麻豆视频

• The supervisor or department head initiates and completes the personnel requisition request form for all positions.  An approved position description detailing all specifics of the position will be attached to the personnel requisition request form; additionally, performance expectations will be attached to all requests for classified positions.
  
  
• Upon completion, the form is sent to the dean of the respective area for approval and forwarded on to complete the signature authority process.   The president or vice president (for non benefit positions) submits the approved form to the human resource services department for processing.
  
  
• The human resource services department announces the position vacancy based on data items contained in the personnel requisition and position description.  Position vacancy announcements are distributed to the affirmative action approved mailing list on file in the human resource services department.  Supplemental recruitment sources should be submitted by the employing department to enhance the recruitment pool (i.e., trade journals, professional organizations, similar state-wide programs, etc.).  Costs for the supplemental recruitment sources will be borne by the employing department.
  
  
• Classified/Civil Service Positions.  All applications are sent to the human resource services department.  Following the closing date, all applications are screened for minimum qualification requirements and rated by a predetermined technical expert(s) who will rate the applications.  The director will review and monitor the procedure.  The immediate supervisor of the vacancy is then notified that certified candidate applications are available for review and interview scheduling.

All full-time classified positions are posted a minimum of 14 calendar days, including an Outlook/email to all classified employees.

• Administrative, Exempt Professional, and Faculty Positions.  All applications will be sent to the human resource services department.  Following the closing date, all applications are screened for minimum qualification requirements by predetermined technical experts.  After a review by the director, the interview committee rates all applications of individuals meeting the minimum qualifications of the vacant position to determine candidates to be interviewed.  The interview committee then prepares the interview questions and determines interview process (interview skill testing, presentations, etc).  The human resource director reviews and monitors the procedure.

All administrative, exempt professional, and faculty positions are filled through open-competitive recruitment.  Supplemental certification is implemented in all administrative, exempt professional, and faculty position recruitment.

• Interview Preparation. The department supervisor or interview committee chair will contact the human resource services department to arrange a time frame for interviews.  The human resource services department sets up the interview sessions informing the department, the affirmative action coordinator, the appropriate dean and vice president, and the president of the interview location and schedule.  The interview committee submits proposed questions for the interviews to the human resource department for review and approval at least two days prior to the scheduled interviews.  A different set of questions is used for each position opening, even for each opening in the same job classification.
  
  
• Interview Process.  Finalists are interviewed by an interview committee. After all interviews are completed, the interview committee chair submits brief summaries of each candidate outlining strengths and weaknesses to the human resource services department.
  
  
• Selection.  The human resource services director conducts employment reference checks; and the human resource services department staff prepare the selection packet that includes a summary report of the recruitment and selection process, the candidate strength and weaknesses sheets, and the recommendation of finalists to the appropriate vice president.  The vice president reviews the materials and makes a recommendation to the president for formal action.

The president and vice president have the opportunity to informally interview the candidates as s/he chooses before making a formal decision.  For some position openings, the president and/or vice president may choose to participate in the interview process prior to receiving the final hiring packet.

• The president notifies the human resource services department of the formal decision on the candidate selected.
  
  

• Notice of Employment. The human resource services department sends notification to the selected candidate following the president's approval. The human resource services department also sends notification to the vice president's office, as well as to all applicants. The human resource services department completes the process by creating an official employment file.

After four continuous months of employment, classified, administrative and exempt employees in benefit positions are entitled to select one personal holiday per calendar year.

Whenever a holiday falls on Sunday, the following Monday shall be considered a nonworking or legal holiday. When a holiday falls on Saturday, the preceding Friday shall be considered a nonworking or legal holiday. The college may also designate other days to be observed in lieu of these holidays.

An employee in benefit status shall be eligible for holiday pay if the employee has worked the last scheduled workday immediately preceding the holiday, and the first (1st) scheduled work day following the holiday, or is excused (in writing) by management, or is on vacation or sick leave due to bona-fide illness or injury or absence. Full-time academic employees shall observe holidays occurring during their assignment as provided in their collectively bargained agreement.

Cyclic鈥搚ear position employees shall receive the number of holidays for which the employee qualifies for during their scheduled work year as set forth in this section. Qualification is determined by being in pay status on the employee鈥檚 last scheduled workday preceding the holiday(s) in that month.

Employee Policy: Employees are entitled to two (2) unpaid holidays per calendar year for reasons of faith or conscience or for organized activities conducted under the auspices of a religious denomination, church, or religious organization.

The college must allow an employee to take their unpaid holidays on the specific days desired unless an employee's absence would impose an undue hardship on the college, or the employee is necessary to maintain public safety. Undue hardship shall have the meaning established in WAC 82-56-020.

Employee seniority will not be impacted by absences authorized under this policy. Each holiday taken under this policy must be taken as a whole day, i.e., the day may not be divided into hours and taken piecemeal. Unused days shall not carry over beyond December 31st of any calendar year.

Employee Procedures: Employees shall consult with their supervisors at least fourteen (14) calendar days in advance of any desired unpaid holiday unless the purpose of the unpaid holiday was not known until later. Employees shall request unpaid holidays, in writing, using the same procedure as is used for requesting leave without pay.

For personal holidays and holidays for reasons of faith or conscience the employee submits a leave request form for the supervisor's approval two weeks in advance of the date requested; however, the employee and the supervisor may agree upon an earlier date.

The supervisor approves or disapproves the request and records the usage of leave.

Student Policy:  In accordance with 2019 Senate Bill 5166, the college will grant reasonable accommodation so that grades are not impacted for students who are absent for reasons of faith or conscience, or for an organized activity conducted under the auspices of a religious denomination, church, or religious organization.  Each holiday taken under this policy must be taken as a whole day, i.e., the day may not be divided into hours and taken piecemeal.

Faculty will include the approved language that references this procedure in their syllabi.  This procedure will also be on the college website.

Students who have concerns about approval or a grade impact may utilize the Student Complaint Process not directly related to grades, or the Process in cases impacting a final grade.

Student Procedures: Absences for Reasons of Faith or Conscience must be requested in writing within the first two weeks of the course and may not incur additional fees for students.

If the student's desired absence date is on a day when a test was scheduled or an assignment was due, the instructor may require that the student take the test or submit the assignment before or after the regularly assigned date.

Regardless of an instructor鈥檚 class expectations or grading policies, absences authorized under this policy shall not adversely impact a student鈥檚 grade.

If a student fails to notify any of their instructors of an authorized absence, the instructor is not obligated to make any accommodations for the student's absence or treat the absence as authorized under this procedure or the law.

Employees desiring promotional opportunities must notify the human resource director, in writing, of their interest. The written request will be maintained in a master file. The employee will be notified when an appropriate opening occurs. These lists will be purged and updated annually.

As vacancies become available, the employee will be required to update his/her official YVC employment application and complete the supplemental examination for the classification. When a position requires a minimum occupational level typing requirement, the employee will be retested if a typing examination is not on record in the employee's personnel file with an examination date within one year.

Current employees are allowed to participate in the promotional examinations and the interviewing processes with no loss in regular salary when such examinations and interview sessions are scheduled during regularly scheduled working hours.

• 鈥淓mployee鈥檚 family member鈥� is defined consistent with RCW 41.04.655 and WAC 357-31, and includes the employee鈥檚 spouse, child, parent, grandparent, grandchild, sibling, household member, and other qualifying relationships.
• "Household members" are defined as "persons who reside in the same home who have reciprocal duties to do and provide financial support for one another." This term shall include foster children and legal wards. This term does not include persons sharing the same general house when the living style is primarily that of a dormitory or commune.
• "Severe" or "extraordinary" conditions are defined as serious or extreme and/or life threatening. The term does not include illnesses such as common cold or influenza or minor injuries.

