APPENDIX A

CHART OF ORGANIZATION

For a copy of the organization chart,
contact the Human Resources Office at Ext. 2262

 

 

 

 

 

APPENDIX B

EDUCATIONAL ASSISTANCE/SCHOLARSHIP POLICY

This policy governs education assistance (tuition) for full-time and regular part-time employees and dependent children of full-time and regular part-time employees attending Roanoke College.

I.    EMPLOYEES

A. Regular Full-Time Faculty and Staff and Regular Part-Time Employees and their Spouse

1. May take courses for credit or audit without charge for tuition.

2. May take special examinations for credit at the prevailing cost to the College.

II.    DEPENDENT CHILDREN

A. Children of All Regular Full-Time and Regular Part-Time Employees

1. An unmarried dependent child shall be eligible for reduction of fees under the following schedule

a. Enter Roanoke College through usual channels and pay application fees

b. As a student at Roanoke College, the dependent will receive a tuition reduction in the amount of full tuition less the maximum Virginia grant in effect at that time.

c. Any eligible student may utilize this plan for a maximum of four student years at the undergraduate level. A student year is defined as full-time enrollment for one academic year. Summer school enrollment may be included in this plan.
III.    RETIREES
  1. Employees retiring with benefits (i.e., having reached age 60 and having served 15 years or its full-time equivalent) may take courses for credit or audit without charge for tuition.

IV.    GENERAL REGULATIONS

  1. These benefits shall be applicable to those employees who have served the College for a minimum of one year and who remain in the service of the College during the period of said benefits.

    Should an individual leave the employment of the College while a dependent is enrolled through this plan, tuition will be prorated and the balance for the remainder of the term will be charged to the employee.
  2. All participants in this program must apply for admission to Roanoke College through its normal channels and must meet all regular admissions criteria.
  3. Applications for these benefits should be made to the Director of Human Resources by January 1 preceding each academic year during which the benefit is requested.
  4. The term "tuition" is to mean fees for instruction and is not to include deposits, room, board, books, lab fees, special fees, etc.
  5. For this program, a dependent child shall be defined in accordance with Internal Revenue Service regulations and be unmarried.
  6. The benefits stated herein are available to those unmarried dependent children of retired-with-benefits totally disabled (per TIAA) or deceased personnel provided that such personnel were in the employ of the College at the time of their retirement, disability or death and had served the College for a minimum of one year and, further, provided that the spouse of a decedent does not remarry prior to or during the period of receipt of these benefits.
  7. If, for any reason, attendance by the dependent is interrupted, the Business Manager must be informed immediately, in writing, so that the student’s benefits may be held in abeyance for future use.
  8. All employees must take classes outside their normal work schedule. An exception may be made for degree candidates upon approval by the supervisor, Vice President, and Director of Human Resources.

 

APPENDIX C

ROANOKE COLLEGE

DRUG-FREE WORKPLACE

I. INTRODUCTION

In order to comply with the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act of 1989, this written program has been established for Roanoke College. All divisions and sections of the College are included within this program. Copies of this written program will be available in the following locations:

Financial Aid Office
Human Resources Office
Lewis-Gale Medical Center’s Advantage EAP

Roanoke College in conjunction with Lewis-Gale Medical Center’s Advantage Employee Assistance Program strives to make our employees aware of issues regarding the dangers of substance abuse and the policy of the College regarding a drug-free workplace.

II. ALCOHOL AND ILLICIT DRUG HEALTH RISKS

Substance abuse/dependence is often manifested by a loss of individual control regarding usage of drugs or alcohol. This may ultimately result in harm to the individual or others and/or potential disruption of the mission of the College.

    Alcohol and illicit drugs are toxic substances that affect the mind, body and spirit. Excessive drinking can cause health risks which include: damage to your body organs (liver, heart and digestive tracts); impaired physiological responses (decreased brain activity, digestion and blood circulation); and mental and emotional disorders (loss of memory, impaired judgment and personality changes). Alcohol-related problems include deaths from drunk driving, use of violence, and poor judgment in personal relationship situations.

