HR Manual VSept 2014

College of the Marshall Islands
Accredited by the Western Association of Schools and Colleges
Human Resources
Policy and Procedure
Manual
September 2014
Human Resources Policy and Procedure manual
Table of Contents
Introduction ................................................................................................................................ 6
College Mission and Goals ........................................................................................................ 7
Employment Definitions ............................................................................................................ 8
Chapter One: Authority and Purpose ................................................................................. 10
1.1 Authority ................................................................................................................................................................10
1.2 Statement of Purpose .............................................................................................................................................10
1.3 Authority of President Regarding Human Resources Policies and Procedures ....................................................10
1.4 Sole Authority ........................................................................................................................................................10
1.5 Clerical Errors ......................................................................................................................................................11
1.6 Cross Referencing .................................................................................................................................................11
1.7 Revision .................................................................................................................................................................11
1.8 Freedom of Expression and Dissent ......................................................................................................................13
1.9 Equal Employment Opportunity ............................................................................................................................13
1.10 Workforce Action Policy .....................................................................................................................................14
Chapter Two: Recruitment .................................................................................................... 15

2.1 General Policy.......................................................................................................................................................15
2.2 Recruitment and Hiring Procedures ......................................................................................................................18
2.3 Nepotism ................................................................................................................................................................19
Chapter Three: Contract Administration ........................................................................... 21

3.1 Types of Appointments...........................................................................................................................................21
3.1.1 Permanent Appointment ................................................................................................................................21
3.1.2 Limited Term (Temporary) Appointment......................................................................................................21
3.1.3 Contingency Appointment ............................................................................................................................22
3.2 Contracts ...............................................................................................................................................................22
3.2.1 Types of Contracts .........................................................................................................................................22
3.2.2 Contract Signatures........................................................................................................................................23
3.3 Probationary Period and Status ............................................................................................................................24
3.3.1 Types of Probation.........................................................................................................................................24
3.4 Initial Contracts ....................................................................................................................................................26
3.4.1 Initial Contract Duration ................................................................................................................................26
3.4.2 Benefits and Incentives ..................................................................................................................................26
3.5 Renewal Contracts ................................................................................................................................................27
3.5.1 Renewal Intention of Employee ...................................................................................................................27
3.5.2 Renewal Duration ..........................................................................................................................................27
3.5.3 Benefits and Incentives ..................................................................................................................................27
3.5.4 Limitations and Exceptions ...........................................................................................................................29
3.6 Work Expectations.................................................................................................................................................29
3.6.1 Hours of Work Policy for Non Faculty Employees .......................................................................................29
3.7 Political Activity ....................................................................................................................................................30
Chapter Four: Conduct and Work Performance Standards............................................. 31

4.1
General Policy ...............................................................................................................................................31
4.2
Problem Resolution ............................................................................................................................................31
4.3 Employee Discipline ...........................................................................................................................................32

4.3.1
General Policy ...........................................................................................................................................32
4.3.2
President and Supervisor Responsibilities ............................................................................................32
4.3.3
Disciplinary Principles ..............................................................................................................................32
4.3.4
Corrective Action ......................................................................................................................................33
4.4
General Standards of Conduct ...........................................................................................................................33
4.5 Written Notification of Disciplinary Action............................................................................................................35

4.6
Grievance Resolution Policies and Procedures .............................................................................................35
4.6.1
Grievance Resolution Procedures .........................................................................................................35
4.7
Sexual Harassment and Sexual Misconduct Policies .....................................................................................37
4.7.1
Sexual Harassment Prevention and Resolution ....................................................................................37
4.7.2
Other Prohibited Harassment................................................................................................................44
4.7.3
Consensual Relationships .....................................................................................................................44
4.7.4
Sexual Misconduct Policy ....................................................................................................................45
4.8
Drug-Free Workplace ....................................................................................................................................46
4.8.1
General Policy ......................................................................................................................................46
4.8.2
Administrative Regulations ..................................................................................................................46
4.9
Smoking Policy...............................................................................................................................................47
4.9.1.
All Campus Buildings Are Designated As Non-Smoking Buildings. ..................................................47
4.10
Weapons and Fireworks.................................................................................................................................47
4.10.1 Weapons prohibited on campus. ..................................................................................................................47
Chapter Five: Performance Evaluation and Compensation.............................................. 48

5.1 Work Performance Evaluation ..............................................................................................................................48
5.1.1 Work Performance Evaluation Policy ...........................................................................................................48
5.1.2 Purpose ..........................................................................................................................................................48
5.1.3 Frequency of Feedback ..................................................................................................................................48
5.1.4 Use of the Work Performance Report............................................................................................................48
5.1.5 Work Performance Evaluation Guidelines ....................................................................................................49
5.2 Total Rewards & Salary Policy .............................................................................................................................50
5.2.1 Introduction ..................................................................................................................................................50
5.2.2 Scope ............................................................................................................................................................50
5.2.3 Reward Principles .........................................................................................................................................50
5.2.4 Job Establishment .........................................................................................................................................51
5.2.5 Job Audits of Positions .................................................................................................................................51
5.2.6 Position Descriptions ....................................................................................................................................51
5.2.7 Salary Schedule ............................................................................................................................................51
5.2.8 Periodic Review of Positions ........................................................................................................................51
5.2.9 Job Classification and Salaries .....................................................................................................................52
5.2.10 Periodic Review of Compensation Plans and Salary Schedule Adjustments .............................................54
5.2.11 Administrative Delays in Granting Eligible Salary Increases and Bonus Payments ..................................54
5.2.12 Temporary, Acting and Interim Positions ...................................................................................................55
5.2.13 Holiday Work Compensation .....................................................................................................................55
5.2.14 Promotion ...................................................................................................................................................55
5.2.15 Demotion ....................................................................................................................................................57
5.2.16 Transfer.......................................................................................................................................................57
5.2.17 Salary Placement on Initial Hire .................................................................................................................58
5.2.18 Annual Recognition and Reward ................................................................................................................58

5.2.19
5.2.20
5.2.21
5.2.22
Pay Level Advancement on Attainment of a Degree ..................................................................................60

Work Calendar for All Employees Except Faculty .....................................................................................60
Overtime and Compensatory Time-Off .......................................................................................................60
Shift Differential Compensation ..................................................................................................................61
Chapter Six: Employee Benefits ........................................................................................... 62

6.1 General Benefits Policy .........................................................................................................................................62
6.2 Institutional Benefits .............................................................................................................................................62
6.2.1 Employer Contributions as Required by RMI Law. .......................................................................................62
6.2.2 Workmans Compensation (Line of Duty Injury) ..........................................................................................62
6.2.3 Liability Insurance. .........................................................................................................................................62
6.2.4 Employee Family Education Benefit Policy ...................................................................................................62
6.2.5 Employee Disaster Relief Gift Contribution Policy .......................................................................................63
6.3 Additional Benefits ...............................................................................................................................................64
6.3.1 Group Term Life and Accidental Death and Dismemberment (AD&D) Insurance. ......................................64
6.3.2 Dependent Life Insurance. ..............................................................................................................................64
6.3.3 Optional Life Insurance. .................................................................................................................................64
6.3.4 Health Insurance. ............................................................................................................................................64
6.3.5 Short Term Disability Insurance. ....................................................................................................................64
6.3.6 Long Term Disability Insurance. ....................................................................................................................65
6.4 Extended Employment Benefits ............................................................................................................................65
6.4.1 Housing. .........................................................................................................................................................65
6.4.2 Transportation.................................................................................................................................................66
6.4.3 Moving In Allowance. ....................................................................................................................................67
6.4.4 Repatriation Moving Benefit. .........................................................................................................................67
Chapter Seven: Employee Leave .......................................................................................... 68

7.1 General Leave Policy ............................................................................................................................................68
7.2 Coverage ...............................................................................................................................................................68
7.4 Sick Leave..............................................................................................................................................................69
7.5 Short-Term Disability ............................................................................................................................................71
7.6 Personal Leave ......................................................................................................................................................72
7.7 Parental Leave ......................................................................................................................................................72
7.8 Administrative Leave .............................................................................................................................................73
7.9 Bereavement Leave...............................................................................................................................................74
7.10 Emergency Leave ................................................................................................................................................74
7.11 Family or Community Service Leave...................................................................................................................74
7.12 Leave Taken During a Power Outage .................................................................................................................74
7.13 Court Related Leave ...........................................................................................................................................75
7.14 Leave of Absence Without Pay ............................................................................................................................75
Chapter Eight:
Professional Development ....................................................................... 77
8.1 General Policy......................................................................................................................................................77

8.2 Continuing Education Requirements .....................................................................................................................77
8.3 Jitdam Kapeel Programs for a Sustainable Workforce .........................................................................................77
8.3.1 Purpose ..........................................................................................................................................................77
8.3.2 Jitdam Kapeel Programs .................................................................................................................................77

8.4 Staff Development Leave .......................................................................................................................................87
8.5 Sabbatical Leave ..................................................................................................................................................88
8.6 Tuition Waiver .......................................................................................................................................................89
Chapter Nine: Cessation of Employment ............................................................................ 91

9.1 Voluntary Cessation of the Employment Contract (Resignation)..........................................................................91
9.2 Involuntary Cessation of the Employment Contract..............................................................................................91
9.3 Clearance on Separation from the College ...........................................................................................................92
9.4 Abandonment of Position .......................................................................................................................................93
9.5 Termination Date ..................................................................................................................................................93
9.6 Records Retention .................................................................................................................................................93
9.7 Severance Policy ...................................................................................................................................................93
Chapter Ten: Miscellaneous ................................................................................................. 94

10.1 Human Resources Records and Confidentiality ..................................................................................................94
10.2 Employee Organizations and Committees ...........................................................................................................94
10.3 Outside Employment............................................................................................................................................95
10.4 General Vehicle Use Policy.................................................................................................................................95
10.5 Security Precautions............................................................................................................................................96
10.6 Infectious Disease ..............................................................................................................................................96
10.7 E-mail, Internet and Telephone Use ...................................................................................................................98
10.8 Copyright Law .....................................................................................................................................................98
10.9 Use of College Equipment and Supplies.............................................................................................................98
10.10 Kijejeto in Jerbal/Employee of the Month Award Program ..............................................................................99
Introduction
The College of the Marshall Islands (hereinafter referred to as the College) recognizes the fundamental
need to have policy, and certain procedures to carry out policy, in order to guide the College toward its stated
mission. Written policy is a guide in making decisions and helps to reflect the general practices to be
followed by the College Human Resources function.
It is the belief of the College that policies should be dynamic in nature to appropriately and fairly govern the
relations of this institution with its students, Employees, and community. The policies found in this Manual
should be reviewed on an ongoing basis and added to or modified when appropriate.
The adoption of policy is a power and important duty of the Board of Regents. However, the Board deems it
necessary for the process of policy formation and modification to be a shared effort of the Board, College
faculty, staff and administration. College policies must be in keeping with the rules and regulations of the
Republic of the Marshall Islands and other governmental authorities as may be required by law or as a
condition of funding.
The Colleges Human Resources Policies and Procedures Manual is to be made available and accessible to
all College Employees. Manual copies are to be located in the College library, the office of the College
President, and the administrative offices of College departments.
Note: The Policies contained in this Manual are in Italics, to facilitate reference.
This Manual supersedes all previous Manuals and applies to all College employees, including Faculty. The
policies and procedures outlined in this Manual will be applied at the discretion of the College.
Employment with the College is subject to the terms and conditions in this Manual and each employee is
responsible for its content. This Manual is not a contract and the policies contained within do not change an
employees employment status as set forth in the employees individual employment contract. Instead, it has
been prepared as a reference device to help employees in understanding both the employment policies of the
College, as well as the benefits provided by the College. Some employees may have separate written
agreements pertaining to their employment. If any of the policies in this Manual conflict with any negotiated
agreement, country or local laws or regulations, then the negotiated agreement, country, state, or local laws
or regulations will supersede the Colleges policy in those specific instances.
Employees should read the Manual carefully and maintain it for future reference. Whenever an employee
has a question about basic employment information such as jobs, benefits, and College policies or
procedures, s/he should initially refer to her/his copy of the Human Resources Policy. Every employee
should feel free to ask his/her Supervisor or Human Resources Representative any questions s/he might have
about the Manual.
This Manual is the property of the College.
College Mission and Goals

The mission of the College of the Marshall Islands is to provide quality, student-centered
educational services to Marshallese people who desire access to a postsecondary education.
As a community college we provide access to students from a wide variety of educational
backgrounds and help them acquire the skills necessary to succeed in higher education,
work, and in life.
As part of the larger Pacific community we provide selective higher educational
programming to regional audiences.
As the national college of the Republic of the Marshall Islands, the College serves as a
research and intellectual resource to the nation and prepares students in our island nation to
succeed in a global community.
The College fulfills this mission through:
General Education. Teaching the principles and practices of information acquisition,
critical thinking, and clear statements in English (the chosen medium of instruction);
familiarity with other cultures and with the arts; an understanding of basic higher
mathematics and computers; and knowledge of basic scientific principles, including
ecological and environmental principles of special importance to the RMI.
Promoting Further College Study. Preparing students for bachelors and advanced
degrees.
Preserving the Past. Helping Marshallese and other students acquire the knowledge and
skills they need to understand their own cultural, ethical and traditional values, and to
preserve them in the contemporary, social and technical society.
Meeting Remediation/Developmental Needs. Preparing students for credit-level College
work and meaningful employment, through rigorous and responsive remediation and
developmental programs.
Training for Work. Qualifying students to fill positions in areas of critical need in the
Republic of the Marshall Islands.
Campus Environment. Creating and fostering a campus atmosphere that encourages
people to learn.
Community Enrichment. Providing opportunities for lifelong learning and cultural
experiences that are responsive to the emerging needs of the people of the RMI.
Sustainable Development. Taking the lead to promote sustainable economic
development in the RMI through research and community outreach.
Employment Definitions
Employee means any Faculty or Staff under contract with the College in a Permanent or Temporary
Position. The employment relationship created by contract between the College and the Employee
is voluntarily entered into and is at the will of both the College and the Employee. The employment
relationship, therefore, may be terminated at any time and for any reason or no reason by either the
College or by the Employee, consistent with the applicable laws and policy.
Faculty means Employees of the College who are appointed to positions that are responsible for and
whose performance evaluations are primarily based on teaching, research and public service goals
and objectives of the College. The title given to Faculty is Instructor. Faculty compensation is
derived from the Faculty Salary Scale. Faculty are subject to the terms and conditions set forth in
their individual contracts and the Faculty Handbook, in addition to this Human Resources Policy
and Procedures Manual.
Staff means individuals employed primarily for work other than academic teaching. Staff
compensation is derived from the Staff and Management Salary Scale.
Administrator means the President of the College and the Employees who report to the President
who are responsible for planning, organizing, directing, controlling and evaluating the activities of a
major segment of the College. Administrative titles include President, Provost, Vice President,
Dean, and Director. Administrators salaries are derived from the Management Levels in the Staff
and Management Salary Scale.
Non Instructional Faculty means Employees involved with research or teaching programs who
require professional and intellectual freedom, including librarians, cooperative extensionists,
scientists, and researchers. Non Instructional Faculty salaries are derived from the Non
Instructional Faculty Salary Scale.
Professional Staff means Staff Employees who are in a position which requires a professional
qualification and intellectual freedom. Classified Professional Staff salaries are derived from the
Staff and Management Salary Scale.
Technical Staff means Employees with technical responsibilities who are paid on an hourly basis.
Technical Staff salaries are derived from the Staff and Management Salary Scale.
Support Staff means Employees with clerical and manual labor responsibilities who are paid on an
hourly basis. Support Staff salaries are derived from the Staff and Management Salary Scale.
Permanent Position means a position established by the College that is Full Time, continuing in
nature and which entitle the incumbent to an initial contract of two years.
Full Time/Permanent means a position where the incumbent is scheduled to work 40 hours or more
per biweekly pay period and whose position is designated to be active for twelve months or more.
Part Time/Permanent Position means a position where the incumbent is scheduled to work for less
than 40 hours per biweekly pay period and whose position is expected to be active for more than
twelve (12) months.
Temporary Position means a position that will be active for less than twelve (12) months.
Temporary positions include the following:
1. Positions which do not last more than the academic or budget year;
2. Positions which are seasonal in nature;
3. Positions which are part-time and /or intermittent in nature;
4. Positions which are appointed under the provisions of this policy for Limited Term and
Contingency Appointments.
Full Time/Temporary Positions
1. Limited Term Appointment a Full Time Temporary appointment to fill a temporary
position or to fill a temporary vacancy in a Permanent Position.
2. Contingency Appointment - a Full Time Temporary appointment made at the discretion of
the President in any category of employment, but limited to a term of one (1) year. Salaries
for Contingency Appointments are derived from the appropriate salary scale.
Chapter One: Authority and Purpose

1.1 Authority
The Colleges Human Resources Policy and Procedure Manual is authorized by the Board of
Regents pursuant to its By-Laws. The Board of Regents, at all times, reserves the right to add to,
delete from, alter, amend or waive Human Resources policies. The President is the executive agent
of the Board of Regents and oversees Human Resource Policy interpretation, administration and
enforcement.
1.2 Statement of Purpose
1.2.1 This Manual articulates the Human Resources policies, rules and regulations enacted under
the authority of the Colleges Board of Regents. It explains how these policies, rules and
regulations affect employment by and management of the College.
1.2.2 The Human Resources policies of the College are an essential part of the program of public
education in the community. Through its Human Resources policies, the College establishes
conditions that will attract and retain the highest qualified personnel for all positions, thereby
maintaining a Faculty and Staff that are devoted to the education and welfare of our students.
1.2.3 Policy development must be approached with an attitude of mutual good faith and good will.
Human Resources policies should also include channels of communication and procedures for the
handling of professional and ethical problems, through which all persons or groups affected may
voice their opinion.
1.2.4 These Human Resources policies shall apply to all Employees, including grant funded
Employees, of the College unless otherwise stated.
1.3 Authority of President Regarding Human Resources Policies and Procedures
The President is the executive agent of the Board of Regents and oversees the interpretation,
administration and enforcement of the Board-approved Human Resources policies. In order to
fulfill the requirements of the Colleges day-to-day operation, the President shall also have the
power to interpret the Human Resources Policies, clarify them, and act in matters where no policy
guidelines exist. Such actions shall be guided by the best interest of the College and its Employees
and shall be subject to review by the Board of Regents. Final appointing authority (conditions of
employment and termination) for all Employees at the College, including grant program Employees
rests with the President.
1.4 Sole Authority
The Board of Regents is the ultimate governing and policy-making body for all campuses and
components within the Colleges administrative jurisdiction. Human Resource policies shall be
administered by and through the President and delegated as he or she deems appropriate. All
Human Resource policies of the College shall be administered uniformly in all campuses and
components, unless otherwise specifically exempted by the Board of Regents for reasons it deems
justifiable.
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1.5 Clerical Errors

Corrections of clerical errors such as policy numbering and typographical errors will not invalidate
any Human Resource policy or procedure. Changes in page numbering, layout, and formatting will
not invalidate any College policy or procedure.
1.6 Cross Referencing
The addition of cross referencing notes to applicable RMI laws, U.S. federal laws, and other
College policies and procedures do not invalidate any policy or procedure contained herein. As
executive agent of the Board, the President may cause cross referencing notes and clarifying forms,
documents, and procedures to be added or appended.
1.7 Revision
1.7.1 Procedure for Revision of the HR Policy and Procedure Manual
The following procedure is adopted as an orderly process for the initiation and consideration of
amendments to the HR Policy and Procedure Manual.
a. Origin of Proposals
Proposals for revising the HR Policy and Procedure Manual are made by the Human
Resources Committee. Proposals for revising the HR Policy and Procedure Manual may
also be made by ten (10) voting members of the Staff and/or Faculty Senate by petition. All
proposals for revision are to be forwarded to the Executive Council for review and
recommendation to the President. It is recommended that:
i.
Proposals be made in the form of texts intended to replace, in whole or in part, some
current expressions of the HR Policy and Procedure Manual;
ii.
A particular proposal contains no more than one alteration of substance;
iii.
A brief explanation of the reason(s) for proposing the revision accompanies the
proposal.
b. Role of the President

i.
Proposals recommended by the Executive Council and approved by the President of
the College shall be submitted by the President to the Board of Regents prior to the
appropriate meeting of the Board of Regents.
ii.
Should the President disagree with a proposed policy amendment approved by the
Executive Council, the President, the chief administrative officer and the Human
Resources Director shall meet with the President of the Staff Senate and the
President of the Faculty Senate to discuss the next steps. Should a compromise
agreeable to all parties not be reached within 90 days of said meeting, the proposed
policy amendment approved by the Executive Council and rationale shall be
presented to the appropriate committee of the Board of Regents at its next meeting
by the Human Resources Director. Any action taken by the Board of Regents shall
be reported to the Presidents of the Faculty and Staff Senates of the College.
Ultimate action should be taken in time for inclusion in the next years HR Policy
and Procedure Manual.
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c. Board of Regents Approval

i.
Before definitive action on revision proposals, the Board of Regents may
commission a subcommittee of its members to meet with the President, the chief
administrative officer and the Human Resources Director, and the Presidents of the
Faculty and Staff Senates to discuss final adjustments in the revised texts.
ii.
The revision process is concluded in accordance with the action of the Board of
Regents. This action is either an approval or a rejection of the proposed revision.
d. Emergency Procedure
When the President of the College, after consultation with the Presidents of the Faculty and
Staff Senates, determines that, in the best interests of the College, modification of the HR
Policy and Procedure Manual is necessary, the President may petition the Chair of the
Board of Regents for Board review of a specific change at the next board or Executive
Committee meeting. The Board of Regents may accept or reject such a petition. The
President shall communicate the decisions of the Board of Regents to the Employees.
e. General Rules of Implementation
i. Any amendments of the provisions of the HR Policy and Procedure Manual will
take effect and be a part of the next offer of employment extended to any employee
by the College. Any grand-fathering provision will be specific to a given policy and
so noted.
ii.
All new employees shall receive a copy of the HR Policy and Procedure Manual
that will apply during the offered contract term at the time of their initial
appointment as a new Employee. Employees will receive copies of any approved
amendments at the beginning of each year. An updated version of the HR Policy
and Procedure Manual, with current revisions, will be available electronically.
iii.
Proposals under discussion by the Board of Regents have no status whatsoever, not
even a promissory one, until final action by the Board has been taken.
f. Previous Revisions
Revisions of the Human Resources Manual were approved by the Board of Regents on
February 23, 2004, March 3, 2004, March 24, 2004, September 7, 2004, October 12, 2005,
April 7, 2006, August 14, 2006, September 4, 2006, January 29, 2007, November 22, 2007,
April 8, 2008, May 18, 2009, August 1, 2009, August 2011, August 2012 and August 2013.
The effective date of this revised Manual is September 1, 2014.
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1.8 Freedom of Expression and Dissent

