIP
Policy Name
Institutional Membership
Effective Date
February 2016
Date Reviewed/Revised
March 3, 2015
Board Policy reference
Board Policy 322.01 (Institutional Membership)
The College maintains affiliation through institutional membership in appropriate
commissions and agencies at the local, state, regional, and national levels. Individuals
may represent the College through these memberships.
The College maintains membership in various local chambers of commerce in order to
promote the College and the College's involvement in the community.
The College does not expend any funds, regardless of source, to purchase membership
in any organization, which discriminates on the basis of race, national origin, sex, or
religion.
83
INSTRUCTOR, LIBRARIAN AND COUNSELORS HOURS
Policy Name
Instructor, Librarian, and Counselors Hours
Effective Date
February 2016
Date Reviewed/Revised
March 12, 2015
Board Policy reference
Board Policy 608.02 (Instructor, Librarian, and Counselor
Hours)
The normal work week of a full-time instructor, librarian, or counselor is a minimum of 35 clock
hours, exclusive of lunch and other regularly scheduled breaks. This does not mean that each
instructor is to be on duty seven hours per day, but it does mean that each instructor is to have a
regular schedule of instruction, office hours, student counseling, and preparation.
84
INSTRUCTOR LOAD AND HOURS
Policy Name
Instructor Load and Hours
Effective Date
February
Date Reviewed/Revised
February 23, 2015
Board Policy reference
Board Policy 608.01 (Instructor Load and Hours)
The duties of an instructor will be determined by the President, with the understanding that good
professional judgment will be exercised.
The number of preparations, the number of students taught, and the number of contact hours
should be considered in determining instructor loads.
No distinction is made between day, extended day, weekend, evening, and off-campus programs.
Personnel will be employed to provide education for those enrolled, regardless of the day and
time of day.
The normal teaching load for a full-time instructor will be 15-16 credit hours per term, the
equivalent, as determined by the President.
The maximum teaching load for a full-time instructor will be 16 credit hours per term.
Equivalent credit hours will be determined by the President in accordance with guidelines
established by the Chancellor for courses including more contact hours per week than credit hours
per term. Examples include studio courses, and laboratory, clinical and shop classes.
The maximum number of contact hours that an instructor will be assigned shall not exceed thirty
(30) per week.
The President will determine equivalent credit hours for nonteaching assignments in accordance
with guidelines established by the Chancellor.
85
Instructor Qualifications for Salary Ranks
Policy Name:
Instructor Qualifications for Salary Ranks
Effective Date:
February 2016
Date Reviewed/Revised
February 23, 2015
Board Policy reference
Board Policy 606.02 (Instructor Qualifications for Salary
Ranks)
Each person paid from approved salary schedules must qualify for appropriate salary ranks
according to standards established by the State Board of Education.
86
INTELLECTUAL PROPERTY POLICY
Policy Name
Intellectual Property Policy
Effective Date
March 12, 2015
Date Reviewed/Revised
February 2016
Board Policy reference
321.01: Copyright, Trademark, and Patent Ownership
J. F. Drake State Community and Technical College is committed to providing an
environment in which scholarship and innovation can proliferate, and where those
involved in such pursuits can be justly rewarded for their efforts. The college encourages
the development of educational materials supportive of its mission, and evidences this
encouragement through assistance provided to faculty and staff in the preparation of such
materials. At the same time, recognizing that certain intellectual properties are developed
as a result of the environment provided, the college believes it appropriate that benefits
from such properties should flow freely to future generations of staff and students.
The Alabama Community College System (ACCS) Policy 321.01, Copyright, Trademark
and Patent Ownership policy states:

An employee has the right to trademark or copyright any literary material and to
patent any inventions unless duties of the employment contract or program
agreement charges the employee with, or includes, the duty of producing
material for the institution to copyright or trademark, or to develop an invention
for the institution to patent.

The employee shall be entitled to all profits earned from copyrighted or
trademarked materials or patented inventions developed exclusively on the
employee's time and without the use of institution funds, materials, or facilities.
87