Conditions

• The college president shall determine the amount of leave, if any, an employee may receive under WAC rules and college regulations.
• The college president or designee shall require the employee to submit, prior to approval or disapproval, a medical certificate from a licensed physician or health care practitioner to include:
  •  verification of the employee's required absence,
  • description of the problem, and
  • expected date of return to work.
• The college president or designee shall consider other methods of accommodating the employee's needs such as modified duty, etc. in lieu of shared leave usage.
• Leave transferred to or from an employee in another agency under these rules requires the approval of the college president and the head of the other agency.
• Leave transferred under these rules shall be used solely for the purpose stated in RCW 41.04.655 and WAC 357-31.
• An employee is only considered eligible for leave receipt if:
  • s/he meets the eligibility definition for severe or extraordinary illness,
  • the employee has depleted his/her annual and sick leave reserves,
  • A qualifying circumstance as defined in law or rule.
  • the employee has abided by the college's leave policy and procedures
  • the employee is not eligible for time loss compensation under RCW 51.32.
• An employee may donate annual leave under the following conditions:
  • The college president approves the donation, and
  • Annual leave donations -- the donor must retain a minimum annual leave balance of 80.00 hours after subtracting the donated days. The employee may not donate leave beyond the maximum amount an employee can accumulate that s/he would not be able to take due to an approaching anniversary date.
  • Sick leave donations -- the donor must retain a minimum sick leave balance of 176.00 hours after subtracting the donated days. In no event will a donating employee transfer more than six days of sick leave during any 12 month period.
  • Personal Holiday donations -- the donor may donate a full day or half-day.
• No employee may be intimidated, threatened, or coerced into donating leave for purposes of this program.
• Unused shared leave may not be cashed out under sick leave buy-out rules but shall be returned to the donor(s).

• If the leave donor meets the criteria listed above, in order to donate leave, s/he must obtain the appropriate form from the human resource department then complete and return it to the human resource department.  The Chief Human Resources Officer or designee will then verify that the donor meets the necessary criteria before submitting the request to the college president.
• An employee wishing to receive shared leave will complete the appropriate form, received from and returned to the human resource department.
• Employees who have purchased the state's optional long-term disability program and have enough paid leave accrued to satisfy the waiting period are not eligible for the shared leave program.
• Once the college president has made a decision regarding the donated leave:
  • The CHRO or designee shall notify the affected employee and keep the appropriate records for tracking the use of such leave.
  • The appropriate budget authorities shall prepare the necessary paperwork to make the needed budget transfers.
  • The human resource department are responsible for reporting shared leave activity to OFM.
• Transferred funds under these rules shall not be used to determine a program's baseline budget for the following year or determine the allocation of full-time equivalent staff positions.
• It is understood that these procedures do not fully describe all details contained in the applicable laws, RCW's, and WAC's. These regulations are superseded by the laws and codes, and by any subsequent changes to those official documents.

1. The Office of Financial Management position description form (available in the human resource department) will be completed for all audit actions.
2. The form must be completed with all appropriate signatures.
3. The completed form should state and provide documentation on how duties/responsibilities have changed and/or increased over time.
4. The employee will attach a written request for a position audit. The employee may state what s/he believes to be the proper allocation for the position.
5. All reallocation requests will be processed, and a final determination made within 60 days of the initial request.
6. Employees will be informed of their appeal rights per WAC 251-06-070.

Classified Staff: The Chief Human Resources Officer makes placement within classifications and ranges set by OFM.

Academic Staff:  The academic employee files complete transcript(s) of earned credits and/or documentation of equivalent credits, degree confirmation, and record of recognized experience with the vice president for instruction, or Vice President of student services, and Human Resources.

The Human Resources office makes a written recommendation to the president regarding the individual's salary placement. Initial placement shall be on the basis of experience in the employee's discipline or field, teaching, and/or vocational experience and educational credits as determined by the district and as acceptable to the new employee.

Administrative Staff: The president sets salaries within the range prescribed by the Board of Trustees.

Student Workers: Student pay is determined by the student placement office based on hourly rates set for typical employment positions.

Hourly Employees: The rate of pay for hourly employees is determined on a pro-rata basis within classifications and ranges set by the OFM.

1. The human resource department will submit written notification to eligible employees in mid-January of each year using the request for payment of unused sick leave form. Employees must return the form to the human resource department no later than January 31 in order to receive monetary compensation.
2. It is the responsibility of the employee to notify the human resource department, in writing, of his/her intent to buy back unused sick leave upon retirement.

1. The president, emergency incident commander or in the absence of both, the president鈥檚 designee, will determine the need to suspend operations. Upon declaration of suspended operations, the human resource services director is responsible for notifying employees in the affected areas immediately in accordance with the crisis communication plan and/or the YVC phone tree as deemed appropriate.
   
   
2. Affected employees will be governed as outlined in the in the provisions of their applicable collective bargaining agreement or the college鈥檚 employment practices.

• The president, emergency incident commander or in the absence of both the president鈥檚 designee will determine the need to suspend operations and notify the human resource services director.
• Employees shall be notified by the human resource director by the appropriate method indicated below upon declaration of a suspended operation:
  • internal communications, and/or;
  • personal communication to the affected employees by the employees' supervisor, and/or;
  • the public information officer shall notify local media outlets.
    
    
• Affected employees will be governed as outlined in the in the provisions of their applicable collective bargaining agreement or the college鈥檚 employment practices.

The president, emergency incident commander or in the absence of both, the president鈥檚 designee shall approve the area(s) which must be covered, and the immediate supervisors of the area(s) shall designate essential employees to perform the necessary duties.

1. Employees subject to a loss of pay caused by being unable to work during a period of suspended operation shall be allowed to utilize annual leave, accrued compensatory time, personal holiday, or leave without pay for the duration of the suspended operation.
   
   
2. Leaves occurring during a suspended operation shall not be affected by the suspension of operation. (Example: Scheduled vacation shall not be affected, and persons eligible for use of sick or other leaves shall be able to use such leaves.)
   
   
3. Additionally, employees who lose regular work time as a result of a suspended operation may request in writing through their immediate supervisor, with a copy to the appropriate vice president and the Chief Human Resources Officer, to work additional hours during the 90-day period immediately following the suspended operation. If time lost is made up in the same week and if total hours worked in that week do not exceed 40 hours, pay will be at a straight-time rate. Whenever an employee on regular schedule exceeds 40 hours worked in any week, pay for excess hours worked will be at time and one-half rate. The amount of compensation earned must not exceed the amount of salary lost by the employee due to suspended operations. Such requests must be approved by the appropriate vice president and the Chief Human Resources Officer prior to the additional work hours commencing.
   
   
4. Premium pay for those employees required to work during a period of suspended operation shall be made at the rate specified in the employee鈥檚 collective bargaining agreement or the college鈥檚 employment practices.

Part-time Hourly and/or Temporary employees are excluded from state civil service coverage and defined as performance of work that does not exceed 1,050 hours in any 12-consecutive-month period. 麻豆视频 has set the following internal limits for part-time hourly and/or temporary employment:

• Part-time hourly and/or temporary positions will not exceed 69 hours per calendar month unless approved in writing, in advance, by the Human Resource Services Department prior to such hours being worked.
• No Part-time Hourly and/or Temporary position may exceed 850 hours in any 12-consecutive-month period without prior written approval.
• Part-time Hourly and/or Temporary employees are not to work 522 or more hours in any 6-consecutive month period unless a Personnel Position Requisition (PPR) form has been completed and approved in advance.
• Part-time Hourly and/or Temporary employees working in more than one department must have a Hourly/Temporary Employment Authorization Form completed by each employing department. In such cases, the supervisors are responsible to communicate with each other and insure the combined work hours in each department do not exceed the internal (YVC) limits.
  