1.8.1 Policy
a. Freedom of speech and dissent.
The College prizes and defends freedom of speech and dissent. It affirms the right of
teachers and students to teach and learn, free from coercive force and intimidation and
subject only to the constraints of reasoned discourse and peaceful conduct. It also
recognizes that such freedom and rights entail responsibility for ones actions. Thus, the
College assures and protects the rights of its members to express their views so long as
there is neither use, nor threat of force, or interference with the rights of others to express
their views. The College considers disruption of classes (whether, for example, by the
abridgement of free expression in a class or by obstructing access to the place where
normally meets) or of other academic activities to be a serious offense that damages the
integrity of an academic institution.
b. Respect for the rights, dignity and integrity of others.
Respect for the rights, dignity and integrity of others is essential for the well-being of a
community. Actions by any person which do not reflect such respect for others are
damaging to each member of the community and hence damaging to the College. Each
member of the community should be free from interference, intimidation or disparagement
in the work place, the classroom and the social, recreational and residential environment.
1.9 Equal Employment Opportunity
1.9.1 Guidelines for Administration
Each Administrator shall abide by the Equal Employment Opportunity and Non-Discrimination
guidelines of the College. Each Administrator shall also comply with the guidelines articulated in
the Treaty among the governments of the Republic of the Marshall Islands, the Federated States of
Micronesia and the Republic of Palau. Nevertheless, a hiring preference for citizens of the Marshall
Islands shall also be implemented and such hiring preference shall not be considered a violation of
the Equal Employment Opportunity or Non-Discrimination guidelines.
1.9.2 Equal Employment Opportunity Policy
a. It is the policy of the College to provide equal employment opportunities to all qualified
persons regardless of gender, race, color, religion, age, national or ethnic origin, sexual
orientation, physical or mental disability, or veterans status pursuant to, but not limited to,
Titles VI and VII of the U.S. Civil Rights Act of 1964, Title IX of the U.S. Educational
Amendments of 1972, U.S. Executive Orders 11246 as amended, Section 503 and 504 of
the U.S. Rehabilitation Act of 1973, the U.S. Vietnam Era Veterans Readjustment
Assistance Act of 1974, the U.S. Age Discrimination Acts of 1974 and 1975 and other U.S.
federal laws and regulations as may apply.
b.
The College formally affirms its commitment to the goal of equal opportunity for its
Faculty, students, Staff and Administrators. The College does not discriminate on the basis
of race, color, gender, religion, age, sexual orientation, national or ethnic origin, ancestry,
disability, marital status or veteran status.
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c.
Consistent with its obligations under law, the College is committed to providing qualified
individuals access to all academic and employment programs, benefits, social and
recreational programs, and activities on the basis of demonstrated ability, performance,
and merit, without regard to personal factors that are irrelevant to the program involved.
All employment and Human Resources policies and practices recruiting, hiring,
promotions, demotions, reassignments, transfers, selection or training, compensation,
benefits, layoffs and recalls, terminations-will be administered according to U.S. EEO
principles.
d.
The College reaffirms its policy of administering educational programs and related
supporting services and benefits in a manner that does not discriminate because of a
students or prospective students race, color, religion, gender, age, national origin, sexual
orientation, veterans status, physical or mental disability, or other characteristic that
cannot lawfully be the basis for provision of such programs or services.
e.
The College assigns a high priority to the implementation of its equal opportunity policy
and College resources are devoted to assuring compliance with all laws prohibiting
discrimination in employment and educational programs. The College strives to implement
policies and programs that aid in overcoming the effects of past discrimination in regard to
all of the protected groups. Since employment and education outcomes may be intertwined,
the College will make every effort to promote the presence of both male and female roles of
varying racial and ethnic backgrounds and disabilities in order to develop in Employees
the multi-cultural attitudes and awareness which our laws intend to promote.
f.
Discrimination or harassment against Faculty, Staff, or students will not be tolerated at the
College.
g.
Inquiries concerning the application of these laws and regulations may be directed to the
Human Resources Office.
1.10 Workforce Action Policy

a. Policy.
Subject to the requirement that a hiring preference be given to citizens of the Marshall
Islands for all positions at the College, the College of the Marshall Islands strongly
subscribes to the philosophy of equality of opportunity for all persons regardless of race,
creed, color, sex, religion, national origin, ancestry, age, disability, marital status, sexual
orientation, and veteran status, with respect to admissions, educational programs,
employment and campus life.
b.
Annual Assessment of Workforce Demographics.

A fundamental feature of this policy will be an annual assessment by the Human Resources
Director of workforce demographics. This annual assessment will be incorporated in and
be a regular element of the Human Resources Departments annual Program Review. Such
assessment will provide the basis for the development and implementation of initiatives in
the year following.
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Chapter Two: Recruitment

2.1 General Policy
2.1.1 Recruitment Objectives. It is the objective of the College to hire the best qualified and most
appropriate candidates in order to advance the Colleges mission. Persons shall be selected for
positions at the College on the basis of bona fide occupational qualifications. The determination of
best qualified and most appropriate will be at the Colleges sole discretion. Recruitment activities
will be conducted for each vacancy to the extent that is practicable to assure a pool of wellqualified candidates. All vacancies will be posted on campus and announced locally. When
appropriate, recruitment shall be advertised on a national, regional, or international basis.
2.1.2 Vacancy Advertisements. It is deemed appropriate to develop internal guidelines for the
advertisement of vacancies in various Employee groupings such as Faculty, Staff, or
administration.
2.1.3 Current Employees. Current Employees are not barred from applying for or being selected
for positions that have been advertised and for which an adequate applicant pool has been
developed.
2.1.4 HR Responsibility. The Office of Human Resources is responsible for all recruiting activity
and for approving (with Presidential approval) all employment commitments including salary,
position classification, and any special conditions of employment. The Director of Human
Resources shall be responsible for coordinating the hiring process among the affected College
divisions. The search committee shall evaluate the fitness of applicants for employment and shall
recommend the action to be taken on each applicant to the President.
2.1.5 Equity in Recruitment.
a. Subject to the requirement that a hiring preference be given to citizens of the Marshall
Islands for all positions at the College, all Human Resources recruitment and all rules and
regulations governing Human Resources at the College shall otherwise adhere to the
Board of Regents Equal Employment Opportunity and Non-discrimination policy,
which forbids human resources, admissions, educational programs, employment and
campus life decisions that are made solely on the basis of race, creed, color, sex, religion,
national origin, ancestry, age, disability, marital status, sexual orientation, and veteran
status. The College shall comply with the non-discrimination guidelines as found in the
Treaty among the Governments of the Republic of the Marshall Islands, the Federated
States of Micronesia and the Republic of Palau. Equal employment opportunities shall be
extended to all applicants and Employees.
b.
The President and all College Administrators shall engage in affirmative action programs
to assure equal employment opportunity and non-discrimination in all College programs
and activities. Any Administrator or other Employee who has a conflict of interest must
declare that conflict.
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2.1.6 Vacancy Advertising.

All Human Resources recruitment requirements shall be announced through notice of position
vacancies. In addition to advertising on the College website and in local and international
publications, these notices shall also be published and distributed throughout the components of
College. Positive efforts shall be taken to assure that vacancy announcements reach all segments
of the population in order to assure equal employment opportunities to all citizens.
2.1.7 Pre-employment Screening and Determination of Degree Equivalency
a. Purpose.
This policy applies to external candidates for employment in regular, full time positions
including faculty, administrative and staff positions at the College of the Marshall Islands.
(External candidates are defined as candidates for College positions who are not presently
employed at the College.)
i. It is important that the Colleges academic and service missions are supported by
qualified employees, in a safe and secure environment for all College constituents,
including students, visitors and employees. It is also important that the College of the
Marshall Islands take meaningful actions to protect its funds, property and other
assets.
ii. This policy is intended to support the verification of credentials, degree equivalency,
criminal history, and other information related to employment decisions that assist the
College in meeting its commitments.
b.
Policy.
It is the policy of the College of the Marshall Islands that all external candidates for
employment in regular faculty, staff and administrative positions have certain credentials,
criminal and other background information verified as a condition of employment. Such
information may include, but is not necessarily limited to, the following:
i. County or State Criminal History Search,
ii. Auxiliary National Criminal Index Search,
iii. Global Terrorist Search,
iv. SSN Trace,
v. Employment Verification with Supervisor Interviews,
vi. Reference Interviews,
vii. Education Verification, and
viii. Determination of Degree Equivalency in the case of an external candidate for a
position which requires a degree.
The Director, Human Resources will maintain a list of third party vendors recognized in
higher education for expertise in pre-employment screening and/or credential evaluation.
From such list the Director, Human Resources will engage one or more vendors to secure
the above information in a background check process.
c.
Definitions
i. Criminal History Search means verifying that the selected candidate does not have
any undisclosed criminal history in every jurisdiction where the candidate currently
resides or has resided or has been employed.
ii. Auxiliary National Criminal Index Search means a search for to determine whether
the external candidate has a felony, misdemeanor, sex offender and traffic case
pending.
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iii. Global Terrorist Search means a search for specially designated nationals, terrorists,
narcotics traffickers, blocked persons and parties subject to various economic
sanctioned programs who are forbidden from conducting business in the United
States, as well as entities subject to license requirements because of their proliferation
of weapons of mass destruction. The Global Terrorist Search is also used in the
financial services industry to look for potential money launderers.
iv. SSN Trace means verification that the Social Security Number (SSN) given by the
external candidate is valid.
v. Employment verification means ensuring that the selected candidate actually
worked in the positions listed on the application, resume, or cover letter or otherwise
cited by the candidate that qualify the individual for the position sought. This
verification should include dates of employment and verification of last position held.
vi. Reference Interviews means an interview with the professional references listed by
the external candidate regarding the candidates skills, aptitudes, behaviors and
experience.
vii. Educational verification means:
1. ensuring that the selected candidate possesses all education credentials
beyond high school listed on the application, resume or cover letter or
otherwise cited by the candidate that qualify the individual for the position
sought, and
2. for non-US institutions, confirmation of accreditation of the institution
where the external candidate received his/her degree(s) and US
equivalency of such degree(s).
d.
Human Resources Responsibilities.

The Human Resources Department shall be responsible for submitting background check
requests to a third party vendor for any initial hire.
i. All offers of employment, oral or written, prepared by the Human Resources
Department shall include the following statement: This offer is contingent upon the
Colleges verification of credentials and other information required by RMI law and
College policies.
ii. The background check(s) shall be completed by the Human Resources Department
within one week and prior to making a contingent offer of employment to any
individual.
iii. If the background check indicates there are no discrepancies, the third party vendor
shall inform Human Resources who in turn shall inform the hiring department that the
candidate is viable for employment.
iv. If the background check indicates there are discrepancies, Human Resources and the
Search Committee Chair shall review the report and shall evaluate each discrepancy,
including any additional information that the individual provides, before the offer of
employment is confirmed or withdrawn. The existence of a discrepancy does not
automatically disqualify an individual from employment. Relevant considerations may
include, but are not limited to, the nature and number of discrepancies, their dates, and
the relatedness the discrepancy(s) has to the duties and responsibilities of the position.
Any decision to accept or reject an individual with a background discrepancy is solely
at the discretion of the College of the Marshall Islands.
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v. If unreported felony convictions are discovered in the criminal history check, the offer
of employment shall be withdrawn and, if employed, the individual shall be
terminated from employment, unless the individual proves that the report is in error.
The decision to reject or terminate an individual with an unreported conviction is
solely at the discretion of the College of the Marshall Islands.
vi. In the event the results of the background check influence a decision to withdraw an
employment offer or terminate employment, Human Resources shall inform the hiring
department and the individual.
vii. The Human Resources Department shall be responsible for any fees associated with
any of the components of the background check process.
e.
Consequences of Providing False or Misleading Information.

Violations of College policies, including providing false or misleading information used for
any of the above background checks, shall be handled in accordance with applicable
College policies and procedures, which may include corrective action up to and including
termination from the College; or termination of the ability to apply for positions at the
College.
2.2 Recruitment and Hiring Procedures

2.2.1 Submission of Position Description If a new position is being created, a completed position
description must be first submitted to the Human Resources Office for review and assignment of
the appropriate classification and pay level. Thereafter, the position description is sent to the
President for approval. If the position has already been established and a vacancy occurs, the
search committee should review the existing position description to ensure that it accurately
describes the position as it currently exists. If inaccurate or outdated, the position description
should be updated and submitted to the Human Resources Office for determination of the
appropriate classification.
2.2.2 Establishment of a Search Committee The appointment of a search committee is the
responsibility of the appropriate department supervisor. The department supervisor will serve as
committee Chair unless such responsibility is delegated. The search committee should be
comprised of at least 3 members. Each Committee member will be asked to sign a Search
Committee Ethics Agreement, including a declaration that the committee member will disclose any
potential conflict of interest.
2.2.3. Development of the Selection Criteria The required and preferred qualifications for the
vacant position are described in the approved job description. The Chair will meet with the
committee to assure that each committee member understands the essential job qualifications.
These qualifications will become the selection criteria and the basis for all screening and selection
decisions.
2.2.4 Human Resources Office Assistance The Recruitment Specialist from the HR Department
will meet with the search committee to develop a recruitment plan and timeframes, review the
essential and marginal functions of the position and the preferred and required qualifications for the
vacancy, and review general processes and procedures, affirmative action considerations, and
requirements for confidentiality. The Human Resources Office will provide any other assistance
which may be of help to the committee members throughout the hiring process.
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2.2.5 Initial Screening After the application deadline date (if there is one), the Human Resources
Office will electronically provide the search committee with all applications received by the
deadline date. The search committee members will uniformly apply the selection criteria to all
applicants to identify the top candidates for further consideration. The selection criteria cannot be
changed after the vacancy has been posted. If the advertised qualifications later seem to be
inappropriate, the search can be aborted and the position re-advertised with modified criteria.
2.2.6 Reference Checks The committee chair and one other search committee member should
conduct reference checks on at least the top candidate, and at least 2 references should be contacted.
At least two members of the search committee should be involved simultaneously in each reference
check. Notes from the references should be presented to the search committee to affirm, or
otherwise, the determination of the top three candidates.
2.2.7 Interviewing The search committee members will identify the top candidates to be
interviewed for the position vacancy. At least three candidates should be interviewed from the
application pool. Questions should be developed by the committee to be used in each of the
interviews, and all questions should relate to the announced qualifications for the position.
Interview notes from committee members can be maintained and provided to the Human Resources
Office for purposes of documentation or the selection process.
2.2.8 Presidents Approval Once the search committee has made a selection of the top three
candidates from the applicant pool, a memo will be written from the Chair to the President
indicating their choices in ranked order. The final decision on all matters of hiring at the College
rests with the President.
2.2.9 Extending a Job Offer A position may be offered only upon approval of the President.
Once offered, the Human Resources Office will prepare a follow up written offer of employment
setting forth the conditions of employment, which will include the title, salary level, starting date,
and any other special conditions of employment. Once the offer is accepted, unsuccessful
candidates who were interviewed will be informed of the selection decision by a regret letter sent
from either the department or the Human Resources Office.
2.3 Nepotism
2.3.1 Nepotism Defined Nepotism is favoritism shown to relatives by giving them employment,
influencing evaluations, securing their promotion, or otherwise treating them favorably on the basis
of their family relationship rather than on merit.
2.3.2 Nepotism Prohibited
a. Immediate family members and members of the same household are not to be employed in
any position where one has line authority over Human Resources actions concerning the
other. Exceptions to this policy require a written affirmative declaration by the President
that such exception is in the best interest of the College.
b.
Employees should neither initiate nor participate, directly or indirectly, in Human

Resources actions (initial employment or appointment, retention, promotions, salary, work
assignments, evaluations, leave of absence, etc.) involving members of their immediate
family or household. Employees who have a conflict of interest must provide an
affirmative written declaration of that conflict.
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c.
For the purposes of this policy statement, immediate family includes: spouses, domestic
partners, children (including step-children), parents, step-parents, grandparents,
grandchildren, in-laws, siblings (including step-brothers and step-sisters), cousins, nieces,
nephews, aunts and uncles.
d.
If two Employees become members of the same household, both may retain their positions,
provided one is not under the direct or indirect supervision of the other. It is the
responsibility of the supervisor/manager to advise the relevant department Administrator if
such a relationship is established. Exceptions to this policy require the approval of the
appropriate dean/director, the Director of Human Resources, the College President, and
then only when such exception is in the best interest of the College.
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Chapter Three: Contract Administration

3.1 Types of Appointments
3.1.1 Permanent Appointment
For purposes of these rules, an Employees status with the College is defined as a Permanent
Appointment if the position to which he or she is appointed is a Permanent Position, and if the
Employee has satisfactorily completed the probationary period. Prior to completing the
probationary period, the Employees status with the College is defined as a Probationary
Appointment. Successful completion of the probationary period and/or achieving or holding the
status of Permanent Appointment does not modify the terms of the Employees individual
employment contract. Employment may still be terminated as set forth in the Employees
individual employment contract and/or in accordance with the rules and procedures set forth in this
Manual.
3.1.2 Limited Term (Temporary) Appointment
A Limited Term (Temporary) Appointment may be made to fill a Temporary Position or to fill a
temporary vacancy in a Permanent Position. This includes Contingency Appointments, Special
Contracts, Casual Labor Contracts and Adjunct Faculty Contracts. An Employee appointed on a
Limited-Term (Temporary) basis to fill a Temporary Position is not entitled to the Colleges normal
employment benefits. An Employee appointed on a Limited-Term (Temporary) basis to fill a
temporary vacancy in a Permanent Position shall receive the Colleges normal employment
benefits.
a. The conditions set forth below govern Limited-Term (Temporary) Appointments:
i. A Limited-Term (Temporary) Appointment is for a specified duration, but not to
exceed a total of one (1) year.
ii. An Employee on a Limited-Term (Temporary) Appointment may have
employment terminated at any time prior to the end of the one-year period, or at any
time and for any reason prior to the duration specified in the employment contract.
iii. A Limited-Term (Temporary) Appointment terminates automatically at the
expiration of the one-year period even if the appointing authority has not initiated
termination action.
iv.
Employment time served under Limited-Term (Temporary) Appointment does not
accrue as service credit under permanent employment status.
v.
Appointments made on a limited-term (Temporary) basis shall be governed by the
Colleges employment policies.
vi. A current College Employee in a Permanent Position who has accepted limited-term
(Temporary) appointment shall, upon termination of the limited-term appointment,
and if mutually agreed to in writing prior to the limited-term appointment is
effective, be entitled to reinstatement to the Permanent Position formerly held with
pay and seniority adjusted according to his or her length of service.
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3.1.3 Contingency Appointment

The President shall have the power to make contingency appointments to fill vacant positions in the
absence of an acceptable candidate or to fill a temporary vacancy in a permanent position. The
person receiving the contingency appointment must meet minimum qualification requirements. If
the contingency appointment is made to fill a Permanent Position, advertising for acceptable
candidates shall begin as soon as possible. If the position is critical to the effective functioning of
the College, the President may extend the contingency appointment pending the hiring and arrival
of the individual selected to fill that position. Contingency appointments may be converted to
Permanent Appointments if the incumbent is chosen through an approved search process.
Contingency appointments may be terminated at any time at the pleasure of the President.
3.2 Contracts
3.2.1 Types of Contracts
The College may enter into any of the following types of contracts with its Employees:
a. Employment Contract. Under an Employment Contract, the Employee receives an
appointment to a specific position which creates an employer-employee relationship
between the College and that Employee. The Employee and the conditions of his or her
employment are governed by the terms described in Employees individual employment
contract and this Human Resources Policy and Procedure Manual.
b. Personal Services and Adjunct Contracts. Under Personal Services and Adjunct
Contracts, the College enters into agreement with an individual who, according to the
terms of the contract, provides a service or services to the College. The contract is the
sole document articulating the entire agreement between the College and the individual
named in the contract; the contract contains all terms and conditions of that agreement.
A personal services contract is subject to the following conditions and limitations:
i. The Services to be performed are of a short-term nature, usually less than one
year, inappropriate for the issuance of a permanent employment contract and the
College is unable to find a qualified and willing person to perform those services
from among its current Employees.
ii. The College requires the short term services of professionals and/or specialists
whose expertise is unobtainable from among current College Employees.
iii. The College requires expert consultation services at the time unavailable from
within the College, and those services are intermittent, temporary or otherwise
inappropriate for full-time employment.
iv. A Personal Services contract shall not be used as a substitute for hiring permanent
Employees.
c.
Temporary, Part-Time Contracts A Temporary, Part-Time position requiring the

services of a locally available professional or other unusual expertise may be filled
within budgetary limits by the appropriate Dean or Department head. Such positions
need not be advertised, for the sake of expediency, provided they are clearly of a
temporary, part-time nature and provided they have the approval of the Director of
Human Resources, Chief Financial Officer and the President.
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d.
Grant Funded Contracts

i. General Policy
A. All College Human Resources policies are in effect for Employees hired with
grant funds except for terms and conditions required by the grant award or by
grant sponsors regulations that may differ. Employee contract for grant-funded
positions should follow standard College policies as closely as possible when
grants allow for local terms of employment.
ii. Grant Funded Employment
A. Employment Duration. The duration of employment contracts may be concurrent
with grants that have funding up to three years. For grant programs that have
periods of funding longer than 3 years or that are continually funded, the
duration and renewal of employment contracts will be the same as College
policy. Programs that are refunded by new grant applications will require new
employment contracts to be made for the new funding cycle.
B. Approval. The source(s) of a grant Employees salary should be clearly defined
in the Employee contract, particularly if it comes from more than one source.
For non-reimbursable grants, adequate funding should be received by the
College Business Office before the Employee begins his/her contract at the
College and/or receives reimbursement for any contractual benefits. All grant
documents must be approved and signed prior to the commencement of
employment of a grant funded Employee.
C. Evaluation. Employees of grant funded programs are subject to the same review
processes as regular College Employees. Grant Directors and other
Administrators will be evaluated using College administrative/ management
evaluation forms.
D. Salary. Annual salary increases and renewal benefits will not be awarded to the
Employee unless provided for by the grant.
E. Benefits. An Employee in a full time grant funded position is entitled to the
Colleges normal employment benefits.
F. Transfer from Grant Funded Position to College Funded Position. Grant-funded
employees wishing to apply for a regularly funded position within the College
must go through the necessary application process including the submission of
application materials and interview if required.
3.2.2 Contract Signatures

