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EMPLOYEE HANDBOOK 2011-2012

TRIDENT TECHNICAL COLLEGE EMPLOYEE HANDBOOK AND POLICIES AND PROCEDURES MANUAL DISCLAIMER AND ACKNOWLEDGMENT 2011-2012 THE LANGUAGE USED IN THIS EMPLOYEE HANDBOOK AND/OR THE POLICIES AND PROCEDURES MANUAL DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND TRIDENT TECHNICAL COLLEGE (TTC). THE EMPLOYEE HANDBOOK AND/OR THE POLICIES AND PROCEDURES MANUAL DOES NOT CREATE ANY CONTRACTUAL RIGHTS OR ENTITLEMENTS. TTC RESERVES THE RIGHT TO REVISE THE CONTENT OF THE EMPLOYEE HANDBOOK AND/OR THE POLICIES AND PROCEDURES MANUAL, IN WHOLE OR IN PART. NO PROMISES OR ASSURANCES, WHETHER WRITTEN OR ORAL, WHICH ARE CONTRARY TO OR INCONSISTENT WITH THE TERMS OF THIS PARAGRAPH, CREATE ANY CONTRACT OF EMPLOYMENT. By completing the Disclaimer and Acknowledgment form in OUTLOOK and forwarding it to HUMAN RESOURCES, I attest that I have read the above Employee Handbook and Policies and Procedures Manual Disclaimer. I understand it is my responsibility to follow TTC and the South Carolina Technical College System policies and procedures and become familiar with this handbook. This handbook includes references to the following policies and procedures and by signing below I acknowledge receipt of or access to these policies and procedures: 1. Rules of Conduct provided by the 5. Grievance Policy and Procedure South Carolina State Ethics Commission 6. Sexual Harassment Policy and Procedure 2. Affirmative Action Policy 7. Information Security Plan Procedure 3. Safety Belt Policy 8. Student Records, Confidentiality Procedure 4. Alcohol and Drug Abuse Policy Trident Technical College employees may have access to highly confidential, personal and sensitive information involving the students, faculty, staff and/or the College itself. Employees of Trident Technical College are to keep this information confidential. Unless authorized by the College, under no circumstance should an employee publish or distribute confidential information in any way. Under no circumstances is it acceptable or appropriate to: Share this information with any other person, unless authorized by the College. "Hint" or make suggestions about this information to any other person(s). Repeat or present information even while omitting the involved person's name. Allow any other person to have access to sensitive information. Unauthorized disclosure of confidential information will not only result in disciplinary action including possible dismissal, but in some cases would also be a violation of state and/or federal law. I understand the handbook as well as policies and procedures will be revised periodically and any interim changes will be announced in the Monday Edition (via e-mail) as they occur. I also understand it is my responsibility to keep up-to-date on handbook and policy and procedure revisions. Please complete this DISCLAIMER and ACKNOWLEDGMENT form online by opening OUTLOOK and: For 2007: For 2010: 1. Clicking on TOOLS 1. Clicking on HOME 2. Clicking on FORMS 2. Clicking on NEW ITEMS 3. Choosing the form "Employee Handbook 3. Clicking on MORE ITEMS Disclaimer 2011/2012" 4. Clicking on Choose FORMS 5. Choosing the form "Employee Handbook Disclaimer 2011/2012" Once you complete the form, then click "SEND."

2011-2012 EMPLOYEE HANDBOOK REVISION GUIDE Page 4 Section: Subsection General Information: Mission Statement Added "Mission Statement" subsection 4 General Information: Values Added "Access" as one of TTC's values 4 General Information: Role and Scope Deleted "Approved by TTC Area Commission May 27, 2008" Deleted "Approved by the South Carolina Commission on Higher Education August 5, 2008" 6 General Information: History Added "..and in 2010 TTC began initial program offerings at the Dorchester County QuickJobs Training Center in St. George." Added "Also in 2010 TTC expanded program capacity with the renovation of Building 950 to accommodate additional aeronautical training, enabling more members of the community to access training and pursue higher education." 9 Employee Programs: Trident's Quality Management Deleted "In addition, a customer service skills training program is offered. New employees should discuss attending these programs with their supervisors." 10 Employee Programs: Appointed Committees Deleted "Staff Council ­ To present to the President staff issues and discuss concerns that impact the quality of the work environment." 11 Employee Programs: Appointed Committees Deleted "Trident's Quality Council ­ To direct the College's efforts in Total Quality Management." 11 Employee Programs: Elected Added "Staff Council ­ To present to the President staff issues and discuss concerns that impact the quality of the work environment." The Work Place: Identification of Faculty/Staff Personnel Added "Identification of Faculty/Staff Personnel All employees must read the College's Identification of Faculty/Staff Personnel Procedure. Link to Identification of Faculty/Staff Personnel Procedure - #12-3-1 (http://www.tridenttech.edu/4954_22231.htm) 20 The Work Place: Sexual Harassment Updated the "SEXUAL HARASSMENT CONTACT PERSONS"

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2011-2012 EMPLOYEE HANDBOOK REVISION GUIDE (Cont) Page 51 Section: Subsection The Work Place: Department of Public Safety Added "Faculty, staff, and students are not permitted on the Berkeley, Mt. Pleasant or Palmer or campuses if Public Safety is not on duty at those campuses. Employees planning to work at any campus or site outside of normal operating hours, overnight, or during holiday closures, must obtain prior approval from their respective vice president, and approval must be sent to Public Safety in writing." 52 The Work Place: Emergency or Unscheduled Closures Added "Refer to TTC Procedure 12-4-1, Emergency Alert System (EAS) Registration For TTC Employees." 54 Employee Benefits: Group Health Plans and Insurance Frequently Needed Numbers Added "803.264.7323" phone number for BCBS' State Dental Plan/Dental Plus Replaced phone number "877.518.9161" with "800.842.2733 ext. 221350" for TIAACREF Replaced "AIG-VALIC" with "VALIC" and the phone numbers "800.448.2542 or 843.813.0949" with "843.224.0347" Replaced phone number "843.884.4545 ext.21" with "877.971.1112" for American Funds Replaced phone number "800.865.3263" with "800.865.3262" for Money Plus/Dependant Care's Automated Information Replaced "SCORP-AIG" with "SCORP-VALIC" and added "800.647.4416" as an additional phone number Replaced phone number "888.897.2677" with "856.355.4401" for The Hartford 56 Employee Benefits: Group Health Plans and Insurance Medi-Call Replaced "If you do not call Medi-Call in the required situations, you will be required to pay a $200 penalty for each hospital or skilled nursing facility admission. In addition, the $1,500 out-of-pocket limit will not apply. In other words, you will continue to pay your coinsurance no matter how high your charges get." with ""If you do not preauthorize treatment when required, you will be required to pay a $200 penalty for each hospital rehabilitation, skilled nursing facility, or mental health/substance abuse admission. In addition, the coinsurance maximum will not apply. You will continue to pay your coinsurance, no matter how much you pay outof-pocket."

2011-2012 EMPLOYEE HANDBOOK REVISION GUIDE (Cont) Page 57 Section: Subsection Employee Benefits: Group Health Plans and Insurance Added "Eye Med Vision Care Subscribers pay a premium for this program. EyeMed Vision Care covers comprehensive eye examinations, frames, lenses and lens options, and contact lens services and materials. It also offers discounts on additional pairs of glasses and contact lenses. A discount of 15 percent on the retail price and 5 percent on the promotional price is offered on LASIK and PRK vision correction through the U.S. Laser Network." 57 Employee Benefits: Group Health Plans and Insurance Life Insurance Options Replaced "The Hartford Insurance Company" with "Met-Life Insurance Company" as the Employee Life Insurance provider 60 Employee Benefits: Other Benefits S.C. Retirement Systems (SCRS)/Optional Retirement Program (ORP) Replaced "AIG" with "VALIC" in the list of Optional Retirement Vendors 61 Employee Benefits: Other Benefits U.S. Savings Bonds Deleted "U.S. Savings Bonds Buying bonds through payroll savings is an easy way to save. Each payday a preset amount can be set aside to purchase bonds. You can increase or decrease the amount you set aside any time you choose. Series EE and I bonds are available through the U.S. Treasury. Bonds are mailed directly to your home one month after the completion of the purchase price. If you have any questions, contact the Benefits Administrator in the Human Resources office at 5746286." 76 Leaves of Absence: Faculty Non-Work Days Replaced "SBTCE Procedure 8-3-101.1" with "TTC Procedure 8-13-8" 76 Leaves of Absence: Employee Leave Transfer Program Replaced "SBTCE Procedure 8-3-106.1" with "TTC Procedure 8-13-6"

General changes throughout the Handbook: Incorporated the addition of the Mount Pleasant Campus that opened on September 14, 2011. Incorporated the change of Allied Health Sciences to Health Sciences. Incorporated the replacement of Public Folders with Portico.

Please note that the above are substantial changes made to the 2011-2012 Employee Handbook. Corrections to grammar, spelling, or general wording are not included in this Revision Guide.

TABLE OF CONTENTS

General Information Letter from the President ............................................ 1 SC State Ethics Commission ­ Rules of Conduct ...... 2 Mission Statement ...................................................... 4 Operational Goals ....................................................... 5 History ........................................................................ 5 Governing Board ........................................................ 7 Individuals Reporting to President ............................. 7 Organizational Chart................................................... 7 Foundation .................................................................. 8 QUEST ....................................................................... 8 Employee Programs Trident's Quality Management ................................... 9 College Committees ................................................... 9 Professional Development ........................................ 11 Employee Assistance Program ................................. 12 Nondiscrimination and Affirmative Action .............. 13 Affirmative Action Policy ........................................ 14 Equal Opportunity Coordinators ............................... 15 The Work Place Policies and Procedures Manual ............................... 17 Identification of Faculty/Staff Personnel ...................... Information Security Plan ......................................... 17 Students Records, Confidentiality ............................ 17 Grievance and Appeal .............................................. 17 Sexual Harassment ................................................... 17 Jeanne Clery Act ....................................................... 21 Campus Sexual Assault Information Act .................. 21 Campus Sex Crimes Prevention Act ......................... 27 The Copyright Law ................................................... 27 Guidelines for Effective Email Communication ....... 29 Alcohol and Other Drug Use .................................... 31 Smoking Policy ........................................................ 38 Personal Benefit from Instructional Projects ............ 38 Dress ......................................................................... 39 Children on Campus ................................................. 39 Weapons and Animals on Campus ........................... 39 Procurement of Equipment, Supplies and Books ..... 40 Facilities Improvements/Repairs .............................. 40 Contracts ................................................................... 40 News Media .............................................................. 41 Emergency Evacuations and Drills ........................... 41 Key Control Policy ................................................... 42 Parking and Traffic Control ...................................... 42 Lost and Found ......................................................... 42 Environmental/Safety Compliance ........................... 42 Travel Authorization and Expense Reimbursement ................................................... 43 Probationary and Permanent Employment Status/Performance Appraisals............................ 44 Promotions/Transfers................................................ 44 Employment of Relatives and Nepotism .................. 44 Secondary or Dual Employment ............................... 44 Work Schedules ........................................................ 45 Time and Attendance Records .................................. 45 Disciplinary Action................................................... 45 Employment Verification, References and FOIA Requests ............................................. 46 Paychecks ................................................................. 46 Ethics, Government Accountability and Campaign Reform Act of 1991 ..................... 47 Honorariums, Gratuities and Gifts ............................ 50 Political Activity ....................................................... 50 Department of Public Safety ..................................... 51 The Work Place (Cont) Special Assistance Telephones ................................... 51 Disruption of Academic Programs ............................. 51 Safety Belt Policy ....................................................... 51 Closing School ­ Adverse Weather ............................ 52 Emergency or Unscheduled Closures ......................... 52 Employee Benefits Group Health Plans and Insurance Frequently Needed Numbers ...................................... 54 Group Health Plans and Insurance ............................. 55 State Health Plan ........................................................ 55 Medi-Call ................................................................... 56 State Health Plan Hospital and Physician Network ................................................ 56 State Health Plan Prescription Drug Program ............ 56 Claim Problems .......................................................... 57 Dental Plan ................................................................. 57 Vision Care Program .................................................. 57 Life Insurance Options ............................................... 57 COBRA ...................................................................... 58 MoneyPlus .................................................................. 58 Long Term Disability Insurance ................................. 58 Supplemental LTD Insurance ..................................... 58 Optional Benefits Plans Through Payroll Deduction .................................................. 59 Deferred Compensation .............................................. 59 Worker's Compensation Fund .................................... 59 Death Benefits ............................................................ 59 Tort Liability Insurance .............................................. 60 Other Benefits S.C. Retirement System .............................................. 60 S.C. Police Officers Retirement System ..................... 60 S.C. State Employee's Credit Union .......................... 60 Leaves of Absence Holidays ..................................................................... 61 Annual Leave ............................................................. 61 Faculty Non-Workdays .............................................. 61 Sick Leave .................................................................. 62 Temporary Disability Leave ....................................... 62 Family and Medical Leave ......................................... 63 Employee Leave Transfer Program ............................ 76 Leave Records ............................................................ 76 Funeral for Death in the Immediate Family Leave ....................................... 76 Court Leave ................................................................ 76 Military Leave ............................................................ 77 Voting Leave .............................................................. 77 The language used in this Employee Handbook and/or the Policies and Procedures Manual does not create an employment contract between the employee and Trident Technical College (TTC). The Employee Handbook and/or the Policies and Procedures Manual does not create any contractual rights or entitlements. TTC reserves the right to revise the content of the Employee Handbook and/or the Policies and Procedures Manual, in whole or in part. No promises or assurances, whether written or oral, which are contrary to or inconsistent with the terms of this paragraph, create any contract of employment.

Dear Fellow Employees, As members of faculty and staff at Trident Technical College, we have the power to influence many lives. Our delivery of innovative educational programs helps create opportunities for many ­ including students, the region's work force and TTC employees. We provide opportunities for individual students in the form of quality instruction, advisement and support services. As students leave our institution, they possess the knowledge and skills to further their education or pursue careers. Their ideas and economic power spawn growth and development, impacting our region and world with financial gain and cultural and social diversity. What's more, opportunities exist for you, employees of TTC. The College provides the ability to grow professionally by offering many opportunities through compensation, professional development and training as outlined in this handbook. In addition, this document provides basic information about TTC policies and procedures, state employee benefits and affirmative action efforts that help us achieve our goal of equal employment opportunities for all personnel and equal learning opportunities for all students. As we prepare to enter another academic year, I want to express my appreciation for your continued service and commitment to our students. Thanks to you, opportunities abound for us all.

Sincerely,

Mary Thornley, Ed.D. President

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South Carolina State Ethics Commission ­ Rules of Conduct General Information All public employees, public officeholders, and public members are expected to adhere to and follow the Rules of Conduct as outlined in the Ethics Reform Act. Anyone who is found guilty of violating these rules is subject to prosecution by the State Ethics Commission and the Attorney General's Office. A public official, public member, or public employee may not knowingly use his official office, membership, or employment to influence a government decision to obtain an economic interest for himself, a member of his immediate family, an individual with who he is associated, or a business with which he is associated. A person may not directly or indirectly give, offer, or promise anything of value to a public official, public member, or public employee with intent to influence the public official's, public member's, or public employee's official responsibilities, nor is the public official, public member, or public employee to ask, demand, solicit, or accept anything of value for himself or for another person in return for fulling his official responsibilities or duties. A public official, public member, or public employee may not receive anything of value for speaking before a public or private group in his/her official capacity. A meal can be accepted if provided in conjunction with the speaking engagement where all participants are entitled to the same meal and the meal is incidental to the speaking engagement. A public official, public member or public employee may receive payment or reimbursement for actual expenses incurred. Public officials, public members, or public employees may not receive money in addition to that received by the public official, public member, or public employee in his official capacity for advice or assistance given in the course of his employment as a public official, public member, or public employee. No public official, public member, or public employee may disclose confidential information gained as a result of his responsibility as a public official, public member, or public employee that would affect an economic interest held by himself, a member of his immediate family, an individual with whom he is associated, or a business with which he is associated. No person may serve as a member of a governmental regulatory agency that regulates any business with which that person is associated. No person shall serve on the governing body of a state; county; municipal; or political subdivision, board, or commission and serve in a position of the same governing body which makes decisions affecting his economic interests. A public official occupying a statewide office, a member of his immediate family, an individual with whom he is associated, or a business with which he is associated may not knowingly represent another person before a governmental entity. No member of the General Assembly or an individual with whom he is associated or business with which he is associated may represent a client for a fee in a contested case before an agency, a commission, board, department, or other entity if the member of the General Assembly has voted in the election, appointment, recommendation, or confirmation of a member of the governing body of the agency, board, department, or other entity within the 12 preceding months. 2

General Information (Cont) A public member occupying statewide office, an individual with whom associated, or a business with which associated may not knowingly represent a person before the same unit or division of the governmental entity for which the public member has official responsibility. A public official, public member, or public employee of a county or municipality, an individual with whom associated, or a business with which associated m ay not knowingly represent a person before any agency, unit, or subunit of that county or municipality. A public employee, other than of a county or municipality, an individual with whom associated, or a business with which associated may not knowingly represent a person before an entity of the same level of government for which the public employee has official responsibility. No public official, public member or public employee may cause the employment, appointment, promotion, transfer, or advancement of a family member to a state or local office or position in which the public official, public member, or public employee supervises or manages. A public official, public member, or public employee may not participate in an action relating to the discipline of the public official's, public member's or public employee's family member. A former public official, former public member, or former public employee holding office, membership, or employment may not serve as a lobbyist or represent clients before the agency or department on which the public official, public member, or public employee formerly served in a matter in which he directly and substantially participated for one year after terminating his public service or employment. It is a breach of ethical standards for a public official, public member, or public employee who participates directly in procurement to resign and accept employment with a person contracting with the governmental body if the contract falls or would fall under the public official's, public member's, or public employee's official responsibility. No person may use government personnel, equipment, materials, or an office building in an election campaign. A person may use public facilities for a campaign purposes if they are available on similar terms to all candidates and committees. Likewise, government personnel may participate in election campaign on their own time and on non-government premises. A public official, public member, or public employee may not have an economic interest in a contract with the state or its political subdivisions if the public official, public member, or public employee is authorized to perform an official function (including writing or preparing the contract, accepting bids, and awarding of the contracts) relating to the contract. For more information, go to the South Carolina State Ethics Commission website at http://ethics.sc.gov/.

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Mission Statement Mission Trident Technical College serves as a catalyst for personal, community and economic development by empowering individuals through education and training. Vision Trident Technical College's vision is to be the leading force for educational opportunity and economic competitiveness in the communities we serve. Values Student success Teaching excellence Individual worth Diversity Access Integrity Safety Academic freedom Accountability Creativity Continuous improvement Lifelong learning

Role and Scope Trident Technical College is a public, two-year, multi-campus community college that provides quality education and promotes economic development in Berkeley, Charleston and Dorchester counties. An open-door institution of higher education, the College serves approximately 12,000 traditional and nontraditional curriculum students who have a wide variety of educational goals, from personal enrichment to career development to university transfer. To help students meet their goals, TTC offers university transfer associate degrees and applied technical associate degrees, diplomas and certificates. The curriculum includes programs in arts and sciences, agriculture, business, computer technology, engineering technology, health sciences, industrial technology, and public service. TTC students draw on knowledge from a broad range of disciplines to develop the communication and critical thinking skills that are fundamental to lifelong learning. TTC further promotes economic development through continuing education courses; customized education and training for business, industry and government; and a variety of employment training programs. TTC is committed to being accessible and responsive to community needs. To foster student success, TTC provides developmental education and comprehensive student services. In addition to traditional instruction, TTC's flexible course offerings and alternative delivery methods, including online instruction, enable more members of the community to pursue higher education.

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Operational Goals Educational Programs. To provide quality education and promote economic development by offering diverse and innovative credit and continuing education programs. Student Success. To provide programs and services which promote success and enhance the quality of life for students. Administration. To continuously improve management systems and organizational structures. Communication. To communicate effectively with faculty, staff and students as well as with external constituencies, agencies and legislative bodies. Human Resources. To recruit, employ and retain a diverse, highly qualified faculty and staff, to provide competitive salaries, and to provide opportunities for professional growth and development. Physical Resources. To acquire, build, renovate and maintain physical facilities; to acquire state of the art equipment and technology; and provide technical support services. Financial Resources. To acquire adequate financial resources, to allocate them effectively, and to ensure strict accountability. Strategic Goals Accessibility. To enable more members of the community we serve to pursue or continue higher education. Stewardship. To become a model of fiscal, community and environmental responsibility, promoting these concepts at every level of the institution. Community Prominence. To increase the College's prominence in the region as a provider of educational services and a promoter of economic development. Engagement. To build a community of learners in which all students, faculty, staff and administrators are active participants in and adherents to the principles of lifelong learning. The History of Trident Technical College For 45 years Trident Technical College has provided quality education and economic development in Berkeley, Charleston and Dorchester counties. The College has grown over the decades, evolving to meet the complex needs of the diverse communities TTC serves and opening new doors to educational opportunities for lifelong learning. 1960s The Berkeley-Charleston-Dorchester Technical Education Center was founded in 1964 on a 25-acre site, as part of a statewide system established by Gov. Ernest F. Hollings to meet the educational and training needs of South Carolina. The center opened with two buildings, 226 students, and programs in industrial and engineering technology.