  

The Part-time Hourly and/or Temporary Authorization Form is not an employment contract. Employment is authorized up to the total hours indicated on the form, but employment may end before the projected end date. Continued employment beyond the end date requires additional authorization prior to extending the employment appointment. Under no circumstance will the authorization overlap at the end of the fiscal year 鈥� if an hourly employee is working May 1st through August 31st, two authorizations are required (one for May 1st through June 30th and one for July 1st through August 31st). Part-time Hourly and/or Temporary positions are subject to all State and Federal payroll taxes, and receive all mandated benefits, but are not eligible for medical or retirement benefits unless specifically approved.

•  A Hourly/Temporary Employment Authorization Form must be completed for all part-time hourly and temporary employees. The form must contain all required signatures/approvals PRIOR to the employee beginning work.
  • The second page of the employment authorization form contains very important information for the employee and supervisor. The signatures of the employee and supervisor provide verification they understand the terms of employment and the information contained in the employment authorization form.
    
    
  • The specific duties (job description) of the part-time/temporary employee must be attached to the employment authorization form when submitted to the Human Resource Services Department. Additionally, the potential employee must have an official YVC employment application form and a criminal history background check form completed and on file in the Human Resource Services Department.
  • The Human Resource Services staff is available to assist in completing the 鈥淧osition- Payment Data鈥� section of the form.
    
    
• Upon the completion of all signatures, the Human Resource Services Department distributes copies, which serves as notice to the supervisor that the individual is approved to begin working. The employee will receive a copy of the authorization form (both pages) and job description via the U.S. postal service.
  
  
• The Human Resource Services Department monitors the continuous record of all hours worked. Upon request for any extensions of employment, the Human Resource Services director shall provide information to the hiring department regarding the employment status of the part-time hourly and/or temporary employee.

1. Discuss Job Title and Salary with Human Resources. Generalized job descriptions for each Part-time Hourly and/or Temporary classification are posted on the Human Resource SharePoint site. The Part-time Hourly and/or Temporary employment salary scale is available through the Human Resource Services Department. Salary at a step higher than entry level for the class may be approved based on the experience of the employee selected; and as indicated on the employee鈥檚 official application and/or updated resume.  The hiring department ensures the job description attached to the Part-Time Hourly/Temporary Employment Authorization form adequately reflects the level of duties required.
   
   
2. Submit Hourly/Temporary Employment Authorization Form. The hiring department has the responsibility to ensure that all required paperwork is complete and approval from Human Resource Services Department has been obtained before an employee may begin work. Under no circumstances may an employee be told they have a position without a position authorization on file.
   
   
3. Notice of Conditions. Employers are required to give all non-student temporary employees鈥� written notice of the conditions of their employment prior to the commencement of each appointment and/or upon any subsequent change to the conditions of their employment. This is accomplished by providing the employee a copy of the Part-Time Hourly / Temporary Employment Authorization Hourly/Temporary Employment Authorization Form (both pages), and a job description.
   
   
4. Overtime. Employment of part time hourly and/or temporary employees is subject to the Fair Labor Standards Act (FLSA), which requires that employees be paid at a rate of one and one-half times their normal rate for work in excess of 40 hours in a single workweek (Sunday through Saturday). Temporary employees are not eligible for compensatory time.
   
   
5. Auditing. The Human Resource Services Department is working with the Payroll Department in auditing time sheets of hourly employees approaching the hour thresholds described above to assure supervisors do not exceed the level authorized on the hourly authorization form.  Cautionary notices may be sent to the supervisors nearing the maximum hourly threshold(s).
   
   
6. Report Hours Worked Monthly.  Supervisors are responsible for monitoring the work hours and submitting the electronic copy of the timesheet to the Payroll Office on the 1st day of each calendar month. Late submissions may cause the employee鈥檚 paycheck to be delayed. The original signed timesheet is maintained by the immediate supervisor in the department files for not less than 6 years after date last worked/termination date. Hourly employees are paid on the 10th of each month for all hours worked in the previous month.

• Review the rules regarding the hiring and usage of part-time hourly/temporary employees.
  
  
• If this is a new position, the Human Resource Services Department will be happy to assist you in determining the appropriate classification, wage rate, hours of work and length of appointment.
  
  
• Identify an employee to be hired. If there is an eligibility register, the Human Resource Services Department will provide you with a list of individuals who are pre-screened and qualified to perform the work. If not, the Human Resource Services Department will work with the department to find a qualified employee.
  
  
• Have the employee fill out the necessary paperwork, to include the following:
  • Official YVC Employment Application, including criminal history information.
  • W 鈥� 4 IRS Tax Deduction Form
  • I 鈥� 9 Form with a copy of their social security card and driver鈥檚 license.
    
    
• Submit the following forms for signature:
  • A copy of the Hourly/Temporary Employment Authorization Form.
  • A copy of the Job Description.
    
    
• The Human Resource Serviced Department will conduct any necessary background and/or criminal history checks required prior to the individual beginning employment.
  
  
• The department should notify the employee of their start date, contingent on their completion of any necessary information.
  
  
• The department should monitor how many hours the employee is working to insure that they do not exceed those hours authorized. A time track record is available on the college forms page.

The employing department submits an employment authorization form for any part- time hourly and/or temporary employee. The employment authorization form includes the following information:

• name, address, telephone number, and social security number of the employee;
• position title;
• employing department;
• starting and ending dates of employment;
• workdays of the employee (i.e., Monday through Friday);
• number of hours worked per week;
• number of hours worked during the stated time period;
• base pay rate;
• salary range and step for the position;
• shift differential payment amount, if applicable;
• total payment amount for the time period indicated;
• combo code for salary payment;
• employee signature assuring approval of employment conditions; and
• signature approval of the supervisor, department administrator, budget manager, and vice president.

Upon receipt of the employment authorization form, human resource staff reviews the employment dates, number of expected work hours, and any previous employment hours recorded. All employment which exceeds 69 hours per calendar month must be approved by the Chief Human Resources Officer.

Upon receiving budgetary approval, all of the information is verified for accuracy. During the verification process, human resource staff also confirms OFM compliance as to rules governing temporary employment. If the position is temporary, full-time employment, the employment authorization form must have a personnel requisition authorizing the filling of the vacancy.

At the time of entering the employment information into ctcLink, human resource staff is able to determine previous and/or other current appointments held by the individual. Immediate corrective action is taken on the following discoveries:

•  A student with a part-time hourly appointment and student employment status -- immediate notification is sent to the student placement office of the requirement to discontinue one of the appointments.
• An classified non permanent employee  with other hourly appointments, which would increase the number of hours worked per week -- immediate notification is sent to the employing departments of the requirement to discontinue all but one of the appointments.

An employee-initiated or employer-initiated change from one classified position to another within the same class or to a position within the same salary range maximum without a break in service. This process normally involves a change in worksite location/department/ program and immediate supervisor. It may include a change in scheduled work hours. The employee must have permanent status in the job class. The employee retains their current base salary within the salary range.

Appointment of an employee to a position in a different class with the same salary range maximum as the employee's current class. A lateral movement may involve a change in worksite location, department, program, immediate supervisor, or scheduled work hours. The employee retains their current pay level. If an employee does not have permanent status in the job class, they must go through an application process when a position becomes vacant.

