Employee Handbook Appendix

This statement is included in a handout all employees receive, sign and return when they begin work at Augustana, or upon receipt of the handbook:

I hereby acknowledge I have received a copy of Augustana College's Employee Handbook or have viewed the online version. I understand that the policies and procedures set forth in the handbook are not an expressed or implied contractual guarantee regarding my employment relationship with Augustana College, nor do they represent contractual terms of employment. I understand that it is my responsibility to carefully review the employee handbook and ask my supervisor or the director of Human Resources about any of the material that is unclear to me. I also understand that Augustana College, at its option, may change, delete, suspend or discontinue any part or parts of this handbook at any time without advance notice. I also understand that updates are incorporated into this handbook. Printed copies can be requested by contacting the Office of Human Resources.

Andrea Talentino, President of the College

Cabinet members 

Kirk Anderson – Chief Financial Officer, Vice President of Finance and Administration 
Accounting, Budget, Facilities, Food Service, Human Resources, Information Technology, Payroll 

Kent Barnds – Executive Vice President of External Relations, Communication and Planning 
Admissions, Financial Aid, Communication and Marketing, Public Relations, Web Services 

Wes Brooks – Vice President, Dean of Student Life 
Athletics, Diversity, Housing, Intramurals, Student Activities, Student Counseling, Security 

Sheri Curran – General Counsel 
Compliance, Contract Review, Legal Affairs, Risk Management 

Wendy Hilton-Morrow – Provost
Chief Academic Officer Accreditation, Advising, Convocations, CORE, Curriculum Assessment, Faculty, Field Stations, Institutional Research, International Study, Reading/Writing Center, Tredway Library 

Keri Rursch – Assistant Vice President of Communication and Marketing

Monica M. Smith – Vice President of Diversity, Equity, and Inclusion

 

Overview

This policy covers all members of the Board of Trustees, officers of Augustana College and employees involved in a material manner in decisions involving the obtaining of services or goods from outside sources. Further, it is intended to serve as a guide to all persons employed by the college, regardless of position. 

Trustees, officers and others with significant responsibilities for the college have a fiduciary duty of loyalty to the college. At all times they should act in a manner consistent with this fiduciary obligation and shall exercise particular care that no detriment to the interests of the college (or the appearance of such detriment) may result from a conflict between those interests and any personal interests which the individual may have. 

Conflicts of interest include (a) the direct or beneficial ownership of 5 percent or more of the ownership of, or 5 percent or more of the financial obligations of, any organization supplying goods or services to the college; (b) the performance of services to other organizations that do business with the college except for such services that do not account for more than 5 percent of the income of the recipient; (c) the receipt or acceptance of cash in any amount or benefits in excess of a cumulative value greater than $250 in any consecutive 12-month period from any organization doing, or seeking to do business with, the college; (d) participation in or taking advantage of any business opportunity or activity in which the college has an interest but excepting the direct or beneficial ownership of less than 5 percent of any outstanding class of bonds or other indebtedness of the college; (e) being indebted to the college in an amount in excess of $25,000 but excepting unfulfilled pledges to the college; and (f) service as a director or executive officer of, or as an employee with a material personal stake in, any organization that supplies goods or services or does business with the college. Conflicts of interest also may occur by virtue of receipt of benefits by a spouse or family member in the circumstances stated earlier. Individuals covered by this policy are expressly prohibited from using their position to gain favorable or preferential access to vendors, investment advisors or organizations for their own benefit. 

Disclosure 

All individuals covered by this policy shall complete and file a Conflicts of Interest Disclosure Statement annually by November 1 with the secretary of the Board of Trustees, or in the case of a college employee, with the president. 

In the period between the filing of the annual statements, if individuals covered by this policy believe they may have a conflict of interest with respect to any particular transaction, they shall promptly and fully disclose the potential conflict to the secretary and in their discretion also to the board, the particular committee involved in the transaction or in the case of a college employee to the president. The individual shall refrain from participating in any transaction with the college that may be impaired by the potential conflict until its review and conclusion by the audit committee of the Board of Trustees, but excepting situations where the individual has made a full disclosure of the conflict to the board, to the particular committee involved in the transaction, or in the case of a college employee to the president. 