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The History of Trident Technical College (Cont) 1970s To accommodate its increasing growth, the center merged with Palmer College, a private business college in downtown Charleston, to form Trident Technical College. In addition to business, the newly formed college provided a wider variety of programs to the community, including allied health sciences, criminal justice and university transfer programs. 1980s The 1980s saw additional changes that opened new opportunities to students. Palmer Campus moved to its current site in downtown Charleston, and the College built its Berkeley Campus near Moncks Corner. Technological advances during the decade increased accessibility with the introduction of academic computing, email, and televised courses, the first distance learning program. 1990s The 1990s ushered in dramatic changes in instructional delivery, allowing the College to reach students who needed more flexibility. From courses on videotape to courses online, TTC was able to offer instruction to fit nearly every need. The first dual credit courses offered to Berkeley High School students marked the beginning of another rapidly-growing delivery system: the dual credit program that allows students to begin earning TTC credit while they are still in high school. In 1997, the first phase of the Complex for Economic Development opened on a newlypurchased 30-acre site adjacent to Main Campus. The new building provided space and technology for TTC's Continuing Education Division to offer state-of-the-art training and teleconferencing, enriching once again the variety of services TTC could offer the Tri-County area. 2000s As distance learning options continued to grow, the College continued expansion of physical facilities. Phase two of the Complex for Economic Development, a 230,000-square-foot facility, allowed for the development of both new and redesigned academic services: the Culinary Institute of Charleston, the Information Technology Center, the Learning Center, the Trident Aeronautical Training Center, the Nursing Auditorium, the Industrial Maintenance Technology Center, science labs and general classrooms. Palmer Campus renovations and construction included library facilities, labs, classrooms and offices, allowing for expansion of the Culinary Institute of Charleston and the addition of cosmetology and allied health programs at Palmer. In 2008 the College opened its St. Paul's Parish site to provide job training opportunities in the southern part of Charleston County; in 2009 TTC began offering courses at the Dorchester County Career and Technology Center in Summerville; and in 2010 TTC began initial program offerings at the Dorchester County QuickJobs Training Center in St. George. Also in 2010 TTC expanded program capacity with the renovation of Building 950 to accommodate additional aeronautical training, enabling more members of the community to access training and pursue higher education. These new sites brought TTC's existing programs and courses closer to home for many.

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Governing Board Trident Technical College is governed by an Area Commission of nine members. Three members from each of the three counties (Berkeley, Charleston, and Dorchester) are recommended by the respective appointing body of each county and officially appointed by the Governor. As of July 1, 2011, the following community leaders serve as TTC Area Commissioners: Yvonne J. Barnes, William A. Blanton and Franklin J. Medio represent Berkeley County; Baird A. Mallory, Robert J. Reid, and Anita G. Zucker represent Charleston County; Jack Y. Harrison, Rutherford P.C. Smith, and Marion C. Thompson represent Dorchester County. Jack Y. Harrison is the Chairperson of the Area Commission. The following positions report to the President of Trident Technical College. VICE PRESIDENT FOR ACADEMIC AFFAIRS ­ Responsible for the curriculum programs of the College and related academic support services including distance learning and the learning resources center. VICE PRESIDENT FOR FINANCE AND ADMINISTRATION ­ Responsible for financial operations, purchasing, human resources, physical plant, public safety, inventory and shipping/receiving. VICE PRESIDENT FOR STUDENT SERVICES ­ Responsible for a comprehensive array of student support services, including recruitment, admissions, records, financial aid, counseling and student activities. VICE PRESIDENT FOR INFORMATION TECHNOLOGY ­ Responsible for the telecommunications information, PC and mainframe systems. VICE PRESIDENT FOR CONTINUING EDUCATION AND ECONOMIC DEVELOPMENT ­ Responsible for the College's self-supporting comprehensive continuing education and economic development programs. VICE PRESIDENT FOR ADVANCEMENT ­ Responsible for development, marketing, TTC foundation, community relations, alumni association, and advisory committees. ASSOCIATE VICE PRESIDENT FOR PLANNING AND ACCREDITATION ­ Responsible for institutional planning, accreditation and the College's total quality management program. Responsibilities also include coordination of college wide technology and facilities master plans. ADMINISTRATIVE ASSISTANTS (3) ­ Perform various specialized institutional assignments under the direction of the President. One of the assistants serves as administrative liaison with the Area Commission and budget administrator for the President's departmental account.

CAMPUS DEANS (3) ­ Responsible for the overall management of the three satellite campuses, Berkeley Campus, Mt. Pleasant and Palmer Campus.

To view the College's organizational charts go to http://www.tridenttech.edu/TTC_OrgChart.pdf.

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Trident Technical College Foundation The TTC Foundation was established in 1975 to support the College's mission by bridging the gap between needs and resources. Financial and in-kind support is secured from businesses, individuals, and other external sources. TTC program and project support includes scholarships, Minigrants for classroom resources and equipment, Tuition and Credit Course Assistance for faculty and staff skill enrichment, and various capital projects. TTC employees are offered the opportunity to participate in the annual Campus Campaign, ranked among the most consistently successful in the state and nation in terms of participation and support. The TTC Foundation is a separate 501(c)(3) nonprofit corporation governed by an independent Board of Trustees comprised of representatives from TTC's three-county service area. QUEST: TTC's Academic Competition QUEST is Trident Technical College's annual academic competition. QUEST, which is held on the Main Campus, is open to Berkeley, Charleston and Dorchester public school students in grades 6 through 12. This day-long competition is held in the spring, and each year there are over 77 eligible schools and over 2,800 eligible participants. Most faculty and staff participate in some capacity, whether it's checking in schools, judging competitions, or distributing name badges. QUEST is coordinated by the Office of the Vice President for Academic Affairs and volunteer information is sent to all full-time employees.

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EMPLOYEE PROGRAMS

Trident's Quality Management Trident's Quality initiative formally began in 1992 and is a result of seeking ways not only to do more with less, but to do it better. Trident's Quality Management is based on Dr. W. Edwards Deming's quality concepts better known as "Deming's 14 Points." These 14 points, as well as the College's philosophy, are discussed at an Introduction to Quality seminar, lead by Dr. Mary Thornley, and attended by all new employees. The College's Quality Council is composed of the members of Leadership Cabinet. Trident's Quality approach is based on the involvement, participation and empowerment of all employees. TTC's philosophy of leadership and management is one of continuous improvement through data-based decision making and employee involvement. The only "constant" at TTC is "change." Change occurs through our most important resource...our employees. College Committees Committees play a vital role at TTC. One of the ways employees participate in college decisionmaking is through membership on various committees. The following list of committees and their purposes demonstrate the breadth and scope of TTC's three types of committees. Only fulltime employees occupying full-time equivalent positions are invited to become members of the College's committees. Volunteer Committees TTC needs employees' expertise and experience through their volunteer service on one of the following committees: Black History ­- To plan and organize activities to promote cultural awareness of the African American heritage to the faculty, staff, students and community at large. High School Task Force ­ To foster and promote awareness of the College's programs, activities and role as an educational resource in the Trident area to the high schools in our service area. International Education ­ To help the College adopt a more international perspective. Student Ambassadors ­ To share the TTC experience with prospective students while representing the College in a responsible, ethical and professional manner. Appointed Committees The members of the following committees are appointed by the President or the vice presidents. If you are interested in serving on one of these committees, please advise your supervisor. Academic and Financial Aid Suspension Appeals Committee ­ To make recommendations to the Vice President for Student Services on students seeking readmission to the College and to serve as the review committee for students appealing academic and financial aid suspension.

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Appointed Committees (Cont) Bridge Assessment Team (Achieving the Dream) ­ To evaluate student enrollment patterns and to make recommendations to Cabinet on ways the College can improve student retention to better meet its mission. Curriculum ­ To review all additions and changes to the College's academic programs and courses. Disabled Support Services ­ To assist the College in its efforts to comply with the Americans with Disabilities Act. Environmental Health, Safety and Security ­ To be sure the College is as prepared as possible to respond to all foreseeable hazardous occurrences, and to maintain a healthy environment in which to work and learn. This committee plays an important role in ensuring that TTC maintains the healthiest and safest campuses possible. Graduation ­ To successfully plan, develop, and implement the annual Spring graduation ceremony. Library and Information Resources Advisory Committee ­ To ensure a responsive and current collection of print, audio-visual and electronic resources which support all areas of the TTC curriculum; to foster a close relationship between the library and other information providers to ensure that all students have the opportunity to learn to use information resources effectively; and to offer a vehicle for communication on issues that relate to the library and the information needs of students. Registration and Enrollment Committee ­ To develop and strengthen the College's enrollment and registration processes and procedures. Scholarship ­ To make recommendations on awarding scholarships to the Vice President for Advancement. Student Activities Advisory ­ To review the nominees and selection of recipients for Who's Who Among Students in American Junior Colleges. It also serves as a resource to the Student Activities office. Student Grievance ­ To hear appeals of students who have been disciplined by action of the Vice President for Student Services or the Vice President for Academic Affairs in accordance with the student code of the College. Student Publications Board ­ To provide guidance and advice to the student produced newspaper, The Trident Times. TTC Green Steering Committee ­ To demonstrate a commitment to a sustainable future and the development of knowledge and skills needed to support the emerging green economy. Trident's Users Group ­ To provide coordination for both the day-to-day operations of the Datatel Colleague and Benefactor systems, their interfaces (i.e., UI, Web Advisor, etc.), and the technical aspects of implementing system improvements and enhancements.

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Elected Two college committee receives new members through election. Faculty Council ­ To provide recommendations to the Vice President for Academic Affairs on academic policies and procedures. Staff Council ­ To present to the President staff issues and discuss concerns that impact the quality of the work environment. The College encourages employee participation in college decision-making by serving on committees. If you have questions regarding these committees, please talk with your supervisor or call the President's Office at 574-6241. Professional Development Program An employee who wishes to apply for professional development funds must complete the appropriate form and receive written approval before participation. Participation in professional development activities is determined at the departmental and divisional levels. The following activities are authorized under the Professional Development program, subject to the availability of funding: Seminars, Webinars, Conferences, Workshops, Conventions and Short Courses: Employees who wish to participate in any of these activities must complete an "Application for Travel/Professional Development Authorization" (TTC Form T3-92), attach a justification statement and the seminar registration form. Refer to TTC Procedure 6-1-2, Travel Authorization and Reimbursement. Courses offered by TTC's Division of Continuing Education and Economic Development: TTC conducts a comprehensive program of professional and vocational development seminars targeted to business, industry, government and the general public, and to serve training needs within the institution. To apply for participation in a TTC Continuing Education seminar, an employee must complete an "Application for Travel/Professional Development Authorization" (TTC Form T3-92), and attach a justification statement and contact your division administrative assistant. Continuing Education will bill the division internally. Institutional Memberships: Employees who wish to apply for a professional membership should review TTC Procedure 6-2-2 and complete an "Application for Participation in Professional Development, Institutional Memberships" (TTC Form T2-3). TTC Foundation Funded Professional Development Activities: The TTC Foundation may also provide financial support for faculty and staff professional development through credit course assistance and TTC tuition assistance programs. Refer to TTC Procedure 6-2-3, Credit Course Assistance, TTC and Other Accredited Institutions. The Foundation will provide reimbursement of $200 per course for tuition, books, and fees, up to a maximum of $1,000 per year. Forms can be found in Portico.

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Employee Assistance Program All of us, regardless of our position within the organization, face difficult life situations ­ ups and downs. Usually we work them out and gain from the experience. Sometimes, however, problems can be of such a degree that it becomes difficult to resolve them; and they not only affect our personal lives but our work as well. The Employee Assistance Program is designed to offer employees a system to effectively deal with these situations. An objective of the EAP is to retain valued employees who may develop problems which interfere with job performance. It is a fact that unresolved personal problems directly affect an employee's ability to perform in a satisfactory manner on the job. Since personal problems often start in the home, the service also is available to the employee's immediate family. The EAP provides assistance and offers treatment possibilities to employees occupying full-time equivalent positions or their family members who are suffering from behavioral/medical disorders. Examples might include marital problems, emotional difficulties, stress, legal complications, financial difficulties, alcoholism or other substance abuse problems. Any personal problems that cause the employee difficulty may be addressed with the EAP. The College EAP services are being provided by SAVE Inc. SAVE can be reached at (843) 747-5327 or 1-800-768-5327. Typical EAP services include assessment of the problem during one- or two-hour consultations. Then, the employee (and/or family members) are referred to appropriate community resources for counseling or appropriate treatment at the employee's expense or through insurance coverage, where eligible. However, when counseling needs are short-term and within the capability of the EAP counselor, up to ten sessions may be provided by the EAP counselor at no cost to the employee. Employees requiring long-term counseling services within the capability of the EAP counselor shall be offered the option of continuing to work with that counselor on a fee-paid basis or being referred to another service provider. The EAP does not contravene the normal disciplinary or performance assessment process or in any way block an employee's legitimate access to the grievance procedure. In addition, the employee will have neither job security nor promotional opportunities jeopardized by requesting or receiving assistance through the EAP. The intention of the EAP is to assist employees, or their family members, in a confidential manner. There are two ways employees can use the EAP: 1. Voluntary Self-Referral: The employee on his/her own initiative contacts the Employee Assistance Program. In such cases, the College will know nothing of such contacts unless the employee voluntarily chooses to release such information. All employees occupying full-time equivalent positions are eligible for the voluntary self-referral program. Supervisory Referral: At times an employee's problems may seriously affect the employee's work performance and/or the College's operations, including interpersonal relationships. In such cases, where the employee is unable or unwilling to solve the problem with normal agency assistance, supervisors may refer the employee to the Employee Assistance Program with or without other disciplinary action. Employees will usually be offered participation in the supervisory referral process as a part of the disciplinary process. EAP counseling is not mandatory. 12

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Employee Assistance Program (Cont) Employees are encouraged to make all appointments during lunchtime or outside working hours. However, if this cannot be accomplished, employees may use sick leave for time taken away from work. The employee assistance provider cannot release any information regarding the self-referral or confidential information regarding supervisory referral to other TTC employees without the employee's written consent. EAP counselors will not voluntarily share any specific information concerning an individual's use of the EAP with anyone at TTC, other family members, or any other organization, without the individual's prior knowledge and written permission, except as required by law. EAP Coordinator Angela Wimberley Human Resources Specialist Building 900, Room 102 574.6288 Nondiscrimination and Affirmative Action It is Trident Technical College's policy that no discrimination on the grounds of race, color, disability, religion, gender, sexual orientation, age, or national origin will exist in any area of the College. The College will make all decisions regarding recruitment, hiring, training, promotions and all other terms and conditions of employment without discrimination on the above grounds, or on other factors which cannot lawfully be the basis for an employment decision. TTC reaffirms its policy of administering all of its educational programs and related supportive services and benefits in a manner which does not discriminate because of a student's, or prospective student's race, color, disability, religion, gender, sexual orientation, age, national origin or other characteristics which cannot lawfully be the basis for provision of services. In addition, TTC endorses the principle of affirmative action designed to remove any disparate effects of past discrimination because of race, color, disability, religion, gender, sexual orientation, age, or national origin. Ultimate responsibility for equal opportunity and its full achievement through the Affirmative Action Policy rests with the President of TTC. Overall responsibility for implementation of the Affirmative Action Policy is delegated by the president to the Director of Human Resources who is the Equal Employment Opportunity/Affirmative Action officer for the College. Operational responsibility for compliance with the Affirmative Action Policy is delegated to the Director of Human Resources and to the vice presidents, deans, department heads, directors and other supervisors through the College's Employment Practices Procedure (8-1-1). Access the Affirmative Action and Non-Discrimination Policy at http://www.tridenttech.edu/4958_5254.htm.

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Nondiscrimination and Affirmative Action (Cont) Diverse communications mediums are utilized to keep the employees and the public informed of this Affirmative Action Policy. TTC website, employee handbooks, orientation for new employees, in-house publications, electronic mail and word of mouth emphasize TTC's commitment to a program of equal employment opportunity. All major publications state that the College is an equal opportunity employer. The Vice President for Advancement is responsible for assuring that an Affirmative Action policy statement is included in all major college publications. The Director of Human Resources is responsible for assuring that the Affirmative Action Policy is followed in employment advertisements and other recruiting activities. An Equal Employment Opportunity/ Affirmative Action (EEO/AA) statement is included in all classified employment advertisements placed by the College. The Director of Procurement and Risk Management is responsible for assuring that an EEO/AA statement appears on all appropriate college purchasing contract forms. To assure that qualified minority and female applicants are considered for vacant positions in the institution, TTC has a centralized employment office through which all applicants are recruited and from which all referrals are made. TTC has a program of affirmative recruitment for minority group members and women in all job categories in which they are found to be underutilized. In all positions, regardless of whether or not such underutilization currently exists, the College pursues a program of open recruitment to avoid the possible discriminatory effects of informal job networks. TTC uses a formal hiring procedure in order to ensure equal opportunity and affirmative action in employment. The procedure was developed in conjunction with the Affirmative Action Policy and is Procedure 8-1-1 (http://www.tridenttech.edu/4958_5253.htm) in TTC's Policy and Procedures Manual. The procedure helps ensure that TTC will not select individuals for employment or promotion on the basis of job qualifications, written tests or other devices which screen out minorities or women at a greater rate than others and are not conclusively demonstrated to be related significantly and directly to job performance. TTC recognizes that to some extent, achievement of equitable distribution of minorities and women throughout all job classifications in the College as projected in the goals will be the result of initial assignments, subsequent transfers, promotions and training. To assure that minorities and women are given access affirmatively to all positions and all lines of progression within the College, the following procedures shall apply: Information regarding job openings informing each employee of promotion or transfer opportunities is provided each week via a web link in the Monday Edition. Employees wishing to apply for jobs within the institution must initiate the application process themselves. All employees are permitted to apply for transfer or promotion for higher or more favorable positions in the institution without advance approval by, or notice to, their present supervisor. However, employees will continue to be expected to give advance notice of a change, as would be the case in accepting a position outside of the institution. Referrals for job interviews are made on the basis of valid job qualifications. In accordance with the institution's selection procedures, employees who apply for promotion or transfer will compete with other applicants on the same basis. 14

Nondiscrimination and Affirmative Action (Cont) Voluntary career counseling is available from Human Resources for assisting employees in achieving career advancement. Emphasis will be on advancement into positions from which minorities and women have been excluded or significantly under-represented. TTC is committed to the principle and practice of equal pay for equal work as required by the Equal Pay Act of 1964, Title VI and Title VII of the Civil Rights Act of 1964 (as amended), and all other laws. In no case will the College place similarly qualified individuals performing substantially the same work under comparable conditions in different wage or salary levels on the basis of gender, minority status or any other factor not permitted by law. All covered full-time TTC employees have the same benefits plan regardless of race, color, disability, religion, gender, age or national origin. The benefits plan includes all leave policies, medical, hospital and life insurance programs, all retirement and pension programs and all other benefits provided by the College. Should a reduction-in-force become necessary, it shall be the College policy to release employees in an equitable manner, which to the greatest extent possible, minimizes the adverse effects of such reduction on both the College and the affected employees. Toward this end, the College complies with SBTCE Procedure 8-7-103.1.

Equal Opportunity Coordinators Trident Technical College functions in compliance with the Executive Order 11246; Title II of the Education Amendments of 1976; Title VI and Title VII of the Civil Rights of 1964, (as amended); Title IX Regulations Implementing Education Amendments of 1972; Section 504 of the Rehabilitation Act of 1973; the Americans with Disabilities Act of 1990; and all other federal and state laws, regulations and policies. Trident Technical College does not discriminate on the basis of gender, sexual orientation, age, race, color, national origin, religion, or disability in the educational programs or activities which it operates. TTC complies with both the letter and spirit of the law in making certain discrimination does not exist in its policies, regulations and operations. Grievance procedures have been established for students and employees who believe discrimination has occurred at the College. Specific complaints of alleged discrimination should be referred to: Coordinator for Students Pam Brown Dean of Student Development Main Campus, Building 410, Room 210J 574-6246 TDD/Voice 843-574-6351 Coordinator for Employees DeVetta Williams Hughes Human Resources Director and ADA Coordinator Main Campus, Building 900, Room 106 574-6199 TDD/Voice (800) 735-2905 15

Equal Opportunity Coordinators (Cont) Complaints of discrimination also may be filed with the S.C. Human Affairs Commission or the Equal Employment Opportunity Commission at the following addresses: S.C. Human Affairs Commission P.O. Box 4490 2611 Forest Drive, Suite 200 Columbia, SC 29204 (803) 737-7800 or (800) 521-0725 TDD: (803) 253-4125 or Equal Employment Opportunity Commission Charlotte District Office 129 West Trade Street Suite 400 Charlotte, NC 28202 (704) 344-6682 or (800) 669-4000 TTY: (704) 344-6684

Faculty/Staff Resource for Services for Students with Disabilities Services for Students with Disabilities (SSD) is a component of Counseling and Career Development Services that assists any student with a documented disability during the admissions process and while attending the College. Services offered to students with disabilities may include assistance during the admissions process, including adaptive testing requirements; assistance in obtaining reasonable accommodations for instructional activities; and academic, career and personal counseling. Students must provide appropriate documentation of their disability. The office also serves as a resource to faculty and staff needing assistance when working with students with disabilities and is responsible for preparing faculty notifications of recommended accommodations. For information on Services for Students with Disabilities, call Counseling and Career Development Services at 574-6131.