    Drug abuse is dangerous and can lead to death. An overdose can cause psychosis, convulsions, coma and death. Continuous use of drugs can lead to organic damage, mental illness and malnutrition. It increases the risk of AIDS, hepatitis and other diseases related to injectable drugs. Drug abuse can cause accidents resulting from foolish risks, "panic attacks" and acting irrationally.

III. POLICY STATEMENT ON SUBSTANCE ABUSE

Roanoke College considers its employees and its students to be its most valuable assets. We realize that our employees are not immune to the problems associated with drug and alcohol abuse in our society. To help contend with such problems, and to prevent drug or alcohol use that adversely affects job performance and safety, the College has developed a substance abuse policy.

    1. Comprehensive health care benefits are available through our health insurance policy for treatment of alcohol and drug problems.
    2. The Employee Assistance Program (EAP) provided by the college offers free, confidential, short-term counseling and referrals for substance abuse problems, both for the abuser and for family members dealing with an abuse problem of a loved one. Employees are encouraged to seek help voluntarily through the EAP.
    3. When an employee’s job performance or behavior reasonably suggests a substance abuse problem, the employee may be directed to seek help either through EAP or through a personal physician.
    4. Any employee who seeks rehabilitation through an inpatient program will receive the support of the College, including an unpaid leave of absence in accordance with the Family and Medical Leave Act of 1993. Although an employee’s rehabilitation efforts will be supported, participation in any program will not serve as protection against the normal disciplinary process associated with job performance and behavior.
    5. Employees under the influence of alcohol or illegal drugs while on the job may be subject to disciplinary action, up to and including dismissal.
    6. Employees using prescription medication capable of impairing job performance must advise their supervisor immediately of such use. The substance involved and the duties of the employee will be reviewed. The College reserves the right to impose sick leave (or leave without pay if the employee has no sick leave accrued) in the event it determines the medication and the job responsibilities to be incompatible.
    7. The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance while on College premises or during the conduct of College business is prohibited and may result in immediate dismissal. Law enforcement authorities will be notified of the facts and circumstances concerning any illegal activity.
    8. It is the policy of the College to maintain a drug-free workplace. As a condition of employment, employees must abide by the College policy on substance abuse and must report any conviction under a criminal drug statute for conduct in the workplace within five days after conviction.

IV AWARENESS ASSISTANCE

Roanoke College maintains a contractual relationship with Lewis-Gale Medical Center’s Advantage Employee Assistance Program (EAP). Therefore, regular employees have access to a free and confidential professional service to assist them with problems of drug and alcohol abuse. Information is available to all employees in the Human Resources Office or by calling Lewis-Gale Medical Center’s  Advantage Employee Assistance Program at (540) 989-6605 (2107 Electric Road, SW, Roanoke, VA 24018) (Oak Grove Office Park).

Employees are advised of the college’s policy on substance abuse and the availability of Lewis-Gale Medical Center’s Employee Assistance Program at new employee orientation and in writing in faculty and staff handbooks.

IV. PENALTIES

Employees under the influence of alcohol or illegal drugs while on the job may be subject to disciplinary action, up to and including dismissal.

The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance while on College premises or during the conduct of College business is prohibited and will result in immediate dismissal. Law enforcement authorities will be notified of the facts and circumstances concerning any illegal activity.

Roanoke College will take appropriate personnel action within thirty days of notification of any criminal drug statute conviction occurring in the workplace.

Local and National trends in Drug Enforcement have resulted in an increased enforcement effort at the user level. It is important that the Roanoke College community be aware of the legal implications and penalties associated with substance abuse.