The college is aware that it may not be possible to completely avoid all relationships between those individuals covered by this policy and certain third parties with which the college transacts business. One of the keys to evaluating the potential conflict is full disclosure. No trustee, officer or employee shall be disqualified from holding office by reason of any interest. 

1. Disclosure Review 

The secretary and the president will accumulate all disclosure statements and furnish them to the audit committee. The secretary and the president shall be responsible for ensuring compliance by everyone covered by this policy and report to the audit committee those individuals failing to furnish an annual statement.
 
2. Conflict Resolution 

In all instances where the audit committee determines that a conflict of interest does exist, such conflicts and their remedy, if not otherwise fully disclosed, shall be disclosed to the board, the applicable committee or the president, as the case may be. The audit committee shall report to the board at least annually in any case and also may propose for board action amendments, revisions or additions to those conflicts of interest enumerated earlier. 

When those covered by this policy are in a conflict of interest situation with respect to any matter before the board, an applicable committee or the administration, that individual shall refrain from voting on any proposed transaction that may be impaired by the conflict. Any such transaction shall require the approval by vote of a disinterested majority of the board or of the particular committee or where applicable, the president, as the case may be. When deemed appropriate, a notification shall be made in the minutes of the meeting that the person involved did not vote on the matter. 

3. Confidentiality 

The individual disclosure statements shall be held confidential by the board, the applicable committee, the president, its secretary and the audit committee. The statements shall be open for inspection by the public only: (a) by official action of the board upon showing of good cause; (b) with the consent of the person who submitted the data that is to be disclosed; (c) by court order; or (d) as otherwise required by Illinois or federal law or regulation. 
 

Frequently utilized local resources for evaluation:

Al-Anon Information Service, 2033 E. 32nd St., Davenport, Iowa, 52807-2050; 563-323-1521 

Alcoholics Anonymous Illowa Intergroup, 1706 Brady St., Suite 201, Davenport, Iowa, 52803; 309-764-1016

Center for Alcohol and Drugs Services (CADS),1523 S. Fairmount St., Davenport, Iowa, 52801; 563-322-2667

Center for Alcohol and Drugs Services (CADS), 4230 11th St., Rock Island, Ill., 61201; 309-788-4571

Genesis Addiction Recovery Center, 1401 West Central Park, Davenport, Iowa, 52803; 563-421-2900

Rock Island County Council on Addiction,1607 John Deere Road, East Moline, Ill., 61244; 309-792-0292

Riverside Retreat, Trinity Medical Center – West, 2701 17th St. Rock Island, Ill., 61201; 309-779-3000

National toll-free numbers concerned with alcohol and drug abuse

Alcohol and Drug Referral Hot Line, 1-800-252-6465

Al-Anon, 1-800-344-2666

Narcotics Anonymous World Services, 1-818-773-9999

National Drug & Alcohol Treatment Referral Service, 1-800-662-4357

The following is provided to give a brief guide to the effects of alcohol and a variety of commonly abused drugs and to the criminal penalties that may accompany the conviction for the illegal manufacture, distribution, dispensing, possession or use of controlled substances.

State, local and federal applicable sanctions

Drugs of Abuse Chart from the National Institute on Drug Abuse

Illinois Drug Laws from the Illinois General Assembly (marijuana laws also are available in a simplified table)

Federal Drug Trafficking Penalties Chart from the United States Drug Enforcement Administration

Health risks associated with the use of illicit drugs and the abuse of alcohol

Alcohol health risks information

The following information on health risks is from the Centers for Disease Control and Prevention:

Drinking too much can harm your health. Excessive alcohol use led to approximately 95,000 deaths and 2.8 million years of potential life lost (YPLL) each year in the United States from 2011-2015, shortening the lives of those who died by an average of 29 years. Further, excessive drinking was responsible for 1 in 10 deaths among working-age adults aged 20-64 years. The economic costs of excessive alcohol consumption in 2010 were estimated at $249 billion, or $2.05 a drink.