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THE WORK PLACE

Policies and Procedures Manual The College maintains a Policies and Procedures Manual, which provides guidance and direction in carrying out daily operations of the institution. Policies and Procedures are available on-line at http://www.tridenttech.edu/5126.htm. The Policies and Procedures Manual Revision Process is available on the web at http://www.tridenttech.edu/4948_5006.htm. Identification of Faculty/Staff Personnel All employees must read the College's Identification of Faculty/Staff Personnel Procedure. Link to Identification of Faculty/Staff Personnel Procedure - #12-3-1 (http://www.tridenttech.edu/4954_22231.htm) Information Security Plan All employees must read the College's Information Security Plan Procedure. Link to Information Security Plan Procedure - #6-17-1 (http://www.tridenttech.edu/4960_19410.htm) Student Records, Confidentiality All employees must read the College's Student Records, Confidentiality Procedure. Link to Student Records, Confidentiality Procedure - #16-7-1 (http:/www.tridenttech.edu/4950_5343.htm) Grievance and Appeal The College's Employee Grievance and Appeal Policy and Procedure are available as noted below. For further information, contact Human Resources Director, DeVetta Hughes, at 574-6199. Link to Grievance and Appeal Policy - #8-11-0 (http://www.tridenttech.edu/4958_5670.htm) Link to Grievance and Appeal Procedure - #8-11-1 (http://www.tridenttech.edu/4958_5232.htm) Sexual Harassment and Related Unprofessional Conduct All employees must read the College's Sexual Harassment Policy and Procedure. Link to Sexual Harassment and Related Unprofessional Conduct Policy - #8-2-0 (http://www.tridenttech.edu/4958_5250.htm) Link to Sexual Harassment and Related Unprofessional Conduct Procedure - #8-2-1 (http://www.tridenttech.edu/4958_5249.htm) 17

QUESTIONS AND ANSWERS ABOUT SEXUAL HARASSMENT What is sexual harassment? Sexual harassment is a form of sex discrimination which is a violation of Title VII of the Civil Rights Act of 1964. The EEOC's guidelines define two types of sexual harassment: "quid pro quo" and "hostile environment." What is "quid pro quo" sexual harassment? Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute "quid pro quo" (something for something) sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic performance, or (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic performance decisions affecting such individual. What is "hostile environment" sexual harassment? Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute "hostile environment" sexual harassment when such conduct has the purpose or effect of unreasonably interfering with an individual's work or academic performance or creating an intimidating, hostile, or offensive working or academic environment. For example, the display of pornographic images on the terminals in a computer lab and other common areas could constitute hostile environment sexual harassment. Similarly, unwelcome or inappropriate e-mail messages of a sexual nature might also be considered sexual harassment. What factors determine whether an environment is "hostile?" The central inquiry is whether the conduct "unreasonably interfered with an individual's work (or academic) performance" or created "an intimidating, hostile, or offensive working (or academic) environment." The EEOC will look at the following factors to determine whether an environment is hostile: (1) whether the conduct was verbal or physical or both; (2) whether the conduct was frequently repeated; (3) whether the conduct was hostile or patently offensive; (4) whether the alleged harasser was a co-worker or supervisor (or faculty); (5) whether others joined in perpetrating the harassment; and (6) whether the harassment was directed at more than one individual. No one factor controls, rather, an assessment is made based upon the totality of the circumstances. What is unwelcome sexual conduct? Sexual conduct becomes unlawful as sexual harassment only when it is unwelcome. The challenged conduct must be unwelcome in the sense that the employee or student did not solicit or incite it, and in the sense that the employee or student regarded the conduct as undesirable or offensive. How will the EEOC determine whether conduct is unwelcome? When confronted with conflicting evidence as to whether conduct was welcome, the EEOC will look at the record as a whole and at the totality of the circumstances, evaluating each situation on a case-by-case basis. The investigation should determine whether the victim's conduct was consistent, or inconsistent, with his/her assertion that the sexual conduct was unwelcome. Who can be a victim of sexual harassment? The victim may be a woman or a man, an employee, a student or a guest at the College. The victim does not have to be of the opposite sex. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct, including other persons in an office or other students in the classroom. 18

QUESTIONS AND ANSWERS ABOUT SEXUAL HARASSMENT (Cont) Who can be a sexual harasser? The harasser may be a woman or a man. He or she can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, a non-employee or a student Can one incident constitute sexual harassment? In "quid pro quo" cases, a single sexual advance may constitute harassment if it is linked to the granting or denial of employment or employment benefits or for academic advantages. However, unless the conduct is quite severe, a single incident or isolated incidents of offensive sexual conduct or remarks generally do not create a "hostile environment." A hostile environment claim usually requires a showing of a pattern of offensive conduct. It is possible for a single, unusually severe incident of harassment to be sufficient to constitute a Title VII violation. The more severe the harassment, the less need to show a repetitive series of incidents. This is particularly true when the harassment is physical. For example, the EEOC will presume that the unwelcome, intentional touching of charging party's intimate body areas is sufficiently offensive to alter the condition of his/her working environment and constitute a violation of Title VIII. Can verbal remarks constitute sexual harassment? Yes. The EEOC will evaluate the totality of the circumstances to ascertain the nature, frequency, context, and intended target of the remarks. Relevant factors may include: (1) whether the remarks were hostile and derogatory; (2) whether the alleged harasser singled out the charging party; (3) whether the charging party participated in the exchange; and (4) the relationship between the charging party and the alleged harasser. What should a sexual harassment victim do? The victim has options. The victim could directly inform the harasser that the conduct is unwelcome, particularly when the alleged harasser may have some reason to believe that the advance may be welcomed. However, a victim of harassment need not always confront his/her harasser directly, so long as his/her conduct demonstrates that the harasser's behavior is unwelcome. The victim could also use any complaint mechanism or grievance system available. If these methods are ineffective, the victim could contact the EEOC. What special steps can the College take to prevent sexual harassment? Education and prevention are the best tools to eliminate sexual harassment in the workplace. The College's preventive program includes Policy 8-2-0 and Procedure 8-2-1 related to sexual harassment. The Policy and Procedure are available for review in the campus libraries, the offices of vice presidents, deans, directors and the contact persons. The College provides education for supervisory and non-supervisory employees and expresses strong disapproval for such conduct. The sanctions for harassment are outlined in the policy and procedure. For additional information, contact the College's General Counsel or one of the contact persons listed on page 18. Does the College have a grievance procedure? The College's procedure for resolving sexual harassment complaints is designed to encourage victims of harassment to come forward. Victims are not required to complain first to the offending supervisor or faculty member. Confidentiality to the extent possible is maintained and effective remedies, including protection of victims and witnesses against retaliation, is crucial.

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QUESTIONS AND ANSWERS ABOUT SEXUAL HARASSMENT (Cont) How are sexual harassment laws enforced? EEOC enforces Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex or national origin; the Age Discrimination in Employment Act; the Equal Pay Act; prohibitions against discrimination affecting individuals with disabilities in the federal government; sections of the Civil Rights Act of 1991; and Title I of the Americans with Disabilities Act, which prohibits discrimination against people with disabilities in the private sector and state and local governments. Field offices are located in 50 cities throughout the United States and are listed in most local telephone directories under U.S. Government. To reach the nearest EEOC field office, dial toll free on (800) 669-4000. More information on sexual harassment and information on all EEOC enforced laws may be obtained by calling toll free on (800) 669-EEOC. EEOC's toll free TDD number is (800) 800-3302. SEXUAL HARASSMENT CONTACT PERSONS The following faculty and staff members have been designated as contacts to help students, faculty and staff with sexual harassment concerns. These employees are here to help you.

Vincent Ashby Palmer Campus Rm 226H 722.5519 Regina Lane Main Campus Bldg 910/Rm 103 574.6304 Dorothy Mishoe Main Campus Bldg 410/Rm 210H 574.6013 Jane Claiborne Main Campus Bldg 430/Rm 110 574.6289 Phyllis Holmes Palmer Campus Rm 131 722.5558 John Jamrogowicz Main Campus Student Center Bldg 410/Rm 226A 574.6136 Dana Coombs Berkeley Campus Rm 128 899.8038 Daryl Milligan Main Campus Bldg 200/Rm 121 574.6354 Amanda Hollinger Main Campus Bldg 900/Rm 117 574.6068 Yolanda Bland Berkeley Campus Rm 178A 899.8008 Pamela Middleton Main Campus Student Center Bldg 410/Rm 210D 574.6303 William Wrighten Main Campus Bldg 920/Rm 211W 574.6652 Patricia Vierthaler Main Campus Bldg 510/Rm 157 574.6094 Pamela Brown Main Campus Bldg 410/Rm 210J 574.6246 Jim Orgel Main Campus Student Center Bldg 410/Rm 210 574.6362 Ruth Ott Berkeley Campus Rm 125B 899.8050 Noelle Parris Main Campus Bldg 100/Rm 222 574.6056 DeVetta Williams Hughes Main Campus Bldg 900/Rm 105 574.6199 Judd Morrison Palmer Campus Rm 226D 722.5530 Muriel Horton Main Campus Bldg 630/Rm 206A 574.6138 D'Jaris Whipper-Lewis Mt. Pleasant Campus Bldg 9100/Rm 143 958.5814

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Jeanne Clery Act The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (20 USC 1092(f)) and the Code of Federal Regulations (CFR) requires that all institutions of higher education which participate in federal student aid programs must prepare and distribute an annual report describing the institution's policy on crime prevention issues and statistics on the number of specific crimes (murder, manslaughter, sexual assault, robbery, aggravated assault, burglary, motor vehicle theft, and arson) which have occurred on campus, on non-campus buildings or property, or on public property that is contiguous to campus property. The annual report must also list the number of arrests and administrative disciplinary actions for liquor law violations, drug violations and weapons possession violations. Refer also to TTC Policy 12-1-5, Jeanne Clery Disclosure of Campus Security Policy and Campus Statistics Act. In addition to publishing crime statistics, the act requires colleges to provide timely warnings to the campus community of certain crimes reported to Public Safety or local law enforcement which may be considered a threat to students and employees. TTC complies with this law in the following manner: 1) on an annual basis, TTC publishes a summary of specific crimes committed in the geographic categories as described above, for the most recent three calendar years; 2) in the case of an immediate threat to persons or property, TTC communicates the pending danger to students and employees; 3) TTC maintains partnerships with all local police organizations to assist in communicating information and protecting persons and property in the case of an immediate danger and 4) on a monthly basis, TTC reports the number and types of crimes committed on its campuses to state and federal authorities. South Carolina Campus Sexual Assault Information Act (Section 59-105- et seq.) and TTC Procedure 12-1-8 Sexual assault is strictly prohibited by the College. The College's Sexual Assault Procedure complies with S.C. Code Ann. § 59-105-10 et seq. (Supp. 2002), commonly known as the "South Carolina Campus Sexual Assault Information Act". "Sexual assault" is defined as rape or any actual or attempted nonconsensual or forcible sexual touching, including fondling, kissing, groping, attempted intercourse (whether oral, anal or vaginal), penetration or attempted penetration with a digit or any other object. Nonconsensual sexual assault includes those situations in which the victim is unable to consent. "Rape" is defined as vaginal, anal, or oral intercourse without consent, whether the victim is overcome by force, fear, intimidation resulting from threat of force, or by drugs administered without consent, or when the victim is otherwise unable to consent. Consent requires speech or conduct indicating a freely given agreement to have intercourse or participate in sexual activities. Previous sexual relationships, current relationships with the perpetrator or the use of alcohol and/or drugs may not be taken as an indication of consent. Use of alcohol and/or drugs by the perpetrator is not an excuse for violation of the sexual assault policy. The term "unable to consent" means: 1) unable to understand the circumstances and implications of the sexual advances; 2) unable to make a reasoned decision concerning the sexual advances; or 3) unable to communicate that decision in an unambiguous manner. Such a situation can result from illness, the influence of alcohol or some other substance, physical or psychological disabilities, unconsciousness or some other cause. 21

South Carolina Campus Sexual Assault Information Act (Section 59-105- et seq.) and TTC Procedure 12-1-8 (Cont) The College will impose sanctions on individuals who commit sexual assault. In cases involving a student, an interim (immediate) suspension may be imposed, which means the accused cannot attend classes or be on campus until an administrative hearing is held (within 10 days). In other cases, the accused may be permitted to attend classes pending a final decision from the Vice President for Student Services. If that recommendation is suspension (from the College) or expulsion (from the College), a hearing will also be held. Among the other disciplinary sanctions that may be imposed are the following: admonition, censure, probation, and the restriction of privileges. Harassment is a pattern of intentional, substantial and unreasonable intrusion into the private life of a targeted person that causes the person (and would cause a reasonable person) to suffer mental distress. Stalking is a pattern of words or conduct that is intended to and that does cause a targeted person (and would cause a reasonable person) to fear death, assault, criminal sexual contact, kidnapping (either the targeted person or a member of his/her family), or damage to his/her property or a family member's property. The TTC Public Safety Department takes all complaints of harassment and stalking seriously and actively assists students, faculty, and staff in dealing with matters of this type through civil and criminal means. Click the following links to access the College's Sexual Harassment Policy (http://www.tridenttech.edu/4958_5250.htm) and Procedure (http:/www.tridenttech.edu/4958_5249.htm). Sexual Assault Prevention Use the campus escort and transit services. Be aware of the emergency telephones and their locations. Avoid being in classrooms or office buildings alone at night. If you must be there, let the campus police know where you are and how long you will be there. Stay near a telephone. Report any suspicious person or activity to the Public Safety Department, whatever the time, day, or night. Know who is at your door before opening it. Vary your routine. Do not walk the same route night after night. When walking at night, be alert. Listen for footsteps and voices to be sure no one is following you. Avoid unlit areas. Whenever possible, walk and park in well-lit public areas. Always lock the doors in your car, room, apartment, or house. Keep the car doors locked even when you are driving. Never pick up hitchhikers. When driving, always make sure you have enough gas to reach your destination. When walking to your car at night, have your car keys in your hand before leaving the building. When walking from your car to your residence, have your door key in hand before you leave your car. If you are being dropped off, ask the driver of the car to wait until you are safely in your residence. Take advantage of the rape awareness and rape defense training offered by the College and community groups. If you drink alcoholic beverages, drink responsibly. 22

Public Safety Department Programs The Public Safety Department offers numerous educational and personal safety programs for students, faculty, and staff. These programs are offered regularly. Notices are posted on the Public Safety Department's website, College bulletin boards, and are sent by e-mail to faculty, staff and students. Crime Prevention The College actively promotes campus security by providing services to prevent criminal activities, enhance personal safety, and protect property. Escort Service College Public Safety officers are available to escort faculty, staff, students and visitors to their vehicles and as otherwise requested. To request an escort, contact the Public Safety Department at 574-6053. Reporting a Crime All members of the College community share the responsibility of preventing crime. Everyone should report all crimes and suspicious activities, whether you are a victim or a witness. Report crimes and other emergencies on campus to the Public Safety Department immediately. The emergency number is (843) 574-6911 (6911 on campus) and it is posted throughout the College on telephones and in the College and tri-county area telephone directories. Please do not report crimes through TTC's website. Emergency Phones Emergency telephones are available in buildings and parking lots. In case of a telephone outage, Public Safety may be reached by calling (843) 572-1642 which is a backup emergency line. Crimes on campus may also be reported to local police who will relay the information by radio to the Public Safety Department. Also, report crimes related to College activities occurring off campus to local police and Public Safety immediately. Your name Your exact location and the exact location of the incident The phone number from where you are calling Description of injuries, if any, and need for medical assistance Immediate details of the incident (where it occurred, how long ago) Information about the suspect (name, physical description, clothing description, direction of flight, description of vehicle, etc.)

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S.C. Sex Offenders Registry Information on all registered adult sex offenders (age 17 and older) is available from the S.C. Sex Offenders Registry (http://services.sled.sc.gov/SOR/). Information is also available on registered sex offenders (ages 12-16) who have committed the following offenses: criminal sexual conduct in the first degree; criminal sexual conduct in the second degree; criminal sexual conduct with minors, first degree; criminal sexual conduct with minors, second degree; engaging a child for sexual performance; producing, directing or promoting sexual performance by a child; or kidnapping. An evaluation must be made on any other requests for information on registered offenders under age 17 who are victims of or witnesses to an offense at public or private schools, child day care centers, family day care centers, or businesses and organizations that primarily serve children, women or vulnerable adults. Evaluations are also required on information requests for offenders who are age 11 or younger who may have a prior conviction or adjudication of delinquency. Those who request the information must complete and submit a written request form at SLED or at a sheriff's office. A copy of the request form is available online, and it may be mailed or faxed to Sex Offenders Registry, SLED, P.O. Box 21398, Columbia, SC 29221. The fax number is 803-896-7022 If you are sexually assaulted: Memorize as much detail as possible about the attacker. On campus call the College's Public Safety Department at 574-6911 immediately. Off campus call local emergency medical service immediately by dialing "911" or their local number. This does not obligate you to file charges or testify in court. If you prefer not to call the police, but you want to make it known that a sexual assault occurred, you may contact the Vice President for Student Services or any member of the Counseling and Career Development Department. Do not bathe, shower, douche, or urinate. Do not change clothes, if it can be avoided. If changing clothes is necessary, secure you changed clothes inside a paper bag, not plastic. Do not eat, drink, smoke, rinse your mouth, or brush your teeth. These actions may destroy evidence. Do not disturb the crime scene(s). You may call and request medical transportation without divulging that you have been sexually assaulted. Even if you choose not to become involved with the police, you should seek medical assistance. You are strongly encouraged to go through the rape protocol exam for medical attention and for the purpose of preserving important physical evidence of the assault. The rape protocol exam should be done as soon as possible. Physical evidence can be obtained up to 72 hours after the assault. However, as time passes, the quality of the evidence diminishes. Contact a friend or family member to be with you.

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What Happens When a Sexual Assault Is Reported to the Public Safety Department? When you notify Trident Technical College Public Safety officers of a sexual assault, the following will occur: Public Safety will respond to your location on campus, ensure that you are safe and provide you with emergency medical assistance. Public Safety will ask you questions about the assault (location and time of the assault, a description of the accused, etc.). If you request to speak to a male or female officer, Public Safety will make every reasonable effort to accommodate your request, to include contacting another law enforcement agency having concurrent jurisdiction. Local law enforcement may become involved depending on the circumstances surrounding the incident. A family member, friend, or counselor may be with you during the interview. Public Safety will protect the crime scene, contact local law enforcement as may become necessary and assist in the collection and preservation of evidence. Public Safety will make contact with and escort you to an appropriate medical facility (such as the Medical University of South Carolina). Public Safety will contact other assistance agencies (People Against Rape, Solicitor's Office Victims/Witness Program, etc.) on your behalf. The Victims/Witness coordinator from the Solicitor's Office will help you file any documents related to the S.C. Victim's Compensation Fund. Public Safety will treat you and your case with sensitivity, understanding, and professionalism regardless of your gender or the gender of the accused. Public Safety officers will not prejudge you or blame you for what occurred. Public Safety will NOT release your name to the public or the press. Public Safety will continue to be available to you, answer your questions, and explain the system and processes involved (solicitor, courts, etc.). Public Safety will professionally investigate your case, which may lead to the arrest and prosecution of the accused. You will be kept up-to-date on the progress of the investigation and/or prosecution. What Happens When a Sexual Assault Is Reported to the Vice President for Student Services? Upon learning of a sexual assault, the Vice President for Student Services (or designee) will contact you to offer the services of several Student Services departments. Any information you provide will be kept in the strictest of confidence. In the event you want the College to pursue disciplinary action against a student accused of a sexual assault on campus, you will be asked to provide a written report of the incident. That information will be forwarded to the Vice President for Student Services, who will start College disciplinary processes. You will be invited, but not required, to meet with the Vice President for Student Services in order to discuss College's disciplinary procedures further. Please remember that information regarding student discipline is maintained as a confidential record.