In addition to action(s) taken by Roanoke College, members of the College community are subject to state and local alcohol and drug related penalties that include:

Alcohol – Drinking in Public A fine not to exceed $250.00, court costs and attorney’s fees.
Alcohol – Purchasing for Minors  Confinement in jail for up to 12 months, a fine not to exceed $2,500.00, court costs and attorney’s fees; and loss of driver's permit for up to one year.
Alcohol – Underage Possession  A fine not to exceed $2,500.00.
Confinement in jail for up to 12 months;
loss of driver’s permit for up to one year; court costs and attorney’s fees.
Alcohol – Driving While Intoxicated

A fine not to exceed $2,500.00. A Mandatory minimum fine of $250.00 for a first offense. Mandatory jail time for a first offense based on the level of blood alcohol content. A Mandatory minimum fine of $500.00 for a second or subsequent offense. Confinement for up to 12 months in jail for first and second offenses with a mandatory sentence for up to 20 days for a second and subsequent offense. Confinement in prison for up to 5 years for subsequent offenses. Loss of driver’s permit up to 12 months (for the first offense), Court costs and attorney’s fees.

In addition to the fines above, Virginia residents can be assessed civil remedial fees of $750.00 upon conviction, with two additional payments of $750.00 each due to the Division of Motor Vehicles, one within fourteen (14) months of conviction, and the other within twenty-six (26) months of conviction.
Drugs – Marijuana – Possession

Possession of one-half ounce or less of marijuana may result in confinement up to 12 months, a fine of $2,500.00, court costs and attorney’s fees.

Possession of more than one-half ounce may result in confinement up to 1-10 years, a fine not to exceed $2,500.00, court costs and attorney’s fees.
Drugs – Schedule I and II – Possession (Cocaine, LSD, Hallucinogenic Mushrooms, etc.) Imprisonment not less than one year or more than ten years, fine not to exceed $2,500.00, court costs and attorney’s fees.
Drugs – Distribution  within1,000 yards of school property (includes college campus) Imprisonment not less than one year or more than five years, up to $100,000.00 fine, court costs and attorney’s fees.
Drugs – Possession of Paraphernalia Confinement up to 12 months, up to $2,500.00 fine, plus court costs and attorney’s fees.
Drugs – Transporting into Virginia
Transporting of Schedule I & II Drugs (Cocaine, LSD, Hallucinogenic Mushrooms, five or more pounds of Marijuana, etc.) into Virginia with intent to distribute		 Imprisonment not less than 5 years, but not more than 40 years, and a fine of not more than $500,000.00 

Conviction of any Drug Offense could, in addition to above penalties, include a six-month driver’s license suspension.

VI. OTHER ACTION

The Drug-Free Workplace Act of 1988 (Title V of the Anti-Drug Abuse Act of 1988) requires Roanoke College to provide notice of any federal agency granting funds to the College of an employee’s criminal drug statute conviction for conduct in the workplace. The College must fulfill this requirement within ten days after receiving notice from an employee or otherwise of such conviction.

The Director of Human Resources will be responsible for processing all required certifications, notices, etc. on behalf of Roanoke College

Roanoke College will conduct a biennial review of this program to determine its effectiveness, implement changes as needed and insure that its policies are consistently enforced.

Revised July 2005
 

 

APPENDIX D

POLICY REGARDING POST RETIREMENT BENEFIT

  1. Employees hired after December 31, 1999 will not be eligible for Post Retirement Health Benefits.


  2. Employees employed prior to January 1, 2000 and who were under the age of 60 on January 1, 2000 – Medical benefits will be provided at the prevailing cost-sharing arrangement between the employee and Roanoke College to the following employees retiring from the college:

    3. Such retirees will be provided medical coverage and will pay a portion of the premium for their coverage equal to the existing cost-sharing percentage for active employees.  The cost to the retiree will reflect any premium rate change from the insurance carrier or any change to the cost-sharing arrangement between the employee and college. This cost-sharing arrangement will apply to retirees leaving the college prior to age 65 as well as Medicare-eligible retirees enrolling in a Medicare supplement policy provided by Roanoke College

    .
  3. Employees employed prior to January 1, 2000 and who were age 60 or above on January 1, 2000 – Medical benefits will be provided to the following employees retiring from the college:

    4. Such medical benefits are provided by enrolling in a Medicare supplement policy billed to the College.

  4. Post Retirement Health Benefits are not provided to dependents.

 

December 8, 2006