Ch. 3 Academic Personnel

3.P.01 Purpose

Policy

The purpose of this chapter is to provide policies for the planning, hiring, employment, development, and guidance of a high quality corps of faculty at Lake Washington Institute of Technology. The board policies in this chapter are created primarily to provide direction for the recruitment, development, guidance, and retention of academic employees of the college. They apply to instructional staff covered by the terms and conditions of the collective bargaining agreement where such provisions are supplementary to, explanatory of, and not in conflict with that agreement.

Administrative procedures adopted in support of these board policies are intended to give guidance to all professional staff, and to supplement but not to supersede any collective bargained agreement provisions adopted by the board.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.P.02 Hiring, Tenure, and Dismissal

Policy

It is the policy of the board of trustees of college district 26 that all matters relating to tenure and dismissal of faculty shall be governed by the laws of the state of Washington and the terms of the negotiated agreement between the board and the duly elected faculty bargaining agent as identified in that agreement.

The board of trustees delegates to the president the appointing authority to hire probationary faculty, to renew their probationary appointments, and, after consultation with the board, not to renew any probationary appointment. The board further delegates to the president full authority to execute or not execute contracts and to give notices for these purposes.

The president shall establish, implement, and ensure adherence to administrative procedures designed to provide clear, timely, and appropriate processing of tenure track candidates in preparation for presentation of tenure candidates to the board of trustees.

Adopted September 13, 1995
Revised December 10, 1997

Procedures, Forms, and Documents

3.A.02 Hiring and Tenure Procedures

  1. Hiring Procedures.
    Recognizing the importance of the services provided by Lake Washington Institute of Technology, the hiring of competent, highly qualified and effective faculty is a primary goal. In accordance with professional hiring practices, recruitment of qualified candidates should include:
    1. The available position will be advertised regionally as well as in appropriate agencies and organizations.
    2. A screening committee comprised of the immediate supervisor of the faculty position, the director of personnel services, one faculty member from the same or a related instructional area, and one other person as appropriate, will review the applications of all candidates and select a pool of candidates for interview.
    3. A selection committee comprised of individuals representing the diversity and various segments of the college community will interview the candidates selected from the pool.
    4. At least two candidates interviewed by the selection committee will be recommended as finalists to the executive vice president for instructional services and the president for interview.
    5. The finalists recommended to the executive vice president for instructional services and the president may be accepted for interview or rejected. The president’s decision shall be final.
  2. Tenure Procedures.
    1. Refer to article 14 (pp. 11 - 15) of the collective bargaining agreement for tenure procedures for probationary, tenure track faculty.

December 3, 1997

3.A.59 Faculty Position Descriptions

The chart of the college’s organization structure may be found in the Staff Handbook. Faculty member positions are listed below, and position descriptions follow.

Technical Faculty
Academic Faculty
Community Service Instructor

December 3, 1997

Lake Washington Institute of Technology
Position Description
Technical Faculty

Summary of Responsibilities/General Duties

The technical instructor is responsible to the division dean for the training of students in the skills required for entry into, upgrading or retraining in recognized occupations including homemaking which may or may not require a baccalaureate degree. The technical instructor works with other faculty and administrators in the planning, implementing, and updating of the program and program materials.

Typical Responsibilities and Authority

Under the direction of the division dean, the technical instructor has the responsibility and authority to:

  1. Plan and develop a variety of instructional objectives and experiences appropriate to the technical education program goals including appropriate general education requirements for degrees and certificates.
  2. Identify individual learning needs of students and make appropriate adjustments.
  3. Develop and teach productive and constructive work habits, study skills, and core skills as identified by the college; and recognize the communications, computation, and human relations skills required for employment in the technology.
  4. Develop and teach lessons which foster and support cultural diversity and non-discrimination.
  5. Develop classroom and laboratory procedures, including safety, in accordance with identified local, state and federal policies and procedures.
  6. Maintain appropriate records which indicate student progress and meet college grading requirements.
  7. Follow disciplinary procedures, as prescribed in college policy, and deal consistently and fairly with all students.
  8. Design learning experiences for the unique characteristics of individual students.
  9. Participate in self-improvement activities and staff development in the assigned instructional area and technical field.
  10. Maintain a comprehensive knowledge of their technical area and relate specific applications to industry.
  11. Develop and maintain industry and/or community support for technical programs by attending craft and advisory committee meetings and maintaining contact with industry for co-op job placement and follow-up activities.
  12. Work with college counselors, special needs faculty, and academic faculty to identify general education learning needs for technical students to meet those needs.

Lake Washington Institute of Technology
Position Description
Academic Faculty

Summary of Responsibilities/General Duties

The academic education instructor is responsible to the division dean for the raising of the educational level of adults who have not obtained an education consistent with their ability to learn and to provide adults disadvantaged through lack of a high school diploma with the opportunity to complete their high school education. The academic education instructor works with other instructors and administrators in the planning, implementing, and updating of the program and program materials as related to general education, adult education, GED test preparation, citizenship preparation, and high school completion.