• Permanent classified employees who wish to apply for lateral movement or voluntary demotion, who have not held permanent status in the vacant classification, must follow the regular recruitment process. This process includes updating their "official" YVC employment application and completing the supplemental examination/application. Both documents must be received in the human resource department by the posted closing date, as stated on the vacancy announcement.
• Permanent classified employees seeking a transfer, lateral movement, or voluntary demotion, where they have previously attained permanent status, must submit a written request to the Chief Human Resources Officer. The request must indicate the areas of consideration (i.e. transfer opportunities only, transfer and voluntary demotion, etc.). The employee will then be placed on the transfer list for those positions (they have held permanent status).
• Employees will be placed on the transfer list under the OFM classification(s) in which they have previously held permanent status. The employee will remain on the transfer list until they submit a written request for removal or accept a transfer, lateral movement or voluntary demotion.
• The minimum qualifications for the Program Assistant, Program Specialists and Instructional Technician classifications require a specific area of specialized technical knowledge. Employees in either classification series will be listed on the transfer list according to their specialty area. When positions in these classifications become available, the Chief Human Resources Officer and the WPEA Union President (or designee) will verify that candidates meet the minimum qualifications for the relevant specialty area(s) prior to making any referral(s).
• As a classified position becomes vacant, the Chief Human Resources Officer will contact each classified employee on the transfer list holding permanent status in the vacant class:
  • informing employees of location (department), hours of work, salary impact, and the immediate supervisor of the vacant position; and
  • determine if the employee is interested in being considered for the transfer opportunity.
• If the employee is interested in the current vacancy, the Chief Human Resources Officer will:
  • Schedule an informal interview/meeting between the employee and the employing supervisor. The employee is then able to discuss their skills and interest. The supervisor is able to discuss expectations and consider the employee as a potential staff member.
• The transfer is completed by mutual agreement. The supervisor and employee must both be receptive to the transfer opportunity.
• The Chief Human Resources Officer sends the recommendation to transfer the employee to the dean (as appropriate), the vice president, and president for final approvals.
• Upon approval, the Chief Human Resources Officer makes arrangements for the transfer transition period and notifies the affected parties.

• Authorization for an eligible employee to take classes during work hours must be given by the immediate supervisor in accordance with college policy, practice, procedure, and RCW 15.558.
• The human resource department will determine employee eligibility to take
• If an eligible employee is authorized (resulting from a requirement or recommendation) to take a job-related class during work hours, the employee is not required to make up the
• When an eligible employee is authorized to take a class during work hours, and the class is not job related, the supervisor must arrange, in a cooperative effort, for the employee to make up work normally done during the employee's absence to attend
• The employee will provide a copy of his/her class schedule to the supervisor, so arrangements can be made to maintain the employee's work area while s/he is attending class during work
• Course(s) to be taken under release time:
  • Course(s) which the supervisor requires or
  • Course(s) required or recommended where an employee is deficient in those areas and/or received a less than satisfactory evaluation on their annual performance

The regular work schedule consists of five consecutive and uniformly scheduled eight-hour days in a seven-day period. Uniformly scheduled means a daily repetition of the same working hours and a weekly repetition of the same working days.

The alternate work schedule is a work schedule which is other than five uniform and consecutive eight-hour days in a seven-day period. This assignment may be the result of operational necessity or employee convenience.

The nonscheduled work period designation applies to positions for which the hours cannot be scheduled -- but which work a 40-hour week and do not meet any of the other work period designations. Positions within this work period designation may require frequent evening and weekend job responsibilities with no consistent or uniform repetitive work pattern.

The excepted work period designation applies to classes and positions which meet the OFM definitions of executive, administrative, or professional employees. Qualifying classes are approved by the Washington personnel resource board director. Employees assigned to excepted work period positions normally do not qualify for overtime or holiday premium pay. Under circumstances in which the employee is directed to work an excessive amount of overtime, the human resource services director may authorize additional compensation in cash or compensatory time not to exceed one and one-half times the regular rate. The employee may petition the human resource services director for payment of directed overtime.

All positions are reviewed annually by the Chief Human Resources Officer to determine the appropriateness of the work period designation.  Supervisors may request the Chief Human Resources Officer to change the work period designation of subordinate employees at any time. Such request must be in writing and include a justification for the requested change.

To assign an employee to an alternate work schedule, the supervisor must submit a position description plus rationale for such an assignment to the Chief Human Resources Officer.  Each position will be considered on a case-by-case basis.

To assign an employee to an excepted work schedule, the determination of excepted work period will be based on:

• The specific work assignments made to the incumbent of the position;
• The degree to which the employee establishes his/her own work schedule and priorities;
• Meeting the applicability of the Higher Education Personnel Board "administrative," "executive," and "professional" employee definitions; and
• Verification of appropriate "exception" will be by position audit and decisions will be made on a case-by-case basis.

To request assignment to a nonscheduled work period, the supervisor must submit written documentation outlining the particular reasons a specific, set schedule cannot be maintained for the position. Requests must include a copy of the individual's position description. Positions assigned to security operations, off-campus programs, and sports/athletic/recreational activities may qualify for the nonscheduled work period designation.

The Chief Human Resources Officer will advise the supervisor, in writing, if the position can be assigned to the requested work schedule.

At the time of employment, each classified employee receives a letter of appointment which states their work period designation and the overtime provisions of that assignment.

The appropriate supervisor prepares a packet of information for review by the human resource director, the budget manager, the divisions vice president, and the president. The information will consist of:

• The personnel position requisition form must be submitted for approval.
• A proposed position description
• A vacancy announcement detailing the major duties and responsibilities of the position and suggesting the length of the recruitment period (if a request for accommodations is received throughout this period, the human resource department will make arrangements with the applicant to ensure that services are provided)
• A recommendation of any supplemental mailing and recruitment sources which might be useful in establishing the most effective search pattern possible (trade journals, professional organizations, mailing lists, etc.).
• Identification of the source, amount, and account number for funds to pay for the position
• A statement of the position/replacement planning which describes the relationship between the position being requested and the department/institution as a whole.
• A statement of the proposed search committee process to be used, consisting of:
• A recommendation on the composition of the minimum qualifications screening committee (usually two people).
• A recommendation on the search committee composition (all committee members serve in a voluntary and advisory capacity)
• Should include staff from Instruction, Student Services, and Administrative Services areas.
• Reflect diversity in gender and ethnicity. Committees made up exclusively of one gender or one ethnic background do not meet the required diversity standards (e.g., five men or five women of the same ethnic group would not constitute an appropriate committee.
• community members (as appropriate)
• a brief outline of the interview format to be used, e.g., responding to hypothetical situations or providing a teaching demonstration.

1. Following the president's approval, the personnel position requisition and packet of attachments is submitted to the human resource department for final typing, printing and mailing/distribution.
2. Following closure of the initial recruitment period, the human resource department will review the composition of the applicant pool to determine if sufficient numbers of affected category individuals are represented. If so, the selection process continues as specified; if not, the search is extended in order to attract greater diversity in the applicant pool. The extended search will be done in consultation with the president, supervisor and appropriate vice president.
3. Upon determination by the human resource department that the applicant pool composition is sufficient in size and represents a good-faith effort, the minimum qualifications screening committee will begin its work to review and eliminate any applications which do not meet the minimum qualifications specified in the position announcement. Any disagreement between committee members as to the minimum qualification screening process will be resolved by the human resource department. Letters of notification will be sent by that department to candidates not meeting minimum qualifications and, therefore, no longer under consideration. In no way shall members of the minimum qualifications screening committee communicate preferences to the search committee.
4. Prior to submission of the remaining pool to the search committee members who will be conducting interviews, the human resource department will briefly review pool composition a second time. This review seeks to make certain that protected category individuals are adequately represented within the pool. If there are candidates with special needs, such as sign language interpreters for the interviews, the human resource department will make those arrangements at this time.
5. The initial meeting of the persons conducting interviews will consist of:

• An orientation to the legal and philosophical duties of the committee, including:
  • discussion of pre-employment inquiry
  • emphasis on the need for confidentiality
  • review of the importance of consistent employment reference/ background checks which will be conducted by the human resource department
  • reminders that committee members are present to analyze the technical competence of the applicants, not to make hiring recommendations
  • discussion of the goals and duties designed for the position
    
    
• A discussion of time schedules for completing each remaining step of the process.