The Dietary Guidelines for Americans defines moderate drinking as up to 1 drink per day for women and up to 2 drinks per day for men. In addition, the Dietary Guidelines do not recommend that individuals who do not drink alcohol start drinking for any reason.

Excessive alcohol use has immediate effects that increase the risk of many harmful health conditions. Over time, excessive alcohol use can lead to the development of chronic diseases and other serious problems,including: high blood pressure, heart disease, stroke, liver disease, and digestive problems; cancer of the breast, mouth, throat, esophagus, voice box, liver, colon, and rectum; weakening of the immune system, increasing the chances of getting sick; learning and memory problems, including dementia and poor school performance; mental health problems, including depression and anxiety; social problems, including family problems, job-related problems, and unemployment; alcohol use disorders, or alcohol dependence. By not drinking too much, you can reduce the risk of these short- and long-term health risks.

Information available at CDC website: Alcohol Use and Your Health

Marijuana health risks information

The following information on health risks is from the Centers for Disease Control and Prevention:

Marijuana is the most commonly used illegal drug in the United States, and marijuana use may have a wide range of health effects on the body and brain. About 1 in 10 marijuana users may experience some form of addiction. For people who begin using before the age of 18, that number rises to 1 in 6. People who are addicted to marijuana may also be at a higher risk of other negative consequences of using the drug, such as problems with attention, memory, and learning. Some people who are addicted may need to smoke more and more marijuana to get the same high.

It is also important to be aware that the amount of tetrahydrocannabinol (THC) in marijuana (i.e., marijuana potency or strength) has increased over the past few decades. The higher the THC content, the stronger the effects on the brain. In addition, some methods of using marijuana (e.g., dabbing, edibles) may deliver very high levels of THC to the user.

In many cases, marijuana is smoked in the form of hand-rolled cigarettes (joints), in pipes or water pipes (bongs), in bowls, or in blunts – emptied cigars that have been partly or completely refilled with marijuana. Smoked marijuana, in any form, can harm lung tissues and cause scarring and damage to small blood vessels. Smoke from marijuana contains many of the same toxins, irritants, and carcinogens as tobacco smoke. Smoking marijuana can also lead to a greater risk of bronchitis, cough, and phlegm production. These symptoms generally improve when marijuana smokers quit.

Marijuana use, especially frequent (daily or near daily) use and use in high doses, can cause disorientation, and sometimes cause unpleasant thoughts or feelings of anxiety and paranoia. Marijuana use is associated with temporary psychosis (not knowing what is real, hallucinations and paranoia) and long-lasting mental health challenges, including schizophrenia (a type of mental illness where people might see or hear things that aren’t really there). Marijuana use has also been linked to depression and anxiety, and suicide among teens. However, it is not known whether this is a causal relationship or simply an association.

Information available at CDC website:

Marijuana Use and Teens

What You Need To Know About Marijuana Use and Teens

MDMA health risks information

The following information on health risks is from the National Institute on Drug Abuse:

People who use MDMA usually take it as a capsule or tablet, though some swallow it in liquid form or snort the powder. The popular nickname Molly (slang for “molecular”) often refers to the supposedly “pure” crystalline powder form of MDMA, usually sold in capsules. However, people who purchase powder or capsules sold as Molly often actually get other drugs such as synthetic cathinones (“bath salts”) instead.

Some people take MDMA in combination with other drugs such as alcohol or marijuana. MDMA increases the activity of three brain chemicals:

Dopamine — produces increased energy/activity and acts in the reward system to reinforce behaviors

Norepinephrine — increases heart rate and blood pressure, which are particularly risky for people with heart and blood vessel problems

Serotonin — affects mood, appetite, sleep, and other functions. It also triggers hormones that affect sexual arousal and trust. The release of large amounts of serotonin likely causes the emotional closeness, elevated mood, and empathy felt by those who use MDMA.