Typical Responsibilities and Authority

Under the direction of the division dean, the academic education instructor has the responsibility and authority to:

  1. Plan and develop a variety of instruction objectives and experiences appropriate to academic education program goals.
  2. Identify individual learning needs of students and make appropriate adjustments.
  3. Develop and teach to the objectives of the approved curriculum.
  4. Teach productive and constructive study skills to students.
  5. Develop classroom and laboratory procedures in conformance with identified policies and procedures.
  6. Maintain appropriate records which indicate student progress and meet college requirements.
  7. Follow disciplinary procedures as prescribed and deal consistently and fairly with all students.
  8. Design learning experiences for the unique characteristics of individual adult students through classes, individual instruction and self-directed learning.
  9. Participate in self-improvement activities in their instruction area and field of academic education expertise.
  10. Maintain a comprehensive knowledge of their academic education area and relate specific developmental skills to their application in the academic education program.
  11. Develop and maintain community support for the academic education program.
  12. Develop classroom and laboratory safety procedures and practices consistent with local, state, and federal regulations.

Lake Washington Institute of Technology
Position Description
Community Service Instructor

Summary of Responsibilities/General Duties

The Community Service Instructor is responsible to the division dean for the teaching of students in recreational, hobby, artistic, academic or other special interest topics of the student’s choice. The Community Service Instructor works with other instructors and administrative staff in planning, implementing, and updating the course and course materials.

Typical Responsibilities and Authority

Under the direction of the division dean, the Community Service Instructor has the responsibility and authority to:

    1. Plan and develop a variety of instructional objectives and experiences appropriate to the course goals.
    2. Identify individual learning needs of students and make appropriate adjustments.
    3. Develop and teach to the objectives of the approved curriculum.
    4. Develop productive and constructive study skills in students.
    5. Develop classroom and laboratory procedures in accordance with identified policies and procedures.
    6. Maintain appropriate records to indicate student progress and to meet college requirements and submit required records and reports on time.
    7. Follow procedures as prescribed by state law and college policies and regulations.
    8. Deal consistently and fairly with students.
    9. Design learning experiences for the unique characteristics of individual students, and for the unique characteristics of adult learners.
    10. Participate in self-improvement activities in instructional area.
    11. Relate the subject matter to student interest and needs.
    12. Develop a general knowledge of teaching strategies, methods and theory.
    13. Develop and maintain community support in college programs, and demonstrate understanding and supportive attitude of the college philosophy.
    14. Develop classroom safety procedures and practices consistent with local, state, and federal regulations.

3.P.03 Vocational Education Certification

Policy

In issuing certificates for faculty who are to be vocationally certified, the college shall utilize the following nomenclature and adhere to the standards provided in state administrative rules.

  1. State Requirement: All Lake Washington Institute of Technology professional personnel shall meet the general standards in WAC 131-16-080, and 131-16-091 - 095.
  2. Full-time Instructors: Current technical program college instructors must possess a Lake Washington Institute of Technology vocational certificate and an updated professional improvement plan to maintain certification until standards are implemented. Each instructor is responsible for maintaining appropriate credentials for courses assigned.
  3. Part-time Instructors: Part-time technical teaching personnel must be certifiable and have on file in the individual’s personnel folder a verification of work experience related to instructional assignment record. This record must be on file for each part-time instructor during each quarter of teaching employment. Part-time instructors must have teaching credentials reviewed every five years.
  4. Reciprocity: Certification reciprocity will be recognized between state of Washington community and technical colleges, and the Office of the Superintendent of Public Instruction. All instructors will maintain appropriate credentials for courses assigned.
  5. Responsibility: The personnel services office is responsible for ensuring college employment requirements are followed, and the instructional services office is responsible to maintain professional improvement records and certification maintenance information.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.P.04 Academic Faculty Standards

Policy

The selection, development and retention of competent faculty is of paramount importance to the education of students and the success of the College.

  1. Full-time tenured, tenure track, and non-tenure track faculty are valuable members of the Lake Washington Institute of Technology community. In accordance with the College’s mission and goals, a core of full-time faculty are the primary instructors in full-time instructional programs. The College periodically assesses policies concerning the use of full-time faculty consistent with the mission and goals of the College.
  2. Part-time faculty are valuable members of the Lake Washington Institute of Technology community. Part-time faculty are supplemental instructors who support the delivery of the institution’s instructional programs. The College periodically assesses policies concerning the use of part-time faculty consistent with the mission and goals of the college.
  3. Data on the full-time/part-time faculty mix is included in information provided annually to the Executive Vice President of Instruction and the Executive Cabinet as part of the process for setting program staffing levels. Instructional programs are staffed so as to best meet the mission and goals of the College.
  4. Additional details concerning the employment of full-time and part-time faculty are contained in bargained agreements between Lake Washington Institute of Technology and the Lake Washington Institute of Technology Federation of Teachers Local 3533.