Complainant: Employee(s), student(s) or visitors(s) of 麻豆视频 who alleges that she or he has been subjected to discriminatory practices or sexual misconduct.

Respondent: Person or persons who are members of the College community who allegedly discriminated against or harassed another person or persons.

Appointing Authority: A college officer, normally the president for full-time employees and the appropriate vice president for non-permanent employees; who is responsible for the decision to hire, discipline, non-renew and/or terminate.

Complaint: A description of facts that allege violation of the College鈥檚 policy against discrimination or sexual misconduct (see Board Policy No. 4.37). The complainant may submit a brief written statement of allegations to the Title IX officer. Complaints shall be signed, dated, include names, description and date of the incident, and the remedy sought. If the complainant does not submit a written statement, the Title IX officer shall prepare a statement of the facts, which will be submitted for approval by the complainant. The College has an official formal complaint form for documenting alleged discrimination or harassment. This form is available online under policies and procedures on the human resources webpage. Hard copies of the form are located in the Human Resources Office and/or Security Office.

Discrimination: Conduct of any nature that violates the College鈥檚 policy on non-discrimination by denying equal privileges or treatment to a particular individual because of the individual's race, creed, color, religion, national or ethnic origin, parental status or families with children, marital status, sex (gender), sexual orientation, gender identity or expression, age, genetic information, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability, or the use of a trained dog guide or service animal by a person with a disability, or any other prohibited basis.

Discriminatory Harassment: A form of discrimination consisting of physical or verbal conduct that (1) denigrates or shows hostility toward an individual because of the their race, creed, color, religion, national or ethnic origin, parental status or families with children, marital status, sex (gender), sexual orientation, gender identity or expression, age, genetic information, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability, or the use of a trained dog guide or service animal by a person with a disability, or any other prohibited basis; and (2) is sufficiently severe or pervasive so as to substantially interfere with the individual's employment, education or access to college programs, activities and opportunities.

Examples of behaviors that may rise to the level of discriminatory harassment include but are not limited to the following:

• Racial epithets, "jokes," offensive or derogatory comments, or other verbal or physical conduct based on an individual's race/color.
• Ethnic slurs, workplace graffiti, or other offensive conduct directed towards an individual's birthplace, ethnicity, culture, or foreign accent.
• Verbal or physical abuse, 鈥渏okes鈥� or offensive comments based on an individual鈥檚 age, gender, disability, or sexual orientation.
• Making, posting, e-mailing, or circulating demeaning or offensive pictures, cartoons or other materials in the workplace that relate to race, ethnic origin, gender or one of the other protected categories listed above.

Investigation: The Title IX officer may appoint a college employee or other competent individual to investigate the complaint.  The Officer shall inform the complainant and respondent of the appointment. The College representative shall conduct an investigation based upon the submitted complaint from the complainant or prepared by the Officer.

Resolution: A process that attempts a complaint resolution agreeable to a complainant using methods which may include, counseling, supporting, mediation, discipline or otherwise facilitating the resolution of the complaint.

Appeal: When a decision is rendered each party shall have the right to appeal the decision through the appeal process designated in the collective bargaining agreement, student code of conduct or other applicable process available to the parties.

Discrimination: Behavior or action that denies or limits a person鈥檚 ability to benefit from or fully participate in educational programs or activities or employment opportunities because of a person鈥檚 race, color, national origin, age, disability, sex, sexual orientation, marital status, creed, religion, status as a veteran or any other protected class as provided by law.

Sexual Misconduct: A range of behaviors including sexual harassment and sexual violence. Sexual misconduct includes a range of behaviors such as sexual harassment, sexual violence, dating violence, domestic violence, and stalking.

Sexual Harassment: For the purposes of this policy sexual harassment is any form of unlawful gender-based discrimination. Additionally, sexual harassment as defined under the Final Title IX Rule () Sexual harassment is defined as unwelcome gender-based verbal or physical conduct that is sufficiently severe, persistent or pervasive such that it unreasonably interferes with, limits or deprives someone of the ability to participate or benefit from the college鈥檚 educational program or activities or employment benefits or opportunities. Sexual harassment occurs under any of the following conditions:

• When submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, career advancement, academic standing and/or participation in college authorized activities;
• When submission to or rejection of such conduct by an individual is used as a basis for employment decisions or academic decisions affecting any individual; or
• When such conduct has the purpose or effect of unreasonably interfering with any individual's work or creating an intimidating, hostile or offensive work or academic environment.

It is either 鈥渜uid pro quo鈥� when being asked to subject oneself to something unwelcome in exchange for something else; or 鈥渉ostile environment鈥� which is when anothers conduct is sufficiently severe, persistent, or pervasive such that it limits one鈥檚 ability to work or participate in an educational program, such as unwanted sexually motivated physical, verbal, or otherwise communicated conduct.

Examples of behaviors that may rise to the level of sexual harassment and, therefore, are prohibited, include but are not limited to the following:

• Physical assault.

• Direct or implied threats that submission to sexual advances will be a condition of employment, work status, promotion, grades, or letters of recommendation.

• A pattern of behaviors that is unwelcome and severe or pervasive, resulting in unreasonable interference with the work or educational environment or creation of a hostile, intimidating or offensive work or educational environment, and may include but is not limited to the following:

  • Comments of a sexual nature.

  • Sexually explicit statements, questions, jokes, or anecdotes.

  • Unnecessary or undesirable touching, patting, hugging, kissing, or brushing against an individual's body.

  • Remarks of a sexual nature about an individual's clothing, body, or speculations about previous sexual experiences.

  • Persistent, unwanted attempts to change a professional relationship to an amorous relationship.

  • Subtle propositions for sexual activity or direct propositions of a sexual nature.

  • Uninvited letters, e-mails, telephone calls, or other correspondence referring to or depicting sexual activities.

Any employee, student or visitor of the College may file a complaint. The employee, student or visitor is referred to as a complainant and can file a complaint on his or her behalf. A complaint cannot be filed on behalf of another person.

麻豆视频 will seek to protect the privacy of all the parties involved to the full extent possible, consistent with the legal obligation to investigate, take appropriate remedial and/or disciplinary action, and comply with the federal and state law, as well as 麻豆视频 policies and procedures. Yakima Valley College cannot guarantee complete confidentiality.