Other health effects include:

• Nausea
• Muscle cramping
• Involuntary teeth clenching
• Blurred vision
• Chills
• Sweating

MDMA’s effects last about 3 to 6 hours, although many users take a second dose as the effects of the first dose begin to fade.

Over the course of the week following moderate use of the drug, a person may experience irritability, impulsiveness and aggression, depression, sleep problems, anxiety, memory and attention problems, decreased appetite, and decreased interest in and pleasure from sex. It’s possible that some of these effects may be due to the combined use of MDMA with other drugs, especially marijuana.

High doses of MDMA can affect the body’s ability to regulate temperature. This can lead to a spike in body temperature that can occasionally result in liver, kidney, or heart failure or even death.

Information from the National Institutes of Health:

MDMA (Ecstasy/Molly) DrugFacts

Prescription opioids health risks

The following information on health risks is from the National Institute on Drug Abuse:

Prescription opioids used for pain relief are generally safe when taken for a short time and as prescribed by a doctor, but they can be misused.

Opioids bind to and activate opioid receptors on cells located in many areas of the brain, spinal cord, and other organs in the body, especially those involved in feelings of pain and pleasure. When opioids attach to these receptors, they block pain signals sent from the brain to the body and release large amounts of dopamine throughout the body. This release can strongly reinforce the act of taking the drug, making the user want to repeat the experience.

In the short term, opioids can relieve pain and make people feel relaxed and happy. However, opioids can also have harmful effects, including drowsiness, confusion, nausea, constipation, euphoria, and slowed breathing. Opioid misuse can cause slowed breathing, which can cause hypoxia, a condition that results when too little oxygen reaches the brain. Hypoxia can have short- and long-term psychological and neurological effects, including coma, permanent brain damage, or death. Researchers are also investigating the long-term effects of opioid addiction on the brain, including whether damage can be reversed.

People addicted to an opioid medication who stop using the drug can have severe withdrawal symptoms that begin as early as a few hours after the drug was last taken. These symptoms include muscle and bone pain, sleep problems, diarrhea and vomiting, cold flashes with goose bumps, uncontrollable leg movements, and severe cravings.

An opioid overdose occurs when a person uses enough of the drug to produce life-threatening symptoms or death. When people overdose on an opioid medication, their breathing often slows or stops. This can decrease the amount of oxygen that reaches the brain, which can result in coma, permanent brain damage, or death.

If you suspect someone has overdosed, the most important step to take is to call 911 so he or she can receive immediate medical attention. Once medical personnel arrive, they will administer naloxone. Naloxone is a medicine that can treat an opioid overdose when given right away. It works by rapidly binding to opioid receptors and blocking the effects of opioid drugs. Naloxone is available as an injectable (needle) solution, a hand-held auto- injector (EVZIO®), and a nasal spray (NARCAN® Nasal Spray).

Information from the National Institutes of Health:

Prescription Opioids DrugFacts

Basic Leave Entitlement 

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: 

• for incapacity due to pregnancy, prenatal medical care or childbirth; 
• 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. 

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 service member during a single 12-month period. A covered service member 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 service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation or therapy; is in outpatient status; or is on the temporary disability retired list. 

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. 

Eligibility Requirements 

Who can take FMLA leave? 

To be eligible to take leave under the FMLA, an employee must: 

• work for a covered employer; 
• have worked 1,250 hours during the 12 months prior to the start of leave; 
• work at a location where the employer has 50 or more employees within 75 miles; and 
• have worked for the employer for 12 months. The 12 months of employment are not required to be consecutive in order for the employee to qualify for FMLA leave. In general, only employment within seven years is counted unless the break in service is (1) due to an employee’s fulfillment of military obligations, or (2) governed by a collective bargaining agreement or other written agreement. 

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 three 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. 

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 also may 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. To use paid leave for FMLA leave, employees must comply with the employer's normal paid leave policies. 

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. 

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 FMLA protected, the employer must notify the employee. 

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. 

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 that 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