No Employee shall begin work under an initial contract unless that contract is signed both by the
Employee and by the Colleges authorized representative. In the case of off-island hires, new
Employees shall receive at the very least a facsimile of the original contract signed by an authorized
College representative.
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3.3 Probationary Period and Status

3.3.1 Types of Probation.
a. Initial Hire. Every new Employee with a permanent appointment shall serve a probationary
period for the first twelve (12) months of the initial appointment. Employees who have
worked on a limited-term (Temporary) appointment basis at the College accrue all their
limited-term (Temporary) work experience toward the probationary period when given
Permanent status in the same position, providing the Permanent appointment immediately
follows the limited-term (Temporary) appointment.
i.
Evaluations During Initial Employment Probationary Period. Every new employee

will be evaluated twice in his/her first year of employment. This first year of
employment is a period of probationary employment and is called the Initial
Probationary Period.
A. Faculty Employees. At the beginning of the Initial Probationary Period the
department chair will meet with the new faculty member to establish and
assign performance goals for the first two academic semesters. The first
evaluation for faculty employees will take place not later than the end of
the first semester of employment and will be based on an assessment of
goals attained during the first academic semester. The faculty member will
receive a second evaluation at the end of the second semester of
employment that will be based on an assessment of goals attained in the
first academic year. The second evaluation report will be made no later
than one (1) month prior to the end of the second semester of employment.
The second evaluation shall recommend continuance of the faculty in the
service of the College or, if the faculty receives a rating less than
satisfactory, dismissal from service.
B. Staff Employees. At the beginning of the Initial Probationary Period the
new employees supervisor will establish and assign performance goals for
the first year of employment. Staff employees will be evaluated twice
during the probationary period to assess progress in goal attainment. The
first evaluation shall take place at the end of the first six months of
employment. The second evaluation will be made no later than one (1)
month prior to the expiration of the first year of employment. The second
evaluation shall recommend continuance of the employee in the service of
the College or, if the employee receives a rating less than satisfactory,
dismissal from service.
ii.
Unsatisfactory Service During Probation. At any time during the Initial

Probationary Period the employment contract of the new Employee may be
immediately terminated by the appointing authority for reasons given to the
Employee in writing.
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b.
Probation Subsequent to Promotion, Lateral Reassignment, or Demotion. Any Employee

who is promoted shall serve a probationary period of three (3) months in the new position;
the probationary period begins on the effective date of the promotion. (See further
Chapter 5.2.14 Promotion). Any Employee who is reassigned laterally or demoted shall
serve a probationary period of six (6) months in the new position; the probationary period
begins on the effective date of the action.
c.
Probation Subsequent to a Performance Appraisal.

i. Placement on Probation. When an Employee receives a less than satisfactory annual
performance rating the Employee shall be placed on probationary status for a period of
six months to one year. The decision as to the appropriate length of the probation will
be made by the first level supervisor, after consultation with the next level supervisor. If
the first level supervisor is the President he/she may choose to consult with the Human
Resources Director prior to making the decision.
ii. Written Development Plan. The supervisor will require that the Employee have a
written developmental plan designed to improve the Employee's performance in clearly
identified areas over the specified probationary time period. The developmental plan
will be prepared jointly by the supervisor and Employee and will include at a minimum:
A. the expectations of the supervisor as to how the Employee can remedy the
deficiency or deficiencies in performance;
B. specific performance goals and objectives, timetables for achieving such goals
over the probationary period, and the criteria to be used in measuring progress
toward the performance goals;
C. the resources or developmental support, if any, the supervisor is willing and able
to provide the Employee to assist in implementing the plan;
D. any adjustment in workload, assignments or responsibilities of the Employee in
order to enhance his or her performance and contribution to the mission of the
unit; and
E. consequences that might follow if deficiencies are not corrected.
The developmental plan will be reviewed and approved by the first level supervisor
after consultation with the second level supervisor, who may make suggestions for
improving the plan. The approved plan will be implemented by the Employee.
iii. Monitoring and Re-evaluation of Performance. Progress towards achieving the goals
and timetables set out in the development plan will be reviewed periodically by the
supervisor, who will provide detailed feedback to the Employee and a copy to the
second level supervisor. At the end of the probationary period, the first level supervisor
will review the Employee's performance and make one of the following
recommendations:
A. The Employee has improved his or her performance, and no further action is
necessary pending the next regularly scheduled Employee Performance Review.
If, in the opinion of the supervisor, performance has sufficiently improved prior
to the end of the established probationary period, the supervisor may recommend
that the Employee be removed from probation prior to the end of the
probationary period.
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B. The Employee's performance has improved but not at the expected level. The
supervisor may require an extension of the probationary period and adjustment in
the developmental plan or in the Employee's workload in order to improve
further the Employee's performance; or
C. The Employee's performance remains seriously deficient and is deemed to
constitute incompetence. In such case, the supervisor will recommend one of the
following sanctions:
1.dismissal at the end of the probationary period; or
2.a terminal contract.
D. The supervisor's recommendation is forwarded to the second level supervisor.
iv. Second Level Supervisor's Review and the Possible Imposition of Sanctions. The
second level supervisor reviews the recommended action:
A. If the second level supervisor agrees with a recommendation that no further
action is necessary, the review process stops pending the next regularly
scheduled Employee Performance Review.
B. If the second level supervisor agrees with a recommendation for an extended
probation with development plan and/or workload adjustment, the adjustment is
implemented and the probationary period and review are extended.
C. If the second level supervisor agrees with a departmental recommendation for
the imposition of a sanction, the second level supervisor forwards this
recommendation to the appropriate executive Administrator or Vice President for
review and concurrence. Sanctions may be imposed only in accordance with the
Human Resources Policy and Procedure Manual, Chapter Nine Cessation of
Employment.
D. If the second level supervisor disagrees with the departmental decision, the
departmental and second level supervisors recommendation are forwarded to the
appropriate executive Administrator or Vice President for review and final
decision.
3.4 Initial Contracts
3.4.1 Initial Contract Duration
The standard initial contract is two years, however, the College may offer its Employees initial
employment contracts of up to four (4) years.
3.4.2 Benefits and Incentives
a. Benefits. The Colleges employee benefit package includes:
i. Health Benefits. Medical care under the RMI Basic Health Plan. Optional
additional coverage is provided under the Supplemental Health plan at the
Employees sole expense.
ii. Life and Accidental Death and Dismemberment (AD&D) Insurance. Subject to the
requirements of the designated Insurance Carrier, the College provides basic group
term life insurance coverage in the event of death from natural causes and an
additional amount of group term AD&D insurance coverage equal to the basic life
insurance in the event of accidental death.
iii. Short Term Disability Insurance. College self-funded Short Term Disability
Insurance coverage equal to 80% of salary in the event of an extended absence from
work due to disability or illness.
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iv. Long Term Disability Insurance. College paid, commercially insured Long Term
Disability Insurance coverage equal to 60% of salary in the event of an extended
absence from work due to disability or illness.
v. Leave Days. (See Chapter Seven: Employee Leave for details of leave benefits)
A. Sick
B. Annual Leave days (Employees with a Faculty contract are not eligible for
annual leave)
C. Parental
D. Personal
E. Emergency
F. Bereavement
G. Administrative
H. Family or Community Service
vi. Professional Development.
vii. Tuition Reimbursement.
viii. Liability Insurance.
ix. Workers Compensation.
b. Incentives.
i. Faculty Initial Contract Duration Incentives. As an encouragement to enter into a
three or four year initial contract new faculty employees may be offered the
following incentive payments:
A. Three year contract - $1,600 incentive payment paid in three equal annual
installments, the first installment payable on arrival in Majuro.
B. Four year contract - $4,000 incentive payment paid in four equal annual
installments, the first installment payable on arrival in Majuro.
3.5 Renewal Contracts
3.5.1 Renewal Intention of Employee
Unless notified otherwise by the Employee, it shall be assumed by the College that it is the
intention of the Employee to accept a renewal contract, if offered by the College.
3.5.2 Renewal Duration
The College may offer its Employees renewal contracts of up to four (4) years.
3.5.3 Benefits and Incentives
a. Benefits. In addition to the benefit package described above at paragraph 3.4.2 Benefits
and Incentives, at the completion of the initial two (2) year contract and upon execution of
a renewal contract, a full time Employee will receive College paid RMI Supplemental
Health Insurance.
b. Incentives.
i. Faculty Contract Renewal Options.
A. Purpose. Provides options to encourage faculty employees to continue in an
employment relationship with the College beyond the initial two year
employment contract.
B. Parameters and Limitations. A faculty employee of the College shall receive
one of the following of the employees choice to continue employment with
the College beyond the initial employment contract:
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1. One year renewal. A payment equal to two (2) credit hours, calculated
in the same manner that overload payments are calculated.
2. Two year renewal. A payment equal to a total five (5) credit hours,
calculated in the same manner that overload payments are calculated and
paid in two installments at the beginning of each Fall semester, or if the
employee is an off island hire they may receive a round trip ticket to their
point of hire which may be payable by one pass miles at the discretion of
the college.
3. Three year renewal. A payment equal to a total of nine (9) credit hours,
paid in three installments at the beginning of each Fall semester, or if the
employee is an off island hire they may receive a round trip ticket to their
point of hire which may be payable by one pass miles at the discretion of
the college.
4. Four year renewal. A payment equal to a total sixteen (16) credit hours,
paid in four installments at the beginning of each Fall semester, or if the
employee is an off island hire they may receive two round trip tickets to
their point of hire which may be payable by one pass miles at the
discretion of the college.
c. Other Conditions.
i. If a faculty member has his/her contract renewed or extended because of a
requirement from a benefit received (i.e. educational leave, sabbatical, etc.), then
that faculty member would not be entitled to any of the above options except for
those that are available for years not included in the required extension.
ii. In order to be eligible for this renewal option, the renewal contract must be for a
period of one or more years. If a faculty member does not complete any year in the
renewal contract period, they will be responsible for reimbursing the College for any
incentive compensation received during the year due to the renewal option they
exercised and will receive no further compensation under their renewal option.
d. Transitional Provisions. The above renewal options will be available for anyone who has
renewed their contract and has not received a renewal incentive. For those contracts that
have been renewed and the faculty member has only receive part of their prior incentive
program payment, he/she should receive the second half of his/her payment as was
previously provided for. Further, any faculty member that renewed his/her contract since
October 2010 should be allowed the option to extend his/her contract under these new
options and be entitled to those benefits.
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3.5.4 Limitations and Exceptions

a. Non-Renewal of Contract. Except as otherwise provided in these policies, employment
contracts of permanent full-time Employees may be non-renewed or not extended without
cause and without any reason or reasons being given for such action, and the appeal
provisions of Chapter 4.6, Grievance Resolution Policies and Procedures shall not
apply. The notice to such persons shall only be required to specify the date of the
determination, the nature of the determination and the effective date. The fact that such an
Employees contract has been renewed in the past shall not be deemed to create an
expectation of continued employment beyond the contract expiration date, nor shall it
create any protected property interest in employment beyond the contract expiration date.
b.
Additional Contract Renewal Incentives. At the Presidents discretion and subject to

budget approval, additional contract renewal incentives may be offered to Employees hired
on-island, subject to budget approval, when those Employees occupy a position difficult to
fill or have demonstrated superior competence in the performance of their duties.
c.
Spouses Are Not Eligible. Spouses not employed by the College are not eligible for
contract renewal benefits; these benefits are intended for full-time, permanent Employees
of the College only.
3.6 Work Expectations

3.6.1 Hours of Work Policy for Non Faculty Employees
The College generally maintains a standard 40-hour workweek. The only exception to this
standard is for Safety and Security Department staff whose workweek is 60 hours. This workweek
begins on Sunday and ends on Saturday. Hours of work are set by individual departments to
address their particular operational and service needs. Hours worked in the workweek include
time Employees are required to be on duty, on the premises, or at any other required place of work.
a. Guidelines
Employees are encouraged to begin the workday on time at 8:00 am and to end the workday on
time at 5:00 pm. Exceptions to these hours may be approved by the supervisor. If no exception
is approved, the following guidelines apply:
i. 8:00 am to 8:15 am is considered on time.
ii. Arrival after 8:15 is considered late. The electronic time clock will indicate the
exact number of hours worked.
b. Annual and Sick Leave Accrual
i. Employees working a 40 hour workweek. No Annual or Sick Leave accrues for pay
periods in which an Employee works fewer than 70 hours (in a two-week pay period)
without approval of the appropriate supervisor.
ii. Employees working a 60 hour workweek. No Annual or Sick Leave accrues for pay
periods in which an Employee works fewer than 105 hours (in a two-week pay period)
without approval of the appropriate supervisor.
This provision does not apply to Employees whose contracts or schedules stipulate less
than 70 hours per pay period. In these cases, no Annual Leave or Sick Leave accrues in
which the Employee works fewer than the number of hours contracted or scheduled.
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3.7 Political Activity

The College does not restrict political activity if it does not involve the Colleges name, property,
facilities or materials.
3.8 Appropriate Dress
All Employees should dress in a manner that is consistent with a professional business
environment. Employees must be culturally sensitive and avoid wearing revealing attire (such as
shorts) in the classroom or workplace.
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Chapter Four: Conduct and Work Performance Standards

4.1
General Policy
It is the policy of the College to treat all Employees fairly. In return, the College expects all
Employees to adhere to standards of conduct and work performance that are established to enable
all to work together to achieve the objectives of the College.
Supervisory counseling with Employees is designed to establish an equitable system of corrective
action for Employees who do not adhere to these standards of conduct and/or to bring an
Employees work performance to acceptable levels.
Each supervisor has the responsibility for counseling Employees under their supervision,
administering corrective action when appropriate, and documenting the counseling or corrective
action.
The procedures below do not alter the Colleges right to terminate the Employees employment at
any time, with or without cause and with or without notice, subject to the terms and conditions set
forth in the Employees individual employment contract. Thus, the disciplinary and dispute
resolution procedures set forth below may not be applied for all College decisions regarding
discipline, including but not limited to termination.
4.2
Problem Resolution
The College seeks to deal openly and directly with its Employees, and believes that
communications between Employees and management is critical to solving problems. Co-workers
who may have a problem with one another should attempt to resolve the problem themselves. If a
resolution cannot be agreed upon, both Employees should approach his or her supervisor, who will
work with the employees to determine a resolution. In these instances, the decision of supervisor is
final.
Employees who have a problem with a supervisor should first go to the supervisor and state the
problem. If a resolution cannot be agreed upon, the employee should present his or her problem, in
writing, to next level management, whose decision shall be final.
The College does not tolerate any form of retaliation against Employees availing themselves of
these procedures. The procedures should not be construed, however, as preventing, limiting or
delaying the College from taking disciplinary action against any individual, up to and including
termination, in circumstances (such as, and by way of example only, those involving problems of
overall performance, conduct, attitude or demeanor) where the College deems disciplinary action
appropriate.
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4.3
Employee Discipline
4.3.1 General Policy
a. All Full-Time Employees, Part-Time Employees and Temporary Employees may
be terminated, demoted, suspended, non-renewed or not extended in a fair and
equitable manner. The following provisions of this policy shall apply. The
notice to such persons shall be required to specify the date of the determination,
the nature of the determination and the effective date.
b. Except as otherwise provided in these policies, employment contracts of regular
full-time Employees may be non-renewed or not extended without cause and
without any reason or reasons being given for such action, and the following
provisions of this policy shall not apply. The notice to such persons shall only be
required to specify the date of the determination, the nature of the determination
and the effective date. The fact that such an Employees contract has been
renewed in the past shall not be deemed to create an expectation of continued
employment beyond the contract expiration date, nor shall it create any protected
property interest in employment beyond the contract expiration date.
c. Except as otherwise provided in these policies, if, during the term of a contract, it
is determined that an Employee should be disciplined, suspended, demoted or
terminated, the provisions of this policy shall apply.
d.
4.3.2 President and Supervisor Responsibilities
a. Presidents Authority. The President is delegated the authority and responsibility
to suspend, dismiss, demote or reassign on a fair and equitable basis any
Employee whose conduct or capacity is such that his or her removal, demotion or
reassignment will improve the efficiency of operations at the College. All
decisions of the President are final and binding.
b. Supervisor Responsibility. Immediate supervisors are delegated the
responsibility for administration of day to day discipline, including oral
admonitions, letters of reprimand and initiation of suspension actions consistent
with the immediate supervisors ability to effectively carry out such disciplinary
actions.
4.3.3 Disciplinary Principles
The Colleges policy is to attempt to deal constructively with Employee performance
problems and Employee errors. The disciplinary process will be determined by the College
in light of the facts and circumstances of each case. Depending upon the facts and
circumstances, the discipline applied may include, among other things, oral or written
warnings, probation, suspension without pay, or immediate discharge. Each situation will
be considered in light of a variety of factors including, but not limited to, the seriousness of
the situation, the Employee's past conduct and length of service, and the nature of the
Employee's previous performance or incidents involving the Employee. Details of this
process are outlined further in the Corrective Action section below.
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4.3.4 Corrective Action

Corrective Action is taken against an Employee in response to a rule infraction or a
violation of College policies, standards, norms, customs, or directives. If correction action
is necessary, it may take the form of verbal warning, written warning, final written warning,
suspension and/or discharge, at the Colleges sole discretion. The College has the right to
determine what level of corrective action is appropriate in the context of the situation. Prior
to issuing Corrective Action, an Employee will be given notice of the basis for the
corrective action and an opportunity to respond to the complaint or conduct at issue. All
decisions regarding corrective action made by the President of the College or his designee
are final and binding.
There is no standard process for corrective action to take place. Depending on the severity
of the situation, an Employees conduct may lead to immediate discharge. As previously
stated, either the Employee or the College may terminate your employment at any time, with
or without notice or cause, unless modified by a written contract signed by you and an
authorized official of the College. This Corrective Action Policy does not imply anything to
the contrary. All disciplinary actions, counseling discussions and related facts are to be
documented and forwarded to the Human Resources Office or the Human Resources
Director. The Human Resources Director will assist supervisors in developing appropriate
documentation for written warning, suspensions and discharge.
If an Employee believes that s/he have been treated unfairly pursuant to this policy s/he may
address his/her concerns through the steps listed in the Problem Resolution section above or
file a formal grievance as set forth below. Employee should contact the Human Resource
Representative in the event of questions regarding this policy.
4.4
General Standards of Conduct
The College expects that all Employees conduct themselves in a professional and ethical manner, in
accordance with all the policies and procedures set forth in this Manual and as directed by the
College. This is because the orderly and efficient operation of all facilities and to meet the
institutional goals of the College requires that Employees maintain discipline and proper standards
of conduct at all times. Such conduct protects the health and safety of each Employee, as well as
maintains uninterrupted productivity and jobs, and protects the Colleges good will and property.
In furtherance of this, the College requires that all Employees:
a. spend the workday effectively by performing the proper tasks safely, competently and in a
timely manner and demonstrating an awareness of priorities.
b. spend the work day efficiently by performing each task quickly, safely and well.
c. comply with College and departmental policies and procedures.
d. be at work when scheduled (for example, to attend work regularly, not to arrive late, not to
abuse Sick Leave or lunch periods, and not to leave early without appropriate approval).
e. notify the supervisor of an unscheduled absence not later than one hour after the scheduled
time to report to work, or in accordance with departmental guidelines.
f. work during working hours (for example, keeping personal phone calls to a minimum and
not attending to personal matters during work hours).
g. cooperate with reasonable requests from co-workers.
h. perform reasonable job duties, even if not part of the job description, as assigned by the
supervisor.
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i. respect the confidentiality of sensitive information. Such information should not be

repeated, discussed or removed from the work area except for legitimate work reasons.
j. give proper notice of termination of service.
k. safeguard personal property. (The College maintains a security service but cannot guarantee
the safety of personal property).
l. respect the property of others and of the College and to use College property only for
legitimate work purposes (email, facsimile machines, computers, copiers and other College
equipment). Taking of property belonging to others or the College will not be tolerated.
m. maintain appropriate work place behavior that fosters collegiality and teamwork. Without
these qualities, the College cannot achieve its goal in an effective and efficient manner.
n. utilize internal resources to resolve employment problem (discussions with supervisor,
department Administrator, Human Resources, grievance process, etc.)
o. know the fiduciary duty associated with College employment and to perform the duties
accordingly; conduct that conflicts with the interest of the College will not be tolerated.
p. must attend meetings which are scheduled by the College.
q. must treat students, vendors and other Employees courteously and politely at all times.
r. may not be insubordinate to supervisors or other management personnel, and may not fail or
refuse to obey a proper order or instruction.
s. must not violate any RMI laws that affect the Colleges ability to do business.
t. must not alter, falsify or forge any Colleges forms, records or documents.
u. must not fight, threaten physical harm, engage in horseplay or otherwise endanger others.
v. must not use, possess, chew or consume betel nut, tobacco or any illegal drugs on College
property; Employees must not work under the influence of alcohol or any illegal drugs,
except medications prescribed by a physician which do not impair work performance.
w. must cooperate in security related procedures or investigations.
x. are not to be in possession of firearms, or other weapons on College property.
y. must not discriminate or engage in any act of harassment against employees, applicants, or
students in violation of any RMI anti-discrimination laws.
z. must accurately and honestly report reasons for absences.
The examples above are not an exhaustive list of all performance expectations or work rules and is
not intended to be a comprehensive list of all the conduct that may lead to disciplinary action, up to
and including termination. Moreover, none of the above-referenced examples modify the nature of
an employees employment relationship with the College, as may be stated or modified by his/her
individual contract with the College. Failure to comply with these General Standards of Conduct
may lead to Corrective Action as discussed above.
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4.5 Written Notification of Disciplinary Action

a. Determination of Discipline. Whenever a Supervisor and/or the Human Resources Director
determine that the employment status of an Employee covered by this policy should be
disciplined, demoted, suspended or terminated, the supervisor and/or the Human Resources
Director will send written notification to the Employee that such a determination has been
made. The Employee has the right to appeal such action under paragraph 4.6.2,
Grievance Resolution Procedure.
b. Notice. The notice shall specify grounds and conditions and include:
1. The date of determination
2. The nature of the determination and the effective date.
3. The reasons for the determination as stated.
4. The rights of the Employee to examine his/her Human Resources file and examine
all written evidence which has a bearing on such determination.
5. The rights of the Employee to appeal the decision. . This requirement may be
satisfied by referring to or including a copy of the relevant Human Resources
policies.
4.6
Grievance Resolution Policies and Procedures