1. Any student, employee or visitor who believes that he or she has been the subject of discrimination or sexual harassment, should report the incident or incidents to the director of human resource services, the administrator so designated by the college president, hereafter also referred to as the Title IX officer. If the complaint is against that official, the complainant should report the matter to the president's office for referral to an alternate designee. The college encourages the timely reporting of any incident(s) of discrimination or sexual harassment. Any person who believes he or she has been subjected to sexual harassment will be provided a copy of this policy and procedure.
2. All reports of incident(s) will be forwarded to the Title IX officer for coordination and a determination on how to process the complaint.
3. The complainant alleging discrimination or sexual harassment is encouraged to submit a brief written statement of allegations to the Title IX officer. If the complainant does not submit a written statement, the Title IX officer shall prepare a statement of facts which will be provided to the complainant with a request for comment and/or clarification. That statement, along with any subsequent clarifications by the complainant, will be forwarded to the respondent who may choose to submit a written response.
4. Based upon the nature of the complaint, the Title IX officer may attempt to mediate a resolution to the complaint. No mediation may be attempted if the claim includes a physical assault. If the nature of the complaint does not lend itself to mediation, or mediation fails to gain approval of all parties, the Title IX officer shall appoint a designee(s) to investigate the complaint. The Title IX officer shall inform the complainant and respondent(s) of the appointment.
5. The investigator shall conduct a thorough investigation. The investigation shall include, but is not limited to, interviewing the complainant, respondent relevant witness(s); and reviewing relevant documents. The investigation shall be concluded within a reasonable time, normally thirty days, barring exigent circumstances.
6. At the conclusion of the investigation, the investigator shall set forth his or her findings and recommendations in writing. The investigator shall send a copy of the findings and recommendations to the Title IX officer.
7. The Title IX officer shall consider the findings and recommendations of the investigator. The Title IX officer shall determine whether disciplinary action may be appropriate. If the Title IX officer so recommends, he or she will consult with the respondent's appointing authority regarding possible personnel action. These options may include voluntary training/counseling, development of a remediation plan, or formal discipline. The Title IX officer shall advise the complainant and respondent of the college's decision.
8. If the Title IX officer and respondent's appointing authority determine that disciplinary actions should be instituted against an employee, the applicable provisions of employee rights and responsibilities shall be followed. These provisions include but are not limited to, state and federal constitutional and statutory provisions, rules of the Washington office of financial management, collective bargaining agreement(s), and college policies. If the Title IX officer determines that disciplinary action should be instituted against a student, the applicable provisions of the college student code shall be followed. In cases where the respondent has multiple roles (i.e., is both a student and an employee), action shall be taken with respect to their primary role at the institution.
9. If the Title IX officer determines that disciplinary action is not appropriate and the complainant disagrees, the complainant may appeal, in writing, to the president. A copy of any such appeal will be provided to the opposing party, who will be given an opportunity to respond in writing before the president makes a final determination. Nothing herein shall prevent the president from requesting additional information from any of the parties.

The procedures regarding complaints of discrimination shall be published and distributed as determined by the president or president's designee. Any person who believes he or she has been subjected to sexual harassment will be provided a copy of this policy and procedure.

Nothing in this procedure shall prevent the College President or designee from taking immediate disciplinary action in accordance with 麻豆视频 policies and procedures; the provisions of applicable collective bargaining agreements; and/or and federal, state, and municipal rules and regulations.

Retaliation by, for or against any participant (complainant, respondent, or witness) is expressly prohibited. Retaliatory action of any kind taken against individuals as a result of seeking redress under the applicable procedures or serving as a witness in a subsequent investigation dealing with harassment/discrimination is prohibited. Any person who thinks he/she has been the victim of retaliation should contact the Title IX Officer / EO / AA Officer immediately.

An employee or student may always file a complaint with: at (800) 233-3247 or TDD (800) 300-7525, or

• U.S. Department of Education Office for Civil Rights at (800) 421-3481, TDD (877) 521-2172,
• at (800) 669-4000 or TDD (800) 669-6820.

• 麻豆视频 adheres to all requirements of federal and state law.
• The provisions of this procedure shall apply to 麻豆视频 and all school facilities, which include (but are not limited to) adjacent sidewalks, parking areas, sports facilities, and entrances and exits from said building spaces.
• 麻豆视频鈥檚 Procedures prohibiting participation or aid in immigration enforcement shall apply for enforcement activity against students and their families, personnel, and volunteers.
• 麻豆视频 personnel shall presume that activities by federal immigration authorities, including surveillance, constitute immigration enforcement.

• 麻豆视频 does not exclude students from receiving an education or unlawfully discriminate against anyone because of their race, color, national origin, age, disability, gender identity, immigration or citizenship status, sex, creed, use of a trained dog guide or service animal by a person with a disability, sexual orientation, or on any other basis prohibited by federal, state, or local law.
• 麻豆视频 shall ensure that all school personnel and volunteers are aware of the rights of immigrant students to an education.
• 麻豆视频 shall ensure that information reviewed to determine eligibility for in-state tuition or other benefits and any reporting requirements is limited only to the information necessary for residency determinations and in compliance with KWW and any other applicable state or federal laws.
• 麻豆视频 shall separate all information on individuals with foreign student visa status (F, J and M visas) retained for the purpose of reporting to the Student Exchange and Visitor Information System (SEVIS) as part of the Student and Exchange Visitor Program from general enrollment platforms or other directory information.

• 麻豆视频 does not grant permission for any person engaged, or intending to engage, in immigration enforcement, including surveillance, access to school grounds or their immediate vicinity. 麻豆视频 personnel shall direct anyone engaging, or intending to engage, in immigration enforcement, including federal immigration authorities with official business that must be conducted on school grounds, to the 麻豆视频 Campus Security, or their designee, prior to permitting entrance. 麻豆视频 personnel shall presume that activities by federal immigration authorities, including surveillance, constitute immigration enforcement.
• If anyone attempts to engage in immigration enforcement on or near 麻豆视频 grounds, including requesting access to a student, personnel, or school grounds:
  • Personnel shall immediately alert and direct the person to 麻豆视频 Campus Security, who shall verify and record the person鈥檚 credentials (at a minimum, badge number and name), record the names of all persons they intend to contact, collect the nature of their business at the school, request a copy of the court order or judicial warrant, and log the date and time and forward the request to 麻豆视频鈥檚 Vice President of Administrative Services or Vice President of Student Services or their designee immediately for review. If feasible, consult with legal counsel.
  • Personnel shall request that any person desiring to communicate with a student, enter school grounds, or conduct an arrest first produce a valid court order or judicial warrant.
  • 麻豆视频鈥檚 Vice President of Administrative Services or Vice President of Student Services or their designee shall review the court order or judicial warrant for signature by a judge and validity. If feasible, consult with legal counsel. For 麻豆视频 to consider it valid, any court order or judicial warrant must state the purpose of the enforcement activity, identify the specific search location, name the specific person to whom access must be granted, include a current date, and be signed by a judge.
  • 麻豆视频鈥檚 Vice President of Administrative Services or Vice President of Student Services or their designee will review written authority signed by an appropriate level director of an officer鈥檚 agency that permits them to enter 麻豆视频 property, for a specific purpose. If no written authority exists, 麻豆视频鈥檚 Vice President of Administrative Services or Vice President of Student Services or their designee, shall contact the appropriate level director for the officer鈥檚 agency to confirm permission has been granted to enter 麻豆视频 property for the specific purpose identified.
  • Upon receipt and examination of the required information, 麻豆视频鈥檚 Vice President of Administrative Services or Vice President of Student Services or their designee, will determine whether access shall be allowed to contact or question the identified individual.
  • If the requestor is seeking access or information regarding a student under 18 years old, the 麻豆视频鈥檚 Vice President of Administrative Services or Vice President of Student Services or their designee, shall make a reasonable effort, to the extent allowed by FERPA, to notify the parent/guardian of any immigration enforcement concerning their student, including contact or interview.
  • 麻豆视频鈥檚 Vice President of Administrative Services or Vice President of Student Services, or their designee, shall request the presence of Yakima Valley College personnel to be present during any interview. Access to information, records, or areas beyond that specified in the court order or judicial warrant shall be denied.