Adopted June 4, 2007

Procedures, Forms, and Documents

3.P.05 Vocational Certification Professional Improvement Units

Policy

The following standards shall be used in the determination of professional improvement unit values for vocational certification by the college:

  1. Each 40 hours of planned, pre-approved, paid work experience shall be equal to one professional improvement unit.
  2. One credit on the quarter system, or two-thirds credit on the semester system, or ten clock hours earned in accredited programs at colleges or universities shall be equal to one professional improvement unit provided it is in compliance with the professional improvement plan.
  3. Each accumulated 20 hours of pre-planned participation in activities, such as conferences, seminars, workshops, or symposiums shall be equal to 1.0 professional improvement unit.
  4. Additional professional improvement units may be granted as approved in the individual improvement plan on the basis of independent research and individual development activities of the instructor, counselor, or administrator in excess of the normal contractual obligations.
  5. The executive vice president of instructional services shall be responsible for the approval of professional improvement plans, equivalencies, and units as stated in WAC 131-16-092, 131-16-093, and 131-16-094.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.P.06 Academic Professional Improvement Units

Policy

To be proposed

Procedures, Forms, and Documents

3.P.07 Evaluation

Policy

To be proposed

Procedures, Forms, and Documents

3.A.07 Faculty Evaluation

To be proposed

3.P.09 Leave Provisions—Generally

Policy

  1. All types of leave shall be requested and documented on appropriate forms approved by the college.
  2. Records of all types of leave accumulation and usage shall be kept by the director of personnel services.
  3. Any accrual type leave shall continue to accrue during usage of any such leave.
  4. All leave policies are subject to change through the collective bargaining process.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.09 Leave Provisions—Generally

Prior to taking any leave which is subject to prior approval, the faculty member completes a personnel leave request form and submits it to his or her immediate supervisor for approval.

  1. All leaves other than occasional sick leave require the approval of the director of personnel services.
  2. At the conclusion of any leave for which prior approval is impractical, such as emergency leave, the faculty member completes a personnel leave request form and submits it to his or her immediate supervisor for approval.
  3. At the conclusion of any leave, the faculty member is required to submit to his or her supervisor a payroll exception time report documenting the actual type(s) and hours of leave(s) taken.
  4. In the event of prolonged leaves or emergency situations which make it impractical for the faculty member on leave to submit appropriate leave request or payroll exception report forms, his or her supervisor may submit the necessary leave request and payroll exception time reports in the stead of the absent faculty member, or may submit a memorandum of explanation to the payroll services office in order to ensure that accurate and correct pay is paid in a timely fashion.

December 3, 1997

3.P.13 Sick Leave (Illness and Injury)

Policy

  1. Accrual
    1. Full-time faculty shall accrue sick leave at the rate of one (l) day for each calendar month they are employed or on approved, paid leave.
    2. Part-time faculty assigned 50% or more of a full-time faculty load, and who are eligible for state health and retirement benefits solely by virtue of their appointment at the College, are eligible for pro rate sick leave accrual based upon the part-time faculty member’s percent of full-time.
  2. Accumulation
    Each faculty member’s unused leave shall accumulate from year to year without limit so long as they are employed by the college.
  3. Usage
    1. The employer reserves the right to request reasonable proof in the event of leaves for illness or injury.
    2. Sick leave is allowed a faculty member up to the amount of the employee’s leave balance for periods of bona fide absences caused by the personal illness, injury, medical, dental, or optical appointments for the faculty member or the faculty member’s dependent child under the age of eighteen (18).
  4. Reporting
    The faculty member shall notify his or her immediate supervisor at the earliest appropriate time after determining the necessity of sick leave usage. If unable to contact the immediate supervisor at that time, arrangements shall be made for the next best appropriate means of communicating to the supervisor the reason sick leave is necessary and any information relating to coverage of assigned duties, the estimated leave time, where and when contact may be made during such leave, and any other information necessary. In formulating and handling such communications, care will be taken to maintain confidentiality with respect to matters regarding the faculty member’s need for and use of sick leave. Attempts shall be made to minimize the disruption or inconvenience to the college that might result from the faculty member’s leave.
  5. Attendance Incentive Program
    Pursuant to applicable statute, faculty may cash in unused sick leave days in excess of an accumulation of sixty (60) days at a ratio of one (1) full day’s pay for each four (4) full accumulated compensable sick leave days consistent with the following provisions:
    1. Days cashed in during January of each year shall be limited to any compensable days earned the previous calendar year less sick leave days actually utilized during such period.
    2. Days cashed in upon death or retirement shall include all compensable days as herein defined which have not previously been cashed in. Retirement shall be determined pursuant to the applicable retirement system. For the purposes of TIAA/CREF, retirement due to age shall not be considered to have occurred prior to attainment of age fifty-five.