4.6.1
Grievance Resolution Procedures
a. General Policy. This policy provides a process for Employees to seek redress
concerning employment related grievances arising out of the issuance of Corrective
Action, other violations of College policies or procedures, or violation of a term of the
Employees individual contract. The grievance process is not intended to second-guess
the professional judgment of officers and colleagues responsible for making
administrative decisions.
b. Definition of Grievance. A grievance is any allegation or complaint by an Employee of
violation, misinterpretation or inequitable application of Human Resource policies,
regulations of the College, existing laws, administrative directives or procedures or of
the right to fair treatment. All employment contract disputes are treated as a grievance.
c. Standard for Determining Contested Grievances. In order to prevail in the grievance
process, an Employee must establish that the Employee experienced a remediable injury
attributable to the alleged violation of a right or privilege based on existing laws, Human
Resource policies, regulations of the College, administrative directives or procedures or
of the right to fair treatment. Examples would be if the decision-maker disregarded an
established standard for evaluation, relied on impermissible considerations such as race
or sex, or failed or refused to consult with or receive information from mandated
advisory bodies.
d. Coverage. Under the Colleges Equal Opportunity and Non-Discrimination policies, the
grievance procedure is available to all Employees of the College.
e. Formal Grievance
1. Initiation. Within fourteen (14) days of the Employee receiving notification of a
Corrective Action or other conduct giving rise to the grievance, the aggrieved
Employee shall file a written statement of the grievance with the administrative
35
supervisor at the level of Vice President. At the time of the complaint, a copy of
the grievance must be presented to the Director of Human Resources and to the
individual against whom the grievance is being made. Upon receipt of a copy of
the grievance complaint, the Director of Human Resources will issue to the
concerned parties a copy of the Grievance Committee Procedures. If the
grievance is against the Dean, a Vice President or President, the Employee may
present his or her complaint to a Vice President not involved in the complaint.
The signed, written complaint must sufficiently state the following:
A. A general description of the nature of the grievance.
B. A specific description of the act or acts upon which the grievance is
based.
C. The time, date and place of such act or acts.
D. The names of all persons alleged to be involved in the act or acts giving
rise to the grievance.
E. The remedy sought by the aggrieved Employee to resolve the grievance.
F. Actions taken to resolve the grievance informally.
2. Establishment of a Grievance Committee. The administrator receiving the
written complaint will be responsible for establishing a Grievance Committee
and convening their first meeting within ten (10) working days of receipt of the
complaint. The Grievance Committee shall consist of one (1) member from the
administrative or supervisory level selected by the President, the Human
Resources Director or his designee; and (1) member from the aggrieved
Employees peer group selected by the aggrieved Employee. Should the
grievance be against the President, one (1) committee member will be chosen by
the Chairman of the Board of Regents. The Human Resource Director or his
designee shall serve as Chairperson.
3. Grievance Committee Procedures
A. The Grievance Committee shall complete its hearings within twenty (20)
working days after receipt of the written complaint. Minutes of the
hearings shall be recorded for review. The grievance shall be resolved by
a majority of the committee.
B. The aggrieved employee and other parties concerned in the grievance can
bring a reasonable number of relevant witnesses and freely offer relevant
and non-duplicative evidence to the Committee. Except in unusual
circumstances, no party may call more than three (3) witnesses. The
aggrieved employee, accused and witnesses must present their written
statements to the minute-taker before offering their testimony.
C. When the Committee has completed its deliberations, it will report its
findings to the College President, unless the President is the subject of
complaint, if so, then to the Chairman of the Board of Regents, who will
take final action on the Committees report. The President of the College
or the Presidents designee will have final authority to decide all
grievances, which decision shall be final and binding on the parties. The
Committee must meet and deliver its written report as described within
ten (10) working days after the hearings are concluded. The President of
36
the College or the Presidents designee will take action on the

Committees report within ten (10) working days after receiving it.
4. Grievance by Executive Personnel. A grievance by an administrator in the
Presidents office other than the President shall proceed in accordance with the
procedures set forth in this Section. A grievance by the President shall be
resolved by the Board of Regents in a manner prescribed by the Board of
Regents. The decision of the Board of Regents is final.
5. Confidentiality. The right to confidentiality of all employees will be respected in
to the extent possible as the situation permits. The College prohibits any kind of
retaliation against any person who, in good faith, brings a complaint to the
attention of the College. All complaints will be kept confidential to the fullest
extent possible.
4.7
Sexual Harassment and Sexual Misconduct Policies

4.7.1 Sexual Harassment Prevention and Resolution
a. General Policy. The College is committed to providing its staff, faculty and students
the opportunity to pursue excellence in their academic and professional endeavors.
This can only exist when each member of our community is assured an atmosphere
of mutual respect, one in which he or she is judged solely on criteria related to
academic or job performance. The College is committed to providing such an
environment, free from all forms of harassment and discrimination. Each member of
the College community is responsible for fostering mutual respect, for being familiar
with this policy, and for refraining from conduct that violates this policy. Sexual
harassment of employees by students, co-workers, or superiors as well as sexual
harassment or sexual intimidation of students by peers, staff, faculty or
administrators is unacceptable to the College.
b. Definitions
1. Sexual Harassment. Sexual harassment, whether between people of different
sexes or the same sex, is defined to include, but is not limited to, unwelcome
sexual advances, requests for sexual favors, and other behavior of a sexual nature
when:
A. Submission to such conduct is made implicitly or explicitly a term or
condition of an individuals employment or participation in an
educational program;
B. Submission to or refection of such conduct by an individual is used as the
basis for Human Resources decisions or for academic or staff evaluation
or advancement;
C. Such conduct has the purpose or effect of unreasonably interfering with
an individuals work or academic performance or creates an intimidating,
coercive, hostile or offensive working or educational environment.
2. Sexual Intimidation: Sexual intimidation includes any unreasonable behavior,
verbal, or non-verbal, which has the effect of subjecting members of either sex to
humiliation, exploitation, embarrassment, or discomfort because of their gender.
37
c. Violations.
Fundamental to the Colleges purpose is the free and open exchange of ideas. It is
not, therefore the Colleges purpose, in promulgating this policy, to inhibit free
speech or the free communication of ideas by members of the College community.
The College is committed to providing a safe educational and working environment
for its faculty, staff and students.
The College will not tolerate sexual harassment. It is a form of discrimination, a
violation of law, and a serious violation of College policy. In accordance with its
educational mission, the College works to educate its community regarding sexual
harassment. Disciplinary or corrective action will be taken when instances of sexual
harassment or sexual intimidation are identified and confirmed. Retaliation against
persons who file complaints is also a violation of laws prohibiting discrimination and
will lead to disciplinary action against offenders.
Supervisors who knowingly condone, fail to report, or fail to take action to
remediate incidents of harassment or intimidation may themselves be subject to
discipline.
The College encourages individuals to report incidents of sexual harassment regardless of who the alleged offender may be. Complainants are assured that problems of
this nature will be treated in a confidential manner, subject to the Colleges legal
obligation to respond appropriately to any and all allegations of sexual harassment.
The means by which complaints are resolved can range from informal to formal.
The College prohibits acts of reprisal against anyone involved in lodging a complaint
of sexual harassment. Conversely, the College considers filing intentionally false
reports of sexual harassment a violation of this policy.
Members of the College community who are the victims of, or who have knowledge
of, an incident of sexual harassment or a sexual assault occurring on College
property, or occurring in the course of a College sponsored activity, or perpetuated
by a member of the College community, are urged to report the incident to campus
authorities immediately.
d. Procedures For Responding To Reports Of Sexual Harassment
i. The primary purpose of the procedures is to provide:
A. all members of the College community with a process for
reporting sexual harassment in accordance with the policy; and
B. for prompt and effective response to reports of sexual harassment
in accordance with the policy.
ii.
These procedures also cover reports of retaliation related to reports of

sexual harassment. Any exceptions to these procedures must be approved
by the President of the College.
38
e. Procedures for Reporting and Responding to Reports of Sexual Harassment

i. Making Reports of Sexual Harassment. All members of the College
community are encouraged to contact the Human Resources Director (Sexual
Harassment Officer) if they observe or encounter conduct that may be subject
to the Colleges Policy on Sexual Harassment. Reports of sexual harassment
may be brought to the Human Resources Director, to a human resources
coordinator, or to any manager, supervisor, or other designated employee
responsible for responding to reports of sexual harassment. If the person to
whom harassment normally would be reported is the individual accused of
harassment, reports may be made to another manager, supervisor, human
resources coordinator, or designated employee. Managers, supervisors, and
designated employees shall be required to notify the Human Resources
Director or other appropriate official designated to review and investigate
sexual harassment complaints when a report is received.
ii.
Reports of sexual harassment shall be brought as soon as possible after the

alleged conduct occurs, optimally within one year. Prompt reporting will
enable the College to investigate the facts, determine the issues, and provide
an appropriate remedy or disciplinary action. For reports of sexual
harassment brought after one year, the College shall respond to reports of
sexual harassment to the greatest extent possible, taking into account the
amount of time that has passed since the alleged conduct occurred.
iii.
Options for Resolution. Individuals making reports of sexual harassment

shall be informed about options for resolving potential violations of the
Policy on Sexual Harassment. These options shall include procedures for
Early Resolution, procedures for Formal Investigation, and filing complaints
or grievances under the applicable College grievance procedures. Individuals
making reports also shall be informed about policies applying to
confidentiality of reports under this policy (see E. below). The College shall
respond to the greatest extent possible to reports of sexual harassment
brought anonymously or brought by third parties not directly involved in the
harassment. However, the response to such reports may be limited if
information contained in the report cannot be verified by independent facts.
iv.
Individuals bringing reports of sexual harassment shall be informed about the

range of possible outcomes of the report, including interim protections,
remedies for the individual harmed by the harassment, and disciplinary
actions that might be taken against the accused as a result of the report,
including information about the procedures leading to such outcomes.
v.
An individual who is subjected to retaliation (e.g., threats, intimidation,

reprisals, or adverse employment or educational actions) for having made a
report of sexual harassment in good faith, who assisted someone with a
report of sexual harassment, or who participated in any manner in an
investigation or resolution of a report of sexual harassment, may make a
report of retaliation under these procedures. The report of retaliation shall be
39
treated as a report of sexual harassment and will be subject to the same

procedures.
vi.
Procedures for Early Resolution. The goal of Early Resolution is to resolve

concerns at the earliest stage possible, with the cooperation of all parties
involved. Employees of the College are encouraged to utilize Early
Resolution options when the parties desire to resolve the situation
cooperatively and/or when a Formal Investigation is not likely to lead to a
satisfactory outcome. Early Resolution may include an inquiry into the facts,
but typically does not include a formal investigation. Means for Early
Resolution shall be flexible and encompass a full range of possible
appropriate outcomes. Early Resolution includes options such as mediating
an agreement between the parties, separating the parties, referring the parties
to counseling programs, negotiating an agreement for disciplinary action,
conducting targeted educational and training programs, or providing
remedies for the individual harmed by the harassment. Early Resolution also
includes options such as discussions with the parties, making
recommendations for resolution, and conducting a follow-up review after a
period of time to assure that the resolution has been implemented effectively.
Early Resolution may be appropriate for responding to anonymous reports
and/or third party reports. Steps taken to encourage Early Resolution and
agreements reached through early resolution efforts should be documented.
vii.
While the College encourages early resolution of a complaint, the College

does not require that parties participate in Early Resolution prior to the
Colleges decision to initiate a formal investigation. Some reports of sexual
harassment may not be appropriate for Early Resolution, but may require a
formal investigation at the discretion of the Human Resources Director or
other appropriate official designated to review and investigate sexual
harassment complaints.
viii.
Procedures for Formal Investigation. In response to reports of sexual

harassment in cases where Early Resolution is inappropriate (such as when
the facts are in dispute in reports of serious misconduct, or when reports
involve individuals with a pattern of inappropriate behavior or allege
criminal acts such as stalking, sexual assault or physical assault) or in cases
where Early Resolution is unsuccessful, the College may conduct a Formal
Investigation. In such cases, the individual making the report shall be
encouraged to file a written request for Formal Investigation. The wishes of
the individual making the request shall be considered, but are not
determinative, in the decision to initiate a Formal Investigation of a report of
sexual harassment. In cases where there is no written request, the Human
Resources Director or other appropriate official designated to review and
investigate sexual harassment complaints, in consultation with the
administration, may initiate a Formal Investigation after making a
preliminary inquiry into the facts. Formal Investigation of reports of sexual
harassment shall incorporate the following standards:
40
A. The individual(s) accused of conduct violating the Policy on

Sexual Harassment shall be provided a copy of the written request
for Formal Investigation or otherwise given a full and complete
written statement of the allegations, and a copy of the Policy on
Sexual Harassment and Procedures for Responding to Reports of
Sexual Harassment.
B. The individual(s) conducting the investigation shall be familiar
with the Policy on Sexual Harassment and have training or
experience in conducting investigations.
C. The investigation generally shall include interviews with the
parties if available, interviews with other witnesses as needed, and
a review of relevant documents as appropriate. Disclosure of facts
to parties and witnesses shall be limited to what is reasonably
necessary to conduct a fair and thorough investigation.
Participants in an investigation shall be advised that maintaining
confidentiality is essential to protect the integrity of the
investigation.
D. Upon request, the complainant and the accused may each have a
representative present when he or she is interviewed. Other
witnesses may have a representative present at the discretion of
the investigator or as required by applicable College policy.
E. At any time during the investigation, the investigator may
recommend that interim protections or remedies for the
complainant or witnesses be provided by appropriate College
officials. These protections or remedies may include separating
the parties, placing limitations on contact between the parties, or
making alternative working or student housing arrangements.
Failure to comply with the terms of interim protections may be
considered a separate violation of the Policy on Sexual
Harassment.
F. The investigation shall be completed as promptly as possible and
in most cases within 60 working days of the date the request for
formal investigation was filed. This deadline may be extended on
approval by the College President.
G. Generally, an investigation should result in a written report that at
a minimum includes a statement of the allegations and issues, the
positions of the parties, a summary of the evidence, findings of
fact, and a determination by the investigator as to whether College
policy has been violated. The report also may contain a
recommendation for actions to resolve the complaint, including
educational programs, remedies for the complainant, and a
referral to disciplinary procedures as appropriate. The report shall
be submitted to the College President to implement the actions
necessary to resolve the complaint. The report may be used as
evidence in other related procedures, such as subsequent
complaints, grievances and/or disciplinary actions.
H. The complainant and the accused shall be informed promptly in
writing when the investigation is completed. The complainant
41
shall be informed if there were findings made that the policy was
or was not violated and of actions taken to resolve the complaint,
if any, that are directly related to the complainant, such as an
order that the accused not contact the complainant. In accordance
with College policies protecting individuals privacy, the
complainant may generally be notified that the matter has been
referred for disciplinary action, but shall not be informed of the
details of the recommended disciplinary action without the
consent of the accused.
I. The complainant and the accused may request a copy of the
investigative report pursuant to College policy governing privacy
and access to personal information. However, the report shall be
redacted to protect the privacy of personal and confidential
information regarding all individuals other than the individual
requesting the report in accordance with College policy.
f. Complaints or Grievances Involving Allegations of Sexual Harassment
i.
An individual who believes he or she has been subjected to sexual
harassment may file a complaint or grievance pursuant to the Colleges
Grievance Policy. Such complaint or grievance may be filed either instead of
or in addition to making a report of sexual harassment to the Human
Resources Director or other appropriate official designated to review and
investigate sexual harassment complaints under this policy. A complaint or
grievance alleging sexual harassment must meet all the requirements under
the applicable grievance procedure, including time limits for filing.
ii.
If a complaint or grievance alleging sexual harassment is filed in addition to

a report made to the Human Resources Director or other appropriate official
designated to review and investigate sexual harassment complaints under this
policy, the grievance shall be held in abeyance subject to the requirements of
any applicable complaint resolution or grievance procedure, pending the
outcome of the Early Resolution or Formal Investigation procedures. If the
individual wishes to proceed with the complaint or grievance, the Early
Resolution or Formal Investigation shall constitute the Informal Resolution
Step of the Colleges Grievance Procedure.
iii.
An individual who has made a report of sexual harassment also may file a
complaint or grievance alleging that the actions taken in response to the
report of sexual harassment did not follow College policy. Such a complaint
or grievance may not be filed to address a disciplinary sanction imposed
upon the accused. Any complaint or grievance regarding the resolution of a
report of sexual harassment under this procedure must be filed in a timely
manner. The time period for filing begins on the date the individual was
notified of the outcome of the sexual harassment investigation or other
resolution process pursuant to this policy, and/or of the actions taken by the
President in response to the report of sexual harassment, whichever is later.
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g. Remedies and Referral to Disciplinary Procedures

Findings of violations of the Policy on Sexual Harassment may be considered in
determining remedies for individuals harmed by the sexual harassment and shall be
referred to applicable disciplinary procedures. Procedures under this policy shall be
coordinated with applicable grievance and disciplinary procedures to avoid duplication
in the fact finding process whenever possible. Violations of the policy may include
engaging in sexual harassment, retaliating against a complainant reporting sexual
harassment, violating interim protections, and filing intentionally false charges of sexual
harassment. Investigative reports made pursuant to this policy may be used as evidence
in subsequent grievance and disciplinary proceedings as permitted by the applicable
procedures.
h. Privacy
The College shall protect the privacy of individuals involved in a report of sexual
harassment to the extent required by law and College policy. A report of sexual
harassment may result in the gathering of extremely sensitive information about
individuals in the College community. While such information is considered
confidential, College policy regarding access to public records and disclosure of
personal information may require disclosure of certain information concerning a report
of sexual harassment. In such cases, every effort shall be made to redact the records in
order to protect the privacy of individuals. An individual who has made a report of
sexual harassment may be advised of sanctions imposed against the accused when the
individual needs to be aware of the sanction in order for it to be fully effective (such as
restrictions on communication or contact with the individual who made the report).
However, information regarding disciplinary action taken against the accused shall not
be disclosed without the accuseds consent, unless it is necessary to ensure compliance
with the action or the safety of individuals.
i. Confidentiality of Reports of Sexual Harassment
The College shall identify confidential resources with whom members of the College
community can consult for advice and information regarding making a report of sexual
harassment. These resources provide individuals who may be interested in bringing a
report of sexual harassment with a safe place to discuss their concerns and learn about
the procedures and potential outcomes involved. These resources shall be posted and
prominently displayed in common areas. Confidential resources include campus
ombudspersons and/or licensed counselors in employee assistance programs or student
health services. Individuals who consult with confidential resources shall be advised that
their discussions in these settings are not considered reports of sexual harassment and
that without additional action by the individual, the discussions will not result in any
action by the College to resolve their concerns.
The College shall notify the College community that certain College employees, such as
the Human Resources Director (Sexual Harassment Officer), managers, supervisors, and
other designated employees have an obligation to respond to reports of sexual
harassment, even if the individual making the report requests that no action be taken. An
individuals requests regarding the confidentiality of reports of sexual harassment will
be considered in determining an appropriate response; however, such requests will be
considered in the dual contexts of the Colleges legal obligation to ensure a working and
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learning environment free from sexual harassment and the due process rights of the
accused to be informed of the allegations and their source. Some level of disclosure may
be necessary to ensure a complete and fair investigation, although the College will
comply with requests for confidentiality to the extent possible.
j. Retention of Records Regarding Reports of Sexual Harassment
The Human Resources office is responsible for maintaining records relating to sexual
harassment reports, investigations, and resolutions. Records shall be maintained in
accordance with College records policies, generally five years after the date the
complaint is resolved. Records may be maintained longer at the discretion of the Human
Resources Director in cases where the parties have a continuing affiliation with the
College. All records pertaining to pending litigation or a request for records shall be
maintained in accordance with instructions from legal counsel.
4.7.2 Other Prohibited Harassment
The College also prohibits other forms of harassment based upon a status protected by law,
including harassment based on race, creed, color, national/ethnic origin, ancestry, gender,
age sexual orientation, religion, disability veteran or other status protected under RMI and
U.S. federal law.
Such harassment may include offensive or degrading jokes, name calling or slurs,
unwelcome touching, insults, threats, intimidating conduct, or violent acts, because of or
arising out of the persons protected status.
The College will respond to all complaints of other forms of illegal harassment. When
necessary, the College will institute disciplinary proceedings against the offending
individual, which may result in a range of sanctions, up to and including dismissal from the
College.
4.7.3 Consensual Relationships
The preservation of an atmosphere of trust, academic freedom, and respect for all members
of the College is an essential expectation for the welfare of faculty, staff, and students.
Accordingly, College faculty, administrators, and staff members may not engage in
romantic or sexual relations with College students. In like manner, employees may not
engage in romantic or sexual relations with employees whom they supervise. (Of course,
this policy does not apply to married couples.) When romantic or sexual relationships exist
between students, faculty, supervisors or employees, where power differentials exist, the
opportunity for harassment or misconduct and the appearance of impropriety make such
relationships unwise, unethical, and inappropriate. In those cases where there are
inappropriate relations as described above, the College will hold employees responsible for
all actions related to sexual harassment or misconduct that may result.
Even though power differentials may not exist at the time of any given consensual
relationship, difficulties may arise if the faculty member or staff member comes to have a
professional responsibility for the student or employee. Faculty and staff should realize that
the end of a romantic relationship, even one in which no power differential exists, could be
followed by a claim of sexual harassment or misconduct. In such situations, it may be
difficult to establish mutual consent.
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All faculty and staff at the College should understand that romantic or sexual relations with
students or employees in violation of this policy may lead to disciplinary action by the
College up to and including dismissal, and/ or may lead to legal action by complainants.
4.7.4
Sexual Misconduct Policy
a. Policy. Sexual misconduct threatens the Colleges community of trust because it

