Substance Abuse (See - Drugs in the Workplace)
All faculty and staff.
Albion College subscribes to the objectives of the Drug Free Workplace Act of 1988 and prohibits the unlawful manufacture, distribution, dispensing, possession or use of any controlled substance in the workplace.
Employees convicted of any workplace-related criminal drug conviction must inform the Director of Human Resources of the conviction within five (5) days.
Albion College will notify the federal agency that contracts with or provides grants to the College within ten (10) days after receiving notice of an employee's criminal drug statute conviction for conduct in the workplace.
As a condition of employment at Albion College, employees must abide by the terms of this policy. The College shall have the right to discharge employees convicted of violating any criminal drug statute which occurred while in the workplace.
Cabinet reviewed 7/97
Sick Leave (See - Disability - Short Term)
Full-time faculty and administrative employees.
Albion College provides salary continuation to those full-time employees temporarily disabled due to a non-occupational accident or illness including, in the case of a female employee, pregnancy and pregnancy- related conditions.
An employee shall be eligible for full salary continuation and partial salary continuation as follows:
- Full salary will continue for two (2) weeks for each year of service up to ten (10) years of service, and three (3) weeks for each year of service over ten (10) years of service, up to a maximum of 26 weeks (6 months).
- Partial salary will continue at fifty percent (50%) of an employee's monthly salary for employees with less than five (5) years of service, which shall be payable after the exhaustion of the payments in step 1, up to a maximum of 26 weeks (6 months).
- Partial salary continues at sixty percent (60%) of an employee's monthly salary for employees with more than five (5) years of service, which shall be payable after the exhaustion of the payments in step 1 up to a combined maximum of twenty-six weeks.
- Full and partial salary continuation payments will be computed on the basis of the employee's salary at the time the medical leave commenced.
- Once an eligible employee recovers from a disability and returns to full-time work, the employee shall again be eligible for salary continuation.
- Subsequent disabilities arising from the same cause or a recurrence of a previous disability will be considered a new disability only if the employee has returned to work full time for a minimum of two (2) weeks.
- If an employee receives or is entitled to receive benefits from the disability provision of an individual "No Fault" automobile policy, benefits payable will be reduced by that amount of benefits the employee receives or is entitled to receive from the "No Fault" automobile policy.
- The College will require the employee to furnish written statements from a qualified physician specifying the nature and extent of the disability.
Revised 7/97 - Cabinet approved
All faculty and staff.
All items purchased with College funds or donated to the College are the property of the College. Departments are responsible for the care and safekeeping of all items assigned to them. Surplus goods are defined as items which are no longer needed in a department, fail to meet current standards as defined by the Vice President for Finance and Management, are depreciated beyond economic repair or have no known use on campus within the next twelve-month period as determined by the Associate Director of Facilities Operations for Purchasing (ADFOP). College purchased vehicles are not covered under this policy.
A department which no longer has use for an item should submit a work order request to the Facilities Operations department to have the item removed.
The ADFOP will then review approved departmental requests for items. If a match is found, the item will be delivered to the requesting department. If no match is found the item will be placed in storage or disposed of at the discretion of the ADFOP.
A list of items in surplus storage will be published every six (6) months and distributed to department heads. Department heads should request items from the list through the appropriate cabinet officer. Requests will be reviewed by the ADFOP to determine if the item complements the decor of the department. Upon receipt of an approved request Campus Services will deliver the item to the requesting department. Requests will be honored in the order received by the Facilities Operations department.
An annual sale will be conducted of items that have been in storage for two (2) years. The ADFOP shall submit a list of sale items to the Vice President for Finance and Management for approval. A list of items approved for sale will be distributed to department heads for posting prior to the sale. Prices for items available for sale will be determined by the ADFOP.
Items will first be sold at a campus-wide sale. Items not purchased during the campus-wide sale will be made available for sale to the general public. Individuals will be required to pay for purchased items before the item will be released by the Facilities Operations department. Items must be claimed within 24 hours of the sale unless other arrangements have been made with the ADFOP.
Items which are broken beyond repair or otherwise unsalable, and those items which have not been sold, will be disposed of at the discretion of the ADFOP.
Items available for sale may be donated to qualifying nonprofit organizations at the discretion of the Vice President for Finance and Management.
Exceptions to these provisions, if any, shall be authorized by the Vice President for Finance and Management.
Cabinet reviewed 7/97
Albion College is committed to provide current Albion College students (defined as a degree seeking student enrolled in courses for the upcoming fall semester, or enrolled in for the current summer term) with summer employment opportunities, so long as they are fully qualified for the position, prior to hiring from outside the College community. Summer employment period is defined as the Sunday following Commencement in May through the Thursday prior to the start of classes in August.
- Any individual, department or office interested in hiring temporary summer help must post their position with Human Resources. This posting must include a general position description including required qualifications and/or certification, if applicable (e.g., life guards) and the anticipated number of positions or weekly hours available. An email address to receive applications should also be submitted. Please note: this address will not be listed in the posting unless contact information is provided as part of the position listing. If needed, Human Resources will prepare a listing to be posted on the College Web site for your specific position as well as a General Summer Employment position listing. Once all summer positions have been filled no additional applications will be accepted.
- Applications received for the General Summer Employment position will be distributed to departments as requested.
- To get preferred consideration, Albion College students must apply for the position prior to April 15. After May 1 applicants from outside the College community may be considered.
- Under no circumstance should a position be held until after the May 1 date in order to hire non-students over Albion College students.
- If a current student employee is to continue employment into the summer employment period, please make sure you are following the necessary payroll and hiring authorization procedures (appropriate tax withholding and employment eligibility verification PRIOR to allowing the student to begin working and entry into the online time clock system).
Exception to these procedures should be requested in writing to the Director of Human Resources for consideration.
Cabinet Reviewed 2/2010 - updated 3/2015