• 麻豆视频 personnel shall not inquire about, request, or collect any information about the immigration or citizenship status or place of birth of any person accessing services provided by, or in connection with the school. 麻豆视频 personnel shall not seek or require information regarding or probative of any person鈥檚 citizenship or immigration status where other information may be sufficient for the Yakima Valley College鈥檚 purposes. This does not prohibit residency officers or related personnel from reviewing information from students or others on a voluntary basis in order to determine that a student is qualified for in-state tuition rates.
• 麻豆视频 policies and procedures for gathering and handling student information during enrollment or other relevant periods shall be made available in writing to students and their guardian(s) at least once per school year in a manner that Limited English Proficient (LEP) individuals will understand.
• If 麻豆视频 is required to collect and provide information related to a student鈥檚 national origin (e.g., information regarding a student鈥檚 birthplace, or date of first enrollment in a U.S. school) to satisfy certain federal reporting requirements for special programs, prior to collecting any such information or reporting it, Yakima Valley College shall (except with respect to reporting requirements necessary for compliance with the Student and Exchange Visitor Program):
  • If feasible, consult with legal counsel regarding its options, including alternatives to the specific program or documents accepted as adequate proof for the program;
  • Explain reporting requirements to the student and student鈥檚 parent(s) and/or guardian(s), in their requested language, including possible immigration enforcement impact;
  • If moving forward with collection of information, receive and collect written consent from the student, if over the age of 18, or the student鈥檚 parent(s) and/or guardian(s); and
  • Collect and maintain this information separately from the school/class enrollment process and student鈥檚 records in order to avoid deterring enrollment of immigrants or their children.
• When 麻豆视频 reviews information related to immigration status in order to make residency determinations, the residency officer鈥檚 written confirmation that a student meets any applicable immigration status requirement shall be considered sufficient written evidence that a student meets the requirements of RCW 28B.15.012. All other documents used to prove student or other individual immigration status, aside from those independently required by law to be kept, shall be designated as transitory and disposed of in accordance with the 麻豆视频 records retention procedure. Any 麻豆视频 personnel maintaining said information in any other way shall report their retention procedure and basis to School President, or authorized designee.

• 麻豆视频 personnel shall not share, provide, or disclose personal information about any person for immigration enforcement purposes without a court order or judicial warrant requiring the information鈥檚 disclosure or approval by Vice President of Administrative Services or Vice President of Student Services, or their designee, except as required by law. Requests by federal immigration authorities shall be presumed to be for immigration enforcement purposes.
• 麻豆视频 personnel shall immediately report receipt of any information request relating to immigration enforcement to Vice President of Administrative Services or Vice President of Student Services, or their designee, who shall document the request.
• 麻豆视频 shall, to the extent allowed by FERPA or as otherwise advised by legal counsel, notify the student鈥檚 parent(s) and/or guardian(s) of the request for information at the earliest extent possible.

•  麻豆视频鈥檚 resources shall not be used to engage in, aid, or in any way assist with immigration enforcement.
• 麻豆视频鈥檚 resources and procedures regarding immigration enforcement shall be published and distributed to students and their parent(s) or guardian(s) on an annual basis. These resources shall include, at minimum;
  • Information about accommodations for limited English proficiency, disability accommodations, special education programs (if applicable), and tuition assistance grant or loan programs that may be available regardless of immigration or citizenship status;
  • `General information procedures including the types of records maintained by the Yakima Valley College, a list of the circumstances or conditions under which the Yakima Valley College might release student information to outside people or entities, including limitations under FERPA and other relevant law;
  • Procedures regarding the retention and destruction of personal information;
  • The process of establishing consent from students and their parent(s) or guardian(s), as permitted under federal and state law, prior to releasing a student鈥檚 personal information for immigration enforcement purposes;
  • Name and contact information for 麻豆视频鈥檚 designated point of contact on immigration related matters; and
  • 鈥淜now Your Rights鈥� resources and emergency preparedness forms to have completed in the event of a family separation.

• 鈥淐ivil immigration warrant鈥� means any warrant for a violation of federal civil immigration law issued by a federal immigration authority. A 鈥渃ivil immigration warrant鈥� includes, but is not limited to, administrative warrants entered in the national crime information center database, warrants issued on ICE Form I-200 (Warrant for Arrest of Alien), Form I-205 (ICE Administrative Warrant), or prior or subsequent versions of those forms, which are not court orders.
• 鈥淐ourt order鈥� and 鈥渏udicial warrant鈥� mean a directive issued by a judge or magistrate under the authority of Article III of the United States Constitution or Article IV of the Washington Constitution or otherwise authorized under the Revised Code of Washington. A 鈥渃ourt order鈥� includes, but is not limited to, judicially authorized warrants and judicially enforced subpoenas. Such orders, warrants, and subpoenas do not include civil immigration warrants, or other administrative orders, warrants or subpoenas that are not signed or enforced by a judge or magistrate as defined in this section.
• 鈥凄别-颈诲别苍迟颈蹿颈别诲鈥� means information that does not identify an individual and with respect to which there is no reasonable basis to believe that the information can be used to identify an individual.
• 鈥淔-1 Visa鈥� is a United States (U.S.) visa for foreign national students who wish to attend educational institutions in the U.S., of these levels:
  • Private elementary school (non-U.S. citizens are not allowed to attend U.S. public elementary schools on an F-1 visa);
  • High school;
  • Seminary;
  • Conservatory;
  • University and college; and
  • Other institutions, such as a language training program. 
• 鈥淔ederal immigration authority鈥� means any on-duty officer, personnel, or person otherwise paid by or acting as an agent of the United States Department of Homeland Security (DHS) including, but not limited to, its sub-agencies, Immigration and Customs Enforcement (ICE), Customs and Border Protection (CBP), United States Citizenship and Immigration Services (USCIS), and any present or future divisions thereof charged with immigration enforcement. 鈥淔ederal immigration authority鈥� includes, but is not limited to, the Enforcement & Removal Operations (ERO) and Homeland Security Investigations (HSI) of ICE, or any person or class of persons authorized to perform the functions of an immigration officer as defined in the Immigration and Nationality Act. 
• 鈥淚mmigration or citizenship status鈥� means as such status as has been established to such individual under the Immigration and Nationality Act. 
• 鈥淛-1 Visa鈥� is the visa designated for students and exchange program participants who belong to: Au Pairs, Camp Counselor, Government Visitors, Interns, International Visitors, Interns, International Visitors, Physicians, Professors and Research Scholars, Short-term scholars, specialists in different areas, university students, secondary school students, teachers, trainees, work and travel participants. Those who come to the U.S. under this visa program cannot bring dependents to the U.S.13
• 鈥淟anguage services鈥� includes but is not limited to translation, interpretation, training, or classes. 鈥淭ranslation鈥� means written communication from one language to another while preserving the intent and essential meaning of the original text. 鈥淚nterpretation鈥� means transfer of an oral communication from one language to another.
• 鈥淟aw enforcement agency鈥� or 鈥淟EA鈥� means any agency of the state of Washington (state) or any agency of a city, county, special district, or other political subdivision of the state (local) that is a 鈥済eneral authority Washington law enforcement agency,鈥� as defined by RCW 10.93.020, or that is authorized to operate jails or maintain custody of individuals in jails; or to operate juvenile detention facilities or to maintain custody of individuals in juvenile detention facilities; or to monitor compliance with probation or parole conditions.
• 鈥淟ocal government鈥� means any governmental entity other than the state, federal agencies, or an operating system established under chapter 43.52 RCW. It includes, but is not limited to, cities, counties, school districts, and special purpose districts. It does not include sovereign tribal governments.
• 鈥淣otification request鈥� means a federal immigration authority鈥檚 request for affirmative notification from a state or local law enforcement agency of an individual鈥檚 release from the LEA鈥檚 custody. 鈥淣otification request鈥� includes, but is not limited to, oral or written requests, including DHS Form I-247A, Form I-247N, or prior or subsequent versions of those forms.
• 鈥淢-1 Visa鈥� is designed for students enrolled in vocational and non-academic education, excluding language courses. This includes, but is not limited to, technical courses, cooking classes, flight school, cosmetology, etc.
• 鈥淧ersonal information鈥� means names, date of birth, addresses, GPS global positioning system coordinates or location, telephone numbers, email addresses, social media handles or screen names, social security numbers, driver鈥檚 license numbers, parents鈥� or affiliates鈥� names, biometric data, or other personally identifiable information. 鈥淧ersonal information鈥� does not include immigration or citizenship status.
• 鈥淧ublic schools鈥� or 鈥淟ocal education agency鈥� means any and all public elementary and secondary schools under the jurisdiction of local governing boards or a charter school board and all institutions of higher education as defined in RCW 28B.10.016.
• 鈥淪ensitive location鈥� refers to the 2011 U.S. Immigration and Customs Enforcement (ICE) and 2013 Customs and Border Enforcement (CBP) Procedures which categorize certain locations as sensitive locations that should generally be avoided for immigration enforcement purposes. Accordingly, 鈥渟ensitive location鈥� includes health facilities, places of worship, and schools.
• 鈥淪chool resource officer鈥� means a commissioned law enforcement officer in the state of Washington with sworn authority to uphold the law and assigned by the employing police department or sheriff鈥檚 office to work in schools to ensure school safety. By building relationships with students, school resource officers work alongside public school administrators and personnel to help students make good choices. School resource officers are encouraged to focus on keeping students out of the criminal justice system when possible and not impose criminal sanctions in matters that are more appropriately handled within the educational system.
• 鈥淪tate agency鈥� has the same meaning as provided in RCW 42.56.010.