      The provisions of this policy shall be administered in accordance with state law and applicable state rules and regulations and the applicable portions of the faculty bargained agreement.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.13 Sick Leave (Illness and Injury)

  1. Sick Leave Usage
    1. When the need for sick leave arises, the faculty member should immediately contact the office of his or her immediate supervisor to explain the circumstances. It is not necessary to submit a personnel leave request form for occasional illnesses (sections 26.1.2, p. 25).
    2. Upon return to work, and no later than the next payroll date, the faculty member must complete a payroll exception time report form and submit it to his or her immediate supervisor for approval. It is then submitted to the payroll services office.
    3. For extended illnesses in excess of five days, the faculty member should submit a request for disability leave with the appropriate accompanying information.
  2. Attendance Incentive Program
    Academic employees may be eligible to cash out portions of their accrued sick leave. Part-time hourly or part-time annually contracted faculty members are eligible for participation in the sick leave compensation incentive program where provided by statute and the provisions of the bargained agreement (sections 26.1.1 and 26.1.3, p. 25).
    1. Definitions
      For the purposes of administering these rules, the following definitions will apply:
      1. “Eligible employee” means academic employees entitled to earn, accumulate, and use sick leave granted by policies of the college as now or hereafter adopted and the faculty bargained agreement.
      2. “Sick leave” means a leave of absence with pay granted pursuant to RCW 28B.50.551 for illness, injury, bereavement, or emergencies.
      3. “One day’s monetary compensation” means the salary of an employee received for each full day of service, exclusive of supplemental pay for additional duties, extracurricular service, moonlight teaching, stipends, retirement incentives, grants, or fringe benefits such as premiums for health or other forms of insurance.
      4. “Previous year” means the period commencing January 1 and ending December 31 of any year preceding an eligible employee’s request to be remunerated for unused sick leave.
      5. “Retirement” means the termination of employment by an eligible employee due to age or physical disability and the eligibility to claim funds on deposit with the retirement system.
      6. “Account” means the account to which all compensable sick leave days are credited.
    2. Transferred-In Leave
      The college accepts transferred leave in the compensable sick leave account as determined by the community or technical college, state agency, common school district, or other agency from which such leave is transferred in accordance with applicable statute.
    3. Sick Leave Use
      1. No deduction in pay will be made, up to the total number of days of accrued sick leave.
        1. In the case of newly hired full-time faculty where sick leave is credited effective upon their date of employment through the end of the first three quarters of employment, and then accrued thereafter, the account balance will be used rather than the actual amount of sick leave accrual to which they are entitled. Where the term “accrued sick leave” is used in this section, the term “account balance” balance is meant for these new faculty members.
        2. Item (a) above does not apply to annual sick leave conversion, in which case only the amount of sick leave the faculty member was eligible to accrue and did accrue during the year is used.
      2. For emergency leave use deductions from accrued sick leave will be charged to compensable days.
      3. For all other sick leave, deductions from accrued leave will be charged against compensable days until such account is exhausted.
      4. Persons absent beyond the total number of days of accrued sick leave will have their pay deducted at the per diem of their annual contract for each day of absence. For part-time faculty, the pay deduction shall be at the hourly rate then in effect.
    4. Maximum Accrual
      Pursuant to applicable statute, each academic employee’s sick leave allowance will accumulate from year to year without limit.
    5. Annual Compensation for Unused Sick Leave
      1. In January of each year, and at no other time, an academic employee whose year-end sick leave balance in the account exceeds sixty (60) days may choose to convert sick leave days accrued in the previous calendar year which have not been used during the year to monetary compensation.
        1. The number of days converted may not exceed one day per month worked.
        2. Any employee who chooses to convert sick leave days must submit a written request to the personnel services office by January 31. (Forms are available in the personnel services office.)
      2. No sick leave days may be converted for compensation which would reduce the calendar year-end balance in the account below sixty days, except by reason of separation due to retirement or death.
      3. Monetary compensation for converted compensable days will be at the rate of one full day’s pay for every four days converted. Partial days of eligible sick leave will be converted on a pro-rata basis. The amount of the employee’s full day’s pay will be based on the employee’s salary at the time of conversion and in accordance with applicable OFM rules.
      4. Days cashed in on January 1 of each year will be limited to any compensable days earned the previous calendar year less sick leave days actually utilized and deducted from the employee’s account during such period. “Front-loaded” sick leave credited to new, full-time faculty, and which has not been earned by virtue of the number of months worked at the time of the conversion, shall be subtracted from the account balance prior to calculation of the days available for conversion.
      5. All converted days will be deducted from the employee’s sick leave account balance.
    6. Remunerable Unused Sick Leave Upon Retirement or Death
      1. Eligible employees, at the time of separation from state service due to retirement because of age or physical disability, or the estate of a deceased eligible employee, may elect to convert all eligible, accumulated, unused compensable sick leave to monetary compensation.
      2. Days cashed in upon death or retirement will include all compensable sick leave days as herein defined which have not previously been cashed in.
    7. Re-granting of Leave
      Sick leave accumulated at Lake Washington Institute of Technology prior to leaving the employment of the college will be re-granted to an employee if the employee is re-employed by College District 26 within five years.
    8. Limitations on Payments
      1. No combination of circumstances may result in more than one compensable day being earned per month.
      2. An employee who separates from the district for any reason other than retirement or death will not be paid for accrued sick leave.
      3. Compensation for unused sick leave will be excluded from computations of retirement allowance; therefore, no contributions are to be made to the retirement system for such payments, nor will such payments be reported as compensation for retirement purposes.