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When available information has been reviewed by the Vice President for Student Services, sanctions may be imposed. If the Vice President for Student Services recommends a temporary suspension, suspension (from the College), or expulsion (from the College), an administrative hearing may be scheduled. You will have the option to attend the administrative hearing and provide testimony regarding the attack. The Vice President for Student Services will attempt to make special accommodations for testifying if you are not able to face the accused. You will be listened to and treated with respect. You may have a friend, counselor, or support person present during the hearing. All hearings are closed to the public and are confidential. When you report a sexual assault to the Vice President for Student Services, he/she is required by law to inform the Trident Technical College Public Safety Department. However, reporting this crime to the TTC Public Safety Department in no way obligates you to press charges or testify in court. Even if you do not want to press charges, we strongly encourage you to contact the police for immediate help. You may discontinue the involvement of Vice President for Student Services and any other police or legal services at any point. Victim's Rights The alleged victim has the right to be informed of the process prior to any disciplinary action involving the incident and has the option of discontinuing the process if he or she is the only witness. The alleged victim has the right to attend the hearing that involves the accused student. The alleged victim has the option of providing testimony regarding the incident. The Vice President for Student Services will attempt to make special accommodations for testifying if you are not able to face the accused. The alleged victim is entitled to bring an adviser, friend, counselor, or parent during testimony at the hearing. All hearings are closed to the public and are confidential. The alleged victim shall be informed of the outcome of the disciplinary hearing. In the event the accused student appeals the decision, the Vice President for Student Services will keep the victim informed of the status of those appeals. The alleged victim may request changes in his/her academic situation. The College will accommodate such changes if reasonably possible. Rights of the Referred Student The College's "Rules for Student Disciplinary Procedure and Sanctions" can be found in the "Student Code and Academic Issues" section of the TTC Catalog/Student Handbook or TTC Procedure 17-3-1 at http://www.tridenttech.edu/4949_5369.htm. How the College Can Help? The College's Counseling Office will offer emotional support and refer you to community resources for victims of sexual assault. The College will also change your academic situation if changes are requested and reasonably available.

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South Carolina Campus Sex Crimes Prevention Act (Section 59-106-20) Information concerning registered sex offenders may be obtained at Public Safety or by checking the South Carolina Sex Offenders Registry (http://services.sled.sc.gov/SOR/). The Copyright Law and its Implications for South Carolina Educators Reprinted with permission from the South Carolina ETV Network in cooperation with the Office of Instructional Technology, South Carolina Department of Education. The information was taken from a booklet entitled, The Copyright Laws and Its Implications for South Carolina Educators, prepared and distributed by the South Carolina Department of Education. A copy of this booklet is available in the offices of TTC's deans and directors. It is important for all of us to know exactly where we stand as educational employees working within copyright guidelines. Educators have a responsibility to their chosen profession to obey all laws, but especially those so directly involved in the educational process. Since the 1960s when photocopying equipment began to be more sophisticated, many problems concerning copyright abuse have surfaced. This copyright review will highlight certain aspects of the copyright law which relate to printed matter. Certain kinds of documents may be copied without restriction. Published works, which were never copyrighted, published works whose copyrights have expired, and U.S. Government publications (not to include works published by others who received U.S. Government grants or contracts) may be copied at the discretion of the user. Reproduction of copyrighted material for educational and scholarly use is permitted for purposes of criticism, comment, news reporting, teaching (including multiple copies for classroom use), scholarship, or research, and is not an infringement of copyright. Any time materials are copied, permission should be requested from the copyright holder, even if the materials copied fall under the fair use standard. If permission is later denied, the copied works can be destroyed. If approved, however, the user may keep the materials for as long as the permission is in effect. Certain prohibitions include copying to create or replace anthologies, compilations, or collective works; copying "consumables" (workbooks, standardized tests, etc.); copying to substitute for purchase; copying directed by a higher authority; copying for repeated use; copying for profit. Whenever the criteria for reproducing material cannot be met, then it is necessary to obtain written permission from the publisher. Permission to copy must include: 1. Title, author and/or editor, and edition of materials to be duplicated. 2. Exact material to be used, giving amount, page numbers, chapters and, if possible, a photocopy of the material. 3. Number of copies to be made. 4. Use to be made of duplicated materials. 5. Form of distribution (classroom, newsletter, etc.). 6. Whether or not the material is to be sold. 7. Type of reprint (ditto, photocopy, offset, typeset).

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Guidelines For Computer Software Federal copyright laws protect most software available for use on computers at Trident Technical College. Educational institutions are not exempt from copyright law. The College respects federal copyright and license protections. In addition, software is normally protected by a license agreement between the purchaser and the software seller. Software provided through the College for use by faculty, staff, and students may be used on computing equipment only as specified in the various software licenses. Faculty, staff or students shall not copy or reproduce any licensed software on college computing equipment, except as expressly permitted by the software license (i.e., for backup). Faculty, staff or students shall not use unauthorized copies of software on college-owned computers or on personal computers housed in college facilities. ALL software acquisitions, including Internet plug-ins such as Adobe Acrobat or Real Player, must be approved, logged and installed by Computer Services personnel. Unauthorized use of software is not permitted at Trident Technical College. If employee abuse of computer software occurs, those employees responsible for such abuse are subject to disciplinary action up to and including dismissal. Such unauthorized use will likely constitute a criminal offense under the U.S. Copyright, Designs and Patents Act of 1988 and violators will be subject to federal prosecution. The copyright laws also allow restitution of up to $10,000 for each violation. Employees will likely be held personally liable for such restitution. Please refer to TTC Procedure 3-1-1, Use of Information Technology Resources. The copyright laws allow restitution of up to $10,000 for each violation for which employees can be held personally liable. Additionally there can be criminal prosecution for copyright violations.

If you have specific questions about copyright laws or violations contact your vice president.

Refer also to TTC Procedure 3-1-1, Use of Information Technology Resources http://www.tridenttech.edu/4963_5089.htm.

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Guidelines for Effective Email Communication The following Guidelines for Effective Email Communications were recommended by the Communications Pit Team and approved by Quality Council. Remember that email is not necessarily confidential. Many institutions, including TTC, retain the right to monitor employees' messages. Do not send anything you would not be comfortable seeing published in Monday Edition. Avoid sending unnecessary, frivolous messages. Answer your email quickly. You must be quick to communicate effectively. Check email daily. Try to make it a rule to answer your e-mail as soon as you get it. If you don't have the full answer right then, let the other person know that you'll be getting back to them. Be concise. As with all email communications, the best messages are those that are concise and to the point. The goal of email is to improve communication effectiveness and efficiency. Place the most important statement in the first paragraph. Use bulleted lists to increase the skim ability of your message. Try to keep everything on one "page". In most cases, this means twenty-five lines of text. Use attachments when sending considerable supporting material OR publish on the web. Use "Reply to all" sparingly when replying. Does everyone on the list really need to see your response? Use descriptive subject lines (headers) Think of the subject as your headline. The subject should provide the reader with a clear indication about what the message contains. Replace vague lines (FYI or Information ) with better hooks: Free Tickets or Exciting Career Opportunity. Don't send your readers unnecessary or frivolous messages (e.g., chain letters, jokes). Soon, they will quit opening any message from you. If someone you know sends you messages you don't want (hoaxes, chain letters, jokes), ask them very politely to stop. Otherwise, they will send you more. Create single subject messages whenever possible. You may have three separate things to tell your intended recipient. Three short separate messages are better than one. Some reasons: People frequently forget about all but the first or last question. Subject lines in each message can be more descriptive of the message content. Each of the messages can be filed, retrieved, and forwarded separately by the recipient (and sender), depending on the content. 29

Guidelines for Effective Email Communication (Cont) Edit out unnecessary information from messages when responding. Only quote text that will convey the context of your reply. DON'T TYPE IN ALL CAPS! IT LOOKS LIKE YOU'RE SHOUTING! Many readers find all-caps to be too emphatic in the email mode and find them hard to read quickly. Don't type in all lower case. If you don't pay attention to the rules of English grammar and usage, you make it difficult for the reader to read. Always spell check your email and take time to proofread for errors. Use the Out of Office Assistant when you are away. This alerts people needing a quick response that you are not on campus. Keep signature lines to a minimum. The accepted maximum length for a signature is four to six lines.

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ALCOHOL AND OTHER DRUG USE

Policy and Information for Employees and Students South Carolina Technical College System It is the policy of the South Carolina Technical College System to provide a drug free, healthful, safe and secure work and educational environment. Employees and students are required and expected to report to their work, class or student activities in appropriate mental and physical condition to meet the requirements and expectations of their respective roles. The South Carolina Technical College System prohibits the unlawful manufacture, distribution, dispensation, possession or use of narcotics, drugs, other controlled substances or alcohol at the workplace and in the educational setting. Unlawful for these purposes means in violation of federal/state/local regulations, policy, procedures, rules, as well as legal statutes. Workplace means either on agency premises or while conducting agency business away from the agency premises. Educational setting includes both institutional premises or in approved educational sites off campus. In order to prevent the consequences of alcohol and other drug abuse at the workplace and in the educational setting, the South Carolina Technical College System has implemented the Campus Events with Alcoholic Beverages (http://www.tridenttech.edu/4959_5129.htm) policy to ensure a drug-free work and educational environment. The South Carolina Technical College System recognizes that chemical dependency through use of controlled or uncontrolled substances, including alcohol, is a treatable illness. The agency supports and recommends employee and student rehabilitation and assistance programs and encourages employees and students to use such programs. All locations also will implement drug-free awareness programs for employees and students. Such programs will annually ensure that employees and students are aware that: 1. Alcohol and other drug abuse at the workplace and in the educational setting is dangerous because it leads to physical impairment, loss of judgment, safety violations and the risk of injury, poor health, or even death. Health risks and effects of controlled substances and alcohol will be provided to students and employees. 2. Alcohol and other drug abuse also can significantly lower performance on the job and in the classroom, thus impacting on the agency and the College mission, as well as seriously affecting the student's educational and career goals. 3. Employees must report any personal conviction under a criminal drug statute, for conduct at the workplace, to Human Resources within five days. 4. It is a condition of employment and admission that all employees and students must abide by the policy on alcohol and other drug use as well as related procedures statements/laws/guidelines. Violation of any provision may result in disciplinary action up to and including termination or expulsion respectively, and may have further legal consequences consistent with federal and state laws and regulations. Additionally, management may require an employee or student to enter an employee/student assistance or drug rehabilitation program as a condition of employment or enrollment. 5. Use of employee assistance programs (EAP), student assistance programs (SAP), or drug/alcohol rehabilitation services is encouraged.

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ALCOHOL­EFFECTS & HEALTH RISKS

Alcohol consumption causes a number of marked changes in behavior. Even low doses significantly impair the judgment and coordination required to drive a car safely, increasing the likelihood that the driver will be involved in an accident. Low to moderate doses of alcohol also increase the incidence of a variety of aggressive acts, including spouse and child abuse. Moderate to high doses of alcohol cause marked impairments in higher mental functions, severely altering a person's ability to learn and remember information. Very high doses cause respiratory depression and death. If combined with other depressants (see chart below) of the central nervous system, much lower doses of alcohol will produce the effect just described. Repeated use of alcohol can lead to dependence. Sudden cessation of alcohol intake is likely to produce withdrawal symptoms, including severe anxiety, tremor, hallucinations and convulsions. Alcohol withdrawal can be lifethreatening. Long-term consumption of large quantities of alcohol, particularly when combined with poor nutrition, also can lead to permanent damage to vital organs such as the brain and the liver. Mothers who drink alcohol during pregnancy may give birth to infants with fetal alcohol syndrome. These infants have irreversible physical abnormalities and mental retardation. In addition, research indicates that children of alcoholic parents are at greater risk than other youngsters of becoming alcoholics. Controlled Substances - Effects and Health Risks

Drug Narcotics Opium Morphine Codeine Trade or Other Names Dover's Powder, Paregoric, Parepectolins Morphine, MSContin, Roxanol, Tylenol w/Codeine, Empirin w/Codeine, Robitussin A-C, Fiorinal w/Codeine Diacetylmorphine, Horse, Smack Dilaudid Demerol, Mepergan Dolophone, Methadone, Methadose Numorphan, Percodan, Percocet, Tylox, Tussionex, Fetanyl, Darvon, Lomotil, Talwin Dependence Physical/Psychological High High Moderate High High Moderate Possible Effects Euphoria, drowsiness, respiratory depression, constricted red pupils, nausea Effects of Overdose Slow and shallow breathing, clammy skin, convulsions, coma, possible death Withdrawal Syndrome Watery eyes, runny nose, yawning, loss of appetite, irritability, tremors, panic, cramps, nausea, chills, and sweating

Heroin Hydromorphone Meperidine (Pethidine) Methadone Other Narcotics

High High High High High-Low

High High High High-Low High-Low

Depressants Chloral Hydrate Barbiturates

Noctec Moderate Amytal, Butisol, Fiorinal, Lotusate, Nembutal, Seconal, Tuinal, Phenobarbital Low

Moderate

Slurred speech, disorientation, drunken behavior without odor of alcohol

Shallow respiration, clammy skin, dilated pupils, weak and rapid pulse, coma, possible death

Anxiety, insomnia, tremors, delirium, convulsions, possible death

Ativan, Dalmane, Diazepam, Librium, Xanax, Serax, Valium, Tanxexe, Verstran, Versed, Halcion, Paxipam, Restoril Quaalude Methaqualone Doriden Glutethimide Other Depressants Equanil, Miltown, Noludar, Placidyl, Valmid Benzodiazepines

Low

High High Moderate

High Moderate Moderate

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Controlled Substances - Effects and Health Risks (Cont)

Drug Stimulants Cocaine Amphetamines Phenmetrazine Methylphenidate Other Stimulants Trade or Other Names Coke, Flake, Snow, Crack Biphetamine, Delcobese, Desoxyn, Dexedrine, Obetrol Preludin Ritalin Adipex, Cylert, Didrex, Ionamin, Melfiat, Plegine, Sanorex, Tenuate, Tepanil, Prelu-2 Ecstacy, X, E, XTC, Adam, Hug, Love Drug Dependence Physical/Psychological Possible Possible Possible Possible Possible High High High Moderate High Possible Effects Increased alertness, excitation, euphoria, increased pulse rate and blood pressure, insomnia, loss of appetite Effects of Overdose Agitation, increase in body temperature, hallucinations, convulsions, possible death Withdrawal Syndrome Apathy, long periods of sleep, irritability, depression, disorientation

MDMA Methylenedioxymethamphetamine

None

Low

GHB

Gama hydroxy butyrate or Gamma hydroxy butyric acid, Liquid E, Fantasy, Easy Lay

Katamine

Ketamine hydrochloride, "Special K", "K"

Euphoria, hyperexcitability, extreme nervousness, accelerated heartbeat, sweating, dizziness, insomnia, incessant talking and mild hallucinations Intoxication, increased energy, happiness, desire to socialize, feeling affectionate, less inhibition Hallucinogenic (trippy) effect, dissociative feeling from body Illusions and hallucinations, poor perception of time and distance

Heat stroke, dehydration, depression, neurotoxicity

Deep sedation which may lead to death

Depresses consciousness and breathing, can cause mental disorders with frequent use Longer, more Withdrawal intense "trip" syndrome not episodes, reported psychosis, possible death

Hallucinogens LSD Mescaline and Peyote Amphetamine Variants Phencyclidine Phencyclidine Analogues Other Hallucinogens Cannabis Marijuana

Acid, Microdot Mexc, Buttons, Cactus 2.5 DMA, PMA, STP, MDA, MDMA, TMA, DOM, DOB PCP, Angel Dust, Hog PCE, PCPY, TCP Bufotenine, Ibogaine, DMT, DET, Psilocybin, Psilocyn

None None Unknown Unknown Unknown None

Unknown Unknown Unknown High High Unknown

Pot, Acapulco Gold, Grass, Reefer, Sinsemilla, Thai Tetrahydrocannab Sticks THC, Marinol inol Hash Hashish Hash Oil Hashish Oil

Unknown Unknown Unknown Unknown

Moderate Moderate Moderate Moderate

Euphoria, relaxed inhibitions, increased appetite, disoriented behavior

Fatigue, paranoia, possible psychosis

Insomnia, hyperactivity and decreased appetite

NOTE: This is not exhaustive, but simply examples of common controlled substances which might be used illegally.

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SOUTH CAROLINA LAWS ­ Alcohol

Purchasing Beverages for Underaged Person It is unlawful for a person who purchases beer or wine while on licensed premises to give the beer or wine to a person to whom beer or wine cannot lawfully be sold, for consumption on the premises. Penalty - Fined not less than fifty nor more than one hundred dollars or imprisoned for not more than thirty days. (Code 61-4-80) Purchasing Beverages with False Identification It is unlawful for a person to whom beer or wine cannot be lawfully sold to knowingly give false information concerning his age for the purpose of purchasing beer or wine. Penalty - Fined not less than fifty nor more than one hundred dollars or be imprisoned for not more than thirty days. (Code 61-4-60) Transfer of Beer or Wine for Underage Person It is unlawful for a person to transfer or give to a person under the age of twenty-one years for the purpose of consumption of alcoholic liquors at any place in the State. Penalty - Fined not more than two hundred dollars or imprisoned not more than thirty days. A person found guilty of a violation of Code 61-6-4070 and this section may not be sentenced under both sections for the same offense. The provisions of this section do not apply to a spouse over the age of twenty-one giving beer or wine to his spouse under the age of twenty-one in their home; to a parent or guardian over the age of twenty-one giving beer or wine to his children or wards under the age of twenty-one in their home; or to a person giving beer or wine to another person under the age of twenty-one in conjunction with a religious ceremony or purpose if the beer or wine was lawfully purchased. The provisions of this section do not apply to a person who gives, serves, or permits to be served any beer, ale, porter, wine, or other similar malt or fermented beverage to a student under the age of twenty-one if: (1) the person is an authorized instructor of an accredited college or university and is twenty-one years of age or older; (2) the student, eighteen years of age or older, is enrolled in the accredited college or university and is a student in a culinary course which has been approved through review by the State Commission on Higher Education, and the beverage is delivered as part of the student's required curriculum and is used only for instructional purposes during classes conducted pursuant to such curriculum; (3) the student is required to taste, but not consume or imbibe, the beverage during classes conducted under the supervision of the authorized instructor pursuant to the curriculum. (4) the beverage is never offered for consumption or imbibed by the student; and (5) the beverage at all times remains in the possession and control of the authorized instructor. Sale of Beverages to Persons Under Twenty-one It is unlawful for a person to sell beer, ale, porter, wine, or other similar malt or fermented beverage to a person under twenty-one years of age. Penalty - Fined not less than one hundred dollars nor more than two hundred dollars or imprisoned not less than thirty days nor more than sixty days, or both, in the discretion of the court. (Code 61-4-50) See also Code 61-6-4080 for alcoholic liquors. Contributing to the Delinquency of a Minor It is against the law for any person over 18 to knowingly and willfully influence a minor to violate any law or municipal ordinance. Penalty - Fine up to $3,000 and/or confinement up to three years. (Code 16-17-490) Open Containers in Motor Vehicles It is unlawful for a person to have in his possession, except in the trunk or luggage compartment, beer or wine in an open container in a moving vehicle of any kind which is licensed to travel in this state or any other state and that may travel upon public highways of this State. This section must not be construed to prohibit the transporting of beer or wine in a closed container. Penalty - Fine not more than one hundred dollars or imprisoned not more than thirty days. (Code 61-4-110) See also Code 61-6-4020 for alcoholic liquors.

Other Drugs

Possession and Distribution of Drugs It is illegal to have, to make or intend to distribute any controlled substance, i.e., cocaine, crack, marijuana, etc. Penalty - Varies depending upon the circumstances under which the arrest was made and the amount of drugs. Fines up to $200,000, confinement up to 30 years, and mandatory driver's license suspension of six months-one year. (Code 44-53-370) Distribution Near School It is against the law and a separate offense to distribute, sell, make or have a controlled substance within a "specified" distance of schools, technical colleges, and/or colleges/universities. Penalty - Fine up to $10,000 and/or confinement up to 10 years. (Code 44-53-445) Distribution to Persons Under Eighteen It is illegal to distribute a controlled substance to a person under eighteen. Penalty ­ Imprisoned up to 20 years and fined up to $30,000 (Code 44-53-440) Public Disorderly Conduct Any person found on any public highway or in any public place who is intoxicated or disorderly may be charged with disorderly conduct. Penalty - Fine up to $100 or confinement up to 30 days. (Code 16-17-530)

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Alteration or Falsification of License It is against the law to lend, issue, sell, alter, or use your license, or anyone's license or a fictitious license (fake ID) for an unlawful purpose. Penalty - Fine up to $2,500 and/or confinement up to 6 months. (Code 56-1-515) Driving Under the Influence (DUI) It is unlawful for persons under the influence of alcohol or other drugs to drive. Penalty ­ First offense - not less than $400 fine; imprisonment up to 30 days; driver's license suspension 6 months-permanent. (Code 56-5-2930/2940) Felony Driving Under the Influence If you cause bodily harm or death to someone while under the influence of alcohol, drugs or any combination, you are guilty of a felony DUI. Penalty - For bodily harm, a mandatory fine up to $10,000 and mandatory confinement up to 15 years. For death, mandatory fine up to $25,000 and mandatory confinement up to 25 years. (Code 56-5-2945) Consent for Testing Anyone who has driven on South Carolina highways automatically has given consent to chemical tests of breath, blood or urine. If you refuse to submit to a urine and/or blood test, your driver's license will be suspended. There is no law that states that you have to be given a driver's license, provisional or temporary. (Code 56-5-2946) Possession or Sale of Drug Paraphernalia It is illegal to possess, manufacture, sell, or deliver drug paraphernalia; paraphernalia includes, but is not limited to, such things as: "Roach clips" - Clips used by the dentist to clip bibs around the necks of patients. "Bong" - Pipe that may or may not use water. "Carburetor" - Circulating tube with the holes at each end. Tube may be made out of glass or metal. Penalty - Fine up to $500. (Code 44-53-391) DUI: Under 21 Years of Age A. The Department of Public Safety must suspend the driver's license, permit, or resident operating privilege of, or deny the issuance of a license or permit to a person under the age of 21 who drives a motor vehicle and has an alcohol concentration of two one-hundredths of one percent or more B. A person under the age of 21 who drives a motor vehicle in this state is considered to have given consent to chemical tests of his or her breath or blood for the purpose of determining the presence of alcohol.