麻豆视频 is an Equal Opportunity Employer and operates under an Affirmative Action Plan in accordance with applicable federal and state laws and regulations.

It is the policy of 麻豆视频 to provide a working and learning environment free from discrimination, harassment, and retaliation. This policy prohibits conduct that discriminates against individuals based on their race, color, creed, religion, national origin, sex, sexual orientation and/or gender identity, immigration or citizenship status, age, marital status, the presence of any sensory, mental, or physical disability, the use of a trained dog guide or service animal by a person with a disability, honorably discharged veteran or military status, genetic information, or any other prohibited basis.

This policy also prohibits retaliation as a result of an individual filing a report of discrimination or harassment or participating in an investigation of a claim of discrimination or harassment.

This policy applies to all programs and facilities, including, but not limited to, admissions, educational programs, and employment. 麻豆视频 complies with all Washington State anti-discrimination laws (), Immigration enforcement model policies (), and the following federal laws relating to equal opportunity: , , , the , and the .

麻豆视频 is committed to providing access, equal opportunity and reasonable accommodation in its services, program, activities, education, and employment for individuals with disabilities. The College will take steps to ensure that the lack of English language skills will not be a barrier to admission and participation in vocational education programs.

Coordination of the compliance efforts of 麻豆视频 with respect to equal opportunity and disability accommodation regulations is under the direction of the Director of Human Resources, 麻豆视频, 1015 South 16th Avenue, Yakima, Washington, 98902; telephone 509.574.4670.

Outside employment shall not conflict with official duties of 麻豆视频. Outside employment shall be consistent with the state ethics laws. Outside employment, regardless of hours worked, includes, but is not limited to, employment by another unit of government or state agency, private employment, owning or operating a private business, employment as a consultant or advisor, or work under personal service contracts with the state. Volunteer (unpaid) work is not included.

The purpose of this policy is to inform employees about possible problems created by an employee鈥檚 outside employment and provide them with written advice regarding potential ethical violations in advance of engaging in outside employment activity.

In order to do so, all outside employment should be self-reported to the director of human resource services in advance. Employees who choose not to self-report outside employment accept full responsibility for potentially violating college policies and/or violations of state ethics laws. If one or more of the following factors apply, prior approval is strongly recommended prior to commencing the outside employment in addition to the notification:

• The outside employment involves the same or similar kind of work as the employee鈥檚 state job.

• The outside employment gives rise to an appearance that the outside employer could be influencing the judgment of the state employee on matters that affect the outside employer.

• The outside employment gives rise to an appearance that the state employee is using state resources 鈥� such as time, facilities, and equipment 鈥� in the performance of his or her work for the outside employer.

• The outside employer has interests that could be significantly affected by the performance or non-performance of the state employee鈥檚 official duties.

• There is a potential that the outside employment could or appear to conflict or interfere with the duties, objectives or interests of YVC in any manner.

• The outside employer is another agency of the state of Washington.

YVC may, at any time, advise an employee that their outside work appears to be an ethical violation.

An employee shall not use state resources including time, material, facilities, equipment or telephones in connection with his or her outside employment, not shall he or she use confidential information obtained by YVC. An employee shall not use his or her position with YVC to create the opportunity for private gain.

The employee should report all outside employment to the director of human resource services in advance of commencing the outside employment by completing the Outside Employment Form. Employees who choose not to self-report outside employment accept full responsibility for potentially violating college policies and/or violations of state ethics laws. In the event that the outside employment fits the criteria identified above, the employee may obtain approval from director of human resource services prior to commencing the outside employment. The employee should resubmit the form if the duties of his or her outside employment duties change significantly. An employee holding outside employment when commencing YVC employment shall submit an Outside Employment Form to the director of human resource services immediately upon acceptance of position.

The director of human resource services shall review the Outside Employment Form, advise the employee in advance of apparent potential ethical violations, review these factors with the employee and note any recommendations or conditions on the outside employment form. In the event a violation of ethical rules appears to exist, the director shall also advise the employee of the potential consequences of proceeding with the outside employment. The director of human resource services shall provide the original form to the employee with a copy of the form placed in the employee鈥檚 personnel file.

If outside employment is considered to be inadvisable because of a potential or direct ethics violation by the director of human resource services, the employee may request review by the YVC president.

Statutory Reference: RCW 42.52 鈥� Gifts/Meals/Honoraria Policy 
Forms: Notification of Outside Employment Form

• EFT Setup
  • Employee Reimbursement
    • EFT payment information originates from employee payroll direct deposit setup, which is authorized directly by the employee in the payroll module and automatically flows into the accounting module.
      ii. Hr/Payroll Department access to modify direct deposit information is restricted through security roles, assigned only to individuals whose job duties require it.
      • If an HR/Payroll Department staff member modifies direct deposit information on behalf of an employee, the system automatically generates an email notification to the employee to inform them the change has been made.
  • b. Suppliers
    • The Purchasing Department confirms automated clearing house (ACH) information directly with each supplier.  The Supplier banking data is entered into the accounting system and verified by the State Board for Community and Technical Colleges (SBCTC), who authorize the supplier record for use.
• Payment File Creation
  • EFT files are generated during the payment processing cycle within the accounting system.
  • Access to create payment files is restricted through security roles, assigned only to individuals whose job duties require it.
  • A trial register is produced showing payment recipients, payment amounts, and associated invoices or travel vouchers.
    
• Review and Separation of Duties
  • The trial register is provided to an individual assigned the security role to dispatch payments from within the accounting system.
  • These two roles are separate and not assigned to the same individual(s)
  • The dispatch report is compared against the trial register and paper or electronic backup for each payment (invoice or travel voucher).
    
  • The accounting system does not allow amounts or payees to be modified during dispatch.
    
• Transmission to Bank
  • Final EFT payment files are transmitted electronically to the College鈥檚 bank via file delivery managed by SBCTC.
    
• EFT Debits
  • In instances where the College authorizes an external agency (typically state or federal) to debit our account, a college employee enters the authorization on the agency鈥檚 secure external website.
  • hese debits are processed using ACH Positive Pay at the bank, which require designated ACH codes and transaction dollar limits.
  • Each site requires a unique system login ID assigned to the college employee.
  • Establishing the ACH Positive Pay requires a unique system login ID to the bank website.
  • Changes to bank login IDs require secondary review and approval. 
    
• Security and Internal Controls
  • Each user creating, reviewing, or dispatching EFT files has a unique system login ID.
  • Changes to EFT templates, supplier records, or transmission processes require secondary review and approval.
    
• Fraudulent or Erroneous Transactions
  • If fraudulent or erroneous EFT activity is suspected:
    
    • The Business Office immediately contacts the bank to request a freeze or reversal of the transaction.
    • The Vice President of Administrative Services and the college President are notified.
    • The incident is documented, including corrective actions taken and follow-up.
    • Internal controls are reviewed and updated to prevent recurrence.