December 3, 1997

3.P.15 Emergency Leave

Policy

  1. Faculty may use up to three (3) prorated contracted days per year for emergencies.
  2. Use of emergency leave shall result in a deduction from accrued sick leave.
  3. Emergency leave shall not accrue from year to year.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.15 Emergency Leave

  1. In order to use emergency leave, the situation confronting the faculty member shall be of such a nature that generally pre-planning is not possible, and it is one which is serious, essentially unavoidable and of importance, and not one of mere convenience.
  2. The faculty member must inform his or her supervisor and shall at that time identify the situation and request emergency leave. Refer to the faculty agreement for examples of situations that qualify for emergency leave (section 26.2, p. 26).
  3. Emergency leave, without any deduction from salary, may be determined and granted by the president for days in excess of three days in extreme and unusual circumstances unless prohibited by law, and where adequate sick leave accrual exists to permit uninterrupted salary payments. All emergency leave is deducted from accumulated sick leave.
  4. Upon return to work, and no later than the next payroll date, the faculty member must complete personnel leave request and payroll exception time report forms and submit them to his or her immediate supervisor for approval. Both are submitted to the personnel services office for final approval.

December 3, 1997

3.P.17 Bereavement Leave

Policy

  1. Leave up to a maximum of five (5) days per bereavement shall be granted in the event of a death in the immediate family. The immediate family of the faculty member shall be considered a spouse, parent, brother, sister, child, grandparent, grandchild by blood, marriage, or legal adoption.
  2. Bereavement leave is a paid leave which shall not accrue from year to year.
  3. Bereavement leave is not deducted from accrued sick leave.
  4. Subject to the approval of the president or designee the faculty member may make up the class at a later date, in which case bereavement leave shall be without pay.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.17 Bereavement Leave

  1. Bereavement leave is intended for bereavement in an faculty member’s immediate family, which is defined as a spouse, parent, brother, sister, child, grandparent, grandchild by blood, marriage, or legal adoption (section 26.6, p 28).
  2. When the need for bereavement leave arises, the faculty member should immediately make contact with his or her immediate supervisor to explain the circumstances.
  3. Immediately upon return to work, the faculty member must complete a personnel leave request form and submit it to his or her immediate supervisor for acknowledgment. It is then submitted to the personnel services office for approval.
  4. Bereavement leave shall not be deducted from the faculty member’s accumulated sick leave balance.

December 3, 1997

3.P.19 Child Care Leave

Policy

  1. Child care leave may be granted for the purpose of giving birth to a child or care for the baby. Leave for such a purpose shall be for not more than one (1) calendar year and limited to one spouse for each occasion and/or child. For coverage under the Family and Medical Leave Act, see 3.P.25.
  2. Child care leave may be used in addition to disability leave.
  3. Child care leaves for faculty members will be without compensation.
  4. Leave starting dates will be determined as necessary to protect the quality of the instructional program and the desire of the faculty member and the attending physician. The overriding concern shall be the fulfillment of the goals of the program.
  5. Child care emergency leave shall not accrue from year to year.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.19 Child Care Leave

  1. Prior to taking child care leave, the request for such leave is to be made in writing to the immediate supervisor using the personnel leave request form. Such request, when possible, will be made at least thirty (30) calendar days in advance of the proposed starting date of the leave and clearly state the intended purpose and duration of the leave (section 26.5, p. 28).
  2. If the child care leave granted is less than ninety (90) calendar days, the faculty member will be assigned to the same position occupied before the leave.
  3. If the child care leave granted is for more than ninety(90) calendar days, the faculty member will be returned to the same or equivalent position when one becomes available, in accordance with family leave rules. The personnel services director shall determine the equivalent position and availability.
  4. If the faculty member fails to return at the expiration of the leave without a written medical reason, then he or she shall lose all rights to reinstatement.

December 3, 1997

3.P.23 Temporary Disability Leave

Policy

  1. Faculty who are physically unable to perform the functions of their position for medical reasons, may request a temporary disability leave. Temporary disability leave may be granted for illness, injury, surgery, or because of pregnancy or childbirth and may only be granted for the period of actual disability and shall not exceed one (1) year.
  2. Leave starting and ending dates will be determined as necessary to protect the quality of the instructional programs, the desire of the faculty member, and the faculty member’s attending physician.
  3. Sick leave and other benefits shall not accrue while the faculty member is on temporary disability leave.
  4. Temporary disability leave shall not accrue from year to year.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.23 Temporary Disability Leave

  1. Temporary disability leave shall be granted for a reasonable period not to exceed one (1) year to a faculty member who is precluded from performing his or her job duties because of a disability (including those related to pregnancy or childbirth). The disability and recovery period shall be as defined and certified by a qualified physician (section 26.4, p. 27).
  2. The faculty member will notify his or her immediate supervisor in writing as to the nature of the expected disability, the beginning date, and the expected duration, as verified by a qualified physician, using the personnel leave request form. If possible, such notification will be made at least sixty (60) calendar days prior to the starting date of the leave. The actual starting date of the leave will be determined through cooperation of the supervisor, faculty member, and the faculty member’s physician. The college may require a doctor’s written certification that the staff member is able to continue to work during that period between the request for the leave and its commencement without jeopardizing the faculty member’s health or the safety of others.
  3. Expiration of the temporary disability leave will be when the faculty member’s attending physician confirms the ability of the staff member to resume the duties of the assigned position and upon having given ten (10) days written notice to the faculty member’s supervisor and the director of personnel services.
  4. Upon expiration of temporary disability leave, the faculty member shall be assigned to the same position occupied before the leave if the leave does not go beyond ninety (90) calendar days. Any faculty member who returns from a temporary disability leave which exceeds ninety (90) calendar days will be assigned to the same or equivalent position, when one becomes available.
  5. Disability leave may be a combination of sick leave, leave without pay, and leave of absence without pay. Except as described in item 5, the combination and use of paid and unpaid leave during a disability leave shall be per the choice of the faculty member.
  6. Where a faculty member chooses not to use family leave provisions, he or she shall be allowed to use eight hours of accrued paid leave per month for up to four months during a disability leave without pay to provide for continuation of state employees insurance board benefits. The college shall designate on which day of each month the eight hours paid leave will be used.
  7. If the faculty member fails to return at the expiration of the leave without a written medical reason, this action will be deemed a resignation and terminate his or her right to return to employment with the college.

