DQL. Handbook Supplement. Dorm Supervisor

GENERAL POLICY

All appointments to positions in the classified personnel category shall be on the basis of merit and in keeping with the laws and regulations of the State of Texas and the Board of Regents.

BEGINNING RATES

The minimum rate of pay per month shall normally be paid upon appointment to the class.

WITHIN-RANGE INCREASES

Salary adjustments within an established range shall not be automatic but shall be dependent upon specific written requests and recommendations of the supervisor and approval by the President. Such recommendations shall be based upon merit with due consideration for length of service.

PERFORMANCE ASSESSMENT

All classified personnel shall participate in an annual evaluation during the last full week in April, conducted in conference with their supervisors. Periodic performance reviews may be conducted when appropriate.

TRANSFERS

All employees in the classified service shall be subject to reassignment from work at one physical location to comparable work at another location as the operating needs of the college require. Insofar as possible, such changes of stations shall be made with due consideration to preference of employees, but consideration of administrative need shall be determinative. Unless reassignment is initiated by the college a new employee must hold an assignment at least six (6) months before becoming eligible for transfer.

WORK SCHEDULES

The established regular hours of work for this classification shall normally be forty (40) hours per week. Schedules and shifts will be determined and assigned by the department director or supervisor.

Weekend coverage will be scheduled so that resident hall directors have at least three (3) weekends off per semester. Hall directors are encouraged to find replacements for their absences. Requests for weekends off should be submitted to the Associate Dean of Student Life of the Assistant Dean of Students at least two weeks in advance.

ON-CALL POLICY

Resident Hall directors are considered to be available for duty twenty-four (24) hours a day unless scheduled to be off for approved holiday or time off.

EMPLOYMENT TERM

The employment term will generally be considered that time in which the resident halls are considered open for student occupancy.

OVERTIME

Refer to DHP (7) of the Employee Handbook and/or the Policy & Procedure Manual.

EMPLOYEE BENEFITS

Refer to section DH of the Employee Handbook and/or the Policy & Procedure Manual.

DISABILITY

Refer to section DHC of the Employee Handbook and/or the Policy & Procedure Manual.

FMLA

Refer to FMLA section of the Employee Handbook and/or the Policy & Procedure Manual.

RETIREMENT

Refer to section DI and subsections thereof in the Employee Handbook and/or the Policy & Procedures Manual.

SOCIAL SECURITY

All employees of the college are required to be covered by Old Age and Survivor's Insurance.

COURSES FOR CREDIT

A full-time, regular employee may enroll for a maximum of three (3) semester hours of credit during normal working hours with the approval of the supervisor and the President. The arrangement of class hours is subject to approval by the employee's supervisor and the employee shall be required to make up the time spent in class work.

HOLIDAYS VACATIONS

Resident hall directors in Frazier, Stroud, Forrest, Lamar, Magee, South Sue, North Sue, Gillespie, and Baker Center will be entitled to two weeks off during Christmas and one week during Spring Break.

The director of Smallwood Apartments shall be entitled to vacation with pay at the rate of two (2) weeks per year. Vacation will not be approved until six (6) months of continuous employment have been completed with the college. The scheduling of vacation time is subject to a mutual agreement between the director and their supervisor.

SICK LEAVE

Refer to section DHA of the Employee Handbook and/or the Policy & Procedure Manual.

JURY LEAVE

Employees summoned for jury services will be granted the necessary time off.

LEAVE WITHOUT PAY

A regular, salaried employee may be allowed a leave of absence without pay for a period not to extend beyond the end of the fiscal year upon approval by their supervisor and the President. In granting such leave, the interests of the college shall be first consideration.

FUNERAL LEAVE

Refer to DHF of the Employee Handbook and/or the Policy & Procedure Manual.

SEPARATIONS/ RESIGNATIONS

An employee may resign in good standing by submitting their reasons for resignation in writing to their supervisor at least two (2) calendar weeks prior to the effective dated of the resignation. No employee shall be granted vacation leave subsequent to the effective day of the employee's separation. All resignations shall be reported to the supervisor for approval by the President.

APPEALS PROCEDURE

Appeals concerning rates of pay, classification of positions, hours of work. disciplinary action, and other conditions of employment may be made by the employee through established supervisory channels. In unusual cases, employee appeals may be referred for final appeal without prejudicing employment at the college. An employee should consult with their supervisor concerning interpretations for the rules, working conditions, and other personnel matters, and should feel free at all times to discuss their problems with their supervisor.

OFFICE ETIQUETTE

Common rules of etiquette of any good business shall be applied to office areas. Items or practices that distract or hinder the performance of the office will not be allowed.

BREAKS

For each four (4) hours worked employees may take one fifteen (15) minute break.

OPERATING PROCEDURES

Information regarding specific duties and responsibilities for are detailed in the "SPC Resident Hall Director Handbook".