C. A law enforcement officer who has arrested a person under the age of 21 for a violation, or any other traffic offense established by a political subdivision of this state, and has probable cause to believe that the person under the age of 21 has consumed alcoholic beverages and driven a motor vehicle may order the testing of the person arrested to determine the person's alcohol concentration. A law enforcement officer may detain and order the testing of a person to determine the person's alcohol concentration if the officer has probable cause to believe that a motor vehicle is being driven by a person under the age of 21 who has consumed alcoholic beverages. D. If a person refuses upon the request of the primary investigating officer to submit to chemical tests as provided in subsection ©, the department must suspend his or her license, permit or any nonresident operating privilege, or deny the issuance of a license or permit to him for six months or one year. E. If a person submits to a chemical test and the test result indicates an alcohol concentration of two one-hundredths of one percent or more, the department must suspend his license, permit or any nonresident operating privilege, or deny the issuance or permit to him or her for three months or six months. F. A test may not be administered or samples taken unless the person has been informed in writing that he does not have to take or give the samples, but that his privilege to drive must be suspended or denied for at least six months if he refuses to submit to the tests and that his or her refusal may be used against him in court. (Code 56-1-286) Controlled Substance Theft A. It is unlawful for a person to take or exercise control over a controlled substance, the immediate precursor of a controlled substance, or ephedrine, pseudoephedrine, or phenylpropanolamine belonging to another person or entity with the intent to deprive the person or entity of the controlled substance, the immediate precursor of a controlled substance, or ephedrine, pseudoephedrine, or phenylpropanolamine. B. A person who knowingly and intentionally violates subsection (A): (1) for a first offense, is guilty of a felony and, upon conviction, must be imprisoned for not more than five years or fined not more than five thousand dollars, or both: and (2) for a second or subsequent violation, is guilty of a felony and, upon conviction, must be imprisoned for not more than ten years or fined not more than ten thousand dollars, or both. (Changed by L.2005, Act 127, §3, eff. 6/7/2005.) (Code 44-53-365)

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FEDERAL ILLEGAL POSSESSION PENALTIES CONTROLLED SUBSTANCES

First conviction: up to one year imprisonment and fined at least $1,000 but not more than $100,000, or both. After one prior drug conviction: at least 15 days in prison, not to exceed two years and fined at least $2,500 but not more than $250,000, or both. After two or more prior drug convictions: at least 90 days in prison, not to exceed three years and fined at least $5,000 but not more than $250,000, or both. There are special sentencing provisions for possession of crack cocaine: mandatory at least five years in prison, not to exceed 20 years and fined up to $250,000, or both, depending on amount of crack possessed and number convictions. In addition, there is forfeiture of personal and real property used to possess, facilitate, transport or conceal possession of controlled substances. There also are civil fines of up to $10,000 and denial of Federal benefits, such as student loans, grants, contracts, and professional and commercial licenses, up to one year for first offense, up to five years for second and subsequent offenses. [21 U.S.C. 844 (a); 21 U.S.C. 853 (a) (2); 881 (a) (7); 21 U.S.C. 881 (a) (4); 21 U.S.C. 844 a; 21 U.S.C. 853 (a)] FEDERAL TRAFFICKING PENALTIES (Examples) Minimum 1st Offense 2nd Offense Marijuana NMT 5 yrs. And NMT 10 yrs. Hashish NMT $250,000 NMT $500,000 Hashish Oil

Maximum 1st Offense NLT 20 yrs. And NMT life and NMT $4,000,000 (if death/serious injury NLT 20 yrs.) NLT 10 yrs. NMT life and NMT $4,000,000 (if death/serious injury NLT 20 yrs.)

2nd Offense NLT 20 yrs. And NLT life and NMT $8,000,000 (if death/serious injury NLT life) NLT 20 yrs. NMT life and NMT $8,000,000 (if death/serious injury NLT life)

Amphetamines Heroin Cocaine PCP LSD Cocaine Base Fentanyl

NLT 5 yrs. NMT 40 yrs. And NMT $2,000,000 (if death/serious injury NLT 20 yrs.)

NLT 20 yrs. NMT life and NMT $4,000,000 (if death/serious injury NLT 20 yrs.)

NOTE: NMT ­ Not More Than NLT ­ Not Less Than Local Information In addition to federal and state statutes, there are statutes The sale, possession or consumption of alcoholic or ordinances in the towns and cities in South Carolina beverages and/or narcotics, hallucinogens, stimulants which prohibit the use or distribution of alcohol or other and marijuana are specifically prohibited at TTC. The drugs in the municipalities. These ordinances or statutes College will not tolerate students coming on campus in also carry penalties including jail and/or fines. an intoxicated state. Violators are subject to prosecution under local, state and federal law and/or college policy. For an explanation of the counseling services available For details, read the Student Code in the Catalog/Student to TTC employees, see the College's Employee Handbook, available in the Student Affairs office. Assistance Program Procedure 8-13-5, available in the College's Policy and Procedure manual, in Learning TTC's Counseling and Career Development Services are Resources at all campuses. Also, TTC Procedure 8-7-1 available to assist in determining appropriate resources contains additional information on the Drug Free to meet student needs regarding drug or alcohol abuse. Workplace Act and the Drug Free Communities and The office is located on Main Campus, Building 410, Schools Act. There can be serious employee sanctions Room 210. Counselors are available Monday through for violation of these acts following the College's Friday from 8:30 a.m. to 5 p.m. To make an employee discipline processes, found in SBTCE Policy appointment call 574-6131. 8-5-100 and Procedure 8-5-100.1.

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The following is a list of agencies that may be able to offer help in the case of drug or alcohol abuse.

ALANON Charleston, SC (843) 762-6999 (recording for dates, time, places) 24 hrs/day answering service Fee­None Elg­Friends, relatives or anyone who is concerned about the alcoholic ALATEEN Charleston, SC (843) 762-6999 (recording for dates, time, places) 24 hrs/day answering service Fee­None Elg­Teenagers with friends, family or relatives who have a drinking problem Alcohol and Drug Commission, Dorchester County 500 N. Main St., Suite 4, Box 4, Summerville, SC 29483 (843) 871-4790 Mon-Fri 8:30 am-5 pm; answering service after 5 pm Fee­Sliding scale Elg­Anyone with substance abuse and related problems Alcoholics Anonymous 3005 W. Montague Ave., Charleston, SC 29418 (843) 723-9633/554-2998 24 hrs/day answering service Fee­None Elg­Anyone who has a desire to stop drinking Charleston Center 5 Charleston Center Dr., Charleston, SC 29401 HOTLINE: (843) 722-0100 Palmetto Lowcountry Behavioral Health System 2777 Speissegger Drive Charleston, SC 29405 (843) 747-5830 1-800-443-1019 24 hrs/day Fee­Refer to agency Elg­Anyone Commission on Alcohol and Drug Abuse, Berkeley County ­ Kennedy Center 306 Airport Drive, Moncks Corner, SC 29461 (843) 797-7871, (843) 761-8272, (843) 577-9181 Mon-Fri 9 a.m.-5 p.m. Fee­Sliding scale Elg­Anyone with substance abuse and related problems Program for the family who is affected by alcoholism. Refer to agency for meeting information.

Helps teenagers learn how to deal with the problems of alcoholism and with their feelings associated with it. Refer to agency for meeting information. Answering service has meeting information.

Full range of counseling services and evaluation for substance abuse and related problems. General counseling (need not be related to substance abuse). School and pre-trial intervention. ACOA, women's groups, couples groups. Intensive outpatient and dualdiagnosis program. Help for people with alcohol problems. Answering service will have an AA member return the call within an hour, arrange to meet with and take the caller to an AA meeting.

Inpatient, detoxification, youth programs, New Life Unit for Women, intensive outpatient, narcotics replacement, day treatment, intensive in-home for families and children. Private, inpatient facility for treatment of alcohol and other chemical dependencies. Medical, psychological and family therapy. Fully licensed psychiatric hospital with full medical staff.

Individual, marital and group counseling on drug, alcohol related problems. Deals with the court system through the Alcohol Safety Program (ADSAP). Operates the Level I school for drunk drivers and driving school for first offenders.

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MADD, South Carolina State Office 2711 Middleburg Plaza, Suite 116 Columbia, SC 29204 1-800-543-8692 Fee­None Elg­Anyone Narcotics Anonymous P.O. Box 72107, Charleston, SC 29415-2107 (843) 852-3001 (answering service for list of meetings) Fee­None Elg­Anyone with drug related problems Salvation Army Halfway House ­ Red Shield Lodge 4248 Dorchester Rd., Charleston, SC 29405 (843) 747-5271, ext. 18 Mon-Fri 8:30 a.m.-4:30 p.m. Fee­None Elg­Alcoholics (men only), if they do not drink; must be sober VA Medical Center Alcohol Treatment 109 Bee St., Charleston, SC 29401-5799 (843) 789-7311 or 789-7293 Mon-Fri, 8 a.m.-4:30 p.m. Fee­Refer to agency Elg­Veterans with alcohol or drug problems

Support group to assist DUI victims, both with the grieving process and the legal system. Appropriate also for those concerned about deaths, injuries and property damage caused by drunk and drugged drivers.

Anonymous support group for drug abusers. Refer to agency for meeting information. Uses the 12-step approach to addictions.

Provides a place to stay. Has work program and counseling. Work program to develop suitable job skills.

Detoxification and treatment for alcohol/drug abuse. Goal based on the results of evaluation and desires of the patient. The duration of the treatment is 21-28 days for inpatient treatment. Outpatient treatment depends on need.

Smoking Policy All buildings on TTC's campuses and sites are smoke-free. As TTC's procedure states, "Trident Technical College promotes a safe, healthy environment on all its campuses and prohibits smoking inside and at all entrances to all college facilities." Outdoor designated smoking areas are outlined in TTC Procedure 7-0-4. Smoking inside buildings is also a violation of the Clean Indoor Air Act (code 44-95-50). Refer also to TTC Procedure 7-0-4, Designated Smoking Areas http://www.tridenttech.edu/4959_5142.htm. Personal Benefit from Instructional Projects As stated in the SBTCE Policy 8-0-102, Personal Benefit from Projects or Written Materials, "No employee or any other person shall derive personal benefit or commercial gain from repair, construction, fabrication, or other `real projects' performed for `instructional purposes' by students unless such services are equally available to the general public. Additionally, no employee will be permitted to appropriate, use, or otherwise divert state or technical college equipment, facilities, supplies, or student endeavors for the support of any private projects or commercial enterprise. Individual institutional regulations shall be developed and adopted to assure compliance with this policy. Where there are conflicts or inconsistencies between this policy and the Ethics Act of 1991, the provisions of the Ethics Act will take precedence." Refer also to TTC Procedure 13-1-1, Live Work Projects (http://www.tridenttech.edu/4953_5307.htm).

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Dress

In order to meet our mission of providing quality education, it is essential to be properly dressed and groomed during working hours, in conformance with your particular job duties.

Children on Campus Employees cannot bring children to work. Each employee is responsible for arranging offcampus child care, even in extenuating circumstances such as illness of the child which prevents the parent from leaving the child in regular day care. See TTC Procedure 12-1-7 for more information. If you notice an unattended child on campus, contact the Public Safety Department immediately and ensure a faculty or staff member remains with the child until Public Safety arrives. Refer also to TTC Procedure 12-1-7, Children on Campus. Weapons and Animals on Campus 1. Firearms Prohibited To ensure a safe and secure environment for all members of the campus community, firearms are not allowed in any building, premises or property owned, operated or controlled by TTC except where allowed by law for law enforcement or military purposes.* This applies to any firearm or replica of a firearm in an assembled or unassembled condition. Under state law, a person may transport pistols, rifles or shotguns in their vehicles. The College prohibits the removal of these firearms from the vehicle and the carrying of such firearms into any building or area adjacent thereto such as a parking lot on campus. Persons holding concealed weapon permits under the Law Abiding Citizens Self Defense Act of 1996 (Article 4, Chapter 31, Title 23) are also prohibited from carrying firearms on campus except when such weapons remain inside an attended or locked motor vehicle and are secured in a closed glove compartment, closed console, closed trunk, or in a closed container secured by an integral fastener and transported in the luggage compartment of the vehicle. Refer also to TTC Procedure 12-1-6, Weapons and Animals. Anyone who violates this policy is in violation of Section 16-23-420 of the South Carolina Code of Laws as amended and is subject to arrest and criminal prosecution with a minimum penalty of $5,000 fine and five years imprisonment or both. In compliance with SC Code section 16-23-420, the President or her designee are specifically the only persons authorized to provide the express permission to waive any portion of this procedure. 2. Other Weapons Prohibited In addition, this procedure prohibits carrying any other weapon (knife, sword, blackjack, metal pipe, club, dirk, slingshot, brass knuckles, razor, or other type of weapon, object or device which may be used to inflict bodily injury or death) on campus. This applies to any weapon or replica of a weapon in assembled or unassembled condition. *Law enforcement officers, active duty or reserve military or national guard personnel on duty having authorization to carry such firearms or weapons are exempt from this procedure. Refer also to TTC Procedure 12-1-6, Weapons and Animals.

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Weapons and Animals on Campus (Cont) 3. Animals Prohibited Animals are not allowed on the premises or property of TTC except for animals trained to assist the disabled, police dogs or police horses, or animals used for educational purposes in academic programs. The feeding of animals (feral, domestic, or wildlife) on campus is prohibited with the exception of those animals treated by the Veterinary Technology Program or animals trained to assist persons with disabilities. Refer also to TTC Procedure 12-1-6, Weapons and Animals. Procurement of Equipment, Supplies and Books The responsibility and authority of procurement for the College is delegated to the Procurement and Risk Management Department. No employee of the College is permitted to order or purchase any materials, equipment or services directly on his/her own unless he/she is authorized to do so by the procurement office and then only through established procedures. The payment of any unauthorized purchases or contracts may be the sole responsibility of the person placing the order or contracting the services. The College is governed by the S.C. Consolidated Procurement Code for all procurements. Facilities Improvements/Repairs All work, including emergencies, minor services, and building alterations and improvements, must be requested through the Facilities Management work order system. Calls for information about how to access the work order system should be directed to 574-6349. Contracts The College's President and Vice President for Finance and Administration are the only persons authorized to sign vendor contracts for the College. However, the president may delegate this authority. A contract review form (TTC Form T3-45) must be completed for all contracts, agreements, memoranda of understanding, etc., before forwarding the document to the appropriate vice president's office for approval. The originator should forward the contract and review form to the appropriate vice president for approval. Employees must not sign contracts, agreements, articulation agreements or any documents that obligate the College in any way. For example, if you have a document that requires a signature on behalf of the College and a signature on behalf of another entity, the document is most likely a contract. If you sign a contract, you may be held personally liable for any obligation set forth in the agreement, contact, etc. Signing a contract may result in disciplinary action. Prior to forwarding the contract to the vice president, the originator must ensure that all attachments or addenda referenced in the contract have been printed and attached to the contract. If an attachment is on a website on the internet, and it is more than 20 pages long, the originator may send the attachment via email to all reviewers informing the reviewers as to which contract the attachment applies. The reviewers can view the attachment on-line, and if the review approves the attachment, he or she can make a notation on the contract review form, and forward the contract to the next reviewer.

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External Funding The Development Department, which is part of the Advancement Division, is responsible for the procurement of external grant funding to Trident Technical College. All proposals, as well as letters of support, to external funding agencies, including foundations, civic groups, businesses, or governmental agencies, are required to be developed and submitted through the Development Department. This policy insures that all proposals and letters meet minimum standards of quality (content, format, spelling, completeness, etc.) and coincide with the approved grant schedule. For additional information see TTC Procedure 9-1-1, Development Department. News Media Coordination of visits to campus and responses to questions by news media representatives are the responsibility of the Marketing Department. If you are contacted by the press, please refer them to the Marketing Department at 574-6021 or 574-6142. Emergency Evacuations and Drills In accordance with TTC Procedure 12-1-1, Emergency Response, Evacuations, and Drills, Public Safety conducts unannounced fire drills each semester and performs tests of the Emergency Alert System (EAS Campus and EAS Mobile/E-mail) at least once annually. Upon activation of the fire alarm, activation of the Emergency Alert System or at the direction of Public Safety, all occupants (faculty/staff, students, and others) within affected building(s) are required to quickly and quietly evacuate. Unannounced fire drills are conducted on a regular basis. FACULTY MEMBERS ASSUME THE ROLE OF MONITORS/COORDINATORS FOR THEIR STUDENTS DURING SUCH DRILLS OR ACTUAL EMERGENCIES. Therefore, faculty members should: Inform students the location of and routes to area fire exits. Inform students the location of nearest fire extinguishers. Instruct students to calmly and quietly evacuate classrooms and buildings when notified by fire alarm activations or by Public Safety. Ensure that priority is given to safety and not retrieval of personal belongings. Ensure that classroom doors are closed and overhead lights turned off after everyone has evacuated. Instruct students to walk, not run, during evacuation. Advise students to use the stairs, not elevators, during evacuation. Assemble as a group at least 150 feet away from the building. Remain as a group and wait for further instructions. Prohibit smoking during all phases of the evacuation. A primary and alternate student should be appointed (at the first class meeting) to be prepared to assist any student with a disability in the class during an emergency (fire, power failure, etc.). Students with disabilities should be consulted as to their desired method of evacuation (e.g., with or without wheelchairs). Additionally, instructors should assign students with disabilities to seats nearest to the door to expedite their evacuation, if this does not interfere with their academic programs. Refer also to TTC Procedure 12-1-1, Emergency Response, Evacuations, and Drills. Public Safety officers will inform all concerned when the building is safe for re-entry. 41

Key Control Policy After normal working hours and when classes have ended, all academic and administrative buildings are locked in order to maintain the security of buildings and contents. EMPLOYEES MUST NOTIFY PUBLIC SAFETY (BY TELEPHONE OR IN PERSON) PRIOR TO ENTERING, REMAINING IN, AND DEPARTING BUILDINGS AFTER BUILDINGS ARE LOCKED. Keys may be obtained from the respective campus' Public Safety office by presenting an approved Key Application form (TTC Form T3-85). Please allow at least 24 hours for Public Safety to process key applications. Keys will not be forwarded to individuals through the intercampus mail. When necessary, authorized employees may sign out keys, on a temporary basis, from the applicable campus Public Safety office. Such temporary keys must be returned to Public Safety by the end of the day. Issued keys (temporary/permanent) cannot be transferred from one individual to another, or obtained from any source other than the Public Safety office. Missing, lost or damaged keys must be reported to Public Safety immediately. A terminating employee must return all keys to Public Safety when checking out on the last day of work. The employee will receive a Key Return Receipt (TTC Form T3-27). Refer also to TTC Procedure 12-2-1, Building Security. Parking and Traffic Control To maintain safety and to minimize parking inconveniences, all faculty, staff and students should comply with traffic and parking regulations. Faculty/Staff parking decals are issued by Public Safety, Building 100, on the Main Campus and by the Admissions Offices on Palmer and Berkeley Campuses. Temporary parking permits for persons with disabilities are available from the Services for Students with Disabilities office in Building 410 on the Main Campus. Refer also to TTC Procedure 12-1-4, Traffic Control, Parking, And Reserved Parking. Lost and Found Each year, hundreds of "lost and found" items are turned over to the Public Safety office and can be claimed there. Items not claimed within 90 days will be donated to charity or destroyed. Environmental/Safety Compliance The Department of Public Safety provides environmental, health and safety services through the office of the Environmental, Health, and Safety (EHS) Manager. EHS services include responding to and mitigating environmental and safety hazards in classrooms, laboratories, offices, etc.; performing annual safety inspections; investigating indoor air quality complaints; management of chemicals stored on campus; management of chemical and biohazard waste; accident investigations; spill response and cleanup.