endangers the physical and emotional safety of its members, offends the dignity and
violates the autonomy of its members, and disrupts the academic progress of
survivors during their recovery. Sexual misconduct is a serious violation of the
communitys trust and will not be tolerated.
b. Consequences. Sexual misconduct by a student or employee may result in
disciplinary action under the Colleges policies and procedures and may be
prosecuted under RMI criminal statutes. Even if the criminal justice authorities
choose not to prosecute, the College can pursue disciplinary action, and such action
could result in dismissal from the College. The College encourages all members of
its community to be aware of both the consequences of sexual misconduct and the
options available to survivors. It is the policy of the College to encourage survivors
to report all incidents and violations to the law enforcement officials or agencies
with appropriate jurisdiction and avail themselves of all the services and rights to
which they are entitled by law.
c. Definition of Sexual Misconduct. Sexual misconduct is defined as sexual contact
without consent, and includes: intentional touching, either of the victim or when the
victim is forced to touch, directly or through clothing, another persons genitals,
breasts, thighs, or buttocks; rape (sexual intercourse without consent, whether by an
acquaintance or a stranger); attempted rape; sodomy (oral sex or anal intercourse)
without consent; or sexual penetration with an object without consent. Lack of
consent is presumed when the sexual contact is committed either by force,
intimidation, deceit, or when the victim is mentally incapacitated or physically
helpless.
d. Verbal Misconduct. Verbal misconduct, without accompanying physical contact as
described above, is not defined as sexual misconduct. Verbal misconduct may
constitute sexual harassment, which is also prohibited under College regulations.
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4.8
Drug-Free Workplace
4.8.1 General Policy
This policy applies to all Employees, including student employees.
The College is committed to maintaining a work environment which is drug and alcohol free. The
unlawful and unauthorized use, possession, manufacture, distribution, or sale of controlled
substances is prohibited in and on College property and during the performance of ones duties.
Compliance with the Colleges Drug and Alcohol Policy is a condition of continued employment.
Violations of this policy will result in disciplinary action, up to and including termination of
employment. An employee who violates the provisions of this policy may be required to
successfully complete a drug/alcohol abuse rehabilitation program as an alternative to termination.
Accordingly, the President shall establish regulations consistent with the Drug-Free Workplace Act
of 1988, hereafter referred to as the Act, regarding the unlawful manufacture, distribution,
possession or use of a controlled substance in the workplace. The regulations shall address the need
to:
a.
Certify, pursuant to the Act, that the College will provide a drug-free workplace;
b.
Notify employees regarding prohibitions and penalties under the Act;
c.
Notify appropriate agencies regarding workplace violations; and
d.
Establish a drug-free awareness program for employees.
4.8.2
Administrative Regulations
a.
The following definitions are intended to conform to U.S. federal regulations to
implement the Act and are subject to change as necessary to maintain consistency with such
regulations.
1. Drug-Free Workplace means the site for performance or work done in
connection with a specific grant.
2. Employee means the employee directly engaged in the performance of
work pursuant to the provision of the grant.
b.
The College will provide the necessary certifications related to the Act to appropriate
agencies from whom it receives grants.
c.
The College shall notify employees that it maintains a drug-free workplace where
the unlawful manufacture, distribution, dispensation, possession, or use of a controlled
substance is prohibited. That notification will specify that drug abuse in the workplace is
prohibited and will specify the actions to be taken against employees who violate the
prohibition. Each employee directly engaged in the performance of any grant subject to the
Act will be given a copy of the notification. The notice will inform these employees that it
is a condition of employment that the employee adhere to the requirements of the Act and
that he or she must notify the HR Office within five (5) days after any criminal statue
conviction occurring in the workplace.
d.
Within ten (10) days after receiving notice of any workplace-related criminal drug
statute conviction pursuant to Section B.3 above, the President will notify appropriate
agencies from which applicable grants are received. The President or designee shall, within
thirty (30) days of receiving notice of such conviction, initiate personnel action or require
the employee to satisfactorily participate in a drug abuse assistance or rehabilitation
program approved for such purposes by an appropriate governmental agency.
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e.
The College shall establish a drug-free awareness program for all employees. The
program is designed to inform employees about the Colleges policy regarding a drug-free
workplace, the dangers of drug abuse in the workplace, and any assistance programs and
penalties that may be imposed for drug statute conviction.
f.
For all employees, alcohol consumption is prohibited during the workday, including
rest periods and meal periods. Notwithstanding this, there may be occasions, removed from
the usual work setting, at which it is permissible to serve and use alcohol in moderation in
receptions or similar social settings, when authorized by the College administration.
4.9
Smoking Policy
4.9.1. All Campus Buildings Are Designated As Non-Smoking Buildings.
a. Tobacco-free environment. The American College Health Association supports the
findings of the Surgeon General and acknowledges that any form of tobacco use,
whether active or passive, is a significant health hazard. The College realizes that a
tobacco-free environment cannot be attained simply or immediately, but we can take
some positive steps to ensure a healthier environment. It is our goal to provide a safe,
healthy, and comfortable environment in which members of our campus community can
live and work. All campus buildings are designated as non-smoking buildings. Based on
the recommendations set forth by the ACHA, the following policy is in effect:
1. Policy. Smoking is permitted only outdoors where ashtrays are present. It is not
permissible for students, faculty, staff, or guests to smoke at the entrances of
buildings unless stated below.
b. Responsibility. The success of the Smoking Policy depends on the thoughtfulness,
consideration, and cooperation of smokers and non-smokers. Everyone shares
responsibility for this policy which will be reviewed on a regular basis. Inquiries should
be directed to the Human Resources Office.
4.10 Weapons and Fireworks
4.10.1 Weapons prohibited on campus.
Only Public Safety Officers are allowed to have approved weapons on campus. Weapons of
any kind are prohibited on campus. All fireworks are prohibited on campus unless
sanctioned for a campus event. Employees who violate this prohibition may be disciplined
and discharged for such conduct.
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Chapter Five: Performance Evaluation and Compensation

5.1 Work Performance Evaluation
5.1.1 Work Performance Evaluation Policy
Evaluations shall be made annually. Promotions shall be job-related and shall reflect the capacity
of the applicant to successfully perform the duties applied for. The evaluation may include some or
all of the following, as appropriate to the employment position, and as determined by the
supervisor.
a. Practical written examinations
b. Performance tests
c. Work samples
d. Oral examination or interviews
e. Rating of training and experience
f. Background and reference inquiries
g. Physical examination.
5.1.2 Purpose
The Colleges work performance evaluation process is designed to improve job understanding,
promote more effective job work performance and Employee development, and encourage the flow
of communication between supervisors and Employees. The evaluation process focuses on such
areas of Employee work performance as student services, job skills and knowledge, productivity,
teamwork, work habits, and overall work performance, as they apply to your position. Additional
work performance criteria such as communication skills, problem solving and analytical skills, and
supervisory skills are included for Employees in managerial and supervisory classifications.
5.1.3 Frequency of Feedback
Work performance dialogue should be a continuing process throughout the year, with a formal
annual evaluation around the anniversary of the date of hire each year. Supervisors may provide
additional work performance feedback either orally or in writing, at other times in an effort to
provide appropriate information to the Employee about work performance.
5.1.4 Use of the Work Performance Report
The Work Performance Evaluation Report will be used as a measure of the Employees level of
work performance and effectiveness. The report may be used as the background information for
any of the following Human Resources-related actions:
a. Employee improvement or training programs,
b. granting salary increments,
c. determining the order of layoffs,
d. rating Employees suitability for promotion,
e. examining the Employees suitability for the job, or
f. justifying administrative decisions to transfer, demote or dismiss the Employee.
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5.1.5 Work Performance Evaluation Guidelines

The immediate supervisor of each permanent Employee shall during the first two (2) months of the
new work year or salary increment year, discuss with the Employee the objectives, expectations and
priorities to be achieved during the coming year.
a.
The protocol for evaluations is as follows:

1. The President evaluates the Vice Presidents and other executive level positions (such as
the chief financial officer) that report directly to him.
2. The Vice Presidents and heads of administrative divisions evaluate the directors and
managers who serve directly under them; directors and managers evaluate the Staff who
serve under them.
b.
At the supervisors behest, other department members and Staff involved with the
department on a regular basis, may also complete an anonymous work performance
evaluation of the Employee. This is intended for the supervisors information only and is
not to be distributed to the Employee.
c.
A permanent Employee, having successfully completed the required probationary period

and having been retained in the service of the College, shall be evaluated once a year, such
evaluation to occur within three (3) months of the end of the work year or salary increment
year.
d.
A permanent Employee who receives a less than satisfactory annual performance rating
shall be placed on probationary status for a period of six months to one year. (See
paragraph 3.3 Probationary Period and Status for related policy and procedure).
e.
An Employee whose employment is to be terminated as a result of a work performance

evaluation recommendation, must be notified in writing at least sixty (60) days prior to the
end of the contract year for which the work performance evaluation was made.
f.
An Employee may appeal an unsatisfactory work performance evaluation if the Employee

alleges that the evaluation was unjust, arbitrary or discriminatory. The Employee signature
on the work performance evaluation does not necessarily imply agreement but that the
evaluation was discussed. Any areas of disagreement should be noted on the form.
g.
The original copy of the work performance evaluation is maintained in the Employees
Human Resources file. Copies of the work performance evaluation may be requested by
Employees and their supervisors.
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5.2 Total Rewards & Salary Policy

5.2.1 Introduction
The College of the Marshall Islands aspires to attract and
retain committed and experienced professionals. Without
excellence we would not be able to achieve our mission. We
recognize that we operate in a competitive market for
talented people and we need to be able to respond to this.
We therefore acknowledge that different professions and
types of jobs operate in different employment markets and
hence the need to balance internal equity with external
realities. We aim to ensure we pay appropriate amounts to
attract and retain the people we need to achieve our
mission. We also recognize that our employment
proposition includes non-financial elements and we
endeavor to provide a total reward package that is
affordable and helps make working at The College of the
Marshall Islands a rewarding experience in the widest sense.
Compensation Philosophy
In order to fulfill its mission, the
College of the Marshall Islands shall
maintain a compensation program
directed toward attracting, retaining
and rewarding a qualified and
diverse workforce. Within the
boundaries of financial feasibility,
employee compensation shall be
externally competitive and
internally equitable, and shall be
based upon performance as
recognized within the work unit.
5.2.2 Scope
This policy describes the principles and overarching framework of the reward system at The
College of the Marshall Islands and applies to all employees of the College. However, we
recognize that our varied employee groups may have different needs and requirements. The
specific detail concerning individual rewards will be contained in the individual contract of
employment.
5.2.3 Reward Principles
The College of the Marshall Islands total reward policy is underpinned by our organizational
values and principles and aims to assist the achievement of organizational objectives. Specifically
these reward principles are that:
Our approach to reward will ensure congruity between the values of The College of the
Marshall Islands and the design of job evaluation, pay systems and benefits packages.
Our reward packages will be designed to ensure The College of the Marshall Islands ability to
attract, retain and motivate the caliber and mix of people required.
Our reward packages will be affordable to The College of the Marshall Islands and ensure
accountability to the people and leadership of the Marshall Islands and all donors to the
College.
Our reward packages will aim to be fair, transparent and flexible.
We will ensure that our approach to reward packages do not discriminate on the grounds of
gender, age, disability, ethnic origin and any other criteria defined in the equal opportunities
policy.
Our approach to reward will be designed to recognize the value of individuals' contribution to
The College of the Marshall Islands and its work.
We will use job evaluation to establish the relative size of all jobs at The College of the
Marshall Islands, including administrative, faculty and staff jobs.
We aim for a medium salary position within the agreed pay market.
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We will seek the views of employees in the development and implementation of reward
programs and systems.
5.2.4 Job Establishment

The President, upon the recommendation of the appropriate dean or department head, may
establish positions or classes of positions, which are necessary for the efficient operation of the
College and its departments. Approval of funding for positions is vested with the Board of Regents
as part of the budget approval process.
5.2.5 Job Audits of Positions
The College shall have the right to make and change job assignments, to establish and modify job
classifications, and to establish and amend work rules and workloads. Positions at the College
shall be classified by job group based on duties, responsibilities, and related job criteria. Each job
group will be assigned to a salary/wage range for pay purposes. A request for job audit may be
submitted by a Dean or division Administrator as a result of job restructuring due to a vacancy or
based on significant market factors impacting College recruitment/retention initiatives. Requests
for job audits must be approved by the appropriate Dean or division Administrator, prior to review
by the Human Resources Director. Any change recommended as a result of a job audit must be
authorized by the President prior to implementation.
5.2.6 Position Descriptions
The Human Resources Office shall maintain job descriptions for each major classification of
College personnel. Each job description should reflect the highest standards of professional
expectation and should deal only with the duties inherent in each position. These job descriptions
shall include:
a. the title of the position and the class of the position,
b. pay level and salary range,
c. nature of work of the position, or class of position,
d. description of the duties of the position, or class of position,
e. desirable knowledge, skills and abilities,
f. minimum education level as well as other minimum qualifications and experience
requirements, and
g. preferred education level as well as other preferred qualifications and experience.
Job descriptions are subject to the approval of the appropriate dean or division Administrator.
Final approval of all job descriptions is vested with the President.
5.2.7 Salary Schedule
The Human Resources Office shall maintain and publish Salary Schedules for each major
classification of College positions. Approval of Salary Schedules is vested with the President, in
consultation with the Board of Regents. Salary Schedules should be reviewed at least every three
(3) years.
5.2.8 Periodic Review of Positions
The President shall conduct (or cause to be conducted) an on-going review of the positions within
the College and report his findings to the Board of Regents at least once every two (2) years. This
policy does not preclude a staggered review (for example Faculty in even numbered years and Staff
in odd numbered years).
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5.2.9 Job Classification and Salaries

The Colleges philosophy regarding job classification and salaries is to maintain job classifications
and pay levels that are internally consistent and externally competitive. All positions will be
evaluated and classified based on the essential functions and job-related qualifications as
documented in their job descriptions.
a. Responsibility of the Human Resources Director
The Human Resources Director will gather information obtained from the job description,
from consultations with supervisors, as well as the applicable external labor market in which
the College competes for a similar position to determine, in consultation with the Human
Resources Committee, a position's classification. Job classification includes evaluating and
determining a position's rank among all college jobs, overtime eligibility and pay range.
b. Responsibility of all Management Personnel
All management personnel have responsibility for being fully educated on the compensation
plan so as to interpret policy fairly for their employees. Managers should:
1. Communicate with employees regarding the compensation plan and work with the
Director of Human Resources on program guidelines and individual pay issues.
2. Evaluate their employees with regard to their performance.
3. Work with the Human Resources department when creating new positions and to update
existing position duties when changes have occurred and address any potential impact
on compensation.
c. Job Classification Guidelines:
1. A job is classified on the basis of job content. The skills and performance of the
employee in the job are not considered when classifying a job. A job is grouped
according to type of work performed. Job groups at the College of the Marshall Islands
are:
A. Management
B. Professional
C. Faculty
i. Non Instructional Faculty
D. Technical
E. Support Staff
2. A job is evaluated to determine whether it meets the criteria for exemption from
overtime. This evaluation determines whether a job holder will be required to use the
time clock system or time sheet system. Generally speaking, jobs in the Management,
Professional and Faculty Job Groups are exempt from overtime.
3. A job is classified into a grade level based on an analysis of the job's essential functions
and job-related qualifications, as well as market data. A job is compared within the unit,
throughout the College, and with the applicable external labor market in which the
College competes for a similar job.
52
4. A job analysis is done using external labor market data to establish a framework of
benchmark jobs on which the entire job classification program is based. A benchmark
job is one that is considered standard, in that its characteristics are consistent between
organizations in the external labor market. That job can then be used to make pay
comparisons to analogous jobs within or outside the College. The Human Resources
Director has established benchmark jobs and regularly reviews those jobs relative to the
external labor market.
5. A job is classified into a grade level based on differences in the market values for
various jobs to ensure that a job of similar responsibility falls within the same pay range,
and to ensure that Employees working in similar jobs are paid appropriately.
Grade Level
Narrative Description of Job Characteristics
Management V
Management IV
Management III
Management II
Management I
/Professional III
Jitdam Kapeel
Manager in Training
Positions where incumbent is in management/leadership development training.
Professional II
Positions that require a bachelors degree or higher as well as advanced skill and
aptitudes (e.g., an accounting degree plus CPA).
Professional
I/Technician
Supervisor
Positions that requires a bachelors degree or higher, or positions supervising technical

staff.
Technician III
President
Vice Presidential level, i.e., responsibility for multiple departments and/or systems.
Position requires an advanced degree.
i. Management responsibility for a major department (multiple systems and/or broad
supervisory responsibilities). Degree required is a relevant bachelors level,
professional certification or equivalent experience.
ii. Management responsibility for a minor department and position requires
advanced degree
Management responsibility for a major sector within a department with supervisory
responsibility. Degree required is a relevant bachelors level or equivalent experience.
i. First level supervisor within a department or management responsibility for a
minor sector within a department with little or no supervisory responsibility.
Degree required is a relevant bachelors level or equivalent experience.
ii. A professional position requiring an advanced degree.
13 Support Staff III
Senior level for paraprofessional positions, or for positions supervising Support Staff
Positions. Degree required is an associates degree or equivalent experience or
technical certificate or licensure
Journeyman level paraprofessional positions that require an associates degree or
equivalent experience or technical certificate or licensure
Entry level paraprofessional positions that require a high school degree and vocational
or advanced administrative/clerical training
Senior administrative/clerical positions that require a high school degree and
administrative/clerical training
Administrative/clerical positions that require a high school degree and some
administrative/clerical training
14 Support Staff II
Custodial and related positions
10 Technician II
11
Technician I/Support
Staff V
12 Support Staff IV
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6. The Human Resources Director will conduct research and analysis of available job
market data to establish information on pay rates in the marketplace outside the College.
The Human Resources Director will share such research and analysis as follows:
College Entity
Human Resources
Committee
President and Executive
Team
Department Supervisors
Individual Employee
Research, Analysis and Related Information to

be Shared
All
All
Only for those jobs in areas of responsibility
Only for his/her job
5.2.10 Periodic Review of Compensation Plans and Salary Schedule Adjustments

a. Salary Schedule Adjustments
Each year, the Human Resources Director shall conduct a review of Employee salary scales.
Such review shall include changes in the cost of living and salary survey data for relevant
job markets. The goal will be to annually adjust the salary ranges to maintain the market
competitiveness of the Colleges salary scales while recognizing budgetary factors. Based
on such review, the President may recommend changes to the Board of Regents regarding
the salary scales.
b. Compensation and Classification Plan Review
It is anticipated that the Human Resources Director shall conduct a compensation and
classification plan review as needed but not less than every five (5) years. Requests for job
audit/reclassification by any Employees and their supervisors may be considered
independently by the Human Resources Director, in consultation with the Human Resource
Committee, with recommendations to the President for approval.
5.2.11 Administrative Delays in Granting Eligible Salary Increases and Bonus Payments
Should an Employee be eligible for consideration an annual increase in salary or a bonus payment
and should the granting of an Employees salary increase and/or bonus payment be delayed beyond
its effective date, due solely to administrative reasons, the salary increment and/or bonus payment
shall be made retroactive to the effective date.
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5.2.12 Temporary, Acting and Interim Positions

a. A permanent Employee may be appointed to serve temporarily in an acting capacity at a
higher level position. An initial temporary or acting appointment has no pay associated with
it. When the period of service of a temporary or acting appointment exceeds thirty (30)
days, the compensation for the acting appointment shall be controlled by the following
conditions:
1. The period of service in an acting appointment shall be at least thirty (30) consecutive
calendar days, but not more than one (1) year. Following thirty (30) consecutive
calendar days, an acting appointment shall be referred to as an Interim Appointment.
Placement on the applicable salary grade level for the Interim Appointment will provide
the Employee a ten percent (10%) increase above his or her current salary. Pay for an
interim appointment shall be deferred until the Employee has served in the position for
thirty (30) consecutive calendar days. However, pay at the higher level shall be made
retroactive to the effective date of the acting appointment. The temporary higher pay is
limited only to the duration of the interim appointment.
2. At the Presidents sole discretion, the acting/interim appointee may be assigned back to
his or her regular position at regular salary at any time during the term of the
acting/interim appointment.
5.2.13 Holiday Work Compensation
a. Rate of Pay. On holidays declared by the College, Employees working under a regular,
full time contract of employment are excused from duty with pay. All regular, full time
employees in the Staff Support and Technical job groups required to work on a holiday
shall be paid for that work at double their hourly rate. The College may make exceptions to
this provision based on public safety or property protection needs, providing those
exceptions are specified both in the job description for the excepted position and in the
affected Employees employment contract. Holiday work compensation under this section
does not apply to temporary Employees.
b. Holiday During Leave Without Pay. When a regular Employee is on leave without pay
at the close of the work day immediately preceding the holiday and at the beginning of the
work day immediately following the holiday, the Employee shall be considered as on leave
without pay for the holiday.
c.
Schedule Of Holidays. A schedule of holidays shall be posted at the beginning of each

calendar year on the College web site and made available to Employees on campus. A
schedule of holidays will also be incorporated in the academic year calendar which shall be
included in the College Catalog and posted on the College website.
5.2.14 Promotion
a. General.
A promotion is defined as the appointment of a permanent Employee to a new position which
has a higher degree of responsibility and accountability and a higher grade level than the
Employees former position. The promoted Employee will be placed in the new grade level
range at a point that results in a ten percent (10%) increase over the Employees current salary.
The calendar date of the first day in paid service in the promoted position becomes the
Employees new contract anniversary date for salary increase consideration purposes.
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b. Non-Competitive Internal Promotion Policy