Copyrighted or trademarked material or patented inventions developed totally or
partially on institution time with the use of institution materials or facilities or with
institution funding shall be owned by the institution.
The purpose of the Intellectual Property policy is to establish written guidelines delineating
the ownership of intellectual properties created by faculty or staff while employed by the
College; it also includes student creations resulting from specific circumstances. Except
as otherwise agreed in writing or stated in this policy, the College asserts ownership of
intellectual property:
I.
Created by faculty and staff as a result of their employment by the College
and using College resources; and/or
II.
Created by students where:
a. Generation of the intellectual property has required substantial use of
institutional resources; or
b. Generation of the intellectual property has resulted from the use of preexisting intellectual property owned by the college; or
c. The intellectual property belongs to a set of intellectual property generated
by a team of which the student is a member; or
d. The intellectual property has been generated as a result of funding
provided by or obtained by the institution.
III. This assertion means that faculty, staff, or students accepting College resources in
support of their activities agree that their approval for internal College use and ownership
is acknowledged by their acceptance of College support. College resources may include
all tangible resources provided, including office, lab, library and shop space and
equipment; computer hardware, software and support; secretarial services; research and
lab assistance; supplies; reduced or adjusted workload; extra financial payments; and
other support which contributes to the accomplishment of the task.
IV. The College is responsible for copyright registration of works owned by it. Any revenue
generated by such works will be used by the college for the direct benefit of students.
88
V. The College reserves the right to modify this policy at any time, and significant changes
will be promptly communicated to faculty and staff. Individual faculty and staff preparing
or planning to prepare educational materials are encouraged to ask for clarification of any
points in this policy that are not clear to them.
89
INTERACTIVE VIDEOCONFERENCING LAB
Policy Name
Intellectual Videoconferencing Lab
Effective Date
February 2016
Date Reviewed/Revised
March 12, 2015
Board Policy reference
The videoconferencing lab allows Drake State users to interact with people (classes,
conferences, workshops, etc.) of one or more locations as if they were in the same room. All
conference participants hear other participants through live, interactive television. The college is
a member of VIANET (Videoconferencing in Alabama Network).
90
INTERNET ACCEPTABLE USE POLICY
Policy Name:
Internet Acceptable Use Policy
Effective Date:
February 2016
Date Reviewed/Revised
March 24, 2015
Board Policy reference
Acceptable Use of Provided Access to Electronic Information, Services, and Networks
In making decisions regarding student access to the Internet, J.F. Drake State Community
and Technical College is proud to offer Internet access to all students. This is a privilege
provided for the student, a privilege which must not be abused. Access to the Internet
enables students to explore thousands of libraries, databases, bulletin boards, and other
resources while exchanging messages with people around the world.
The College
expects that faculty will blend thoughtful use of the Internet throughout the curriculum and
will provide guidance and instruction to students in its use. As much as possible, access
from school to Internet resources should be structured in ways that point students to
those, which have been evaluated prior to use. While students will be able to move
beyond those resources to others that have not been previewed by staff, they shall be
provided with guidelines and lists of resources particularly suited to learning objectives.
Students utilizing College-provided Internet access must first have the permission of J.F.
Drake State Community and Technical College’s professional staff. Students utilizing
school-provided Internet access are responsible for good behavior on-line just as they
are in a classroom or other area of the college. The same general rules for behavior and
communications apply.
The purpose of College-provided Internet access is to facilitate communications in
support of research and education. To remain eligible as users, students' use must be in
91
support of and consistent with the educational objectives of J.F State Community and
Technical College. Access is a privilege, not a right. Access entails responsibility.
Users should not expect that files stored on school-based computers would always be
private. Administrators and faculty may review files and messages to maintain system
integrity and insure that users are acting responsibly.
The following uses of school-provided Internet access are not permitted:
1. To access, upload, download, or distribute pornographic, obscene, or sexually
explicit material;
2. To transmit obscene, abusive, or sexually explicit language;
3. To access, upload, download, or distribute any music files;
4. To violate any local, state, or federal statute;
5. To vandalize, damage, or disable the property of another individual or organization;
6. To access another individual's materials, information, or files without permission;
and,
7. To violate copyright or otherwise use the intellectual property of another individual
or organization without permission.
Any violation of college policy and rules may result in loss of College-provided access to
Internet.
Additional disciplinary action may be determined in keeping with existing
procedures and practices regarding inappropriate language or behavior. When and where
applicable, law enforcement agencies may be involved.
J.F. Drake State Community and Technical College makes no warranties of any kind,
neither expressed nor implied, for the Internet access it is providing. The College will not
be responsible for any damages users suffer, including--but not limited to--loss of data
resulting from delays, interruptions in service or loss of service. The College will not be
responsible for the accuracy, nature, or quality of information gathered through Collegeprovided Internet access. The College will not be responsible for personal property used
to access College computers or networks.
The College will not be responsible for
unauthorized financial obligations resulting from College-provided access to the Internet.
92
J. F. DRAKE STATE COMMUNITY AND TECHNICAL COLLEGE EDUCATION
ASSOCIATION
Policy Name
J.F. Drake State Community and Technical College
Education Association
Effective Date
February 2016
Date Reviewed/Revised
March 18, 2015
Board Policy reference
The J.F. Drake State Community and Technical College Education Association is an
organization composed of instructors, staff, and administrators.
The combined
membership is broken into active and ESPO members. Every employee at the institution
is eligible for membership in the association. Any person who holds the rank of instructor
or above including administrative positions at the College upon payment of unified dues,
are eligible for active membership. Any clerical, maintenance or other employee or
person engaged in related educational work upon payment of unified dues, are eligible
for ESPO membership.
The goals of J.F. Drake State Community and Technical College Education Association
are as follows:
a.
to provide maximum educational opportunities for all students by providing
a higher quality of reaching, sound, programs of instruction, and adequate
financing for public education;
b.
to seek economic security for all education employees;
c.
to increase public awareness of the goals of the institution;
d.
to elevate the character, improve the standards, and advance the interest
of the profession of teaching;
e.
to protect the constitution, statutory and human rights of all members; and
to represent members in their employment relations with their employer.
93
LEAVES WITH PAY
Policy Name
Leaves With Pay
Effective Date
February 2016
Date Reviewed/Revised
March 23, 2015
Board Policy reference
Board Policy 610.01 (Leaves With Pay)
A leave year earning, accrual, and use of leave by College employees is September 1 through
August 31.
94
LEAVES WITHOUT PAY
Policy Name
Leaves Without Pay
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
611.01 (03-24-05) (Leaves Without Pay)
Maternity Leave
A full-time employee of J.F. Drake State Community and Technical College will be granted up to
a maximum of one year of maternity leave without pay. Persons on maternity leave without pay
resulting from pregnancy will be paid for earned sick leave on request. A person who resigns
instead of taking maternity leave cannot be paid for accumulated sick leave. Persons taking
maternity leave to stay home with adopted children will not be paid for earned sick leave. Leave
earnings will continue for the period covered by maternity leave payments. The tenure status of
persons on maternity leave will not be affected.
Personal Leave
The chancellor may grant up to one year of personal leave without pay to a full-time employee on
the written request of the President to the Chancellor. Such request states that the leave without
pay will not hamper the normal routine operation of the College. The tenure status of persons on
personal leave without pay will not be affected.
Professional Leave
Up to a maximum of one year of professional leave without pay shall be granted to a full-time
tenured faculty of J.F. Drake State Community and Technical College upon approval by the
Chancellor if, in the judgment of the President, the purposes of the institution and the objectives
of the department are not hampered by the absence.
Other full-time employees may be granted professional leave, without pay, for a period not to
exceed one year upon approval by the Chancellor if, in the judgment of the President, the
purposes of the institution and objectives of the department are not hampered by such leave
without pay.
Professional leave will be granted only on written request from the President and approval of the
Chancellor.
95
Family and Medical Leave Act Leave
The Family and Medical Leave Act I (FMLA) of 1993 was passed by Congress to balance
demands of the work place with needs of families, promote stability and economic security of
families, and promote national interests in preserving family integrity; minimize the potential for
employment discrimination on the basis of gender by ensuring generally that leave is available
for eligible medical reasons (including maternity-related disability) and for compelling family
reasons; and promote the goal of equal opportunity for women and men.
The State Board of Education and J.F. Drake State Community and Technical College under its
direction and control shall comply with the requirements of the FMLA. This institution shall
administer the FMLA in conformance with regulations and guidelines promulgated by the
Chancellor.
Emergency Leave
Leave for emergency reasons will be granted without pay for up to a maximum of one year on
written recommendation by the President and approval by the Chancellor. The tenure status of
persons on emergency leave without pay will not be affected.
96
LIBRARY/MEDIA CENTER
Policy Name
Library/Media Center
Effective Date
Spring 2007
Date Reviewed & Revised
February 2016
Board Policy Reference
The S.C. O’Neal Sr. Library and Technology Center of J. F. Drake State Community and Technical
College is located at the heart of the campus. The goal of the S.C. O’Neal Sr. Library and
Technology Center is to create a wholesome learning environment through the use of a variety of
audio-visual materials, equipment, electronic and print resources.
Faculty/staff are encouraged to make the best utilization of the services provided in the S.C.
O’Neal Sr. Library and Technology Center to improve and support the teaching/learning process.
Some
of
1.
the
services
that
are
available,
which
support
this
concept
are:
Acquisition of Materials – All faculty/staff are encouraged to participate in the
selection process. Recommendations are welcomed; however, the final decision
depends upon the availability of funds for purchases.
2.
Reserves – Faculty may request certain materials to be placed on reserve. If
materials are not available as a part of the Library’s collection, it is the responsibility
of the faculty member to provide those materials for class usage.
3.
Loans – Books and other materials may be checked out by the faculty/staff for
thirty days and are renewable automatically for up to one semester. All materials
must be returned at the end of each semester and upon the termination of
employment.
4.
Circulation of Equipment and Materials – Faculty may check out equipment and
audio-visual materials for instructional purposes. Since the Library serves the
equipment needs of the entire College, such loans are not to exceed five (5)
97
class days. Requests for equipment require at least twenty-four hours of notice
to fill.
5.
Gifts – Gift books and materials are accepted with the understanding that the
Library reserves the right to make the decision about disposition of materials
provided such materials are inappropriate for the collection.
6.
Reference Books and Periodicals – Reference books, periodicals, and vertical
files materials are not circulated outside the Library. Special loan is granted to
faculty/staff on a short-term basis (1-3 days).
The S.C. O’Neal Sr. Library and Technology Center houses a variety of print and non-print
materials, which support the instructional programs at J. F. Drake State Community and
Technical College.
The collection consists of books, industrial manuals, periodicals,
newspapers, software programs, a variety of audio-visual materials, electronic resources, and
equipment for use on an individual or group basis. Other resources include the vertical file,
college catalog, Black collections, plus much more. The Library services consist of open labs
with wireless internet connectivity, access to the Alabama Virtual Library (www.avl.lib.al.us),
ProQuest Online Information Resources (proquest.umi.com/login), photocopying, laminating and
many more.
The Alabama Virtual Library (AVL) provides access to a collection of databases to all citizens of
Alabama twenty-four hours a day. The site is accessible to J.F. Drake State Community and
Technical College patrons on campus and from home. Because the AVL now uses geolocation
to authenticate users, students no longer need an AVL card unless they reside outside the state
of Alabama. If you need an AVL card please stop by the reference desk and the librarian on duty
will be happy to assist you.
ProQuest online information service provides thousands of current periodicals and newspapers,
many updated daily and containing full text articles from 1986- present. The deep back files of
archival material are also expanded daily as 5.5 billion pages from the distinguished microfilm
collection are digitized.
98
J.F. Drake State Community and Technical College has a reciprocal lending agreement with
Alabama A&M University. Drake State Students may use the Learning Resources Center at
Alabama A&M University and may check out five items per visit. Drake State students must
present a valid student identification card in order to borrow materials. Likewise, Alabama A&M
University students may borrow five items per visit from the S.C. O’Neal Sr. Library and
Technology Center and use the library’s facilities with a valid Alabama A&M University student
identification card.
J.F. Drake State Community and Technical College also has a reciprocal lending agreement with
Calhoun Community College. Drake State students may utilize library resources on both of
Calhoun Community College’s campuses. They may also check out five items from Calhoun’s
libraries by presenting a valid student identification card and a copy of their current class
schedule. Calhoun Community College students have the same privileges at Drake State’s
library.
In 2013, J.F. Drake State Community and Technical College established a reciprocal lending
agreement with The University of Alabama in Huntsville. Drake State students may use the
library at UAH and check out three items at a time. Drake State students must present a valid
student identification card in order to borrow materials and pay a $25 fee. Likewise, UAH
students may borrow three items at a time from the S.C. O’Neal Sr. Library and Technology
Center and use its resources.
J.F. Drake State Community and Technical College has also established a reciprocal lending
agreement with Oakwood University. Drake State students may use the library at Oakwood
University and check out eight items at a time. Drake State Students must present a valid student
identification card in order to borrow materials. Likewise, Oakwood University students may
borrow eight items at a time from the S.C. O’Neal Sr. Library and Technology Center and use its
resources.
The Library is a member of the American Library Association (ALA).
The Library staff upon request provides instruction, orientation and personal assistance during
regular operational hours. The administrators, faculty and staff may reserve the classrooms,
lecture hall and conference room for instruction, meetings and programs.
99
The hours of operation are as follows:
HOURS OF OPERATION
Fall and Spring Semesters
Monday – Thursday – 7:30 a.m. – 7:00 p.m.
Friday – 7:30 a.m. – 11:30 a.m.
Closed Saturday and Sunday
Hours may vary during the Summer Terms
The hours may vary when college is not in session.
For other details on services and policies, please refer to the
Manual of Procedures for the S. C. O’Neal Sr. Library and Technology Center.
100
MILITARY LEAVE
Policy Name:
Military Leave
Effective Date:
Spring 2007
Date Reviewed/Revised
February 2016
Cross Reference:
610.01 (03-24-05) Military Leave
All full-time employees are eligible for paid military leave of up to 168 hours per calendar year in
the event of being called to active duty. During the period of paid military leave, the respective
employee shall continue to accrue all employment benefits, including sick and annual or personal
leave, as well as paid medical insurance benefits. Once available paid military leave is exhausted,
the employee may take available annual or personal leave and continue to receive all employment
benefits.
All full-time employees eligible for paid military leave shall also receive up to a maximum of 168
hours of paid military leave each time such eligible employee is called by the Governor of the
State of Alabama to duty in the active service of the state.
101
MINORS ON CAMPUS
Policy Name
Minors on Campus
Effective Date
May 8, 2015
Date Reviewed & Revised
February 2016
Board Policy Reference
J. F. Drake State Community and Technical College (Drake State) is committed to the safety of
all individuals in its community. This policy establishes guidelines for those in the College
community who may work or interact with individuals under 18 years of age, with the goal of
promoting the safety and wellbeing of minors. All Drake State employees, volunteers and students
are expected to comply with this policy.
Any activity that involves inviting minors to visit campus areas needs to be approved by the
Instructional and Student Support Services office. Please provide adequate time to process
paperwork to ensure safety of the participants.
Employees, volunteers and students of Drake State who participate in programs or activities
involving minors must complete appropriate training, background checks and other paperwork.
The training will include but not be limited to:



Basic warning signs of abuse or neglect of minors.
Guidelines for protecting minors from emotional and physical abuse and neglect.
Requirements and procedures for reporting incidents of suspected abuse or neglect or
improper conduct.
Background checks will be completed for all employees, volunteers and students who interact
with, supervise, chaperone or otherwise oversee minors in campus activities.
Background checks are not required for temporary guest speakers, presenters and other
individuals who have no direct contact with program participants other than short term activities
supervised by program staff. Please contact the Dean of Student Support Services if you have
questions regarding who should have background checks.
The Office of the Dean of Student Support Services will have the forms and other documents that
need to be completed prior to inviting minors on campus.
102
GUIDELINES:
General Requirements Affecting Minors on Campus
A.
All Minors
1.
Minors are permitted in the campus only as invitees, participants, or visitors to collegesponsored events, unless enrolled in a Program on campus. Minors are generally not permitted
in College Facilities without an authorized purpose or express permission, or unless they are
accompanied by an Authorized Adult.
2.
All Minors participating in a Program on campus are generally permitted supervised use
of the College Facilities identified for that Program. Drake State reserves the right to restrict
anyone, including Minors, from certain areas or facilities or from utilizing specified equipment.
B.
Pre-High School-Aged Children (children under the age of 14)
1. All pre-high school-aged children on the campus must be supervised at all times by an
Authorized Adult.
2. Unsupervised or unescorted pre-high school-aged children are prohibited from entering
areas such as storage rooms, equipment rooms, training rooms, lab and shop areas.
C.
High School-Aged Children (children ages 14-17)
1.
High school aged-children not participating in a Program on campus may have limited
use of College facilities that are open to the public, such as the Library, as long as they meet
behavioral standards expected of enrolled students and adhere to the reasonable direction of
University officials. High school-aged children not meeting College community conduct
standards as stated in the student handbook may be directed to leave the campus and/or
trespassed from the campus by the Safety Officer.
2.
High school-aged children are permitted at events and venues on campus that are open
to the public. Examples of such events include activities like spring fling and campus tours.
Drake State reserves the right to determine, in its sole discretion, whether selected events or
venues are appropriate for unescorted or unsupervised Non-Student Minors.
Sources:
Huntsville City Schools Official Student-Parent Handbook
Minors on Campus policies from:




Georgetown University
Vanderbilt University
University of North Carolina Charlotte
Auburn University
103
NONDISCRIMINATION
Policy Name
Nondiscrimination
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 601.02 (Nondiscrimination)
It is the official policy of J.F. Drake State Community and Technical College that no person shall,
on the grounds of race, color, disability, sex, religion, creed, national origin, or age, be excluded
from participation in, be denied the benefits of, or be subjected to discrimination under any
program, activity, or employment. J.F. Drake State Community and Technical College complies
with nondiscriminatory regulations under Title VI and Title VII of the Civil Rights Act of 1964, Title
IX Educational Amendment of 1972, and Section 504 of the Rehabilitation Act of 1973, and
Americans with Disabilities Act of 1990. Inquiries concerning this policy may be directed to:
Title IX for Employees
Dean of Student Support Services
Title IX for Students
Dean of Student Support Services
ADA Coordinator
College Counselor
104
OFFICE OF HUMAN RESOURCES PROCEDURES
Policy Name
Office of Human Resources Procedures
Effective Date
January 2011
Date Reviewed/Revised
February 2016
Board Policy Reference
New faculty and staff employees must report to the Office of Human Resources, located
on the third floor of the S.C. O’Neal Library/Technology Center on the first day of
employment to complete all necessary forms pertinent to employment. Two forms of ID
must be furnished before papers are processed. Employees are paid monthly on the last
working day of the month.
For details regarding the payroll process, please contact the Dean of Fiscal Affairs.
105
PAID ABSENCES DUE TO JOB-RELATED INJURIES
Policy Name:
Paid Absences Due to Job-Related Injuries
Effective Date:
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 610.02 (Paid Absences Due to Job-Related
Injuries)
The President of J.F. Drake State Community and Technical College is authorized to approve
payment of salaries and fringe benefits for up to ninety (90) work days for absences arising from
job-related injuries to College employees. Continuation of salary and fringe benefits for the
appropriate number of working days shall be consistent with the employee's injury and the
subsequent absence from work resulting from the injury. This policy shall apply to temporary
disability of the employee as applicable to the job-related injury.
The President/designee may require medical certification from the employee's Physician that the
employee was injured and cannot return to work as a result of the injury. The President/designee
may, within their discretion, require a second opinion from another physician at the expense of
the institution. The President/designee may require a statement from the physician that there is
a reasonable expectation that the employee will be able to return to work.
Sick leave shall not be deducted from the employee's account if absence from work results from
an on-the-job injury.
The President/designee shall inform the employee who is injured on the job of the employee's
rights to claim unreimbursed medical expenses and costs through the State Board of Adjustment
and shall inform the injured employee regarding applicable Alabama Community College System
Board of Trustees policies. Such notification shall be made within thirty (30) calendar days of
notice of the injury.
Eligibility for salary and benefits under this policy is contingent upon proper notification by the
injured employee to the President/designee within twenty-four (24) hours after the occurrence of
the injury. When the employee is not clinically able to effect such notice, notification may be made
by a representative of the employee. Said representative must be reasonably knowledgeable
concerning the injury and the condition of the employee.
The Chancellor is authorized to promulgate guidelines for compliance with and enforcement of
this policy.
106
PERSONAL LEAVE
Policy Name
Personal Leave
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 610.01 (Personal Leave)
Personnel Employed on Salary Schedules A, B, C, E, and H
Up to two (2) days of personal leave with pay will be granted to each full-time employee on the
above salary schedules during any leave year. Up to two days per year of personal leave is
extended to all support personnel on Salary Schedule “H” as above, with a "day" defined as four
(4) hours for persons paid from Salary Schedule H-20, five (5) hours for persons paid from Salary
Schedule H-25, six (6) hours for persons paid from Salary Schedule H-30, and seven (7) hours
for persons paid from Salary Schedule H-35. Personal leave is noncumulative. A reason for
personal leave is not required. However, personal leave with pay shall be requested prior to its
occurrence. Personal leave will not be paid on resignation or termination of employment.
Personnel Employed on Salary Schedule D
Up to five (5) days of personal leave with pay will be granted to each full-time employee on the
first day of each academic year. Personal leave is noncumulative. A reason for personal leave
is not required. However, personal leave with pay shall be requested prior to its occurrence.
Personal leave will not be paid on resignation or termination of employment.
Unused Personal Leave
Personal leave not taken will be converted at the end of the leave year to sick leave. Election by
the employee otherwise requires timely written notice by the employee to the institution.
107
PERSONNEL RECORD INFORMATION
Policy Name
Personnel record Information
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 616.01 (Personnel Record Information)
The President of J.F. Drake State Community and Technical College has designated the Human
Resources Director as the custodian of personnel records of the faculty and staff and the records
of applicants seeking employment at the College. Anyone wishing to inspect the contents of a
personnel file or applicant record may do so when the custodian of the records is available upon
written request to the President.
Anyone desiring to photograph personnel or applicant records may do so under the direction of
the custodian. The custodian may establish a charge for this service. Anyone desiring
photocopies of personnel or applicant records may request this of the custodian. The custodian
may establish a charge for this service.
Applicant and search records for positions at the College are designated as confidential by the
President if, in the opinion of the President, public access to such records would have a "chilling"
effect on the ability of the College to attract qualified applicants. All letters and documents and
other material of any kind or character which relate to or are germane to employee performance,
including, but not limited to, all performance evaluations and records of conferences related to
performance, are designated as limited-access employee records and are confidential. Such
material shall be open to inspection only by the employee or by officials of J.F. Drake State
Community and Technical College who are responsible for supervision of the employee. Except
as required for use by the President in the discharge of official responsibilities, the custodian of
limited access records shall release information from such records only upon authorization, in
writing, from the employee or the President, or upon order of a court of competent jurisdiction.
108
PLACEMENT OF CURRENT SALARY SCHEDULES
Policy Name
Placement of Current Salary Schedules
Effective Date
February 2016
Date Reviewed/Revised
March 23, 2015
Board Policy Reference
Board Policy 606.04 (Placement of Current Salary
Schedules)
Current year salary schedules adopted by the Alabama Community College System Board of
Trustees will be placed in the current policy manual of J.F. Drake State Community and Technical
College under the direction and control of the Alabama Community College System Board of
Trustees.
109
POSTSECONDARY FACULTY CREDENTIALS
Policy Name
Postsecondary Faculty Credentials
Effective Date
Spring 2015
Date Reviewed & Revised
February 2016
Board Policy Reference
605.02 (03-24-05) AND 605.02 Guidelines
The credentials for faculty employed at J. F. Drake State Community and Technical College
(Drake State) are organized according to teaching areas. The following groups are presented:
1.1.
Group A. This group of requirements will be used for instructors teaching credit
courses in the following areas: humanities/fine arts; social/behavioral sciences;
natural sciences/mathematics; and in professional, occupational and technical
areas that are components of associate degree programs designed for College
transfer. This group of requirements will also be used for librarians and
counselors.
1.2.
Group B. This group or requirements will be used for instructors teaching credit
courses in professional, occupational, and technical areas that are components of
associate degree programs not usually resulting in College transfer to senior
institutions.
1.3.
Group C. This group of requirements shall be used for instructors teaching credit
courses in diploma or certificate occupational programs. The associate degree
program may be authorized, but is not usually required. A doctoral degree is not
available in these teaching areas or related areas.
All instructors will be "grandfathered" in their current rank or level placements. For salary
purposes Ranks I/B, I/A, II, III, and IV shall be equivalent to Levels O, I, II, III, and IV
respectively.
110
2.1.
Level IV-Group A
2.1.1
Degree Requirement: Earned Doctorate
2.1.2. In-field Requirement:
Option (a)
Earned doctorate in-field
Option (b)
Fifty-four (54) graduate semester hours of coursework in the
teaching field.
Option (c)
(Accepted only when fifty-four (54) graduate semester hours
of coursework in the teaching field are unavailable at any
accredited institution of higher education)
Fifty-four (54 graduate semester hours of coursework in a combination of teaching field, related field, and/or
education.
Option (d)
(Acceptable only when an instructor has two teaching
assignments.)
Thirty-six (36) graduate semester hours in a major teaching
field with eighteen (18) hours in a second teaching area.
2.2.
Level IV-Group B
2.2.1
2.2.2
Degree Requirement:
Option (a)
Specialist degree (minimum thirty (30) graduate semester
hours beyond the master's degree in a planned program)
plus thirty (30) additional graduate semester hours.
Option (b)
Specialist degree (minimum of thirty (30) graduate semester
hours beyond the master's degree in a planned program)
plus the equivalent of thirty (30) additional graduate
semester hours as stipulated in 2.2.2. (c) below.
In-field Requirement:
Option (a)
Thirty-six (36) graduate semester hours in teaching field.
Option (b)
(Acceptable only when thirty-six (36) graduate semester
hours in teaching field in unavailable at an accredited
institution of higher education). Thirty-six (36) graduate
semester hours is a combination of the teaching field and/or
related field; or, if unavailable, thirty-six (36) graduate
111
semester hours in a combination of teaching field, related
field, or education.
Option (c)
Twenty-four (24) graduate semester hours in accordance
with Option (a) or (b) above plus the equivalent of thirty (30)
graduate semester hours of corporate or other external
formal training as determined below:
The (30) graduate semester hours equivalent will be
determined for each program area by a program standards
committee appointed by the chancellor and composed of
two technical Deans of Instruction and two instructors in
each program area. The standards committee will revise the
equivalent experience criteria on a three year cycle.
2.2.3. Work Requirement:
Three years of successful full-time experience as a practitioner in the
vocational field and successful completion of an approved occupational
examination (e.g., NOCTI) within the first year of employment.
2.3.
Level IV-Group C
2.3.1
Degree Requirement:
Specialist degree (minimum of thirty (30) graduate semester hours
beyond the master's degree in a planned program).
2.3.2
In-field Requirement:
Option (a)
Thirty-six (36) graduate semester hours in teaching field.
Option (b)
(Acceptable only when thirty-six (36) graduate semester
hours in the teaching field are unavailable at any accredited
institution of higher education.) Thirty-six (36) graduate
semester hours in combination of teaching field and/or
related field; or, if unavailable, thirty-six (36) graduate
semester hours in a combination of teaching field, related
field, and/or education.
Option (c)
Six (6) graduate semester hours in accordance with Options
(a) or (b) above plus the equivalent of thirty (30) graduate
semester hours of corporate or other external formal training
as determined below:
112
The thirty (30) graduate semester hours equivalent will be
determined for each program area by a program standards
committee appointed by the chancellor. The standards
committee will revise the equivalent experience criteria on a
three-year cycle as needed.
2.3.3. Work Requirement:
Six (6) years of successful full-time experience as a master
craftsman/journeyman in the vocational field with competency
demonstrated through successful completion of an approved occupational
examination (e. g., NOCTI) within the first year of employment.
2.4
Level III-Group A
2.4.1. Degree Requirement:
Specialist degree (minimum of thirty (30) graduate semester hours beyond
the master's degree in a planned program) plus thirty (30) additional
graduate semester hours.
2.4.2. In-field Requirement:
2.5
Option (a)
Fifty-four (54) graduate semester hours in the teaching field.
Option (b)
(Acceptable only when fifty-four (54) graduate semester
hours in the teaching field is unavailable at any accredited
institution of higher education.) Fifty-four (54) graduate
semester hours in a combination of the teaching field and/or
related field; or, if unavailable, thirty-six (36) graduate
semester hours in a combination of teaching field, related
field, and/or education.
Option (c)
(Acceptable only when an instructor has two teaching
assignments.) Thirty-six (36) graduate semester hours in a
major teaching field with eighteen (18) graduate semester
hours in a second teaching area.
Level III - Group B
2.5.1
Degree Requirement:
Option (a)
Specialist degree (minimum of thirty (30) graduate semester
hours beyond the master's degree in a planned program).
113
Option (b)
2.5.2
Master's degree plus the equivalent of thirty (30) graduate
semester hours equivalent as stipulated in 2.5.2.(c) below.
In-field Requirements:
Option (a)
Thirty-six (36) graduate semester hours in teaching field.
Option (b)
(Acceptable only when thirty-six (36) graduate semester
hours in the teaching field is unavailable at an accredited
institution of higher education.) Thirty-six (36 graduate
semester hours in a combination of the teaching field and/or
related field; or, if unavailable, thirty-six (36) graduate
semester hours in a combination of teaching field, related
field, or education.
Option (c)
Fifteen (15 graduate semester hours in accordance with
Options (a) or (b) above plus the equivalent of fifteen (15)
graduate hours of corporate or other external formal training
as determined below:
The fifteen (15) graduate semester hours equivalent will be
determined for each program area by a program standards
committee appointed by the chancellor. The standards
committee will revise the equivalent experience criteria on a
three-year cycle.
2.5.3. Work Requirement:
Three years of successful full-time experience as a practitioner in the
vocational field and successful completion of an approved occupational
examination (e.g., NOCTI) within the first year of employment.
2.6.
Level III-Group C
2.6.1. Degree Requirement:
Option (a)
Master's Degree
Option (b)
Baccalaureate degree plus the equivalent of thirty (30)
additional graduate semester hours as stipulated in
2.6.2.(c) below.
2.6.2. In-field Requirement:
Option (a)
Eighteen (18) graduate semester hours in teaching field.
Option (b)
(Acceptable only when eighteen (18) graduate semester
hours in the teaching field are unavailable at an accredited
institution of higher education.) Eighteen (18) graduate
semester hours in a combination of the teaching field and/or
related field; or, if unavailable, eighteen (18) graduate
114
semester hours in a combination of teaching field, related
field, and/or education.
Option (c)
The equivalent of thirty (30) graduate semester hours of
corporate or other external formal training will be determined
for each program area by a program standards committee
appointed by the chancellor. The standards committee will
revise the equivalent experience criteria on a three-year
cycle.
2.6.3. Work Requirement:
Six (6) years of successful full-time experience as a practitioner in the
vocational field and successful completion of an approved occupational
examination (e. g., NOCTI) within the first year of employment.
2.7.
Level II-Group A
2.7.1. Degree Requirement:
Specialist degree (minimum of master's degree plus thirty (30) additional
graduate semester hours in a planned program.
2.7.2. In-field Requirement:
2.8
Option (a)
Thirty-six (36) graduate semester hours in the teaching field.
Option (b)
(Acceptable only when thirty-six (36) graduate semester
hours in the teaching field are unavailable at an accredited
institution of higher education.) Thirty-six (36) graduate
semester hours in a combination of teaching field and/or
related field; or, if unavailable, thirty-six (36) graduate
semester hours in a combination of teaching field, related
field, or education.
Option (c)
(Acceptable only when an instructor has two teaching
assignments.) Eighteen (18) graduate semester hours in a
major teaching field with eighteen (18) graduate semester
hours in a second teaching area.
Level II-Group B
2.8.1. Degree Requirement:
Option (a)
Master's Degree
Option (b)
Baccalaureate degree plus the equivalent of thirty (30)
graduate semester hours as stipulated in 2.8.2.(c) below.
2.8.2. In-field Requirement:
Option (a)
Eighteen (18) graduate semester hours in the teaching field.
115
2.8.3
Option (b)
(Acceptable only when eighteen (18) semester hours in the
teaching field is unavailable at any accredited institution of
higher education.) Eighteen (18) graduate semester hours
in a combination of teaching field and/or related field; or, if
unavailable, eighteen (18) graduate semester hours in a
combination of teaching field, related field, or education.
Option (c)
The equivalent of thirty (30) graduate semester hours of
corporate or other external formal training will be determined
for each program area by a program standards committee
appointed by the Chancellor. The standards committee will
revise the equivalent experience criteria on a three-year
cycle.
Work Requirement:
Three (3) years of successful full-time experience as a practitioner in the
vocational field and successful completion of an approved occupational