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Environmental/Safety Compliance (Cont) The EHS manager is also responsible for providing guidance and assistance to the College community to support the College's mission in protection of the environment and creation of a safe and healthy working environment through the creation and communication of policies and procedures. In establishing a culture of safety at TTC, college employees also share the responsibility of safety in their work environment by: 1. Complying with state and federal safety and environmental regulations including applicable college safety and environmental policies and procedures as contained in the Environmental Health and Safety Manual located in Portico. 2. Taking personal responsibility for their safety and that of their co-workers. 3. Attending required safety training. Questions regarding training requirements should be directed to the EHS Manager. 4. Reporting unsafe environments, activities and safety hazards to Public Safety at 843.574.6911 (6911 on campus) including but not limited to the following emergencies: Chemical, biohazard, or unknown spills Illegal dumping down storm drains Natural gas or chemical odors Safety hazards imminently dangerous to the College community

In an effort to reduce and control the amount of hazardous chemicals on campus, procurement of hazardous chemicals (by purchase order or procurement card) requires prior written approval from the EHS Manager. The Environmental, Health, Safety, and Security (EHSS) Committee also serves as a resource for safety and environmental concerns on campus. The EHSS Committee, which is comprised of multi-disciplinary members representing key departments at the College, meets frequently throughout the year. Travel Authorization and Expense Reimbursement Employees who incur approved expenses such as transportation, lodging, meals, registration fees, or other miscellaneous charges while conducting college business away from the office can be reimbursed through the College's travel procedures. To receive reimbursement for travel expenses incurred, an employee must complete a Travel Reimbursement Form (TTC Form T3-89). Expenses claimed for reimbursement on the Travel Reimbursement form should correspond with estimated expenses as approved on the Application for Travel/Professional Development Authorization request (TTC Form T3-92). All travel must be approved in advance and is funded on a reimbursement basis only. Travel authorization forms are available in Portico. Information regarding travel reimbursement is available from the Financial Affairs office at 574.6794, or by accessing TTC Procedure 6-1-2, Travel Authorization and Reimbursement.

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Probationary and Permanent Employment Status/Performance Appraisals All employees, other than faculty occupying full-time equivalent positions, are in probationary status for 12 months from the date of hire. Non-faculty probationary employees receive an interim evaluation after six (6) months. All faculty occupying full-time equivalent positions serve a probationary period of two (2) full academic years (78 weeks) not counting weeks worked during the Summer. Faculty receive an interim evaluation after one full academic year (39 weeks) not counting Summer. An employee who is performing satisfactorily at the end of the probationary period automatically attains covered status. Except for unusual circumstances, every employee receives a performance appraisal on the universal review date. Promotions/Transfers All employees are encouraged to apply for vacant positions which would provide opportunity for career progression. Job vacancies are published and distributed weekly throughout the institution via Monday Edition or a special announcement. Employees, like all other applicants, are required to file an application by visiting www.jobs.sc.gov by the posted deadline. Employment of Relatives and Nepotism It is the policy of TTC Procedure 8-18-1, Employment of Relatives (Nepotism) and the State Board for Technical and Comprehensive Education Policy 8-7-102, Employment of Relatives (Nepotism) that individuals with supervisory or management authority (to include State Board and local Commission members) may not hire, or have employed in any position under their direct supervision, or significant influence or control, any family member. In addition, family members working for the same supervisor will not be permitted. This policy applies to those having non-traditional relationships involving either cohabitation or significant interdependence. Additional restrictions concerning the employment of relatives may apply. Please see page 47, "Ethics, Government Accountability and Campaign Reform Act of 1991." Secondary or Dual Employment Employees occupying full-time equivalent positions are employed with the understanding that their position at TTC is their primary employment. Acceptance of additional employment of any kind (including self-employment or employment with either a state or non-state agency) should be discussed with the appropriate dean or director to determine whether or not such additional employment will interfere with the employee's full-time assignment. An employee of a technical college in South Carolina may not be paid by TTC or any other technical college for hours worked as secondary employment while on paid leave from their regular assignment. All secondary/dual employment requires prior written Presidential approval on TTC Form T3-24. Please refer to TTC Procedure 8-14-1, Secondary Employment, for details.

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Work Schedules The standard work week for employees occupying full-time equivalent positions on a full-time basis is 40 hours per week excluding lunch periods. The work week shall begin at 12:01 a.m. on Sunday and shall end at midnight on Saturday. All offices are to be staffed Monday through Friday from 8:30 a.m. to 5 p.m. Otherwise, scheduling of all personnel will be at the discretion of the vice presidents and/or the President. Due to the nature of their work, some employees will be assigned an adjusted but regular 40-hour work schedule. Since the College conducts classes at night and on weekends as well as during the week day, faculty members will be given notice of individual teaching schedules prior to each semester. The working hours for Public Safety personnel also vary, based on a monthly schedule which is posted on the department bulletin board not later than the 25th of each month. All employees are subject to other hours and days as may be necessary. This notice does not constitute a guarantee of hours to be worked. Time and Attendance Records For time and attendance record keeping purposes, there are two categories of employees: exempt and non-exempt. Whether an employee is exempt or non-exempt is determined by the nature of the job as defined by the Fair Labor Standards Act (FLSA). Exempt employees are not subject to the overtime provisions of FLSA and thus report only absences from work. They do not report hours worked because they are not compensated for overtime hours. Non-exempt employees are subject to the overtime provisions of FLSA and receive compensation or compensatory time for actual hours worked in excess of 40 hours per week. All employees are required to complete a monthly time sheet. Non-exempt employees must keep their time sheets on a daily basis to indicate the total number of hours worked and/or absent each day. Exempt employees need only indicate absences. Exempt employees who have not been absent during the month must still provide a time sheet with appropriate signatures. Time sheets for employees occupying full-time equivalent positions are to be submitted to the Human Resources office through supervisors on the last day of the month but not later than the fifth day of the following month. Time sheets for temporary employees should reflect time worked from the 11th of one month to the 10th of the following month. Time sheets for temporary employees are due in Human Resources by 4:00 pm on the 11th of each month. For additional details, please refer to TTC Procedure 8-4-1, Personnel Work Schedules. Disciplinary Action TTC practices progressive discipline. Progressive discipline is intended to be corrective rather than punitive. Continued minor offenses may require a series of disciplinary actions resulting in dismissal, whereas a major act of misconduct may result in immediate dismissal. Disciplinary problems will be handled by one or more of the following actions, but not necessarily in this progressive order: oral reprimand, written reprimand, transfer, demotion, disciplinary suspension, investigatory suspension and dismissal. The appropriate disciplinary action shall be determined after the circumstances have been carefully considered. 45

Disciplinary Action (Cont) The Human Resources Director and the appropriate vice president must review all disciplinary actions, other than oral reprimands, to insure consistent disciplinary actions and that supervisors and employees are aware of the range of disciplinary standards. All records are maintained in the Human Resources office. Employment Verification, References and Freedom of Information Act Requests Employment verification includes providing employment-related information about employees (current or former, covered or temporary) to persons outside the College. Supervisors should refer all related requests to the Human Resources office. The Human Resources Director is authorized to release information for employment verification. When appropriate, the Human Resources Director will consult with supervisors when completing verifications. Any requests for references should be forwarded immediately to the Human Resources Director for completion. Supervisors may provide letters of reference if requested by an employee or former employee. It is important, however, that these be reviewed by the Human Resources Director prior to being mailed. Under the South Carolina Freedom of Information Act (FOIA), anyone has the right to reasonable access to certain information about state employees. Requests for such information about employees of TTC must be submitted to the Human Resources Director in writing and must be signed by the requester. Information will be released as required under the FOIA concerning all employees. Any additional information will be disclosed only upon written authorization of the employee or upon subpoena by a court of competent jurisdiction. Employees may authorize release of information about them via email. Copies of employment verifications and references will become part of an employee's official personnel file. All other FOIA requests should be forwarded to the President's Office for response. Paychecks All employees are paid at the end of every month. Covered employees are paid based on the assumption that they worked a regular schedule. Any adjustments to pay due to overtime or leave without pay will be made on the following month's payroll. Employees with leave without pay will be handled on a case by case basis. Direct deposits may be suspended during this time. Temporary instructors' hours will be divided into several payments, as defined in the Part-time Faculty Handbook, with an equal amount to be paid each month of the term depending on the beginning and ending dates of the contract. Confirmation will be required at the end of the contract period to indicate completion of the total contract hours. To prevent overpayment, any deviation in an instructor's total hours due to termination, canceled classes, illness, etc., must be reported immediately in writing to the payroll technician in the Payroll office.

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Paychecks (Cont) Federal Work Study (FWS), Institutional Work Study (IWS) and temporary classified employees will be paid for time worked from the 11th day of the previous month through the 10th day of the current month. The payroll technician must receive time sheets no later than 4:00 pm on the 11th day of the month in order to be paid by the end of the month. FWS time sheets are gold, IWS time sheets are orange and temporary classified employees' time sheets are blue. Covered employees leaving the employment of the College before the end of the month will be paid on the last working day of that month and must have completed the checkout process prior to receiving their paychecks. Direct deposit to your bank of choice is required for covered employees, adjunct credit faculty, FWS, IWS, and temporary classified employees. The form to request direct deposit is available in Portico. Paychecks and direct deposit pay advices are issued on the last working day of each month for all employees. All employees may view their monthly pay advices via TTC Express. Ethics, Government Accountability and Campaign Reform Act of 1991 This law was passed in an effort to make the government function in a manner "free from all threats, favoritism, undue influence and all forms of impropriety so that confidence of the public is not eroded." The S.C. Ethics Commission and the Attorney General are responsible for oversight and enforcement of the Act, as it relates to state employees. It appears that the Act has had numerous unintended ramifications for public employees. Areas which may require our compliance under the Act include, but are not limited to, those listed below. Conferences and meetings which are hosted by the College or professional organizations Travel and conference/meeting expenses if paid for by an entity other than the College Procurement Contacts with and/or invitations to elected or governmental officials on behalf of the College Gifts or loans of "anything of value" to college employees Consultant activities Honoraria Speaking engagements on behalf of the College or for personal reasons Confidential information Relationships with individuals or corporations doing business with the College Influence on behalf of a family member for employment in any area of the College Contract and bid negotiations Textbook review for pay Secondary or dual employment

The Act is accessible via the http://ethics.sc.gov/ website. Numerous opinions and interpretations of the act by the Secretary of State, Ethics Commission and the Attorney General are available. Please forward questions concerning the Act to the Internal Auditor via electronic mail.

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South Carolina Ethics Act The South Carolina Ethics, Government Accountability & Campaign Reform Act of 1991 prohibits College employees from accepting honoraria or gifts or loans or "anything of value." However, there are exceptions to this prohibition which do allow state employees to accept the following: a. printed informational and or promotional material, not to exceed $10 in monetary value; b. items of nominal value, not to exceed $10 containing or displaying promotional material; c. a personalized plaque or trophy with a value that does not exceed $150; d. educational material of nominal value which is directly related to the employee's official responsibilities; e. promotional or marketing items offered to the general public on the same terms and conditions without regard to status as a state employee. S.C. Code 8-13-100. Examples of approved gifts for state employees include: pens/pencil set or other similar items which bear the TTC or organization's logo which do not exceed $10 in cost. plaques, items for office use or display engraved with a plate that reads "in appreciation of service to ____ organization" which do not exceed $150 in cost. educational materials of nominal value that are directly related to the employees duties, such as medical dictionaries, notebooks, tote bags, etc. Advisors also may accept gifts on behalf of the College to be retained by the College. No student organization funds may be used to purchase gifts for employees unless they comply fully with the policies and procedures governing all student organizations as well as the South Carolina Ethics, Government Accountability & Campaign Reform Act of 1991. Note: Please consult the Vice President of Advancement prior to contacting any elected or government official on behalf of the College, (in relation to visits to campuses, speaking to classes or groups, etc.). South Carolina Ethics Commission Rules of Conduct for Public Employees All public employees, public officeholders, and public members are expected to adhere to and follow the rules of conduct as outlined in the Ethics Act. Anyone who is found guilty of violating these rules is subject to prosecution by the State Ethics Commission and the Attorney General's Office. A public official, public member, or public employee may not knowingly use his official office, membership, or employment or develop, participate in developing or attempt to use his office, membership, or employment to influence a government decision to obtain an economic interest for himself, a member of his immediate family, an individual with whom he is associated, or a business with which he is associated. 48

South Carolina Ethics Commission Rules of Conduct for Public Employees (Cont) A person may not directly or indirectly give, offer, or promise anything of value to a public official, public member, or public employee with intent to influence the public official's, public member's, or public employee's official responsibilities nor is the public official, public member, or public employee to ask, demand, solicit, or accept anything of value for himself or for another person in return for fulfilling his official responsibilities or duties. A public official, public member, or public employee may not receive anything of value for speaking before a public or private group if the speech is incidental to the public official's, public member's, or public employee's duties as a public official, public member, or public employee. However, a meal can be accepted if provided in conjunction with the speaking engagement where all participants are entitled to the same meal and the meal is incidental to the speaking engagement. Public officials, public members, or public employees may not receive money in addition to that received by the public official, public member, or public employee in his official capacity for advice or assistance given in the course of his employment as a public official, public member, or public employee. No public official, public member, or public employee may disclose confidential information gained as a result of his responsibility as a public official, public member, or public employee that would affect an economic interest held by himself, a member of his immediate family, an individual with whom he is associated, or a business with which he is associated. No person may serve on as a member of a governmental regulatory agency that regulates any business with which that person is associated. No person shall serve on the governing body of a state, county, municipal, or political subdivision board or commission and serve in a position of the same governing body which makes decisions affecting his economic interests. A public official occupying a statewide office, a member of his immediate family, an individual with whom he is associated, or a business with which he is associated may not knowingly represent another person before a government entity. No member of the General Assembly or an individual with whom he is associated or business with which he is associated may represent a client for a fee in a contested case before an agency, a commission, board, department, or other entity if the member of the General Assembly has voted in the election, appointment, recommendation, or confirmation of a member of the governing body of the agency, board, department, or other entity within the 12 preceding months. No public official, public member, or public employee may cause the employment, appointment, promotion, transfer, or advancement of a family member to a state or local office or position in which the public official, public member, or public employee supervises or manages. A public official, public member, or public employee may not participate in the action relating to the discipline of the public official's, public member's or public employee's family member.

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South Carolina Ethics Commission Rules of Conduct for Public Employees (Cont) A former public official, former public member, or former public employee holding office, membership, or employment may not serve as a lobbyist or represent clients before the agency or department on which the public official, public member, or public employee formerly served in a matter in which he directly and substantially participated for one year after terminating his public service or employment. It is a breach of ethical standards for a public official, public member, or public employee who participates directly in procurement to resign and accept employment with a person contracting with the governmental body if the contract falls or would fall under the public official's, public member's, or public employee's official responsibility. No person may use government personnel, equipment, materials, or an office building in an election campaign. A person may use public facilities for a campaign purpose if they are available on similar terms to all candidates and candidates. Likewise, government personnel may participate in election campaign on their own time and on non-government premises. A public official, public member, or public employee may not have an economic interest in a contract with the state or its political subdivisions if the public official, public member, or public employee is authorized to perform an official function (including writing or preparing the contract, accepting bids, and awarding of the contracts) relating to the contract. (For more information, go to http://ethics.sc.gov/. Honorariums, Gratuities and Gifts While acting in an official capacity, state employees are prohibited from accepting additional compensation from any individual, group or organization to whom professional services are rendered. For purposes of this section, modest amounts which have historically been awarded to individuals (while acting in their official capacity) in appreciation of help and services provided, such as honorariums, cannot be received by the individual employee. Such amounts can be received by the College, however, and the employee can then be reimbursed under regular state expense procedures. To receive reimbursement of such expenses, you must obtain prior approval of the President. Whether in-state or out-of-state, an employee should not accept an honorarium or gift for services rendered on state time or at state expense. Acceptance of gifts from sales representatives, vendors or business organizations wishing to acknowledge or attract favorable relationships must be tactfully refused, whether such gifts are tendered at the College or elsewhere. Political Activity Employees are allowed to participate in political activity, including running for state, county and local offices, as long as the employee's job responsibilities do not suffer. The College may request that the employee take leave without pay if his or her political activity interferes with job responsibilities.

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Department of Public Safety Trident Technical College's Public Safety officers are armed state constables commissioned through the South Carolina Law Enforcement Division. They are South Carolina Criminal Justice Academy trained and certified officers. They share jurisdiction with city, county, and state police departments for the campuses and property they protect. The Public Safety officers enforce all federal, state and local laws as well as the policies and procedures of the College. The Public Safety office provides many services to faculty and staff. These include escorting faculty and staff on campus when physical safety is a concern, assistance with motor vehicle problems such as keys locked in cars and dead batteries, transmission of emergency messages, and emergency first aid. Public Safety officers are assigned to the Main Campus around the clock. Public Safety officers are assigned to the Berkeley, Mt. Pleasant, and Palmer campuses during normal operating hours. Faculty, staff and students are not permitted on the Berkeley, Mt. Pleasant or Palmer campuses if Public Safety is not on duty at those campuses. Employees planning to work at any campus or site outside of normal operating hours, overnight, or during holiday closures, must obtain prior approval from their respective vice president, and approval must be sent to Public Safety in writing. Specific emergency procedures are detailed in TTC's Emergency Plan. All employees should become familiar with the Emergency Plan (TTC Procedure 12-1-2, Emergencies, Campus) and the Emergency Communications Tree. Special Assistance Telephones Emergency telephones are located in each building and in the parking lots. Telephones inside the buildings can reach any number on campus but cannot be used for dialing off campus. Parking lot telephones automatically dial Public Safety. The emergency phone number from any telephone on campus is 6911. If calling from off campus, dial 843.574.6911. TTY phones (for the hearing impaired) are located on the second floor of Building 410 in Counseling and Career Development Services, 843.574.6351 Disruption of Academic Programs Any disturbances that may hinder the educational programs provided by TTC are in violation of South Carolina law (Section 16-17-420). Faculty must call Public Safety at 843.574.6911 immediately to report classroom disruptions. If a faculty member dismisses a student from a class, and the student refuses to leave, Public Safety should be notified immediately. Safety Belt Policy South Carolina law (Section 56-5-6520), states that all occupants of a motor vehicle, when it is being operated on the public streets and highways of this State, must wear a fastened safety belt. It is each occupant's responsibility to ensure compliance. Employees who operate TTC vehicles must comply with this law.

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Closing School - Adverse Weather Adverse weather, power failure, or other events can affect the College's schedule. When such events occur, the following procedures for notifying the College community and the public must be followed: 1. The President, or designee, will make the decision to cancel or postpone classes, activities, or work hours. 2. The Marketing Department will use the Emergency Alert System components outlined below to announce the decision to students, employees and the public. The number of components used to communicate closing information will depend on the specific weather situation. The Director of Marketing and Public Information will provide concise information and terminology to the broadcast media. Emergency or Unscheduled Closures Upon the confirmation of a significant emergency or dangerous situation occurring on campus and involving an immediate threat to the health or safety of the campus community, Trident Technical College's Emergency Alert System (EAS) will be activated unless issuing a notification will compromise efforts to contain the emergency. The EAS includes the following notification components: 1. EAS Mobile: Text and/or voice messages sent to cell/home phones, PDAs, etc. (Students/Employees must subscribe to MIR3 service to receive messages. See page 53.) 2. EAS E-mail: E-mail alerts sent to e-mail accounts. (Students/Employees must subscribe to MIR3 service to receive e-mails. See page 53.) 3. EAS Campus: Audible and/or text alerts sent to campus telephones located in classrooms, hallways and offices. 4. EAS Web: Alerts posted on TTC's Web site (www. tridenttech.edu) and on TTC's my.tridenttech student e-mail page (http://start.my.tridenttech.edu). 5. EAS InfoLine: Recorded message alerts accessed by calling 843.574.6262, ext. 9091. A toll-free InfoLine, 877.869.7736, is activated when conditions warrant. 6. EAS Media: Alerts sent to local media outlets (radio, television, newspaper). The College requires that all full- and part-time employees and adjuncts subscribe to EAS Mobile and EAS Email using their TTC Outlook e-mail address. Refer to TTC Procedure 12-4-1, Emergency Alert System (EAS) Registration for TTC Employees. Do not subscribe TTC telephone numbers into EAS Mobile. Campus telephones will be used for notifications through the EAS Campus component. Employees are strongly advised to have messages sent to their mobile devices, home telephones or personal e-mail accounts as well. While there is no charge to subscribe to the EAS Mobile system, your cell phone provider may charge a fee for delivery of text messages based on your calling plan.