1. Purpose
The College of the Marshall Island's non-competitive internal promotion policy for
employees of the College is intended as both a reward for successful performance and an
assignment of additional responsibility to an individual who has accepted and fulfilled
responsibility well. This policy is consistent with and integral to the College's Workforce
Action and Jitdam Kapeel policies.
2. Parameters and Limitations
A. In order to fully utilize its available human resources, the College attempts when
circumstances permit:
i. to fill vacancies by promotion from within when practicable and consistent
with its commitment to its workforce action policy and Jitdam Kapeel;
ii. to promote on the basis of skills, knowledge, ability, and performance; and,
iii. to provide job training and educational opportunities to help employees
perform better and prepare for advancement or new job opportunities.
B. An internal promotion may be made without a job search by using the following
process:
i.
Discussion with the dean/director and appropriate vice president shall take
place before initiation of an internal promotion.
ii. Documentation to be presented to the appropriate vice president should
include justification for the promotion, annual performance evaluations for
the previous two years, and a list of those individuals who are being
considered for the promotion.
iii. Internal promotions normally shall be considered within an administrative
unit along an established career path, such as a department, or other
functional organizational unit. However, this policy can be used to promote
any current (full-time) employee of the College.
iv. An informal review/interview process shall be used to ensure that all
qualified individuals are considered for the promotion.
v.
An internal promotion request must be approved in writing by the
appropriate vice president and submitted through the Human Resources
Department to the President for approval.
C. An internal promotion of a member of the colleges faculty or staff may be made
without a search. In the case when such a promotion creates a vacancy within the
specific unit or elsewhere within the College, the vacancy created will be filled by
the normal recruiting processes, or through the non-competitive internal promotion
process.
c. Probationary Period Subsequent to Promotion
1. Purpose
Each employee, following promotion must successfully complete a probationary period.
This probationary period is three (3) months for full-time employment.
2. Parameters and Limitations
A. The probationary period should be regarded as an extension of the assessment
process which led up to the promotion. The probationary period serves a working
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test period and provides an opportunity to assess the employee's ability to

satisfactorily perform the essential position functions as well as the employee's
personal suitability in the work environment. This assessment must be completed
before the probationary period ends.
B. At any time during the probationary period the employee may be deemed by the
appointing supervisor to be unsuitable for the new position. The reasons for which
an employee may be deemed unsuitable can include the following situations:
i. the employee is unable to satisfactorily perform the essential functions of the
position, even after training, regular performance feedback and opportunities
to improve,
ii. the employee proves to be incompatible with the nature of the workplace,
with other employees in the workplace, or
iii. the employee behaves in a manner inconsistent with the Colleges General
Standards of Conduct and Work Performance. Note: a notice period may not
be necessary in this circumstance.
Before a final determination that an employee on probation is unsuitable for the new
position, the appointing supervisor should examine all possible mitigating factors
which contributed to poor performance, particularly factors beyond the employee's
control. The appointing supervisor should document performance and consult
Human Resources prior to notifying an employee of a determination of unsuitability
for the new position.
C. A probationary employee whose service is not satisfactory may be dismissed or
returned to his or her former position, or a similar position upon the recommendation
of the department supervisor at any time before the completion of the probationary
period. Normally, a probationary employee whose appointment is to be terminated
will be given at least two weeks notice.
5.2.15 Demotion
a. Non-Disciplinary. A demotion is defined as the non-disciplinary appointment of a
permanent Employee to a new position which has a lower grade level than the Employees
current position. The Employee shall be placed at a point within the new grade level range
which maintains the Employees current salary. In cases where the new grade level
maximum is less than the current salary, the Employee shall maintain the current salary
without annual salary increases. The Employees demotion shall not change the contract
anniversary date for salary purposes.
b. Disciplinary. If an Employee is demoted for disciplinary reasons, (i.e. for cause), the
placement on the lower Pay Level shall be determined by the President or designee.
5.2.16 Transfer
Transfer is defined as the appointment of a permanent Employee to another position on the same
salary schedule with the same grade level. The Employees salary shall be the same as for the
former position. The Employees transfer shall not change the contract anniversary date.
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5.2.17 Salary Placement on Initial Hire

Placement upon initial hire within the positions salary range is determined by the Employees
educational degree and experience.
a. Placement at the Range Minimum. The following employees will be placed at the range
minimum:
1. Employees who do not possess the requisite minimum degree as specified in the job
description. (See Chapter 8, Professional Development regarding such Employees
obligation to obtain the requisite minimum degree and the establishment of a timetable
for completion).
2. Employees with the requisite degree but minimal or no experience.
b. Placement Between the Range Minimum and Midpoint. The following Employees may
be considered for placement between the range minimum and midpoint:
1. Employees who possess the requisite minimum degree, or greater, and who possess at
least five years of relevant experience. An internally equitable placement between the
minimum and midpoint will be recommended by the Human Resources Director in
consultation with the Employees supervisor.
c. Pay Below Minimum. No Employee shall be paid below the minimum of their salary
range.
d. Pay Above Maximum. The goal will be to manage salaries within a positions range as
established in the compensation plan. Should any Employee reach the maximum of his or
her salary range, future pay adjustments will continue to occur only if there is a positive
adjustment to the salary range. In such cases the percent increase will not exceed the
percent increase of the salary ranges.
5.2.18 Annual Recognition and Reward
a. Annual Compensation Pool. Subject to the availability of funds, the Annual
Compensation Pool is a pool of money equal to at least 4% of annual payroll that is
earmarked in the annual budget for annual salary increases and/or bonus payments in the
following year.
b. Eligibility. After initial salary placement on the salary schedule and subject to the
availability of funds in the Annual Compensation Pool, all regular, full time Employees
shall be eligible at least once per year for an increase in salary and/or a bonus payment when
the following conditions are met:
1. The Employee was in paid service at least 80% of the days in the immediate past year
prior to the Employees anniversary date. All paid leave shall be considered as time in
paid service for purposes of increment advances.
2. The Employee has received from his or her supervisor a performance evaluation of
Satisfactory or better for the immediate past year.
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Example Supervisors List

c. Guidelines for Administering the Annual
Annual Compensation Pool
Compensation Pool. Guidelines for
administering the Annual Compensation Pool Elizabeth has four employees reporting directly to
her. They are listed below with gross salary:
for covered employees are provided below.
Name
Salary
1. The Human Resource Director will
Quid
25,000
prepare a list for each supervisor
Qube
30,000
indicating the people in his/her
Alvin
30,000
department eligible for an annual salary
William
40,000
increase and/or bonus payment and the
departments pro rata portion of the
Total Dept Payroll
125,000
Annual Compensation Pool that is
Total College Payroll
3,000,000
available to the supervisor to distribute to
Annual Comp Pool
50,000
department employees.
Dept Comp Pool
2,083
2. Employees appointed and on payroll by
In this scenario, her departments share of a
April 1, 20XX, are eligible to be
$50,000 Annual Compensation Pool is $2,083.
considered for a merit increase and/or
This amount would be allocated among the four
employees reporting to her.
bonus effective October 1, 20XX.
3. Performance appraisals should be
completed within the twelve months
preceding the processing of a merit
increase or bonus payment. The performance appraisal is intended as a means of
measuring and enhancing individual, team and institutional performance, fostering
professional development and career growth, aiding in the determination of merit
increases and bonus payments and meeting the internal and external demands for
documentation of individual performance.
4. Within-grade salary advancement is based primarily on merit. The amount of an
increase should depend on the individuals performance as it relates to current pay and
the accomplishment of assigned responsibilities and performance expectations, position
within the salary range, performance relative to other members of the review unit and
the availability of funds for merit increase purposes. In granting an increase, the
resultant pay and position in the range 1 are the primary focus of attention rather than the
amount of the increase. A top performer who is near the range maximum should be
considered for a bonus payment, or a small merit increase and a bonus payment. An
individual whose performance is judged unsatisfactory or Does Not Meet
Expectations should not be recommended for a merit increase or bonus. Additionally, it
Expected Position in the Salary Range

Minimum
Midpoint
Maximum
New Hire - Initial Offer Range

Satisfactory Performance Range
Less Experience
More Experience
Exceptional Performance Range
Less Experience
More Experience
1
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is recommended that an individual whose performance rating is Partially Meets

Expectations should receive less than the average merit increase amount.
5. All salaries (after all increases) are to be within range. No increase is to result in the
final salary exceeding the range maximum and no salary is to fall below the range
minimum.
5.2.19 Pay Level Advancement on Attainment of a Degree
a. Regular, full-time Employee who does not possess the minimum job required degree.
A regular, full-time Employee who does not possess the minimum degree required for the
job held by the Employee, on attainment of the minimum degree, shall receive an increase
in salary, as follows:
Employees Current
Increase
Position in the Range
Amount
Range Minimum
10%
1st Quartile of the Range
7.5%
2nd Quartile of the Range
5%
rd
3 Quartile of the Range
2.5%
th
4 Quartile of the Range
1%
Range Maximum
None
b. Regular, full-time Employee who does possess the minimum job required degree. A
regular, full-time Employee who attains a degree that exceeds the minimum degree required
for the job held by the Employee shall, on the date official transcripts are received by the
Human Resources Director, receive a one-time bonus payment according to the following
schedule:
1. High School (GED) - $100
2. Associates - $250
3. Bachelors - $500
4. Masters - $750
5. PhD - $1,000
5.2.20 Work Calendar for All Employees Except Faculty
The work schedule is 230 service/calendar days over 12 months.
5.2.21 Overtime and Compensatory Time-Off
a. Definition. Overtime refers to work hours assigned by a supervisor to an Employee in the
Support Staff and Technical Job Groups when those assigned work hours exceed forty (40)
hours in a workweek. For the purpose of determining overtime only, the work week is
defined as five (5) work days within the seven (7) day period between 12:00 am (midnight)
Sunday to the following Saturday at 11:59 pm. Employees in the Professional and
Management Job Groups are not eligible for any overtime benefit.
b. Approval. Overtime work requires prior approval by the Employees first level supervisor
and the appropriate budget manager. Without this approval, the Employee is prohibited
from performing overtime work. Overtime should be approved only for an urgent need or
for necessary tasks and projects which must meet deadlines. Prior to performing any
approved overtime work, the Employee shall be notified in writing by his or her supervisor
as to the manner of compensation for the overtime.
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c. Compensatory Time-Off. Overtime with compensatory time off may be approved by the
supervisor of the Employees department. For each hour of approved overtime worked, the
Employee receives one and one-half (1 ) hours of compensatory time off.
d. Compensatory Time-Off Procedure. The Employee may take his or her compensatory
time off within the fiscal year in which the compensatory time off was earned. It is the
responsibility of the Employee to request time off. The supervisor will attempt to grant the
time off as requested by the Employee, but the final decision is the supervisors, who shall
base the decision on the needs of the College. If the supervisor is unable to grant the
compensatory time off within the fiscal year, the Employee will receive overtime pay under
the provisions below.
e. Overtime with Pay.
For each hour of approved overtime worked, the Employee receives pay at one and one-half
(1 ) times the Employees regular hourly rate of pay.
5.2.22 Shift Differential Compensation
Only those Employees in the Staff Support and Technical Job Groups are eligible for shift
differential day, and then only under the following conditions:
a.
Shift differential time. Shift differential time is defined as assigned work carried out
between 6:00 pm one day and 7:00 am the following day.
b.
Shift differential rate. Shift differential time shall be paid at a rate of 1.15 (15% higher)
times the affected Employees regular hourly rate. All other hours worked shall be paid at
the regular hourly rate.
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Chapter Six: Employee Benefits

6.1 General Benefits Policy
College Employees are entitled to receive the following benefits in addition to their wage or salary
as provided by contract. Employee benefits, together with salary, represent the employees total
compensation package. The rights, interests and entitlements associated with the employee benefits
described here below are for the exclusive benefit of the Employee and/or for his/her qualified
dependents, where applicable, and are not assignable or transferable.
6.2 Institutional Benefits
Unless otherwise exempted by law, the College shall provide the employers share of the following
for each Employee:
6.2.1 Employer Contributions as Required by RMI Law.
a. Marshall Islands Social Security Administration (MISSA) Social Security
(Retirement) Insurance.
b. RMI Basic Health Insurance Plan.
6.2.2 Workmans Compensation (Line of Duty Injury)
a. Definition: Line of duty injury is defined as incapacitation for duty resulting from
injury sustained on-the-job and includes related medical treatment; line of duty
injury also includes death resulting from an on-the-job injury.
b. Pay Status: An Employee who suffers an on-the-job injury will be carried on the
payroll with full pay status without charge to Sick Leave or any other leave until the
Employees personal physician certifies that the Employee is fit to return to duty.
c. Treatment: An Employee who is absent from duty for medical treatment of an onthe-job injury will be granted leave with pay and without charge to Sick Leave or
any other leave.
d. Part-Time duty: An Employee who is able only to work part-time or light duty
during recuperation from an on-the-job injury shall receive full pay without charge
to sick or any other leave for hours not worked. The Employee must present a
statement of incapacitation for full-time duty from his personal physician in order to
be eligible for pay for hours not worked.
e. Right of Refusal: Employees shall not be obligated to accept duties they deem
hazardous.
6.2.3 Liability Insurance.
The College shall provide general liability insurance to cover all Employees for acts carried
out within the scope of their employment.
6.2.4 Employee Family Education Benefit Policy
In the interest of supporting able students and the families interested in advancing their
educations, Employees are eligible to receive up to a total of $500 annually for the payment of
tuition and mandatory fees of their Dependent Child(ren) under the age of eighteen who attend
a regionally accredited school program. A Dependent Child for the purposes of this policy
includes only a natural child and/or a child adopted pursuant to the RMI Adoptions Act 2002.
The Employee must submit evidence of registration of the student (or students) for whom
62
support is requested and a bill showing payment of all required tuition and fees to be eligible
for reimbursement. Employees who request hardship status may be eligible for direct payment
to the host school by submitting registration, evidence of all family income, and a bill all
charges for the academic year from the host school and a balance due of no more than $500.
The intent of this provision is to assure that the families have contributed fully to their
childrens education prior to seeking College support. Regulations for determining hardship
status are maintained in the Human Resources Office at the College. Applications for
reimbursement and/or hardship support are available from the Human Resources Office.
6.2.5 Employee Disaster Relief Gift Contribution Policy
Through this policy, the College and its Employees join together to give gift contributions of
cash to alleviate the suffering of a fellow Employee that has been caused by a Devastating
Event. An Employee who has suffered a Devastating Event may apply to the Human
Resources Director, or to his/her supervisor, to receive a gift contribution.
a. College basic gift contribution
i. When an employee experiences significant damage or destruction to his/her
place of residence and or loss of essential personal possessions as a
consequence of devastating event, the college shall contribute $1,000 to a gift
fund account, earmarked for the employee for the purpose of reconstructing
or repairing his/her place of residence and or replacing essential personal
possessions .
b. Temporary housing
i. In the event that the employees place of residence is made uninhabitable by
the devastating event, the college will place the employee (and immediate
family) in an appropriate accommodation on campus (uliga or arrak), if an
appropriate accommodation is available.
The duration of such
accommodation shall be at the discretion of the college, but not to exceed 30
days.
c. Employee gift contributions
i. Employees may contribute to the fund account established by the college for
the employee who has suffered a devastating event.
d. How employees may contribute their gift contribution
i. Employees can contribute cash gift to the employee disaster relief fund by
check or through payroll deduction.
e. College matching gift contributions
i. For every dollar gift contributed by an employee, the college will make a
matching gift contribution up to a maximum of $1,000. Total college
contribution (basic and matching gifts) to an individual employee gift fund
account may not exceed $2,000.
f. Management and distribution of gift contributions
i. All contributions made by the college and employees shall be placed by the
business office in an gift fund account earmarked for the employee who has
suffered a devastating event. Distributions from the account shall be done in
accordance with existing business office procedures.
g. Effective date
i. This employee disaster relief gift contribution policy, once approved, shall be
retroactive to January 1, 2014.
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h. Definitions
i. Devastating event - an event that is highly destructive or damaging to the
employees place of residence rendering it unsuitable for decent living and or
has caused the loss of essential personal possessions.
ii. Employee a full time employee of the college of the Marshall Islands.
iii. Essential personal possessions - items essential for decent living such as
clothes, cooking utensils bedding, etc.
iv. Gift fund account the account established by the colleges business office
in the name of the employee who has suffered a devastating event. College
and employee gift contributions made to an employee who has suffered a
devastating event will be deposited account earmarked for the employee and
held for disbursement for the purpose of reconstructing or repairing the
employees place of residence and or replacing essential personal
possessions.
Any funds remaining in the account subsequent to
reconstructing or repairing the employees place of residence and or
replacing essential personal possessions will be given as a cash gift to the
employee who has suffered a devastating event.
v. Place of residence - the place in which a person lives.
6.3 Additional Benefits
The College shall provide or make available the following benefits for all full time Employees:
6.3.1 Group Term Life and Accidental Death and Dismemberment (AD&D) Insurance.
Subject to the requirements of the designated Insurance Carrier, the College shall provide an
amount necessary to purchase Term Life Insurance to provide a benefit in the event of death
from natural causes and an additional equal amount in the event of accidental death. The
amount of insurance for Full time Employees who have not yet reached age 65 is $50,000 of
life and $50,000 of AD&D. The insured amount is reduced to 65% at age 65, 50% at age
70, 35% at age 75, and 20% at age 80.
6.3.2 Dependent Life Insurance.
Coverage for eligible dependents is also available, the premium for which is paid by the
Employee biweekly.
6.3.3 Optional Life Insurance.
Optional, additional coverage for Employees and eligible dependents is also available, the
premium for which is paid by the Employee biweekly.
6.3.4 Health Insurance.
a. Basic Health Plan. All full-time permanent Employees are covered for medical care
under the RMI Basic Health Plan. The cost of Basic Health Insurance is shared
equally by the College and the Employee. Employees are responsible for any
additional charges incurred but not covered under the Basic Health Plan.
b. Supplemental Health Plan. Additional coverage is available under the Supplemental
Health Plan at the Employees expense in the initial two years of employment with
the College. After contract renewal at the two (2) year point, the College will
assume the cost of Supplemental Health Insurance for Employees who choose to
participate. Coverage does not include spouses or other dependents.
6.3.5 Short Term Disability Insurance.
The College shall provide a self-insured Short Term Disability Insurance for all Employees.
(See paragraph 7.5 Short-Term Disability)
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6.3.6 Long Term Disability Insurance.

The College shall pay the premium for Group Long Term Disability Insurance for all
Employees.
6.4 Extended Employment Benefits
The following may be added to an Employees contract as needed for recruitment incentive and
Employee retention.
6.4.1 Housing.
The College provides either housing or a housing allowance to full-time Employees who are
recruited and hired from outside of the Republic of the Marshall Islands. Housing benefits
begin on the start date of the contract, continue throughout the employment relationship
between the College and the Employee and end when the employment relationship ends.
Housing Allowance. When College housing is not available, or if the eligible Employee
chooses to live off campus, the College will pay the Employees rent directly to the
Employees landlord, to a maximum of $750.00/month for a single renter, and to a
maximum of $1000.00/month for two people sharing an accommodation when both people
are under full-time contract with the College. Rent payment shall be made by the College
Business Office directly to the landlord.
Lease Agreement. The Employee is responsible for the terms of the lease agreement
including damages, lost deposits, and notice of vacation. The Human Resources
Department will assist the Employee in the following:
locating initial hire housing,
noting and documenting the condition of the initial housing property at the time of move in,
attaching any such documentation to the lease agreement,
and representing the Employee in issues related to the maintenance of the property and
property furnishings, deducting from the landlords rental payment for reimbursement of the
Employee for expenses incurred by the Employee for maintenance and furnishing
replacement expenses that are clearly the responsibility of the landlord.
Housing Security Deposit. In the event that a lease agreement between the Employee and
the landlord requires a security deposit, the College shall pay for such required security
deposit up to a maximum of $750.00 for a single renter and to a maximum of $1000.00 for
two people sharing an accommodation when both people are under a full-time employment
contract with the College.
At the end of the lease agreement the College will seek to recover the security deposit from
the landlord. (If the landlord does not promptly repay the deposit, the Human Resources
Department will arrange with the Business Office to withhold the amount of the deposit
from any future rental payments to the landlord, or stop doing rentals with the landlord
altogether). If there is a valid claim by the landlord against the deposit, the amount of the
claim will be withheld from the Employees final pay, or in the case of ongoing employment
with the College, the Employees next pay.
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6.4.2 Transportation.
Once a contract for a Full-Time, Permanent Position is signed by an Employee who is hired
from outside the Republic of the Marshall Islands, the College provides transportation from
the point of hire to the job location by the simplest, most economical and most direct route.
New Employees may arrange their own air transportation and be reimbursed by the College
upon their arrival, or they may request the College to purchase tickets for them. Conditions
that apply to this benefit include the following:
a. Eligible for the transportation benefit are the full-time Employee, his or her spouse,
and dependent children under eighteen (18) years of age. If the Employee fails to
complete the first year of employment the Employee is obligated to pay to the
College an amount equal to the expense undertaken by the College in providing
these benefits.
b. On completion of the initial two year contract of employment the College shall
provide repatriation transportation from the work location to the point of hire by the
simplest, most economical and most direct route for the Employee, as well as the
spouse and dependent children whose transport to the RMI was paid by the College
upon hire by the College. Spouse and/or dependent child repatriation travel may
take place any time after the Employee has completed the first year of his/her initial
two year employment contract and up to ninety (90) days following the expiration of
the Employees final contract with the College, or for a dependent child, the
dependents attainment of age 25, whichever occurs first. Employee repatriation
travel is provided only at the termination of the Employees final contract.
Repatriation transportation includes ground travel from the point of hire to the
nearest airport.
c. If the Employee fails to complete his/her initial contract of employment then the
College is not obligated to provide return transportation to the Employee, spouse and
dependents. Moreover, the Employee is obligated to pay to the College an amount
equal to the expense undertaken by the College in providing for the repatriation
travel of spouse and/or dependents that may have occurred prior to the Employees
completion of contract.
d. Eligibility for repatriation travel pursuant to any renewal contract of employment
subsequent to the initial contract of employment will be subject to the following
Eligibility Conditions in the event that the Employee resigns prior to the end of the
renewal contract:
Employment Category
Eligibility Condition
Faculty Employee
Employee tenders a resignation at least

90 days before, and works through, the
end of the semester in which the
resignation is tendered.
Staff (non-Faculty) Employee
Provides at least sixty (60) days of notice

of resignation.
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e. If the Employee fails to honor the above Eligibility Condition then the College is not
obligated to provide return transportation to the Employee, spouse and dependents.
Moreover, the Employee is obligated to pay to the College an amount equal to the
expense undertaken by the College
i. in providing for the repatriation travel of spouse and/or dependents that
may have occurred prior to the Employees untimely resignation, and
ii.
for any renewal incentives paid as a part of the incomplete renewal
contract.
f. The Employee must use the benefits described in the subsection within ninety (90)
days of his or her final contract of employment or such benefits are waived.
6.4.3 Moving In Allowance.
For newly hired full-time Employees who are recruited and hired from outside of the
Republic of the Marshall Islands 2, the College will provide the Employee on arrival a
$2,000 allowance that may be used at the Employees discretion to offset the cost of
shipping and other expenses associated with the move to the RMI.
a. The Moving In Allowance is subject to the following conditions.
i. If the Employee fails to complete the first year of employment, then the
Employee is obligated to pay to the College an amount equal to the expense
undertaken by the College in providing these benefits.
ii. Employees are responsible for the complete arrangement of shipment and
quarantine of their pets and may include it in their shipping allowance.
However, the College takes no responsibility for the safety, health or
transportation arrangements for Employees pets.
6.4.4 Repatriation Moving Benefit.
On completion of the initial contract of employment or any subsequent renewal contract of
employment, full-time Employees who are recruited and hired from outside of the Republic
of the Marshall Islands, will be reimbursed up to $2,500 to assist in the cost of removal of
house and personal effects on repatriation. The following conditions apply:
a. If the Employee fails to complete the initial employment contract or fails to meet the
Eligibility Conditions of any subsequent renewal contract of employment, the
College is not obligated to provide Repatriation Moving Benefits to the Employee,
spouse or dependents.
b. Employees hired prior to August 1, 2011 will be covered by the provisions of the
prior Repatriation Moving Benefit policy (See HR Policy and Procedure Manual,
August 2009 edition).
c. Repatriation Moving Benefits must be used within ninety (90) days of the
Employees initial employment or contract termination or such benefits are waived.
An expatriate hired on island is not eligible for the Moving In Allowance.
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Chapter Seven: Employee Leave