examination (e. g., NOCTI) within the first year of employment.
2.9.
Level II-Group C
2.9.1
Degree Requirement:
Baccalaureate Degree
2.9.2
In-field Requirement:
Twenty-seven (27) semester hours in the teaching field or related field.
2.9.3. Work Requirement:
Six (6) years of successful full-time experience as a practitioner in the
vocational field with competency demonstrated through successful
completion of an approved occupational examination (e.g., NOCTI) within
the first year of employment.
2.10.
Level I-Group A
2.10.1. Degree Requirement:
Option (a)
Master's Degree
Option (b)
(Acceptable only for creative and applied arts and
occupational programs.) Baccalaureate degree plus in-field
requirements in (c) below.
116
2.10.2. In-field Requirement:
2.11.
Option (a)
Eighteen (18) graduate semester hours in the teaching field.
Option (b)
(Acceptable only when eighteen (18) graduate semester
hours in the teaching field is unavailable at any accredited
institution of higher education.) Eighteen 18 graduate
semester hours in a combination of teaching field and/or
related field; or, if unavailable, eighteen (18) graduate
semester hours in a combination of teaching field, related
field, or education.
Option (c)
(Acceptable only for 1 (b) above). Bachelor's degree with
twenty-seven (27) semester hours in the teaching field,
documented professional competency, and three (3) years
full-time experience in the occupational area.
Level I-Group B
2.11.1. Degree Requirement:
Bachelor's Degree
2.11.2. In-field Requirement:
Option (a)
Twenty-seven (27) semester hours in the teaching field.
Option (b)
Specialized coursework equivalent to the junior or
technical college program.
2.11.3 Work Requirement:
Three years of successful full-time experience as a practitioner in the
occupational, technical, or vocational field.
2.12.
Level I-Group C
2.12.1. Degree Requirement:
Associate degree or equivalent (at least sixty (60) semester hours
in a planned program including associate degree core).
2.12.2. In-field Requirement:
Specialized coursework equivalent to the junior or technical College
program.
2.12.3. Work Requirement:
Six (6) years of successful full-time experience as a practitioner in
the vocational field with competency demonstrated through
successful completion of an approved occupational examination
(e.g., NOCTI) within the first two years of employment.
117
2.13.
Level 0-Group A
(Instructors using these minimum requirements may only teach basic
computation and communication skills in diploma or certificate programs,
or remedial courses.)
2.13.1. Degree Requirement:
Bachelor's Degree
2.13.2. In-field Requirement:
Twenty-seven (27) semester hours in the teaching field.
118
2.14.
Level 0-Group B
2.14.1. Degree Requirement:
Associate Degree
2.14.2. In-field Requirement:
Major in assigned teaching area.
2.14.3 Work Requirement:
Three (3) years successful full-time experience as a practitioner in
the occupational or technical field.
2.15.
Level 0-Group C
2.15.1. Degree Requirement:
Associate degree or equivalent (at least sixty (60) semester hours
in a planned program including associate degree core.)
2.15.2 In-field Requirement:
Specialize coursework equivalent to the junior or technical College
program.
2.15.3. Work Requirement:
Three (3) years successful full-time experience as a practitioner in
the occupational or technical field.
119
PROFESSIONAL DEVELOPMENT OPPORTUNITIES
Policy Name
Professional Development Opportunities
Effective Date
Spring 2015
Date Reviewed/Revised
February 2016
Board Policy Reference
612.01 (03-24-05)
Full-time personnel employed by J.F. Drake State Community and Technical College shall be
granted professional and/or vocational leave with pay for up to ten (10) days per year upon
approval by the President of the institution. Professional and/or vocational leave with pay for
more than ten (10) days per year shall be granted upon written request of the President and
approval of the Chancellor.
120
PROFESSIONAL LEAVE
Policy Name
Professional Leave
Effective Date
Spring 2015
Date Reviewed/Revised
February 2016
Board Policy Reference
610.01 (03-24-05)
Professional leave with pay may be granted to any full-time employee when federal or other noninstitutional funds are available for such purposes. A person granted a leave with pay must return
to the institution for a minimum period of two years or repay the monies received while on leave.
The tenure status of persons on professional leave will not be affected. Professional leave will
be granted only on written request from the President and approval by the Chancellor.
121
PROGRAM POLICY
Policy Name
Program Policy
Effective Date
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 701.01 (Program Policy)
It is the official policy of the Alabama Department of Postsecondary Education, and J.F.
Drake State Community and Technical College under the control of the Alabama
Community College System Board of Trustees, that no person in Alabama shall, on the
grounds of race, color, disability, sex, religion, creed, national origin, or age, be excluded
from participation in, be denied the benefits of, or be subjected to discrimination under
any program, activity, or employment.
122
QUALIFICATIONS OF PERSONNEL
Policy Name
Qualifications of Personnel
Effective Date
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 605.01 (Qualifications of Personnel)
The President and other administrative officers directly responsible to the President of J.F. Drake
State Community Technical College must possess credentials, experience, and/or demonstrated
competence appropriate to their areas of responsibility. The Chancellor shall issue guidelines on
qualifications and experience required for the Presidents and administrative officers.
Appointments to such positions must be made in accordance with the guidelines.
123
REDUCTION IN FORCE
Policy Name
Reduction in Force
Effective Date
Spring 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 624.01 (Reduction in Force)
1.
Statement of Purpose
To provide each Alabama Community College System institution systematic and
equitable procedures for reducing the number of full-time employees during
situations where such
reduction is made necessary by extraordinary
circumstances such as, but not limited to, lack of sufficient funds; a decline in
enrollment in a given course, program, or discipline to the extent that continuation
of the course, program, or discipline, is, or will likely become, impractical or
economically unreasonable; or a change in academic mission, or administrative or
ministerial function, of such a nature as to necessitate significant organizational
changes. The procedures developed pursuant to this policy shall only be used
when circumstances justify the implementation of the procedures.
2.
Reduction-in-Force Determination
The Alabama Community College System Board of Trustees, at the request of the
President and upon the recommendation of the Chancellor, shall determine when
it is necessary for an Alabama Community College System institution to implement
its reduction-in-force procedure. Upon the formal approval by the Alabama
Community College System Board of Trustees of the implementation of a
reduction-in-force action by a respective institution, the President of the institution
shall, as soon as possible, notify all employees affected by the action of its
implementation.
3.
Definitions
Institution: An Alabama Community College System college or university; or any
other Alabama Community College System agency, entity, or department,
including AIDT and Alabama Technology Network.
124
Chancellor: The Chief Executive Officer of the Alabama Community College
System Board of Trustees for the State of Alabama. See Code of Alabama (1975),
Sec. 16-160.-111.1.
Non-probationary: The legal right, under State law and/or Alabama Community
College System Board of Trustees rules, regulations, or policies, of a full-time
employee of a State two-year college to retain his/her full-time employment status
on a permanent basis until such time as the employee voluntarily terminates such
employment or until such employment is terminated pursuant to the Students First
Act and/or Alabama Community College System Board of Trustees rules,
regulations, and/or policies.
Employee Classification: A designation by which a group of employees at a
given institution having the same or substantially the same type of job duties and
functions will be identified. (Examples: “clerk-typist,” “secretary,” “cafeteria
worker,” “accountant,” “security guard,” “counselor,” “mathematics instructor,” and
“maintenance worker.”)
Full-time: Employment for the number of hours designated by the respective
institution as being “full-time” for the position held by the respective employee.
(Examples: Forty hours for an “accountant” or “secretary,” or thirty-five hours for
an English “instructor.”)
Part-time: Employment for fewer than the number of hours considered by the
respective institution to be full-time. (Examples: Fewer than forty hours for a
“maintenance worker” or fewer than thirty-five hours per week for an English
“instructor.”)
Probationary: That period of employment prior to the receipt of non-probationary
status as defined by the Students First Act and/or Alabama Community College
System Board of Trustees rules, regulations, and/or policies.
Reduction-in-Force: A reduction in the total number of full-time equivalent
employees at a respective college made necessary by extraordinary
circumstances such as, but not limited to, a lack of sufficient funds; declining
enrollment in a given course or program to the extent that further offering of the
course or program is, or will likely become, impractical or economically
unreasonable; or a change in academic mission, or administrative or ministerial
function, of such a nature as to necessitate significant organizational changes. Not
every release of an employee shall be considered a “reduction-in-force.” An
isolated employee termination or non-renewal, particularly if done for just cause or
as a result of a lack of satisfactory performance, shall not be considered a
reduction-in-force for the purposes of this policy. Reduction decisions will be made
125
without regard for the employee’s race, color, sex, religion, national origin, age, or
any other unlawful reason.
ACCS: Alabama Community College System Board of Trustees. Code of Alabama
(1925), Sec. 16-3-1.
Temporary Employee: An employee hired to fill a position on a “temporary” basis
for a period not to exceed one year. Temporary employment status is generally
used to: (1) fulfill a personnel requirement of a non-renewable grant; (2) fill a
vacant permanent position for the period during which a search for a “permanent”
employee is being conducted; (3) temporarily fill a new position for the period
during which it is determined whether or not the position should be made
permanent; or (4) conduct a class, program, or project on a “one-time” basis.
4.
Procedures
4.1.
Guidelines to be Prepared by Each College
Each institution of the Alabama Community College System shall develop,
utilizing input from a committee representative of its employees as well as
information from other appropriate sources, and submit to the Chancellor
its operational guidelines for the implementation of the reduction-in-force
policy adopted by the Alabama Community College System Board of
Trustees. The Chancellor shall review the guidelines and determine their
readiness to be recommended to the Alabama Community College System
Board of Trustees for approval. The Chancellor shall within 30 days of
receipt of the respective guidelines, make a determination of their readiness
to be recommended to the ACCS. Upon a determination of readiness for
ACCS action, the Chancellor shall recommend the respective guidelines for
approval at the next scheduled ACCS meeting at which such
recommendation may be considered. The Chancellor shall also review,
every three years, or more often if necessary, the procedures of each
institution and recommend to the ACCS any changes made necessary by
law, rule, policy, or obsolescence. The ACCS hereby authorizes the
Chancellor, upon recommendation from the President, to approve any
required revision made during the interim between the ACCS’s approval of
any respective college’s guidelines and any ensuing three year review.
4.2.
Elements of Institutional Guidelines:
Each institution shall develop and submit to the Chancellor guidelines to
implement the reduction-in-force policy adopted by the ACCS. These
guidelines shall include at least the following elements:
126
4.2.1. That the institution shall identify each of its employees in terms of
each employee’s job description (to include minimum qualification)
and organizational unit and shall make this information available to
each employee.
4.2.2. That, in the event of a proposed reduction-in-force, the institution
shall identify each organizational unit and each employee to be
affected by the reduction-in-force to the Chancellor and the manner
in which unit and employee shall be affected.
4.2.3. That, in the event of an approved reduction-in-force action,
temporary and/or part-time employee(s) performing the same duties
as non-temporary full-time personnel shall be released prior to the
release of any of the non-temporary full-time employee(s).
4.2.4. That, in the event of an approved reduction-in-force action affecting
non-temporary full-time personnel, a probationary employee
performing the same duties as a respective non-probationary
employee shall be released prior to the release of the nonprobationary employee.
4.2.5. That, in the event of an approved reduction-in-force, affecting a fulltime, non-probationary employee, the following factors shall be taken
into consideration:
4.2.5.1. The requirements of any applicable court order or consent
decree;
4.2.5.2. Seniority at the respective college in the respective job
classification taking into consideration minimum
qualifications for the respective position;
4.2.5.3. Seniority at the respective college in the respective
organizational unit;
4.2.5.4. Seniority in general at the respective college; and
4.2.6. That, in the event of a termination of employment to which the
Students First Act procedures apply, there will be strict adherence to
the prescribed procedures.
127
4.2.7. That there shall be guidelines for placement and rehiring
opportunities, including the possibilities of retraining, for all full-time
non-probationary employees released as a result of a reduction-inforce action.
4.2.8. That when the respective institution imposes a reduction-in-force action and the
president determines that a full-time non-probationary employee who is not the senior
person in a given job classification or occupational area possesses a certain license,
certification, or job skill the loss of which would be severely detrimental to the operation
of the college, the President may request review and approval by the Chancellor of an
exception to the general guidelines relating to the release of full-time personnel on
continuing service status. (This exception shall not be available for part-time,
temporary, or
128
RESIGNATIONS
Policy Name
Resignations
Effective Date
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 617.01 (Resignations)
All instructional personnel shall give written notice of resignation at least 30 calendar days prior
to the beginning of a term. Each instructional staff member is to complete all instructional duties
and be cleared by the president or designee for any term started, except by mutual written
agreement by both parties.
All other personnel shall give written notice of resignation at least 30 calendar days prior to the
effective date of resignation, except by mutual written agreement of the President or
129
RETIREMENT SYSTEM
Policy Name
Retirement System
Effective Date
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 606.06 (Retirement System)
Generally, full-time employees of two-year postsecondary educational institutions are members
of the Teachers' Retirement System of Alabama. See the local College business office for
details. Payroll deductions for retirement will be made as required by law. (16-25-1 (3))
130
SALARY SCHEDULES
Policy Name
Salary Schedules
Effective Date
March 2007
Date Reviewed/Revised
February 2016
Board Policy Reference
Board Policy 606.09 (Salary Schedules)
The Chancellor submits to the Alabama Community College System Board of Trustees
an annual salary schedule for the Alabama Community College System institutions which
includes J.F. Drake State Community and Technical College. The salary schedule is
available at www.drakestate.edu. Salary schedules for administrative and support staff
are based on 260 days.
The salary schedule for faculty requires 175 duty days for the academic year (fall and
spring semesters), 54 duty days for the summer term, or 229 duty days for the academic
year and summer term. An alternate salary schedule for technical college faculty is
available in conjunction with an alternate college calendar option. The alternate salary
schedule for technical college faculty requires 165 duty days for the academic year (fall
and spring semesters), 64 duty days for the summer term, or 229 duty days for the
academic year and summer term.
The salary schedule for faculty requires 156 instructional days for the academic year (fall
and spring semesters), 50 instructional days for the summer term, or 206 instructional
days for the academic year and summer term. The alternate salary schedule for technical
college faculty requires 156 instructional days for the academic year (fall and spring
semesters), 60 instructional days for the summer term, or 216 instructional days for the
academic year and summer term.
131
SOCIAL MEDIA POLICY
Policy Name:
Effective Date:
Date Reviewed/Revised
Social Media Policy
Fall 2014
February 2016
Cross Reference:
Current and prospective J.F Drake State Community and Technical College (Drake State)
employees and students use social media to communicate and stay abreast of news,
entertainment, and social information on a local and global scale. Social media refers to
the means of interactions among people in which they create, share, and/or exchange
information and ideas in virtual communities and networks. Social networks and other
online media are great tools for engagement and two-way communication, but given the
nature of this two-way, real-time communication, there is the potential for significant risks
associated with inappropriate use. To ensure that all representatives of Drake State who
participate in these communications operate effectively and securely, Drake State has
developed this social media policy to ensure that any and all interactions on behalf of the
College represent the institution’s best interests.
The Social Media Policy for Drake State covers current and official primary social media
outlets as well as any other subsequently created channels that represent Drake State.
The primary outlets are:





Facebook
YouTube
Twitter
LinkedIn
Instagram
Social media will be managed by Social Media Managers designated by the Director of
Public Relations and the Dean of Student Support Services. Each account must have a
designated manager responsible for the upkeep of the account. They should also have
a backup manager in case of emergency.
Establishing a Group Social Media Account
To establish a group social media account, the Drake State campus group must have
approval from the office of the supervising cabinet member and the Public Relations
office. The Public Relations office will work with the group in creating a page (for
132
Facebook) or creating a channel (for YouTube). These would be referred to as pages or
channels. Campus groups are not allowed to have their own Twitter account, as Twitter
is not as easily monitored as Facebook and YouTube.
Account credentials must be provided to your supervisor and Drake State Public
Relations. These should include:







URL
Username
Password
Registered email
Account manager
Backup account manager
Creation date
Only Social Media Managers are authorized to post to social media channels.
If there is no regular upkeep on a group’s Facebook page, the Public Relations office has
the right to suspend or delete an account. Regular upkeep is defined as overseeing the
group page or channel on at least a monthly basis and making updates/changes.
The Public Relations Office will review all social media applications and/or accounts to
ensure that the proposed site adheres to the College’s social media policy. Once the
social media account has been approved, any questions with regard to college wide
publications should be referred to the Public Relations Office.
Once a social media account has been officially recognized, the group can request to be
listed on the official J. F. Drake State Community and Technical College Facebook page
under the “likes and interests” section.
Official social media accounts at Drake State must follow the Terms of Service set both
by the social media channels and Drake State.
Individual Professional Accounts
J. F. Drake State Community and Technical College does not discourage individuals from
creating individual professional social media accounts (i.e. Facebook pages for an
instructor’s class); however, if a member of the faculty or staff creates an individual page
related to the role that he or she represents at the College, a disclaimer statement must
be clearly displayed on the page as indicated in the disclaimer section below.
Disclaimers
All officially recognized social media accounts must include the following disclaimers.
133
Disclaimers Related to Specific Types of Accounts:


Group, Division, or Program Accounts: “The comments and postings on this site
are those of the site administrator(s) and do not necessarily reflect J. F. Drake
State Community and Technical College opinions, strategies, or policies.”
Individual Professional Accounts: The disclaimer is as follows: “The views and
opinions expressed here are those of ________ and not those of J.F. Drake State
Community and Technical College. The intended use is not for advertising or
endorsement of personal opinions, products, causes, or political candidates or
ideas.”
Other Disclaimers that Must Be Displayed On Officially Recognized Pages:

User-generated Content and Disclaimer
J. F. Drake State Community and Technical College accepts no responsibility
or liability for any data, text, software, music, sound, photographs, images,
video, messages, or any other materials or content generated by users and
publicly posted on this page.

Inappropriate Content
Anyone who believes this page includes inappropriate content should report it
to the site manager first, then to the Public Relations Office.

Disclaimer for content on linked sites
J. F. Drake State Community and Technical College accepts no liability or
responsibility whatsoever for the contents of any target site linked from this
page.

Terms of Use
By posting content on this page, you represent, warrant and agree that no
content submitted, posted, transmitted, or shared by you will infringe upon the
rights of any third party, including but not limited to copyright, trademark,
privacy; or contain defamatory or discriminatory or otherwise unlawful
material. J. F. Drake State Community and Technical College reserves the
right to alter, delete or remove (without notice) the content at its absolute
discretion for any reason whatsoever.