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Emergency or Unscheduled Closures (Cont) To subscribe to MIR3: Go to TTC's Emergency Alert System web page at www.tridenttech.edu/eas.htm. From there you can click on a link that will take you to the TTC MIR3 web page. Click Create Account. You must first create an account and have a password e-mailed to you before you can register. When you click Create Account, you will be asked to enter a valid TTC e-mail address. The MIR3 system will send a temporary password to your TTC e-mail address. You will use your e-mail address and this password to log into the MIR3 system. On the registration page, you will be asked to enter and confirm a new password. You will also enter the e-mail address and phone numbers where you want messages to be sent in case of an emergency. Click Submit at the bottom of the registration page. You will be asked to confirm the information on the next page. Click Confirm and you will be registered with the service. While there is no charge to subscribe to MIR3, your cell phone provider may charge a fee for delivery of text messages based on your calling plan. Quick Reference: TTC Public Safety Emergencies: 843.574.6911 (6911 from a campus phone) Non-emergencies: 843.574.6053 Website: www.tridenttech.edu/publicsafety.htm

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EMPLOYEE BENEFITS

Hotline Numbers PROGRAM TTC Employee Benefits Employee Insurance Program (EIP) The State Health Plan Claim Form Information Medi-Call/State Group Medco ­ SHP APS Healthcare Inc. ­ SHP Mental Health & Substance Abuse Tobacco Treatment Blue Choice The State Dental Plan/Dental Plus Cigna Dependent/Optional Life/Basic Long-Term/Disability Supplemental Tax Sheltered Annuities Customer Svcs. BCBS Customer Svcs. MetLife ­ Customer Service Standard Ins. Co. Medical Evidence SC Deferred Comp. TIAA-CREF VALIC American Funds Lincoln Financial Fringe Benefit Mgmt. Corp. (FBMC) Automated Information S.C. Retirement System (SCRS) S.C. Police Retirement System (PORS) SCORP ­ VALIC MetLife The Hartford TIAA-CREF Vision Care Long-Term Care EyeMed Prudential Insurance Co. of America 54 CONTACT Benefit Counselor Customer Svcs. BCBS Customer Svcs. BCBS Customer Svcs. Customer Svcs. TELEPHONE 843.574.6286 888.260.9430 or 803.734.0678 800.868.2520 or 803.736.1576 800.925.9724 or 803.699.3337 (Columbia) 800.711.3450 800.221.8699

866.784.8454 800.868.2528 or 803.786.8476 888.214.6230 or 803.264.7323 800.244.6224 800.638.6420, prompt 2 800.628.9696 800.843.7979 877.457.6263, ext. 20149 800.842.2733 843.224.0347, ext. 221350 877.971.1112 843.884.4545, ext. 21 800.342.8017 800.865.3262 800.868.9002 (S.C.) or 803.737.6800 800.868.9002 (S.C.) 803.743.2020 or 800.647.4416 770.390.5680 856.355.4401 800.842.2733, ext. 221350 877.735.9314 877.214.6588

MoneyPlus/Dependant Care

Retirement Programs

GROUP HEALTH PLANS AND INSURANCE All employees occupying full-time equivalent positions who work at least 30 hours a week have the option of enrolling in the S.C. State Employee's group health and dental plans, and life and long-term disability insurance. Enrollment must take place within 31 days from date of hire. Open enrollment for health insurance is limited to every other year (odd years) in October. Newly acquired dependents may be added within 31 days of a change in family status, without providing medical evidence of good health. Insurance coverage will begin on the first day of the month coinciding with or following the date of employment. Premiums are collected one month in advance. Pre-existing condition is any medical condition, regardless of the cause of the condition, for which medical advice, diagnosis, care or treatment was recommended or received by a licensed health care provider or practitioner in the six months preceding the covered person's enrollment date. However, certification of prior continuous coverage (no more than 62 days prior to enrollment) can be applied toward the waiting period for services relating to a pre-existing condition. HEALTH PLANS Active employees who enroll in a health plan receive Basic Life Insurance and Basic Long Term Disability Insurance at no charge. Eligible employees and retirees may also enroll in the State Dental Plan and in Dental Plus. Dental Plus supplements State Dental Plan coverage. It pays a higher amount for the same services covered by the State Dental Plan except orthodontia, which Dental Plus does not cover. Through the State Health Plan, you may enroll in the Standard Plan, the Savings Plan, or, if you are a retiree and eligible for Medicare, the Medicare Supplemental Plan. The State Health Plan The State Health Plan offers active employees the Standard Plan and the Savings Plan. Regardless of which plan you choose, it is important that you understand how your plan works. The Standard Plan has higher premiums but lower deductibles than the Savings Plan. When one family member meets his deductible, the Standard Plan will begin to pay benefits for him, even if the family deductible has not been met. Under the Standard Plan, when you buy a prescription drug you make a copayment, rather than pay the allowable charge. (The allowable charge is the maximum amount a health plan will pay for a covered service or product, such as a drug. Network providers have agreed to accept the allowable charge.) You do not have to meet your deductible to receive the prescription drug benefit. As a Savings Plan subscriber you take greater responsibility for your healthcare costs and accept a higher annual deductible. As a result, you save money on premiums. Because it is a tax-qualified, high deductible health plan, eligible subscribers who enroll in the Savings Plan and who have no other health coverage, including Medicare, unless it is another high deductible health plan, may establish a Health Savings Account. Funds in this account may be used to pay qualified medical expenses now and in the future.

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The State Health Plan (Cont) The Plan of Benefits contains a complete description of the plan. Its terms and conditions govern all health benefits offered by the state. To review this document, contact your benefits administrator or EIP. Medi-Call Medi-Call is the State Health Plan's utilization review program. Medi-Call ensures that you and your covered family members receive appropriate medical care in the most beneficial, costeffective manner. Participation in Medi-Call is mandatory. You must call 803.699.3337 in Columbia or 800.925.9724 in South Carolina, nationwide and Canada. Procedures requiring approval can be found in your Insurance Benefits Guide. Medi-Call approval does not guarantee payment of benefits. Claim payments are still subject to the rules of the Plan. If you do not preauthorize treatments when required, you will be required to pay a $200 penalty for each hospital rehabilitation, skilled nursing facility, or mental health/substance abuse admission. In addition, the coinsurance maximum will not apply. You will continue to pay your coinsurance, no matter how much you pay out-of-pocket. State Health Plan Hospital and Physician Network In an effort to better control inpatient costs, the state has developed a network of hospitals and physicians across South Carolina that have agreed to accept predetermined prices for State Health Plan subscribers and their covered dependents. When you use a network hospital and/or physicians you will not be assessed a charge other than your normal share of covered expenses because these facilities have agreed to accept the predetermined price. When you use a network hospital or physician, you will pay only the deductible and the co-payment that applies to you. State Health Plan Prescription Drug Program The prescription Drug Program is administered by Medco Health Solutions. With this program, you simply show your State Health Plan ID card at a participating pharmacy. You pay a copayment for generic or brand name medication for a 31-day or less supply. Benefits are not payable if you use a non-participating pharmacy within the United States. You may call them at 1.800.711.3450 for additional information. Two Health Maintenance Organizations are offered. BlueChoice Health Plan is available statewide. CIGNA HMO is available in all counties except Abbeville, Aiken, Barnwell, Edgefield, Greenwood, Laurens, McCormick and Saluda.

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Claim Problems If a problem arises regarding an insurance claim, the employee should contact the plan carrier/provider. If there is difficulty resolving the problem, contact the Benefits Administrator in the Human Resources office at 574.6286 for assistance. Dental Plan Open enrollment for dental insurance is limited to every other year (odd years) in October. However, newly acquired dependents may be added within 31 days of the change in family status. The basic dental plan is available to all eligible state employees at no charge. For more information, call the Benefits Administrator in the Human Resources office at 574.6286. Vision Care Program The State of South Carolina offers to employees occupying full-time or part-time positions, retirees, survivors, COBRA subscribers, and their dependents discounted vision care services. It is not associated with any state health coverage. Participating ophthalmologists and optometrists throughout the state have agreed to charge no more than $60 for a routine, comprehensive eye exam (not including fitting of contact lenses), and have agreed to give a 20 percent discount on eye glasses. EyeMed Vision Care Subscribers pay a premium for this program. EyeMed Vision Care covers comprehensive eye examinations, frames, lenses and lens options, and contact lens services and materials. It also offers discounts on additional pairs of glasses and contact lenses. A discount of 15 percent on the retail price and five percent on a promotional price is offered on LASIK and PRK vision correction through the U.S. Laser Network. Life Insurance Options Life insurances are available to employees occupying full-time equivalent positions. Call the Benefits Administrator in the Human Resources office at 574.6286 for more information. Employee Life Insurance MetLife Insurance Company insures the Basic Life Insurance program for $3000. Enrollment in the program is automatic with enrollment in the state health insurance program. The Employee Insurance Program (EIP) offers an optional life insurance policy, administered by MetLife, you may purchase for yourself within 31 days of the date you are hired. Dependent Life Insurance You may enroll in the dependent life insurance plan for your eligible dependents even if you do not have optional life coverage or other state group benefits. Your dependents include your lawful spouse and eligible children. You can enroll in the dependent life insurance plan without having to provide medical evidence of good health if done within 31 days of the date you are hired or if there is a change of family status. 57

COBRA COBRA, the Consolidated Omnibus Budget Reconciliation Act, provides for the continuation of health insurance if loss of insurance is a result of employment termination, divorce, dependent no longer eligible, survivor of deceased employee, reduction in hours, or retirement. Under COBRA regulations, continuation will be available for all health insurance plans at or below the same level of membership. Coverage is continued at full cost to the covered individual. The employer no longer pays any part of the premium. The coverage extends from 18 months to 36 months, depending on special circumstances. To apply for COBRA benefits, an employee must complete a COBRA application form within 60 days from loss of coverage. It is the employee's responsibility to notify the Benefits Administrator of a change in circumstance of the employee and/or dependent(s). The employee will be billed for the premium on a monthly basis by the South Carolina Employee Insurance Program (EIP). When a subscriber elects to continue coverage under COBRA, the coverage is not released for claims payment until a premium is received by EIP. MoneyPlus MoneyPlus, administered by Fringe Benefits Management Co., is a flexible benefits program that saves you money by allowing you to pay certain health-related and dependent care expenses with before-tax dollars. When you sign up for MoneyPlus, you authorize the state to redirect a portion of your salary to pay insurance premiums, health-related expenses or dependent care before federal, state and social security taxes are taken out. This means you can reduce your taxable income and increase your spendable income. Almost every state employee can save on taxes, even after the small administrative fee, by taking advantage of the MoneyPlus features offered. Please see the MoneyPlus brochure located at http://www.eip.sc.gov for detailed information. Long Term Disability Insurance The state provides a long term disability policy for all TTC employees enrolled in the State Health Plan or HMO plan. It pays benefits based on 62.5 percent of the employee's monthly salary, up to a maximum benefit of $800. Disability benefits are coordinated with other eligible income sources, such as Veterans Administration Disability, Workers' Compensation, Social Security Disability or Retirement and State Retirement Disability or Retirement. The carrier's liability for these payments is not to exceed $800 per month. After being notified of all other eligible benefits, the carrier subtracts those amounts from the established payment level and pays the balance, up to a maximum of $800. Supplemental LTD Insurance Supplemental Long Term Disability Insurance is designed to supplement and enhance the disability benefits provided under the State Long Term Disability Plan and the SCRS. The SLTD Insurance Plan pays 65 percent of an employee's salary with a maximum benefit of $8,000 per month for 24 months, if the employee is unable to perform his occupation. 58

Supplemental LTD Insurance (Cont) There is either a 90-day or 180-day elimination period from the date of disability. All accrued leave must be exhausted. The disability date refers to the date an employee ceases work while being treated by a legally qualified physician. There is a 12-month limitation for total disability due to mental illness or functional nervous disorders. This means the carrier will pay benefits, following the elimination period, for a period not to exceed 12 months. Optional Benefits Plans Through Payroll Deduction TTC offers several tax-sheltered annuities and insurance benefit options available through payroll deduction. Insurance options include life, disability, accident, cancer, intensive care and dependent coverage. Deferred Compensation The State of S.C. Deferred Compensation Program is a voluntary tax-sheltered retirement program available only to public employees. It was established in 1980 to allow employees to supplement their S.C. Retirement and Social Security Retirement benefits. As a public employee of the state, you have the ability to save for retirement on a pre-tax basis with the Deferred Compensation Program through a payroll-deduction plan. To obtain more information or to enroll, please call 877.457.6263, ext. 20149, or call the Benefits Administrator office at 574.6286. Workers' Compensation Fund Occupational injuries and illnesses must be reported immediately to either the Public Safety Office or to the Workers' Compensation Coordinator. If medical attention is necessary, the Workers' Compensation Coordinator must contact Compendium Services before medical care can be rendered, unless the injury is an emergency and requires immediate attention. In the case of serious injury, telephone the Workers' Compensation Coordinator, so that the appropriate medical office can be notified; the report can be completed after the emergency is resolved. The S.C. Workers' Compensation Law provides for payment of medical costs and, in some cases, for time lost from work because of occupational injuries and illnesses. The College engages the services of Concentra Medical Center for treatment of all work-related injuries and illnesses. Referral by either a Public Safety officer or the Workers' Compensation Coordinator is required and will be available immediately upon notification. Neither the College nor the State Workers' Compensation fund will be held financially liable for any medical care not rendered or prescribed by the College's authorized physicians. Additional information is available from the College's Workers' Compensation Coordinators, Angela Wimberley at 574.6288 or DeVetta Williams Hughes at 574.6199. Death Benefits Payment for all death benefits is coordinated by the Benefits Administrator at 574.6286.

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Tort Liability Insurance Employees are covered in the amount of $600,000 per incident or occurrence while the employee is acting in the course of his/her employment. Questions on this coverage should be directed to the Director of Procurement and Risk Management at 574.6230. S.C. Retirement Systems (SCRS)/Optional Retirement Program (ORP) All full-time and part-time employees who fill a full-time equivalent position must join the State Retirement System as a condition of employment. However, all employees hired after July 1, 2002, are eligible to participate in the ORP. The Optional Retirement Vendors are TIAA-CREF, VALIC, MetLife, and the Hartford. Temporary employees also are eligible to participate, but membership is not required. Membership starts with the effective date of employment. The employee's contribution is 6.50 percent Other significant benefits of the S.C. Retirement System include: 1. TTC has elected to provide Group Life Insurance (one-year salary) coverage after one year of membership. 2. Disability coverage after five years of membership; after first day, if job related. 3. Survivor allowance after 15 years' service credit or age 65. Planning for a service retirement should begin several years before the planned retirement date to ensure all records are in proper order with the Retirement System and the Social Security Administration. The address for the S.C. Retirement System is P.O. Box 11960, Columbia, SC 29211. The telephone number is 1.800.868.9002. Additional information is available from the Benefits Administrator at 574-6286 or referring to your SCRS Brochure. S.C. Police Officers Retirement System The South Carolina Police Officers Retirement System was established by the General Assembly and became effective July 1, 1962. Membership may be extended to police officers or firefighters who are employees of the state, any political subdivision, agency or department of the state. The employee's contribution is 6.5 percent. Information about this benefit is available from the Benefits Administrator at 574.6286 or referring to your SCRS Brochure. S.C. State Employees' Credit Union Membership in the South Carolina State Employees' Credit Union is open to all state employees. Deposits may be made by payroll deductions or at any Credit Union office. Members of the Credit Union may remain members as long as they keep a minimum balance in their account, even if the member leaves state employment. The Charleston office is located at 6750 Rivers Ave, North Charleston, SC 29406. Other information can be obtained by calling the Credit Union at 747.2210 or 800.868.8760. 60

Holidays TTC Procedure 8-17-1 (http://www.tridenttech.edu/4958_5219.htm) Annual Leave SBTCE Procedure 8-3-100.1 (http://www.sctechsystem.com/policiesandprocedures/procedures/8-3-100.1.pdf) All employees occupying full-time equivalent positions, except faculty, accrue 10 hours of annual leave for each month worked during the first 10 years of state employment. (See Faculty Non-Work Days in the next section.) After the 10th year of state service, eligible employees accrue an additional 10 hours of annual leave per year for each year of employment. A maximum of 45 days (360 hours) annual leave shall be permitted to carry over from one calendar year to the next. An employee may not use more than 30 days (240 hours) annual leave in any calendar year. Any use of annual leave exceeding 30 days will be treated as LWOP. Part-time employees occupying full-time equivalent positions who work at least 20 hours per week receive a pro-rated amount of annual leave each month. Upon termination, employees are paid for accrued annual leave as permitted by SBTCE's annual leave procedure. Faculty Non-Work Days TTC Procedure 8-13-8 (http://www.tridenttech.edu/4958_5224.htm) Faculty members do not accrue annual leave or holiday leave. Full-time faculty, in full-time equivalent positions, are granted twenty-three (23) non-work days, per thirty-nine (39) week academic term (fall and spring semesters) inclusive of holidays (as observed by the College). In addition, a system to grant bonus non-work days is as follows: 10 years, but less than 15 years of continuous state service .................+1 bonus day; 15 years, but less than 20 years of continuous state service .................+2 bonus days; 20 or more years of continuous state service ........................................+3 bonus days. Non-work days are granted based on the number of completed academic years of continuous state service as of the beginning of the fall term.

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Sick Leave SBTCE Procedure 8-3-102.1 (http://www.sctechsystem.com/policiesandprocedures/procedures/8-3-102.1.pdf) All employees occupying full-time equivalent positions on a full-time basis accrue 10 hours of sick leave for each month worked. Permanent part-time employees who work at least 20 hours per week receive a pro-rated amount of sick leave. Sick leave may be used for personal illness, injury and appointments for medical and psychological examination and treatment. A maximum of ten workdays per calendar year (80 hours for full-time employees) may be deducted from your sick leave balance for the care of ill members of the employee's immediate family. For the purpose of this policy, immediate family includes your spouse, your children, and the following related to you or your spouse: mother, father brother, sister, grandparent, or legal guardian, and grandchildren. Employees may carry over a maximum of 180 days (1440 hours) sick leave from one calendar year to the next. For further information, see the above referenced procedure. This leave may also qualify as FMLA leave. Contact DeVetta Hughes or Angela Wimberley. (See page 63 for Family Medical Leave Act (FMLA) information.) Temporary Disability Leave TTC Procedure 8-13-2 (http://www.tridenttech.edu/4958_5229.htm) For absences exceeding two weeks due to illness, injury or pregnancy, the employee must request authorization for extended absence using TTC Form T3-25 available from Angela Wimberley. As long as a physician certifies a disability, the amount of leave authorized shall not exceed (A) 180 calendar days of combined leave with pay and leave without pay, or (B) 180 working days of leave with pay; otherwise the employee shall forfeit reinstatement privileges and be separated from State service. In extenuating circumstances, the President, at her discretion, may extend the period of leave to a total of 365 days. Leave taken under this section may qualify for FMLA and, if so, will run concurrently. Under the Americans with Disabilities Act (ADA) of 1990, certain extended illnesses may be protected as disabilities and may require reasonable accommodation. For more information regarding ADA, contact DeVetta Williams Hughes at 574-6199. The employee shall have the option of using or retaining accrued annual leave prior to leave without pay. The employee shall use all sick leave before going on leave without pay status unless the President, at her discretion, grants an exception at the employee's request. In extenuating circumstances, the employee's vice president may request that the President advance sick leave, provided the employee has already used all accrued annual leave and sick leave. Refer to SBTCE Procedure 8-3-102.1, Sick Leave.

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Family and Medical Leave Act (FMLA)

SBTCE Procedure 8-3-103.8 (http://www.sctechsystem.com/policiesandprocedures/procedures/8-3-103.8.pdf) Eligible Employees The federal Family and Medical Leave Act (FMLA) of 1993 entitles eligible employees to take up to twelve (12) weeks of unpaid, job-protected leave per calendar year for certain family and medical reasons. Employees are eligible if they have worked for a covered employer for at least one year and for 1,250 hours over the previous 12 months. Many TTC employees have more than 12 weeks of paid leave available so they would not have to be in an unpaid leave status during the FMLA leave. Reasons for Taking FMLA Leave An employee may request leave of absence for any of the following reasons: to care for the employee's child after birth, adoption, or initiation of foster care; to care for the employee's spouse, son or daughter, or parent who has a serious health condition; for the employee's own serious health condition that makes the employee unable to perform the functions of his or her job; for military caregiver leave (26 weeks); for a qualifying exigency arising because a family member is called to active duty status in support of a contingency operation.

The Act defines a "serious health condition" as an illness, injury, impairment, or physical or mental condition that involves: 1. Any period of incapacity or treatment in connection with or consequent to in-patient care in a hospital, hospice, or residential medical care facility; or 2. Continuing treatment by (or under the supervision of) a health care provider for a condition that either prevents the employee from performing the functions of the employee's job, or prevents the qualified family member from participating in school or other daily activities. Notice Requirements--Employee's Responsibility 1. For absences of less than two weeks, the employee must complete the back of the "Monthly Time Sheet" (TTC Form T3-43). 2. For absences of two weeks or longer, the employee must complete the "Authorization for Extended Absence from Regular Duties" form (TTC Form T3-25).

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Notice Requirements--Employee's Responsibility (Cont) After a leave request has been approved by the supervisor and the appropriate vice president, the following documentation is required and must be submitted to the FMLA Coordinators, Angela Wimberley or DeVetta Hughes at HR-C: "Certification of Health Care Provider" (Department of Labor Form WH-380, see following pages) stating the date on which the serious health condition commenced, the probable duration of the condition, and the appropriate medical facts entitling the employee to take leave. For medical leave of the employee, the certification must also include a statement that the employee is unable to perform the functions of the employee's job. In the case of family leave for the care of a family member, the certification must also include the amount of time the employee is needed to care for the family member. Appropriate legal documentation in the case of family leave for birth, adoption, or placement of a child with an employee.