7.1 General Leave Policy
Paid leaves of absence taken under any of the conditions described in this Chapter are intended to
benefit the Employee and/or the College. Regularly scheduled days off, including week ends and
officially designated holidays, falling within a period of approved leave shall not be counted against
leave entitlements. Leaves for continuing education are described in Chapter Eight, Professional
Development.
7.2 Coverage
This leave benefits described in this chapter apply to all permanent full time Staff and
Administrative Employees and Non Instructional Faculty Employees. Faculty Employees are
entitled to all of the leave benefits described except Annual Leave.
7.3 Annual Leave
7.3.1 General. All or part of an Employees Annual Leave with pay may be granted as vacation
leave, or it may be granted intermittently to allow the Employee time off to conduct personal
business during working hours.
7.3.2 Accrual Basis.
Annual Leave accrual is based upon the calendar year (January 1 December 31). The maximum
calendar year accrual is twenty six (26) days.
a. Employees working a 40 hour workweek. Annual leave accrual for all Employees working
a 40 hour workweek shall be eight (8) hours per pay period.
b. Employees working a 60 hour workweek. Annual leave accrual for all Employees working
a 60 hour workweek shall be twelve (12) hours per pay period.
Maximum amount of leave. The maximum amount of leave that can be accumulated at the end of a
leave year shall be two hundred and eight (208) hours. Annual leave to the credit of an Employee,
in excess of the limit of two hundred and eight (208) hours at the end of the leave year will be
forfeited. Upon separation from employment with the College, Employees may be paid for their
accumulated Annual Leave up to a maximum of one (1) year of earned Annual Leave or two
hundred and eight (208) hours.
7.3.3 Eligibility. All permanent Employees of the College, except Faculty are eligible for Annual
Leave.
7.3.4 Approval. Annual Leave shall be approved in advance by the Employees supervisor and by
the Director of Human Resources. Annual Leave requests by the President shall be approved by the
Chairperson of the Board of Regents. Leave may be denied for certain Employees who apply for
leave during periods of critical need, such as registration, graduation or internal audits. All
Employees must give as much advance notice as possible to the supervisor by way of the written
Application for Leave form prior to the date requested. For short term leave (1 or 2 days), one
weeks notice before the requested date is required. For longer periods (1 or more weeks) one (1)
month of notice should be given. The only exceptions to the advance notice rule are emergencies
such as death, serious illness or an accident involving you or an immediate family member.
Planned functions such as birthdays, church activities, trips off-island are not emergencies and
unless advance notice is given, will be counted as Leave Without Pay.
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7.3.5 No Accrual During LWOP. No Annual Leave shall accrue during a leave of absence without
pay. Leave continues to accrue during all periods of authorized leave with pay. No annual or Sick
Leave accrues for pay periods in which an Employee works fewer than 72 hours without approval
of the appropriate supervisor. This provision does not apply to Employees whose contracts or
schedules stipulate less than 80 hours per pay period; in these cases, no Annual Leave or Sick
Leave accrues for the pay periods in which the Employee works fewer than the number of hours
contracted or scheduled.
7.3.6 One Hour Minimum. The minimum charge for Annual Leave is one (1) hour; additional
charges against Annual Leave are in whole hours only. The maximum amount of Annual Leave
that may be taken at one time is four (4) weeks
7.4 Sick Leave
7.4.1 Conditions. Sick Leave protects the permanent Employees pay during absence from work
due to illness. Sick Leave shall be approved by the immediate supervisor and the Human
Resources Director, and shall be granted under the following conditions:
a) An Employee is incapable of performing his or her duties because of confinement for
childbirth when Maternity Leave has expired.
b) An Employee requires a medical, dental or optical examination or treatment, or requires any
mental examination, counseling or treatment.
c) An Employee has a seriously ill spouse or child.
d) An Employee who becomes sick while on Annual Leave may request and may be granted
Sick Leave for the period of the illness, provided the period of Sick Leave is supported by a
certificate from a recognized health care provider. Using Sick Leave in this manner protects
the portion of Annual Leave lost to illness, provided Sick Leave for the illness was
requested and approved, Annual Leave lost to illness is restored to the Annual Leave
account. However, Sick Leave taken during an Annual Leave period does not extend the
end date of the Annual Leave.
7.4.2 Accrual Formula. Effective January 12, 2012 Sick Leave accrual is based upon the calendar
year (January 1 December 31). Sick Leave accrues equally for all full time Employees at a rate of
four (4) hours per pay period up to a ceiling of thirteen (13) days or 104 hours per year. This
ceiling will remain unchanged until all Sick Leave hours are used. When the total Sick Leave falls
below 104 hours, the accrual begins again until the ceiling of 104 is reached. Employees with an
employment contract with the previous accrual rate of five (5) hours per pay period will be entitled
to the higher accrual rate for the duration of that contract. Renewal employment contracts after
January 12, 2012 will have the new four hour accrual rate.
7.4.3 Limitations. Employees are encouraged to begin the workday on time at 8 am and to end the
workday on time at 5 pm. Exceptions to these hours may be approved by the supervisor. If no
exception is approved, the following guidelines apply:
a) No Sick Leave accrues for pay periods in which an Employee works fewer than 72 hours
without approval of the appropriate supervisor/director/dean/President. This provision does
not apply to Employees whose contract schedules stipulate less than 72 hours per pay
period, in these cases, no Annual Leave or Sick Leave accrues for the pay periods in which
the Employee works fewer than the number of hours contracted or scheduled.
b) No Sick Leave accrues during a leave of absence without pay.
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c) Sick Leave accrues during all periods of authorized leave with pay.
7.4.4 Minimum Charge. The minimum charge for Sick Leave is one (1) hour, additional charges
against Sick Leave are in whole hours only.
7.4.5 Certificate Requirements. For Illnesses or injuries which might compromise the safety of the
Employee and /or the College, the College may require a certificate from a recognized health care
provider to certify that the Employee is fit to return to duty.
7.4.6 Sick Leave Abuse. When the pattern of Sick Leave requests indicates that an Employee may
be abusing the Sick Leave procedures, the College may require that the Employee provide a
physicians certificate to verify illness. If a recognized health care providers certificate is required,
the Employee should be notified in writing prior to implementing this requirement. If a recognized
health care providers certificate is required, but is not presented by the Employee within one (1)
week of the illness, the days off for the illness will be counted as leave without pay.
7.4.7 Sick-Leave Carry-Over. Sick Leave accrues and carries over from year to year up to the
maximum of thirteen (13) days or 104 hours.
7.4.8 Restoration of Sick Leave. Former Employees who return to the College employment within
three (3) years of the date of separation will have their accumulated and unused leave at the time of
separation restored to their Sick Leave account.
7.4.9 Sick Leave Procedures.
a. As soon as an Employee knows he or she cannot come to work because of injury or illness
or injury or illness to the Employees spouse, child, or parent, that Employee shall call the
College and inform the supervisor.
b. Upon return to work, but not later than the day prior to systems generation of the
employees Time Sheet for the pay period in which the Sick Leave was taken, the Employee
shall:
i. Pick up a Sick Leave form in the Human Resources Office or from their supervisor.
ii. Fill out the necessary information
iii. Take the form to the Payroll Office for the acknowledgement of available leave
hours and signature.
iv. Take the form to their supervisor for approval/disapproval and signature.
v. Return the Sick Leave form to the Human Resources Office for approval/disapproval
and signature.
vi. The Human Resources Office will retain the original copy of the Sick Leave form in
the Employees personnel file. A copy will be provided to the Payroll Office.
c. If the approved Sick Leave form is not date stamped Received in the Human Resources
Office on the day prior to systems generation of the employees Time Sheet for the pay
period in which the Sick Leave was taken, the employee will not be paid for the Sick Leave.
d. If more than three (3) days of Sick Leave are utilized in the same pay period for the same
illness or disability, a certificate from a recognized health care provider must be attached to
the Sick Leave form.
e. An Employee is not entitled to compensation for accrued Sick Leave at termination.
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7.5 Short-Term Disability

7.5.1 Purpose: To provide benefit eligible employees with protection against income loss as a
result of extended illness or injury in coordination with the College's sick leave and long-term
disability policies.
7.5.2 Policy Statement: All full time employees with a Permanent Appointment are eligible for
short-term disability pay from the College.
7.5.3 Procedures:
a. Short-term disability payments shall be self-insured by the College.
b. Short-term disability payments are equal to 80% of the eligible employees salary at the
onset of illness or disability and are made by the College as a part of the bi-weekly payroll.
Short term disability payments begin after all forms of paid leave are exhausted.
c. Newly hired employees become eligible for the benefit at the beginning of the first pay
period subsequent to a thirty (30) day eligibility waiting period which shall begin on the
date of hire.
d. Disability is defined as being unable to perform with reasonable continuity the essential
duties of the employee's own occupation or a comparable position for which the employee is
qualified by reason of education, training, or experience. Disability must be caused by
accidental injury or illness requiring ongoing physician's care.
e. The benefit-waiting period is the first 13 workdays from the date disability or illness begins.
These first 13 days of disability or illness are covered by the Colleges sick leave days
and/or annual leave days.
f. Benefits are payable beginning the later of 14 working days or when all available forms of
paid leave have been exhausted. (Note: An Employee with a short term disability may opt
to use accrued Annual Leave to delay the start of Short Term Disability benefits). Benefits
will cease upon the date the disability ends, the return to work date, or after 90 days of Short
Term Disability benefit payments, whichever comes first.
g. In cases of disability related to pregnancy, a birth mother may qualify under this policy for a
period of disability shortly before and typically 6-8 weeks after the birth of a child, if
medically necessary.
h. Upon expiration of one period of disability, an employee must to return to work for at least a
week to be eligible for a new period of disability. Each different disability requires a new 17
work day waiting period.
i. The following conditions are excluded:
1. Disability due to an injury or illness for which payment is made or available through
workers' compensation.
j. Requests for short term disability payments are made in writing to the supervisor with a
copy to Human Resources for approval. The employee should provide Human Resources
with a Physicians Certification Form required for leave approval.
k. If possible, with physician's approval, an employee may be expected to perform the duties of
a modified position description.
l. The employee must intend to return to work following the period of disability. A Fitness for
Duty Form must be completed by the physician and received by Human Resources prior to
the employee returning to work.
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7.6 Personal Leave

7.6.1 Personal Leave for Classified Support, Classified Professional and Academic Professional
Staff and Faculty. Classified Support Staff, Classified Professional Staff, Academic Professional
Staff and Faculty are entitled to one (1) day or 8 hours of Personal Leave per calendar year.
7.6.2 Personal Leave for Administrators. Administrators are entitled to 20 hours of Personal Leave
per calendar year.
7.6.3 Accrual. Personal Leave does not accrue from year to year. There is no carry-over of
Personal Leave.
7.7 Parental Leave
7.7.1 General. Employees are entitled to twenty (20) working days of paid parental leave at the
same rate of pay that would have normally been received during that period if they have parental
responsibility for a newborn or adopted child less than 12 months old. Parental responsibility is
assumed by this policy if the Employee:
a. gives birth to a child, or
b. is the father of a newborn and resides in the same household as the child, or
c. legally adopts a child pursuant to the RMI Adoptions Act 2002 and provided the child is not
yet twelve (12) months old.
7.7.2 Additional Conditions. Additional conditions that apply to Parental Leave are listed below:
a) An Employee who is a grandparent may also be eligible for Parental Leave but evidence of
primary parental responsibility must be provided.
b) If more than one Employee has parental responsibility for the same child, twenty (20)
working days will be granted to the Employee providing maternal care and ten (10) working
days will granted to the Employee providing paternal care. Not more than two Employees
will be granted Parental Leave for the same child.
c) In the event of multiple births or multiple legal adoptions, the entitlement to days off from
work shall be as follows:
i. Twins (or two legal adoptions): thirty (30) days
ii. Triplets (or three legal adoptions): thirty five (35) days
iii. Quadruplets, or more (or four or more legal adoptions): 40 days
d) Parental Leave shall not be charged against the Employees accumulated Sick Leave or
Annual Leave. If the Employee requires more than these twenty (20) working days for
recovery from childbirth, leave of absence with pay may be extended providing the
additional leave is charged against the Employees Sick Leave and/or Annual Leave
account.
e) Absence from duty during pregnancy may be charged against Sick Leave if, in fact, the
Employee was sick. Otherwise, said absence may be charged against Annual Leave, or may
be treated as leave without pay.
f) The Employees health care provider will determine the date upon which to begin a leave of
absence preceding childbirth. It is the Employees responsibility to notify the College of the
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expected date of this leave and to provide the College a copy of the health care providers
certificate. This requirement is waived in emergencies.
g) Leave of absence after childbirth ends on the day the Employees health care provider gives
written authorization for the Employee to return to work. It is the Employees responsibility
to inform the College of the day the Employee expects to return to work This notice should
be given two weeks prior to that day.
h) No leave of absence with pay for maternity/paternity/parental purposes shall be granted for
longer than three (3) months unless the Employee has a related, ongoing medical condition.
In such cases a health care providers statement must be provided as to why additional time
off from work is required. When it is documented that a related, ongoing medical condition
exists, the Employee will be placed on Short Term Disability. Where there is no ongoing
medical condition and the Employee does not return to after three months of Parental Leave,
the Human Resources Director will meet with the Employees supervisor to discuss
continuity of employment of the Employee and make a recommendation to the President.
i) Benefits for which the Employee is eligible and which are paid by the College will continue
during paid Parental Leave for a period not to exceed three (3) months.
7.8 Administrative Leave
7.8.1 General. Administrative Leave applies to all permanent Employees. Administrative Leave is
absence from duty with pay which has been authorized administratively.
7.8.2 Conditions. Employees must use the Application for Leave form to apply for all forms of
Administrative Leave. Administrative Leave may be granted by the President for the following
reasons:
a. To minimize human risk when a hazardous weather condition has been declared by the
appropriate government official.
b. To receive medical treatment and to recuperate from an injury sustained in the line of duty.
c. To vote in public elections, not to exceed two (2) hours.
d. To attend a government funeral or the funeral of a Staff/Faculty member or the funeral of an
immediate family member of a Staff/Faculty member.
7.8.3 Administrative Leave for Travel. Administrative Leave may be granted to Employees by the
President to attend official meetings and professional conferences off campus or off island, or to
temporarily change assignment in the performance of College duties. Leave taken under this
subsection requires the Employee to file a Travel Report upon his or her return to the College. The
Travel Report shall be submitted within fifteen (15) days of the Employees return and shall
include:
a. A travel voucher (available in the Business Office)
b. The airline ticket
c. The receipt of departure tax paid
d. Car rental receipts, receipts for parking fees, taxis and buses
e. A report of activities describing the content of the meetings attended
The Travel Report is delivered to the Business Office, with a copy of the activities summary
delivered to the President.
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7.9 Bereavement Leave

7.9.1 General. In case of a death(s) in the Immediate Family of a full-time regular Employee, up to
40 (5 working days) hours of leave without loss of pay, per occurrence, may be arranged. One of
these days must be the day of the funeral. For time off beyond 40 hours (5 working days), Annual
Leave must be taken. This leave is at the discretion of the President or his/her designee and does
not accrue. Immediate Family, for the purpose of this policy, means the spouse, child, father,
father-in-law, mother, mother-in-law, grandparent, sister, brother, sister-in-law, brother-in-law,
grand-child, daughter-in-law, son-in-law, or other person who occupies such position in the family,
or a person living in the same household.
7.10 Emergency Leave
7.10.1 Purpose. To establish guidelines for paid leave of absence for critical situations such as the
serious illness or injury of a member of an eligible employees family not residing in Majuro Atoll.
7.10.2 Parameters and Limitations.
a. Emergency Leave is intended to apply only in the case of death in the family of a full time,
permanent employee or comparable family emergency, where the deceased family member
does not reside on Majuro Atoll.
b. Family member is defined as employees parent (including Marshallese common law
parent), spouse, domestic partner, child, grandparent, grandchild, sister, brother, stepbrother,
stepsister, brother-in-law, sister-in-law, mother-in-law, father-in-law, son-in-law, daughterin-law, stepchild, stepparent.
c. A comparable family emergency is defined as a severe or life threatening illness or injury to
a domestic partner or family member.
d. Such leave, with pay, may be granted to an employee by the Human Resources Director, in
consultation with the employees supervisor or other principal administrative officer in
charge, provided the regular duties of the person concerned are assumed by other employees
without additional expense to the College. Up to ten (10) days of leave shall be granted for
each emergency and may be extended with authorization by the President or his or her
designee.
7.11 Family or Community Service Leave
7.11.1 General. Employees are entitled to one (1) day or eight (8) hours of paid Family or
Community Service Leave per calendar year. Family and Community Service Leave is intended to
provide Employees the opportunity to attend or participate in local family or school related
activities.
7.11.2 Applications for Leave. Requests for the Family and Community Service Leave must be
submitted in advance as much as is possible. Application is made to the supervisor by way of the
written Application for Leave form.
7.12 Leave Taken During a Power Outage
7.12.1 Power Outage. In the event of a power outage during working hours, Employees are
expected to remain at their respective workstations on campus. However, Employees may take a
leave of absence during the outage using any of the following in hourly increments or entire days (8
hours):
a. Personal Day - one (1) allowed per year.
b. Annual Leave
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c. Leave without Pay

7.12.2 Notice. Notice must be given in advance if the power outage is scheduled. If the outage is
unexpected, leave may be applied for at the time of the outage. If two (2) hours or less remain of
the work-day and an Employee(s) is unable to complete their assigned tasks due to the power
outage, the President may grant Administrative Leave with pay to the Employee(s).
7.13 Court Related Leave
7.13.1 When on jury duty or when subpoenaed as a witness when not a principal in the litigation,
Employees shall receive court related leave with pay, shall retain any fees earned, and shall not be
paid by the College for meals, lodging, or travel.
7.13.2 When a principal in personal litigation, an Employee shall not receive court-related leave,
but may be granted annual or leave without pay with the approval of the President or a designee.
7.13.3 When involved in litigation on behalf of the College or due to action in line of duty as an
Employee, Employees shall be considered on duty and shall turn over to the College any fees
received from the court.
7.13.4 A request for court-related leave will be initiated by the Employee on an Application For
Leave form. A copy of the subpoena or summons will be attached to the leave form. The President
or a designee may approve the request. In order to be compensated for court-related leave, written
verification by the court of time served must be submitted by the Employee.
7.14 Leave of Absence Without Pay
7.13.1 This leave is applicable to all full-time employees of the College.
7.13.2 A full-time employee may be granted a leave of absence for personal reasons, without pay,
not to exceed six months. These leaves are granted only in cases not covered by any other college
policy for leaves of absence and require the approval of the employees department head,
responsible Vice President and the Director, Human Resources.
7.13.3 Some typical reasons for granting such leaves include: illness in the family; education; or
compelling personal needs. The college reserves the right to:
require written substantiation of the conditions prompting the need for such a leave of absence, and
designate a period of Leave Without Pay as:
Unconditional (reinstatement to the pre-leave position is guaranteed), or
Conditional (reinstatement will occur only if the pre-leave position remains available).
A decision to designate a Leave Without Pay as Conditional will be based on the facts and
circumstances of the leave request and the nature of the employees position and whether the
functions of the position are critical to the mission of the college.
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7.13.4 As with other unpaid leaves, an employee is not entitled to holiday pay or to the accrual of
vacation or sick day benefits while on a Leave Without Pay. Health and life insurance coverage
will continue during the Leave Without Pay. Employee insurance premium payments due during
the period of Leave Without Pay are the responsibility of the employee. Arrangements may be
made with the Business Office to ensure continuity of the employees share of benefit insurance
premium payments.
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Chapter Eight: Professional Development