Copyright
The content on this page is subject to copyright laws. Unless you own the
rights in the content, you may not reproduce, adapt or communicate
134
without the written permission of the copyright owner nor use the content for
commercial purposes.
Personal (Non-Professional) Accounts
The College is not responsible for monitoring any material or content posted or
interactions that take place on personal (non-professional) social media accounts for
students, faculty and staff. However, if violations of student or employee conduct are
brought to the College’s attention, the individual(s) could be subject to disciplinary action
as appropriate.
General Guidelines








All content on officially recognized pages must be in accordance with all policies
outlined in the Student and Employee Handbooks including those related to
personal information, privacy laws, and intellectual property.
Representation of personal opinions as being endorsed by the College or any of
its organizations is strictly prohibited.
The J. F. Drake State Community and Technical College name or logo may not be
used to promote any opinion, product, cause, or political candidate.
Any content posted to any social media site must be owned or otherwise under the
control of the person posting that content. All content posted is protected by fair
use policies.
Misleading or false information will not be posted and the College is not
accountable for any claims resulting from such content.
J. F. Drake State Community and Technical College has the right to remove any
content for any reason from officially recognized pages, i.e., content that the
College deems threatening, obscene, a violation of intellectual property rights or
privacy laws, or otherwise injurious or illegal.
Citations must be included when using or posting online material that includes
direct or paraphrased quotes, thoughts, ideas, photos, or videos with a link
provided to the original material, if applicable.
All information and activities posted must be in compliance with policies of the
Alabama State Board of Education, the Department of Postsecondary Education,
the College, and local, state, and federal laws. Issues of non-compliance must be
immediately reported.
If any violation of the above occurs, the Public Relations office has the right to suspend
or delete the group’s account, and ban or remove users from any Drake State-related
page.
Protected Activity
Nothing in this policy should be read to restrict employees’ ability to engage in concerted,
protected activity under the National Labor Relations Act with your fellow co-workers
regarding your wages, hours and other terms and conditions of employment. Drake State
135
encourages employees to use established processes and direct complaints or concerns
about their job or working environment to supervisors, local or College administrators,
and human resources. This policy is not intended to govern or restrict personal presence
on the web, or to abridge or otherwise restrict principles of academic freedom.
Sources:



California State College East Bay Social Media Policy
Sam Houston State College Social Media Policy
Gadsden State Community College Social Media Policy
136
SUBSTANTIVE CHANGE POLICY
Policy Name
Substantive Change
Effective Date:
2011
Date Reviewed & Revised:
February 2016
Source
SACSCOC Substantive Change Policy
J. F. Drake State Community and Technical College (Drake State) is responsible for
compliance with the SACSCOC Substantive Change Policy as a condition of the
institution’s continuing accreditation. SACSCOC defines substantive change as “a
significant modification or expansion of the nature and scope of an accredited institution.”
Substantive change includes 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; the establishment of an additional location
geographically apart from the main campus at which the institution offers 50% or more of
an educational program is offered. In addition, substantive changes include, but are not
limited to the following:
•
•
•
•
•
•
•
•
•
•
•
•
Initiating coursework or programs at a more advanced level than currently
approved
Expanding a current degree level
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
Initiating programs at a lower degree level (e.g. certificates)
Initiating a branch campus
Initiating programs/courses offered through contractual agreement or consortium
Altering significantly the educational mission of the institution
Relocating a campus
Changing governance, ownership, control, or legal status
Altering significantly the length of a program
Closing an institution/program
Drake State has developed and implemented the following system to ensure that the
institution stays in compliance with the Commission on College’s Substantive Change
Policy:
137
Substantive Change Process:
1. The administrator responsible for the Substantive Change will report the potential
change to the Accreditation Liaison. The Accreditation Liaison will form a
Substantive Change Team to review the proposal.
2. Proposed changes are reviewed by the team to determine if they are substantive.
If any of the changes are substantive, then the team also determines the specific
procedure for reporting the change to the Commission. The team then creates the
appropriate application for approval and presents to the president for review.
3. The President is responsible for notifying substantive changes to SACSCOC and
all other pertinent agencies.
4. If the Commission requires the institution to write a prospectus or prepare
additional documentation beyond the notification letter, the Accreditation Liaison,
with assistance from the Substantive Change Team, is responsible for preparing
the documentation and for organizing any onsite substantive change committee
visits.
The College’s Accreditation Liaison Responsibilities:
The Accreditation Liaison provides the members of the President’s Cabinet with regular
updates (at least annually) on the SACSCOC substantive change policy. The Liaison also
determines what action is necessary when a proposed change is substantive and has the
primary responsibility for ensuring that an appropriate notice and/or prospectus is sent to
SACSCOC. The Liaison is the point person for required follow-up actions and reporting.
138
TOBACCO-FREE POLICY
Policy Name
Tobacco-Free Policy
Effective Date
Spring 2012-13
Date Reviewed and Revised
February 2016
Source
J. F. Drake State Community and Technical College (Drake State) is committed to providing a safe and
healthy environment for its employees, students and visitors. Drake State recognizes the right of persons
to make their own decisions about their personal use of tobacco products away from the College.
However, in light of findings of the U.S. Surgeon General that exposure to secondhand tobacco smoke and
use of tobacco products are significant health hazards, and that prevention of involuntary exposure to
secondhand smoke by making homes, workplaces, and public places completely smoke-free is
recommended (US Surgeon General Report, 2006), it is the intent of the College to establish a tobaccofree environment on its campus and in its vehicles. Consequently, the use, distribution, or sale of tobacco
products, including the carrying of any lighted smoking instrument, in College buildings or in or upon other
College premises or inside College-owned, rented or leased vehicles, is prohibited.
For the purposes of this policy, a "tobacco product" is defined to include any lighted or unlighted cigarette,
cigar, pipe, bidi, clove cigarette, and any other smoking product, as well as smokeless or spit tobacco, also
known
as
dip,
chew,
snuff
or
snus,
in
any
form.
All Drake State employees, students, visitors and contractors are required to comply with this policy,
which shall remain in force at all times. Any College employee or student found to be in violation of the
tobacco-free policy will be subject to a monetary fine. Tickets will be issued by campus police officer for
violations of Drake State’s tobacco-free policy. Monetary fines will be imposed as listed below, depending
on
whether
the
offender
is
an
employee
or
student.
Any visitor or contractor found to be violating this policy shall be asked to discontinue the disallowed
activity and any failure by a visitor or contractor to discontinue the disallowed activity after being
requested to do so shall result in the visitor or contractor being escorted off the College premises by
campus security.
Student Fines
Any Drake State student found to have violated this policy shall be subject to the following fines: First
ticket
–
Warning,
Second
ticket
$25.00
fine.
All fines must be paid within 7 days of ticketing. Fines that are not paid within the 7 days shall
automatically
double
in
amount.
139
A student who has a pending fine or fines may not register for classes nor have transcripts released until
all
fines
are
paid
in
full.
Any student wishing to appeal a fine arising from the finding of a tobacco-free violation under this policy
may do so with the Dean of Student Support Services.
Employee Fines
Any Drake State employee found to have violated this policy shall be subject to the following fines: first
ticket
–
Warning,
second
ticket
$25.00
fine.
All fines must be paid within 7 days of ticketing. Fines that are not paid within the 7 days shall
automatically
double
in
amount.
Any employee wishing to appeal a fine arising from the finding of a violation of this policy may do so to
the
President’s
Office.
With the exception of advertising in a newspaper, magazine, or similar publication that is not produced
by Drake State, no tobacco-related advertising or sponsorship shall be permitted on College property or
at college-sponsored events. No tobacco-related advertising or sponsorship shall appear in any
publications produced by Drake State or by any club or association authorized by Drake State. For the
purposes of this policy, the term "tobacco-related" applies to the use of a tobacco brand or corporate
name, trademark, logo, symbol or motto, selling message, recognizable pattern of colors or any other
indicia of product identification identical to or similar to, or identifiable with, those used for any brand of
tobacco products or company which manufactures tobacco or nicotine-containing products.
The President of Drake State will develop administrative regulations and procedures as necessary to
implement this policy, including provisions for notification, signage, disciplinary consequences, complaint
procedures
and
enforcement.
Procedures will be developed to offer or promote prevention and education initiatives that actively
support non-use and address the risks of all forms of tobacco use. Drake State will also endeavor to have
information available for its students and employees on community programs or services related to
assisting persons stop the use of tobacco products.
140