Notice Requirements--Supervisor's Responsibility Supervisors must notify the FMLA Coordinator on the day they become aware of an employee's request/need for family or medical leave. The FMLA Coordinator must then determine if such leave qualifies as FMLA leave and whether the employee must be notified of this qualification, within the required five (5) day notification period. In cases involving employees with chronic or on-going illnesses that result in intermittent absences (part days, one day per week, etc.), supervisors should immediately notify the FMLA Coordinator, to insure proper designation of leave toward FMLA entitlement.

Pay During FMLA Leave Personal Sick Leave: 1. State sick leave, state annual leave, and federal FMLA leave run concurrently. For example, if you use two weeks of sick leave and two weeks of annual leave, you will have used four of the twelve weeks allowed under the FMLA, and thus you will still be entitled to an additional eight weeks of unpaid leave. 2. You must use all of your existing state sick leave first. 3. Once you have used all accrued state sick leave, you have the option of using any or all of you accrued state annual leave (or personal leave days for faculty), or taking leave without pay.

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Family Sick Leave: 1. State family sick leave, state annual leave, and federal FMLA leave run concurrently. For example, if you use two weeks of family sick leave and two weeks of annual leave, you will have used four of the twelve weeks allowed under the FMLA, and thus you will still be entitled to an additional eight weeks of unpaid leave. 2. The state allows full-time employees to use 10 days of their accrued sick leave to care for sick family members. You must use all of your existing state family sick leave first. 3. Once you have used all accrued state family sick leave, you have the option of using any or all of you accrued state annual leave (or personal leave days for faculty), or taking leave without pay. Adoptive Parent Leave: 1. State adoptive parent leave, state annual leave, and federal FMLA leave run concurrently. For example, if you use six weeks of adoptive parent leave and two weeks of annual leave, you will have used four of the twelve weeks allowed under the FMLA, and thus you will still be entitled to an additional four weeks of unpaid leave. 2. An adoptive parent may use up to six weeks of accrued state sick leave to take time off for purposes of caring for the child after placement. The employee may request such leave only if the employee is the person who is primarily responsible for furnishing the care of the child. You must use all six weeks of state adoptive parent leave first. 3. Once you have used all state adoptive parent leave, you have the option of using any or all of you accrued state annual leave (or personal leave days for faculty), or taking leave without pay. Benefits Protection FMLA leave will not result in loss of access to health insurance benefits. However, for any full month an employee is in leave-without-pay status for an FMLA-covered absence, the employee must continue to pay the employee's share of premiums. Payment should be made payable to Trident Technical College for the amount normally deducted from the monthly paycheck. Payment should be made not later than the first day of each month. The total due each month is available from the College's Benefits Administrator. If an employee continues in a leave without pay status after the twelve weeks of FMLA leave has run out, then the employee will be responsible for both the employee and employer share of insurance premiums.

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Job Restoration Rights Upon return from FMLA leave, an employee is entitled to be restored to his/her position or to an equivalent position with equivalent benefits, pay, responsibilities, and other terms and conditions of employment. Refer to SBTCE Procedure 8-3-103.8 (http://www.sctechsystem.com/policiesandprocedures/procedures/8-3-103.8.pdf), Family and Medical Leave Act, for additional information.

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Certification of Health Care Provider for Employee's Serious Health Condition (Family and Medical Leave Act)

U.S. Department of Labor

Employment Standards Administration Wage and Hour Division OMB Control Number: 1215-0181 Expires: 12/31/2011

______________________________________________________________________________________________________________________________________________________________________________________________________

SECTION I: For Completion by the EMPLOYER INSTRUCTIONS to the EMPLOYER: The Family and Medical Leave Act (FMLA) provides that an employer may require an employee seeking FMLA protections because of a need for leave due to a serious health condition to submit a medical certification issued by the employee's health care provider. Please complete Section I before giving this form to your employee. Your response is voluntary. While you are not required to use this form, you may not ask the employee to provide more information than allowed under the FMLA regulations, 29 C.F.R. §§ 825.306-825.308. Employers must generally maintain records and documents relating to medical certifications, recertifications, or medical histories of employees created for FMLA purposes as confidential medical records in separate files/records from the usual personnel files and in accordance with 29 C.F.R. § 1630.14(c)(1), if the Americans with Disabilities Act applies. Employer name and contact: __________________________________________________________________ Employee's job title: _____________________________ Regular work schedule: _______________________ Employee's essential job functions: _____________________________________________________________ __________________________________________________________________________________________ Check if job description is attached: _____ SECTION II: For Completion by the EMPLOYEE INSTRUCTIONS to the EMPLOYEE: Please complete Section II before giving this form to your medical provider. The FMLA permits an employer to require that you submit a timely, complete, and sufficient medical certification to support a request for FMLA leave due to your own serious health condition. If requested by your employer, your response is required to obtain or retain the benefit of FMLA protections. 29 U.S.C. §§ 2613, 2614(c)(3). Failure to provide a complete and sufficient medical certification may result in a denial of your FMLA request. 20 C.F.R. § 825.313. Your employer must give you at least 15 calendar days to return this form. 29 C.F.R. § 825.305(b).

Your name: __________________________________________________________________________________ First Middle Last

SECTION III: For Completion by the HEALTH CARE PROVIDER INSTRUCTIONS to the HEALTH CARE PROVIDER: Your patient has requested leave under the FMLA. Answer, fully and completely, all applicable parts. Several questions seek a response as to the frequency or duration of a condition, treatment, etc. Your answer should be your best estimate based upon your medical knowledge, experience, and examination of the patient. Be as specific as you can; terms such as "lifetime," "unknown," or "indeterminate" may not be sufficient to determine FMLA coverage. Limit your responses to the condition for which the employee is seeking leave. Please be sure to sign the form on the last page. Provider's name and business address: ___________________________________________________________ Type of practice / Medical specialty: ____________________________________________________________ Telephone: (________)____________________________ Fax:(_________)_____________________________

Page 1

CONTINUED ON NEXT PAGE

Form WH-380-E Revised January 2009

PART A: MEDICAL FACTS 1. Approximate date condition commenced: ______________________________________________________ Probable duration of condition: ______________________________________________________________ Mark below as applicable: Was the patient admitted for an overnight stay in a hospital, hospice, or residential medical care facility?

___No ___Yes. If so, dates of admission:

________________________________________________________________________________________ Date(s) you treated the patient for condition: ________________________________________________________________________________________ Will the patient need to have treatment visits at least twice per year due to the condition? ___No ___ Yes. Was medication, other than over-the-counter medication, prescribed? ___No ___Yes. Was the patient referred to other health care provider(s) for evaluation or treatment (e.g., physical therapist)? ____No ____Yes. If so, state the nature of such treatments and expected duration of treatment: ________________________________________________________________________________________ 2. Is the medical condition pregnancy? ___No ___Yes. If so, expected delivery date: ____________________ I 3. Use the information provided by the employer in Section I to answer this question. f the employer fails to provide a list of the employee's essential functions or a job description, answer these questions based upon the employee's own description of his/her job functions. Is the employee unable to perform any of his/her job functions due to the condition: ____ No ____ Yes. If so, identify the job functions the employee is unable to perform: ________________________________________________________________________________________ 4. Describe other relevant medical facts, if any, related to the condition for which the employee seeks leave (such medical facts may include symptoms, diagnosis, or any regimen of continuing treatment such as the use of specialized equipment): ________________________________________________________________________________________ ________________________________________________________________________________________ ________________________________________________________________________________________ ________________________________________________________________________________________ ________________________________________________________________________________________ ________________________________________________________________________________________ ________________________________________________________________________________________

Page 2 CONTINUED ON NEXT PAGE Form WH-380-E Revised January 2009

PART B: AMOUNT OF LEAVE NEEDED 5. Will the employee be incapacitated for a single continuous period of time due to his/her medical condition, including any time for treatment and recovery? ___No ___Yes. If so, estimate the beginning and ending dates for the period of incapacity: _______________________ 6. Will the employee need to attend follow-up treatment appointments or work part-time or on a reduced schedule because of the employee's medical condition? ___No ___Yes. If so, are the treatments or the reduced number of hours of work medically necessary?

___No ___Yes.

Estimate treatment schedule, if any, including the dates of any scheduled appointments and the time required for each appointment, including any recovery period: ____________________________________________________________________________________ Estimate the part-time or reduced work schedule the employee needs, if any:

__________ hour(s) per day; __________ days per week from _____________ through _____________

7. Will the condition cause episodic flare-ups periodically preventing the employee from performing his/her job functions? ____No ____Yes. Is it medically necessary for the employee to be absent from work during the flare-ups? ____ No ____ Yes . If so, explain: ____________________________________________________________________________________ ____________________________________________________________________________________ Based upon the patient's medical history and your knowledge of the medical condition, estimate the frequency of flare-ups and the duration of related incapacity that the patient may have over the next 6 months (e.g., 1 episode every 3 months lasting 1-2 days): Frequency: _____ times per _____ week(s) _____ month(s) Duration: _____ hours or ___ day(s) per episode ADDITIONAL INFORMATION: IDENTIFY QUESTION NUMBER WITH YOUR ADDITIONAL ANSWER. __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________

Page 3 CONTINUED ON NEXT PAGE Form WH-380-E Revised January 2009

__________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________

__________________________________________ Signature of Health Care Provider

__________________________________________ Date

PAPERWORK REDUCTION ACT NOTICE AND PUBLIC BURDEN STATEMENT If submitted, it is mandatory for employers to retain a copy of this disclosure in their records for three years. 29 U.S.C. § 2616; 29 C.F.R. § 825.500. Persons are not required to respond to this collection of information unless it displays a currently valid OMB control number. The Department of Labor estimates that it will take an average of 20 minutes for respondents to complete this collection of information, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. If you have any comments regarding this burden estimate or any other aspect of this collection information, including suggestions for reducing this burden, send them to the Administrator, Wage and Hour Division, U.S. Department of Labor, Room S-3502, 200 Constitution Ave., NW, Washington, DC 20210. DO NOT SEND COMPLETED FORM TO THE DEPARTMENT OF LABOR; RETURN TO THE PATIENT.

Page 4 Form WH-380-E Revised January 2009

Certification of Health Care Provider for Family Member's Serious Health Condition (Family and Medical Leave Act)

U.S. Department of Labor

Employment Standards Administration Wage and Hour Division OMB Control Number: 1215-0181 Expires: 12/31/2011

____________________________________________________________________________________________________________________________________________________________________________________________________________

SECTION I: For Completion by the EMPLOYER INSTRUCTIONS to the EMPLOYER: The Family and Medical Leave Act (FMLA) provides that an employer may require an employee seeking FMLA protections because of a need for leave to care for a covered family member with a serious health condition to submit a medical certification issued by the health care provider of the covered family member. Please complete Section I before giving this form to your employee. Your response is voluntary. While you are not required to use this form, you may not ask the employee to provide more information than allowed under the FMLA regulations, 29 C.F.R. §§ 825.306-825.308. Employers must generally maintain records and documents relating to medical certifications, recertifications, or medical histories of employees' family members, created for FMLA purposes as confidential medical records in separate files/records from the usual personnel files and in accordance with 29 C.F.R. § 1630.14(c)(1), if the Americans with Disabilities Act applies.

Employer name and contact: _____________________________________________________________________

__________________________________________________________________________________________________________________________________________________

SECTION II: For Completion by the EMPLOYEE INSTRUCTIONS to the EMPLOYEE: Please complete Section II before giving this form to your family member or his/her medical provider. The FMLA permits an employer to require that you submit a timely, complete, and sufficient medical certification to support a request for FMLA leave to care for a covered family member with a serious health condition. If requested by your employer, your response is required to obtain or retain the benefit of FMLA protections. 29 U.S.C. §§ 2613, 2614(c)(3). Failure to provide a complete and sufficient medical certification may result in a denial of your FMLA request. 29 C.F.R. § 825.313. Your employer must give you at least 15 calendar days to return this form to your employer. 29 C.F.R. § 825.305. Your name: __________________________________________________________________________________ First Middle Last Name of family member for whom you will provide care:______________________________________________ First Middle Last Relationship of family member to you: _____________________________________________________________ If family member is your son or daughter, date of birth:_____________________________________________ Describe care you will provide to your family member and estimate leave needed to provide care:

__________________________________________________________________________________________________________________________________________________

__________________________________________________________________________________________________________________________________________________

__________________________________________________________________________________________________________________________________________________

________________________________________________ Employee Signature

Page 1

________________________________________ Date

Form WH-380-F Revised January 2009

CONTINUED ON NEXT PAGE

SECTION III: For Completion by the HEALTH CARE PROVIDER INSTRUCTIONS to the HEALTH CARE PROVIDER: The employee listed above has requested leave under the FMLA to care for your patient. Answer, fully and completely, all applicable parts below. Several questions seek a response as to the frequency or duration of a condition, treatment, etc. Your answer should be your best estimate based upon your medical knowledge, experience, and examination of the patient. Be as specific as you can; terms such as "lifetime," "unknown," or "indeterminate" may not be sufficient to determine FMLA coverage. Limit your responses to the condition for which the patient needs leave. Page 3 provides space for additional information, should you need it. Please be sure to sign the form on the last page. Provider's name and business address:______________________________________________________________ Type of practice / Medical specialty: ______________________________________________________________ Telephone: (________)____________________________ Fax:(_________)_______________________________ PART A: MEDICAL FACTS 1. Approximate date condition commenced: _________________________________________________________ Probable duration of condition: _________________________________________________________________ Was the patient admitted for an overnight stay in a hospital, hospice, or residential medical care facility? ___No ___Yes. If so, dates of admission: _______________________________________________________

Date(s) you treated the patient for condition: ______________________________________________________

Was medication, other than over-the-counter medication, prescribed? ___No ___Yes.

Will the patient need to have treatment visits at least twice per year due to the condition? ___No ____ Yes

Was the patient referred to other health care provider(s) for evaluation or treatment (e.g., physical therapist)?

____ No ____Yes. If so, state the nature of such treatments and expected duration of treatment:

2. Is the medical condition pregnancy? ___No ___Yes. If so, expected delivery date: ______________________ 3. Describe other relevant medical facts, if any, related to the condition for which the patient needs care (such medical facts may include symptoms, diagnosis, or any regimen of continuing treatment such as the use of specialized equipment):

Page 2

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Form WH-380-F Revised January 2009

PART B: AMOUNT OF CARE NEEDED: When answering these questions, keep in mind that your patient's need for care by the employee seeking leave may include assistance with basic medical, hygienic, nutritional, safety or transportation needs, or the provision of physical or psychological care: 4. Will the patient be incapacitated for a single continuous period of time, including any time for treatment and recovery? ___No ___Yes. Estimate the beginning and ending dates for the period of incapacity: ___________________________________ During this time, will the patient need care? __ No __ Yes. Explain the care needed by the patient and why such care is medically necessary:

5. Will the patient require follow-up treatments, including any time for recovery? ___No ___Yes. Estimate treatment schedule, if any, including the dates of any scheduled appointments and the time required for each appointment, including any recovery period: __________________________________________________________________________________________ Explain the care needed by the patient, and why such care is medically necessary: ________________________

6. Will the patient require care on an intermittent or reduced schedule basis, including any time for recovery? __ No __ Yes. Estimate the hours the patient needs care on an intermittent basis, if any: ________ hour(s) per day; ________ days per week from _________________ through __________________

Explain the care needed by the patient, and why such care is medically necessary:

Page 3

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Form WH-380-F Revised January 2009

7. Will the condition cause episodic flare-ups periodically preventing the patient from participating in normal daily activities? ____No ____Yes. Based upon the patient's medical history and your knowledge of the medical condition, estimate the frequency of flare-ups and the duration of related incapacity that the patient may have over the next 6 months (e.g., 1 episode every 3 months lasting 1-2 days): Frequency: _____ times per _____ week(s) _____ month(s)

Duration: _____ hours or ___ day(s) per episode

Does the patient need care during these flare-ups? ____ No ____ Yes.

Explain the care needed by the patient, and why such care is medically necessary: ________________________

_______ _______ ADDITIONAL INFORMATION: IDENTIFY QUESTION NUMBER WITH YOUR ADDITIONAL ANSWER.

___________________________________________________________________________________________ ___________________________________________________________________________________________ ___________________________________________________________________________________________ ___________________________________________________________________________________________ ___________________________________________________________________________________________ ___________________________________________________________________________________________

______________________________________________ ____________________________________________ Signature of Health Care Provider Date

PAPERWORK REDUCTION ACT NOTICE AND PUBLIC BURDEN STATEMENT

If submitted, it is mandatory for employers to retain a copy of this disclosure in their records for three years. 29 U.S.C. § 2616; 29 C.F.R. § 825.500. Persons are not required to respond to this collection of information unless it displays a currently valid OMB

control number. The Department of Labor estimates that it will take an average of 20 minutes for respondents to complete this collection of information, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. If you have any comments regarding this burden estimate or any other aspect of this collection information, including suggestions for reducing this burden, send them to the Administrator, Wage and Hour Division, U.S. Department of Labor, Room S-3502, 200 Constitution Ave., NW, Washington, DC 20210. DO NOT SEND COMPLETED FORM TO THE DEPARTMENT OF LABOR; RETURN TO THE PATIENT.

Page 4 Form WH-380-F Revised January 2009

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT

Basic Leave Entitlement

FMLA requires covered employers to provide up to 12 weeks of unpaid, jobprotected leave to eligible employees for the following reasons: · For incapacity due to pregnancy, prenatal medical care or child birth; · To care for the employee's child after birth, or placement for adoption or foster care; · To care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or · For a serious health condition that makes the employee unable to perform the employee's job.

Use of Leave

An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer's operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave

Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer's normal paid leave policies.

Military Family Leave Entitlements

Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her duties for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.

Employee Responsibilities

Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer's normal call-in procedures. Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave.

Benefits and Protections

During FMLA leave, the employer must maintain the employee's health coverage under any "group health plan" on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee's leave.

Employer Responsibilities

Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees' rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility. Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee's leave entitlement. If the employer determines that the leave is not FMLAprotected, the employer must notify the employee.

Eligibility Requirements

Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75 miles.

Unlawful Acts by Employers

FMLA makes it unlawful for any employer to: · Interfere with, restrain, or deny the exercise of any right provided under FMLA; · Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee's job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

Enforcement

An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer. FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.

FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulations 29 C.F.R. § 825.300(a) may require additional disclosures.

____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

For additional information: 1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627

WWW.WAGEHOUR.DOL.GOV

U.S. Department of Labor | Employment Standards Administration | Wage and Hour Division

WHD Publication 1420 Revised January 2009

Employee Leave Transfer Program TTC Procedure 8-13-6 (http://www.tridenttech.edu/4958_25040.htm) TTC administers a leave transfer program to provide employees an opportunity to voluntarily transfer sick and/or annual leave to a leave transfer pool. Employees who have exhausted their sick or annual leave balances may submit a written request for withdrawal of leave from these pools for emergency circumstances if they meet certain criteria. Forms for donating to and requesting withdrawal from the pool are available upon request from the Human Resources office. Leave Records TTC Procedure 8-13-1 (http:/www.tridenttech.edu/4958_5230.htm) Annual and sick leave balances are reported monthly. Any discrepancies must be submitted in writing to the attention of the Human Resources office within 10 days of the date the statement was issued. Funeral for Death in the Immediate Family Leave SBTCE Procedure 8-3-103.4 (http://www.sctechsystem.com/policiesandprocedures/procedures/8-3-103.4.pdf) All employees occupying full-time equivalent positions are authorized three consecutive work days of leave with pay to attend funeral services in the event of the death of an immediate family member. Immediate family is defined as spouse, great-grandparents, grandparents, parents, brothers, sisters, children, grandchildren, great-grandchildren of either the employee or the spouse. A statement stating the name of the deceased and the relationship to the employee must be included in "Remarks" section of the time sheet, which indicates bereavement leave. Court Leave SBTCE Procedure 8-3-103.1 (http://www.sctechsystem.com/policiesandprocedures/procedures/8-3-103.1.pdf) Any employee who is summoned as a juror or subpoenaed as a witness shall be given leave with pay (not to be charged to annual leave). Should you be excused from court duty, you are expected to report to work immediately. Attach support documentation to the appropriate monthly time sheet.

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Military Leave SBTCE Procedure 8-3-103.3 (http://www.sctechsystem.com/policiesandprocedures/procedures/8-3-103.3.pdf) An employee who is a member of the U.S. Armed Forces or the S.C. National Guard will be allowed 15 regularly scheduled work days of leave with pay for training or other duties. Military orders for service during a declared emergency entitle an employee to additional leave with pay for up to 30 regularly scheduled work days. Contact your Benefits Administrator regarding military leave for periods longer than 30 days. A copy of the official orders must be presented along with any leave request for leave to be charged as either paid or unpaid military leave. Any questions should be addressed to the Benefits Administrator. Voting Leave SBTCE Procedure 8-3-103.2 (http://www.sctechsystem.com/policiesandprocedures/procedures/8-3-103.2.pdf) An employee who lives at such distance from assigned work location as to preclude voting outside of working hours may be authorized a maximum of two hours of leave with pay for this purpose. Such an absence should not exceed the time actually required to vote.

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