December 3, 1997

3.P.25 Family and Medical Leave

Policy

In accordance with the Family and Medical Leave Act (P.L. 103-3), and in addition to any other leave provisions applicable in this contract, every regular faculty member shall have the right to take up to a combined total of twelve (12) weeks of leave without pay per fiscal year in connection with (1) the birth and first year of care of a child; (2) the adoption or foster parent placement of a child; (3) the serious health condition of an employee’s spouse, child, or parent; and (4) the employee’s own serious health condition. When medically necessary, leave may be taken intermittently or on a reduced leave schedule (a leave schedule which reduces the number of hours per workday). The taking of leave intermittently or on a reduced leave schedule shall not reduce the total amount of leave to which the employee is entitled. The following provisions apply to this leave policy:

  1. Faculty shall be eligible if they have worked a total of at least twelve (12) months in state service and at least twelve hundred and fifty (1250) hours during the twelve (12) months prior to the start of the leave.
  2. A serious health condition means an illness, injury, impairment, or physical or mental condition that involves continuing treatment by a health care provider or inpatient care in a hospital, hospice, or residential medical care facility.
  3. A “parent” means a biological parent or de facto parent. A “child” means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is (1) under eighteen (18) years of age; or (2) eighteen (18) years of age or older and incapable of self-care because of a mental or physical disability.
  4. While a faculty member is on family and medical leave, the college shall continue health benefits (medical and dental, basic life insurance, and basic long-term disability coverage). All optional benefits may continue on a self-pay basis. It is the employee’s responsibility to make arrangements in advance with the personnel services office.
  5. When foreseeable, the faculty member must provide thirty (30) days notice of the date when the leave is to begin, unless circumstances dictate otherwise, in which case the employee shall provide such notice as is practical. An individual undergoing planned medical treatment is required to make a reasonable effort to schedule the treatment to minimize disruption in the college’s operations.
  6. The college may require the faculty member to provide certification from his or her health care provider, or a family member’s health care provider as to (1) the date that the condition commenced, (2) the duration, (3) the necessity for the employee’s leave, and (4) the employee’s inability to perform his or her job functions. Upon return to work, the college may require the faculty member to provide certification from his or her health care provider that he or she is able to resume work.
  7. The faculty member shall return to the position held when the leave commenced, or to an equivalent position if the previous position no longer exists.
  8. If the faculty member chooses not to return to work for reasons other than a continued serious health condition, the college may recover from him or her the premium that the college paid for his or her health coverage.
  9. Family and medical leave shall not accrue from year to year.

Adopted February 14, 1996

Procedures, Forms, and Documents

3.A.25 Family and Medical Leave

  1. When the need for family and medical leave arises, the faculty member should immediately contact his or her immediate supervisor to explain the circumstances (section 26.8, pp. 28 - 29).
  2. The faculty member must complete a personnel leave request form prior to taking the leave and submit it to the immediate supervisor for approval. It is then submitted to the personnel services office for approval.
  3. In cases where family and medical leave is used, the faculty member will return to the position from which the leave was taken. In cases where the faculty member’s position no longer exists, he or she will return to a similar position for which he or she is qualified. The director of personnel services shall determine whether the position no longer exists, and the availability of similar positions for which the faculty member is qualified.

December 3, 1997

3.P.27 Civil Leave

Policy

  1. Civil duty leave with pay shall be granted faculty to serve jury duty, as trial witnesses, or to exercise other subpoenaed civil duties, except for absences due to the employee’s status as a party to personal litigation (unless such personal litigation is against the college).
  2. Faculty shall have deducted from their pay all compensation earned for such civil duty.
  3. Subject to approval of the president or designee the faculty member may make up the time, in which case civil leave will be without pay from the college.
  4. Civil duty leave shall not accrue from year to year.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.27 Civil Leave

  1. A faculty member called to serve on jury duty, as a trial witness, or exercising other subpoenaed civil duties, except for absences due to the faculty member’s status as a party in personal litigation (unless with the college), must complete the personnel leave request form requesting civil leave in advance of the leave. The leave request is submitted to his or her immediate supervisor for acknowledgment, and then forwarded to the director of personnel services for approval (section 26.7, p. 28).
  2. The faculty member must inform the college of all compensation received for such duty, exclusive of actual expenses incurred. Such information should accompany the submission of the payroll exception time report(s) submitted at the conclusion of the leave. A deduction from the faculty member’s next payroll payment will be made to offset such compensation.

December 3, 1997

3.P.29 Military Leave

Policy

  1. Faculty who are members of the Washington National Guard or of the Army, Navy, Air Force, Coast Guard, or Marine Corps Reserve of the United States are entitled to military leave not to exceed fifteen (15) days each calendar year when ordered to active duty for training. Such leave is in addition to other leaves listed above and shall be with pay. (RCW 38.40.060)
  2. Faculty are eligible for leaves greater than the fifteen (15) days per year of military leave provided with pay and such leave shall be without pay. (RCW 73.16.010 - .035)
  3. Military leave shall not accrue from year to year.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.29 Military Leave

  1. In the event a faculty member is notified of his or her requirement for military service, then he or she must contact his or her immediate supervisor to make arrangements for the leave. Such leave requests must be approved by the supervisor, and approved by personnel services (section 26.9, p. 29).
  2. Faculty members shall be entitled to leave with pay not to exceed fifteen working days in any one calendar year for active duty in the National Guard, Army, Air, Marine, or Naval Reserve forces of the United States for annual field training or otherwise discharging reserve obligations.
    1. Military leave shall be in addition to any vacation leave to which the faculty member is entitled and shall not result in loss of benefits, privileges, or pay.
    2. During military training leave, the faculty member may receive normal base pay.
    3. Faculty members required to appear during working hours for a physical examination to determine physical fitness for military service shall receive full pay for the time required to complete the examination.
  3. Faculty shall be entitled to military leave of absence without pay for service in the armed forces of the United States or the state, and to reinstatement to their former positions or to positions in the same class, upon application to the director of personnel services within ninety calendar days after the expiration of military service in accordance with applicable statute.
  4. Upon return from approved military leave with pay, the faculty member must submit payroll exception time reports for the leave period.

December 3, 1997

3.P.31 Professional Meeting and Conference Leave

Policy

  1. Faculty may be granted leave for attendance at workshops, conferences, and/or professional meetings. Such leave approval shall be determined by the employee’s supervisor.
  2. The purpose of such leave must be to add to the professional capabilities in the faculty member’s field.
  3. If the request is approved, the faculty member will share what he or she gained from the meeting/workshop and how he or she plans on using the experience gained to improve the instruction of students.
  4. The faculty member’s regular duties shall not suffer unduly or disproportionately to the benefits anticipated from the leave activity.
  5. Leave for professional meetings and conferences shall not accrue from year to year.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.31 Professional Meeting and Conferences Leave

  1. In the event a faculty member wishes leave for a professional meeting or conference, he or she must contact his or her immediate supervisor to make arrangements for the leave. Such leave requests must be acknowledged by the supervisor on a travel authorization form (section 26.10, p. 30).
  2. Faculty members shall be responsible upon return from the professional meeting or conference to file a report with their immediate supervisor appropriately informing him or her of the benefits of the activity. The report will be forwarded to the executive vice president for instructional services for review.

December 3, 1997

3.P.33 Leave Without Pay

Policy

Uncompensated leave may be granted up to ten (10) work days per fiscal year at the discretion of the president.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.33 Leave Without Pay (Short Term)

  1. At least twenty-four (24) hours prior to taking leave without pay, the faculty member completes a personnel leave request form and submits it to his or her immediate supervisor for approval (section 26.11, p.30).
  2. Leave without pay may be used to extend other forms of leave, and shall normally be granted so as to immediately follow the leave which it acts to extend. Leave without pay shall not be used for recreation or any other activities that could otherwise be accomplished outside of school hours or on weekends.
  3. The general nature of the leave shall be provided by the staff member and such leave shall be subject to acknowledgment by the employee’s supervisor and approval of the director of personnel services.
  4. If the leave is approved, the personnel leave request form is signed by the immediate supervisor and submitted to the personnel services office. If the request is denied, the personnel leave request form is signed by the immediate supervisor and returned to the employee with reasons for denial noted in writing.
  5. Upon return to work, and no later than the next payroll date, the employee must complete a payroll exception time report form and submit it to his or her immediate supervisor for approval. It is then submitted to the payroll services office.

December 3, 1997

3.P.35 Leave of Absence

Policy

Leave of absence, without pay and benefits, and not to exceed one calendar year, may be granted a faculty member.

  1. Application for leave of absence must be made in writing at least 60 days before the scheduled date of the start of the leave. The president or designee may grant and exception to the 60-day deadline.
  2. Where the leave is for six (6) months or more, the faculty member will notify the college personally in writing or through certified mail thirty (30) days prior to the end of the leave of his or her intent to return to the college. Failure to provide such notice shall deny the faculty member all rights to reinstatement.
  3. Upon fulfilling the conditions of the leave, the faculty member will be assigned to the position held before the leave, or to an equivalent position with equivalent compensation.
  4. Within thirty (30) calendar days of the faculty member ‘s return to the college, the faculty member shall make a written report to the president or designee of what he or she gained from the leave and how he or she plans to use the experience to improve the instruction of students. This provision shall not apply to child care leave.
  5. Leave of absence shall not accrue from year to year

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.35 Leave of Absence (Long Term)

  1. Application for a leave of absence must be made sixty (60) days prior to the commencement of the leave, using a personnel leave request form. Exceptions may be requested. A written definite plan for the use of such leave must be presented at the time leave is requested except in cases of an emergency nature. The plan must detail the expected value of the leave (section 26.3, pp. 26 - 27).
  2. The written leave request shall be subject to acknowledgment by the employee’s supervisor and approval of the director of personnel services.
  3. A faculty member returning from a leave of absence will be reinstated to the position held before the leave, if it exists, or to a position equivalent in duties and salary to that held at the time the request for leave of absence was approved. The director of personnel services shall determine whether the position no longer exists, and the availability of similar positions for which the faculty member is qualified.
  4. Leaves of absence shall not exceed twelve months except for educational leave, which may be allowed for the duration of actual attendance, and leave for government service in the public interest. Leave of absence without pay may be extended for an additional twelve months upon signed request of the staff member and signed approval of the president.
  5. Sick leave credit does not accrue during a leave of absence which exceeds ten working days in any calendar month, except as provided otherwise by federal or state statute.
  6. The faculty member will notify the director of personnel services in writing thirty (30) days prior to the end of the leave regarding his or her intent to return to the college. Failure to provide such notice shall be notification that the staff member has resigned and will deny all rights to reinstatement.

December 3, 1997

3.P.39 Professional Development and Training

Policy

It shall be the policy of the board of trustees to provide a professional development and training program for faculty. The program will be supported by budget allocation on a annual basis. The program will be designed to:

  1. Enhance knowledge and skills of all faculty;
  2. Provide opportunities for faculty to gain and/or enhance skills necessary for successful performance of job descriptions;
  3. Provide training which will result in the most effective and economic assignment of faculty for accomplishing institutional goals; and
  4. Provide opportunities for faculty to gain the skills necessary for upward mobility.

The faculty development endowment fund is established by the board of trustees to support the college’s faculty professional development and training plans, which should be coordinated with the college’s comprehensive staff development plan.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.39 Professional Development and Training

This administrative procedure is under development.

To be proposed

3.P.41 Enrollment in Lake Washington Institute of Technology Classes

Policy

Faculty members may enroll in college course work during the day or evening under the college’s employee tuition and fee waiver program. Faculty enrollment in courses during contracted hours requires prior approval of the executive vice president of instructional services or designee. Application of such credit to salary advancement will be subject to the approval of the executive vice president and credit earned for salary advancement shall be subject to the provisions outlined in the negotiated agreement. Enrollment in college course work should be part of the employee’s individual improvement plan (growth plan) as required by WAC 131-16-092(2).

Adopted December 10, 1997

Procedures, Forms, and Documents

3.P.45 Professional Work Plans

Policy

A written work activity plan shall be established annually by each faculty member in conjunction with and approved by the executive vice president of instructional services or designee. The intent of such work activity plans are to utilize faculty expertise in the instructional and support operations of the college. The scheduling of professional hours for the purpose of conducting college business shall be based upon such work plans.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.45 Professional Work Plans

This administrative procedure is under development.

To be proposed

3.P.47 Committee Assignments

Policy

Each full-time faculty member will be expected to actively participate in a minimum of two (2) college committees per academic year. College committees are intended to include regular, ongoing committees of the college; excluded from credit toward the minimum requirement are tenure committees, advisory committees, hiring committees, and very temporary, ad hoc committees developed without the intent of long-term service to the college.

Adopted February 14, 1996

Procedures, Forms, and Documents

3.A.47 Committee Assignments

  1. Committee sign-up will take place during the first week of each quarter of each academic year. Exceptions to the two (2) committee minimum requirement are:
    1. Full-time probationary faculty involved in the tenure process; their involvement in college committees shall be voluntary only.
    2. Federation elected officers, up to a maximum of four; each shall be required to serve on at least one (1) college committee.
    3. Faculty involved in significant logistical support for technical programs; each shall be required to serve on at least one (1) college committee.
  2. Committees qualifying for the two (2) committee minimum requirement are listed in Schedule 3.S.47.
  3. Committees in addition to those listed in Schedule 3.S.47 may be approved by college cabinet through the briefing paper process. When additional committees are approved by the cabinet, a revision to Schedule 3.S.47 shall be published.
  4. College cabinet shall review each May, and revise as necessary, the committees listed in Schedule 3.S.47. When committees are added, renamed, or removed by the cabinet, a revision to Schedule 3.S.47 shall be published.

December 3, 1997

3.P.57 Resignations

Policy

Professional employees work under annual contracts, and resignations would normally take place at the end of the academic year. Professional ethics suggest that academic employees would notify the appointing authority as soon as possible of their intent not to continue employment past the end of the academic year.

Adopted December 10, 1997

Procedures, Forms, and Documents

3.A.57 Resignations

Letters of notification should be submitted to the president with a minimum one-month notice or at least by March 31. Copies of the letter should also be submitted to the appropriate dean, executive vice president, and the personnel services office.

December 3, 1997