8.1 General Policy
The policy of the College is to encourage professional development and maintenance of
qualifications of College personnel. Seeking new information and ideas, and maintaining
knowledge in ones field are an important part of professional life. The College is committed to
offering regular professional development and training activities for its Employees, and all College
Employees are encouraged to participate in such activities. In addition, the College commits its
resources to promoting further formal education for those of its employees who are preparing to
advance into positions of greater professional responsibility at the College, as well as those who do
not possess the minimum educational qualifications for the position they currently hold.
8.2 Continuing Education Requirements
8.2.1 All Employees who do not possess the minimum educational qualifications for the positions
they hold are required to make regular and substantial progress in the pursuit of an appropriate
higher degree through some form of continuing education during each year of their employment
with the College. Regular and substantial progress is defined as a minimum of nine (9)
academic credits achieved in an appropriate degree program per year.
8.2.2 Employees lacking the minimum educational qualifications required for the positions they
hold shall provide the appropriate Dean or Director with a written plan for achieving those
minimum educational qualifications and shall submit semiannual progress reports on or before
February 1st and September 1st to the appropriate Dean or Director to document their continued
educational progress.
8.3 Jitdam Kapeel Programs for a Sustainable Workforce
8.3.1 Purpose
The Jitdam Kapeel Programs for a Sustainable Workforce are an initiative of the College of the
Marshall Islands to identify talented and dedicated employees who have the potential for greater
job and career responsibilities and, for a select few, future leadership of the College. This purpose
will be accomplished by the amplification of existing programs and the creation of new programs
that will provide the following for selected employees:
a) Development and enhancement of specific skills that support effective job performance and
career growth along a job/skill path, and
b) Training, education and on the job learning opportunities to prepare qualified individuals
for leadership and management roles within the College.
8.3.2 Jitdam Kapeel Programs
a) Kijbarbar Im Kotobar Start (KiK Start) Program
The KiK Start Program seeks to recruit to the College individuals from the local Majuro job
market who have proven themselves to be talented, hardworking and wanting to improve
themselves educationally and professionally. These individuals will be appointed to part time
support positions within the College with the expectation that they will simultaneously enroll in
College courses in pursuit of an Associate degree. On attainment of the Associate degree, they
will be eligible to compete for full time positions at the College when such positions become
vacant.
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i. Creation of Part Time Work/Part Time Study Positions. The College will
annually evaluate the possibility of establishing one or more KiK Start positions.
The Human Resources Department will advise the various departments of the
College of the KiK Start Program and assist interested department managers in
developing a proposal for the establishment of a KiK Start position within that
department. The proposal will include a draft job description and a budget funding
proposal for the establishment of the position in next fiscal year. KiK Start positions
will normally be established and funded for a period of four years.
ii. Advertisement and Selection. Once established, a KiK Start position will be
advertised locally and recruitment shall proceed according to established policy and
procedure. The selected individual will be offered a part time contract of
employment. The Human Resources Department, Staff Development and Training
Specialist will work with the selected individuals supervisor and faculty
Mentor/Advisor to establish the approved academic course work and approved time
line for attainment of the Associate degree.
iii. Continuity of Employment. A KiK Start position is normally established for a
period of two years, or sufficient time for the selected individual to attain an
Associate degree at a rate established in the approved time line. Upon the attainment
of the Associate degree, or at the end of the approved time line, the part time,
temporary contract for the KiK Start Program participant will end without renewal,
unless an exception is recommended by the Mentor/Advisor to enable the participant
to obtain the Associate degree with an additional semester of course work. Such
exceptions must be approved by the President of the College. KiK Start Program
participants will receive a sixty (60) day notice of cessation of employment, as
provided in the Human Resources Policy and Procedure Manual.
iv. Application for Employment at the College. On attainment of the Associate
degree a KiK Start Program participant may apply for vacant positions at the
College. Should the Selection Committee for the vacant position determine that the
applicant from the KiK Start Program meets the minimum qualifications for the
position, such applicant will be given preference for the position.
b) The Koto Emakroro (Prosperous Wind) Program
The Koto Emakroro (Prosperous Wind) Program is for selected current employees of the
College who do not yet possess an Associate degree. The intent of this program will be to
facilitate for selected employees the speedy attainment of an Associate degree from the
College.
i. Study/Work Opportunity. Employees selected for participation in the Prosperous
Wind Program will be allowed full tuition reimbursement for nine (9) credit hours
(three courses) each semester. Two courses may be taken during normal working
hours. A third course may be taken in lieu of a lunch hour, or in the evening after
5pm. Courses and timing of absences from work to attend classes and study during
work hours must be approved at the beginning of each semester by the unit
supervisor. Hours used for course work and study will not be used in the
calculation of overtime compensation.
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ii. Eligibility. In order to be eligible to participate in one of the Prosperous Wind

Program, the following conditions must be met:
1. full time employee of the College of the Marshall Islands
2. demonstrated record of excellent academic performance
3. demonstrated history of excellent job performance at the College
4. demonstrated punctuality and good attendance record
5. be recommended by immediate supervisor
6. successful interview with screening committee
c) Ejjo Lien Kojjarin (Inner Strength) Program
The Ejjo Lien Kojjarin (Inner Strength) Program is intended to support selected employees
of the College who possess an Associate or higher degree in pursuit of the next higher
degree or professional qualification or certificate. It is anticipated by this policy that the
attainment of the next higher degree will be accomplished through a combination of
distance learning 3 and on campus (off island) study, where the distance learning will occur
first and provide evidence of will and capacity to successfully achieve the next higher
degree. The College reserves the right to revisit this policy at such time as it acquires the
technology to support other modes of distance learning and/or develops partnerships with
other institutions of higher learning whereby course are offered at the College by such
institutions remotely by video or are taught in person on the CMI campus.
i. Categories of Support. College support may consist of any one of the following:
1. Unpaid Educational Leave with Scholarship Support,
2. Unpaid Educational Leave without Scholarship Support, or
3. Scholarship support only.
ii. Eligibility. This Inner Strength Program is for all regular full time employees of
the College of the Marshall Islands, in positions funded by the College, who meet
the following basic eligibility requirements.
1. Basic Eligibility Test based on the sum of x and y, where x equals the
number of years the applicant has been a resident of the Marshall Islands, and
y equals the number of years the applicant has been employed at the College.
The Total Years Eligibility Test is met if the sum of x and y equals, or
exceeds, ten (10) years, provided the years of employment at the College is
not less than two (2), and
A. have a demonstrated history of excellent job performance at the
College,
B. have demonstrated initiative and success with respect to their selfdevelopment,
C. have demonstrated potential for increased responsibilities,
D. have a career plan which is realistic and achievable within the
scope of the mission of the College,
E. have been recommended by his/her immediate supervisor or Staff
or Faculty Senate,
F. have evidence of admission into the intended program of study
from the granting institution,
G. have demonstrated, if going off island to study, evidence of
cultural preparedness, and
3
"Distance Learning" is a general term used to cover the broad range of teaching and learning events in which the student is
separated (at a distance) from the instructor, or other fellow learners. Distance Learning on the Net, Glenn Hoyle.
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H. have a successful interview with Educational Support

Subcommittee.
Total Years Eligibility Test
Condition
1. Enter number of years a resident of the Marshall Islands.
2. Enter number of years employed at the College.
2a. Is the number entered in 2 is less than two (2)? If Yes, then the Total
Years Eligibility Test is not met.
3. Add the numbers entered in 1 and 2 above. If the sum of 1 and 2 is ten
(10) or greater the Total Years Eligibility Test is met, provided that the
number entered in 2 above is equal or greater than two (2).
Answer
Yes
No
2. Other Eligibility Considerations. The Educational Support subcommittee

may, in developing its recommendation, consider factors such as length of
service and previous periods of Educational and/or Sabbatical Leave.
iii. Policy. The College recognizes that its employees represent a valued asset
whose career development must be managed to support individual career aspirations
and to ensure that the College will have qualified employees, in particular qualified
Marshallese employees, to meet its future staffing needs. To meet this goal, the
College will support the educational development of qualified employees, subject to
operational and staffing needs, availability of funds and budgetary considerations,
who meet one or more of the following conditions:
1. the employee does not possess the skills, level of education or type of
degree required by the College for his/her position;
2. the employees skills are obsolete and the employee needs retraining to
carry out his/her assigned work;
3. qualified persons cannot be recruited, making it necessary to train
employees;
4. the career of an employee with a high potential for advancement within
the College will be enhanced by completing the education or training.
iv. Scholarship Support Without Educational Leave. Scholarship funds may be used
to support part-time studies while the employee remains on full-time active duty at
the College. Scholarship funds may be used, in some cases, to support full-time
studies while the employee is working part-time at the College and remaining within
the RMI.
v. Educational Leave With Scholarship Support. Educational Leave with
Scholarship support may be approved where:
1. the training is College-requested, or
2. the training is employee-requested and the following conditions have all
been met:
A the training will involve full-time studies while in attendance at
another institution of higher learning,
B the training is demonstrably linked to the mission of the College,
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C the training is linked to an approved Professional Development Plan

for the employee,
D the training is directly related to future job requirements at the
College,
E application has been made for all appropriate U.S. and RMI or other
national government financial aid that is available,
F the applicant has successfully completed at least 50% of the proposed
program in evening classes, distance learning, online, or through other,
related means, and
G the applicant has received notification of acceptance from the
intended institution where studies will be undertaken.
vi. Educational Leave Without Scholarship Support. Educational Leave without
Scholarship support may be approved where the studies may be valuable to the
College, but the primary benefit will accrue to the employee.
vii. Employee Agreement. Employees are required to sign an agreement stating that
they will return to employment with the College after completion of the training for
the period of time specified in their employment contract. The time period will vary
depending on whether the leave was granted with or without Scholarship support.
Employees on Educational Leave are required to maintain good academic standing
as defined by the College, and not later than the end of each semester provide
evidence of performance and progress to the Colleges Advisor to employees on
Educational Leave. The College reserves the right to terminate the Educational
Leave of an employee, subject to a 60 day notice, if he or she fails to:
1. maintain good academic standing and/or
2. provide evidence of regular and substantial progress.
viii. Benefit Entitlements during Educational Leave. During a period of Educational
Leave, employees will:
1. retain previously earned seniority, annual leave and sick leave, but no
additional leave benefits shall accrue, nor will the employee be eligible for a
contract renewal incentive payment.
2. continue to be covered by Marshall Islands Social Security and Health
Insurance. Participation in these programs is mandatory for employees of the
College. The employee portion of the cost of these benefits will be deducted
from the employees salary on his or her return to full time employment at
the College.
3. continue to be covered by Supplemental Health Insurance that is paid for
by the College.
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ix. Applications. An employee may initiate an application, or he/she may be

nominated by his/her supervisor, or by the Staff or Faculty Senate. In every case a
Jitdam Kapeel Application must be completed by the employee. Every application
for Educational Leave and/or Scholarship support must be approved by the
employees immediate supervisor as well as by the appropriate senior level
Administrator. Applications should be submitted to the immediate supervisor no
later than March 15 for intended studies to begin in the fall semester of the following
academic year or July 15 for intended studies to begin in the spring semester of the
following academic year. Employees wishing to apply for an Educational Leave
should meet with their supervisor to discuss time frame, feasibility, expected
financial support required, and any other pertinent factors. Before approving an
application for Educational Leave, the supervisor should consult with the Colleges
Staff Development and Training Specialist to review the application and explore the
options for available subsidies (grants, loans, RMI Scholarship, etc.). Employees
applying for Educational Leave must also participate in the development of a plan to
see that his or her job duties and responsibilities are accomplished in his or her
absence. If an application for Educational Leave is denied, the Committee Chair
must state the reasons for denial and other suggestions to improve the application in
writing to the employee and the employees supervisor.
x. Approval. The Educational Support subcommittee will review and evaluate all
applications where the basic eligibility requirements have been met. Applications
shall be evaluated on the basis of:
1. years of satisfactory employee service at the College;
2. the value to the College of the proposed educational program;
3. the availability of College funds for such purposes, and
4. the relationship of the education/training to the job assignment of the
applying employee.
Applications recommended for approval by the Educational Support subcommittee
will be forwarded to the Human Resource Director for approval.
xi. Program Funding. Participation in the Program is subject to the availability of
funds.
xii. Return to Work on Completion of Educational Leave. On successful
completion of a period of educational leave the employee will be assigned to his/her
previous position, or to a position of equal grade and step. The determination of
placement provision shall be the responsibility of the College President in
consultation with relevant department leadership, the Human Resources Director and
the employee. When an employee is returned to his/her position after a period of
Educational Leave, or to a position of equal grade and step, such position will be
deemed not to have been vacant and therefore not subject to the provisions of the
Human Resources Policy and Procedure, Chapter Two: Recruitment. Upon
completion of the approved period of Educational Leave, the employee will, within
thirty (30) days, submit (in writing), to the Colleges Advisor to employees on
Educational Leave, evidence that he/she has completed his/her program.
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xii. Return to Work Without Completion of Educational Leave.

1. When Educational Leave has been granted because:
A. the employee does not possess the skills, level of education or
type of degree required by the College for his or her position; or
B. the employees skills are obsolete and the employee needs
retraining to carry out the work, and
C. the employee returns to the College without having completed the
program for which the Educational Leave had been approved,
the College will seek to find within the College a suitable alternative position
for which the employee is qualified. In the event that a suitable position is
not available, or if available but not accepted by the employee, the College
has no obligation upon completion of his or her contract to provide further
employment.
2. When Educational Leave has been granted because:
A. qualified persons cannot be recruited, making it necessary to train
employees, or
B. the College has identified an employee with a high potential for
advancement within the College, whose career will be enhanced by
completing the education or training,
C. and the employee returns to the College without having completed
the program for which the Educational Leave had been approved, the
employee will be assigned to his/her previous position, or to a
position of equal grade and step.
xiv. Termination of Employment or Termination of Educational Leave prior to
Program Completion. The following events shall nullify any obligation of the
College for Scholarship assistance and will result in a requirement for repayment by
the employee of any Scholarship assistance paid to the employee by the College
prior to such event:
1. termination of employment by the employee, or
2. termination of employment by the College for cause, or
3. failure of the employee to complete the educational program for which
Educational Leave had been approved.
d) Boot Strap Education Opportunities
The College will continue to offer courses, focusing on educational courses that have been
identified in the Jitram Kapeel Survey as important to the professional development of
Marshallese employees.
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e) Management Intern Program

The Management Intern Program is designed to recruit well trained, knowledgeable
individuals from the Pacific Region who are between the age of 21 and 40 and who are
already in possession of a Bachelors or Masters degree who could, with appropriate
experience and training, aspire to a responsible position at the College. Such individuals
could be selected from among current employees of the College, or be recruited from
anywhere in the world. Individuals who apply for an internship undergo a rigorous process
which is designed to assess potential for future leadership positions at the College. Interns
are chosen because of their theoretical and practical understanding of administrative and
management practices. They have demonstrated that their experience applies to College
administrative and management work. The program looks for Interns with excellent
communications, relationship and leadership skills. Preference will be given to returning
RMI Scholars of the RMI Scholarship Board.
i. Rotational Assignments. The Management Intern Program relies on rotational
assignments to facilitate a positive exposure to the daily operation of the College.
The Management Intern Program also assists departments of the College to meet
operational needs. Interns will be assigned to a primary area of the College under
the supervision of the head of that area. While working primarily in that area, the
Intern will rotate to other areas for exposure and experience with other functional
areas. The rotational assignments can be in areas such as Presidents Office,
Finance, Human Resources, Student Services, Student Affairs, Physical Plant, Safety
and Security and Academic Affairs.
ii. One Year Assignment. During the course of the one-year program, Interns are
expected to be 'quick learners', to use information appropriately, to provide thorough
analysis, balanced recommendations and to solve problems. During each of the
assignments, the Interns are evaluated twice, unless circumstances indicate a greater
need. Interns will receive regular and ongoing feedback and will have access to a
mentor. Interns take an active role in managing their careers. At the end of their
participation in the Management Intern Program, interns will be eligible to apply for
managerial and professional positions with the College.
iii. Purpose of Assignments. During the course of the Management Intern Program,
Interns will receive various assignments within the College. The purpose of these
assignments is to provide:
1. on the job experience
2. exposure to day to day operation of the College
3. an opportunity for Interns to demonstrate their various skills
4. Interns with the opportunity to have a well-documented portfolio at the
end of their assignment.
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iv. Training and Development Opportunities. Interns will have access to ongoing
Training and Development opportunities. They will be trained in core competencies
required of a model college administrator. These opportunities will be focused on
providing the Intern with a corporate viewpoint. The outcome of these opportunities
will be well-rounded administrators, who are flexible, adaptable and willing to
pursue an ongoing professional development which will contribute to a learning
culture in the College.
v. Compensation and Benefits. A Management Intern shall be entitled to the
compensation and benefits afforded to full time employees of the College. The level
of compensation offered to an Intern will be a function of the level of education and
relevant experience. The benefits offered shall include the Housing Benefit.
f) Manager in Training Program
The Manager in Training (MiT) Program is a program whereby the College will create an
Assistant to the Head of Function position. The exclusive purpose of such a position is to
prepare and transition a qualified Marshallese person into the head of function position. The
length of time required for a successful transition to head of function may vary based on
individual circumstances, but it is generally anticipated that the transition will require a
minimum of two years.
i. Eligibility. Candidates for the MiT program and position must meet the following
essential qualifications in order to be considered for selection:
1. Previously accepted into one of the Jitdam Kapeel Programs,
2. Meet the Total Years Eligibility Test described in paragraph 4.3 (a) (1)
above,
3. Have attained a Bachelors degree; preferably a Masters Degree,
4. Have demonstrated through Jitdam Kapeel Program participation the
ability to employ the following characteristics of a successful manager
/administrator/leader:
Enthusiasm
Integrity
Self-confidence and self-reliance
Persistence and determination in challenging situations
Positive mental attitude
Willingness to change and consider new opportunities
Creativity in searching for new solutions
Personal charisma
Empathy towards others
Faithfulness, mercifulness and fairness
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g. Jitdam Kapeel Program Mentor/Advisors

i) Mentor/Advisor Role. Throughout the duration of their assignment, Program
participants will have access to individuals who have expressed an interest in
advising and mentoring. As such, these advisor/mentors have a specific role:
1. As communicators, they create an environment for open interaction.
2. As counselors, they work with Program participants to identify and
understand career-related skills, interests and values.
3. As coaches, mentors recommend specific behaviors in which Program
participants need improvement and they clarify and communicate
organizational goals and objectives.
4. As advisors, recommend training and development opportunities from
which Program participants could benefit and appropriate strategies for
career direction.
5. As resource persons, mentors expand the Program participants network
of professional contacts.
6. As advocates, mentors may intervene on the Program participants behalf,
representing the Program participants concerns to higher levels for resolution
on specific issues.
h. Definitions
College means the College of the Marshall Islands
Educational Leave means a leave of absence without pay to be enrolled in an educational
institution on a full time basis, other than the College, for a formal course of study leading
to a recognized certificate, diploma, degree, or professional qualification. Duration of
Educational Leave is linked to the certificate, diploma, degree, or professional qualification
sought by the Employee. The following guidelines will be used to determine the length of
leave that may be granted.
Degree Sought
Bachelors
Masters
PhD
Maximum Length of Leave

Two Years
Two Years
Three Years
Educational Leave may be with or without Scholarship support. Educational Leave is by

definition unpaid and may not overlap with Annual Leave or Administrative Leave or
Sabbatical Leave. Educational Leave does not include the use of College property.
Regular and substantial progress means as follows:
i. For undergraduate education regular and substantial progress means 12 or more
hours per semester with a cumulative GPA of C, or better.
ii. For graduate education regular and substantial progress means 9 or more hours per
semester with a cumulative GPA of B, or better.
iii. For a certificate or other professional qualification regular and substantial progress
will be determined the Education Support Subcommittee on a case by case basis.
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Scholarship means the financial assistance provided by the College to an employee to

pursue his/her education and may include support up to the full cost of attendance as defined
by U.S. Federal financial aid regulations, less financial aid received, and the cost of the
employees mandatory off-island travel associated with a period of Educational Leave.
Items of cost which may be covered include:
Tuition
Books
Fees
Daily Stipend
Housing
Utilities
Travel, including per diem and airport transfers
Scholarships may be awarded for a period from one semester to three academic years. The
College is not obligated to fund any such proposals partially or fully. The institution where
the employee has requested scholarship support to attend, and the intended program of
education, must be accredited and approved by the College. In addition, the employee must
provide proof of acceptance from such institution. All applicants for a Scholarship must
apply for all appropriate U.S. and RMI or other national government financial aid available.
i. Financial Support
a) Modes of Financial Support.
Subject to the availability of funds, financial support for individuals selected for
participation in a Jitdam Kapeel Program may include any or all of the following
modes:
i. Scholarship(s) to offset the cost of enrolment and living expenses at
another institution of higher learning
ii. Tuition reimbursement
iii. Time off from work to attend classes or to do approved coursework
iv. Salary and benefits paid as a part of a work study program
b) Duration of Financial Support.
Financial support for a single program may be awarded for a period from one
semester to three academic years. Individuals selected to participate in one of the
Jitdam Kapeel Programs may subsequently qualify for another Jitdam Kapeel
Program and a further period of financial support. Scholarship recipients must apply
for all appropriate U.S. and RMI or other national government financial aid available
and must provide proof of acceptance from the institution that they intend to attend.
8.4 Staff Development Leave
8.4.1 In-Service Staff Development. When approved by the supervisor, Employees may be granted
time off from their regular duties to attend College or in-house development programs or classes.
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8.5 Sabbatical Leave

8.5.1 Purpose
The purpose of the Colleges Sabbatical Leave is to offer eligible employees the opportunity to
secure additional education, training, or experience which will:
a. make him/her better prepared for carrying out his/her college responsibilities,
b. support the professional development of such eligible employees, the development needs of
his/her department, and the planned priorities of the College mission.
Sabbatical Leave is intended to benefit the employees, the students, and the College as a whole. All
eligible employees are encouraged to make full use of their Sabbatical Leave as a means of
preparing for improved service in the future.
8.5.2. Eligibility
Sabbatical Leave may be granted to full-time Faculty 4 and Administrator 5 staff provided such
Employee:
a. is not currently on probation,
b. is in possession of the minimum educational qualifications of their current position,
c. is currently in a full time, permanent position
d. has accrued the full time equivalent of six (6) or more continuous years of service at the
College,
e. has not had a previous Sabbatical Leave or Educational Leave within the past six (6) years
of continuous full time service at the College, and
f. has demonstrated that the proposed purpose of the Sabbatical Leave is consistent with the
approved Professional Development Plan in the employees most recent performance
evaluation.
8.5.3. Duration and Benefits
Sabbatical Leave may be granted for a period of six (6) months or for a period of twelve (12)
months.
a. Employees choosing a six month long sabbatical will receive full pay for the duration of the
Sabbatical Leave.
b. Employees choosing a twelve month long sabbatical will receive half pay for the duration
of the Sabbatical Leave.
An employee granted sabbatical leave shall continue to receive all College benefits. Each month
spent on sabbatical leave is considered regular service for advancement on the salary schedule.
8.5.4. Application Process
A Sabbatical Leave Application and Plan must be submitted at least one year in advance, through
the department supervisor to the Human Resources Committee. The Application and Plan must
have the approval of the appropriate Dean and appropriate Vice President. The Human Resources
Committee will review Applications and Plans for Sabbatical Leave and make recommendations to
the President for final approval.
Faculty means Employees of the College who are appointed to positions that are responsible for and whose performance evaluations are primarily
based on teaching, research and public service goals and objectives of the College.
5
Administrator means the President of the College and the Employees who report to the President who are responsible for planning, organizing,
directing, controlling and evaluating the activities of a major segment of the College. Administrative titles include President, Provost, Vice President,
Dean, and Director.
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8.5.5. Approval
The Human Resources Committee will review and evaluate all applications on the basis of :
a. years of satisfactory employee service at the College;
b. the value to the College of the proposed sabbatical plan;
c. the availability of College funds for such purposes, and
d. the relationship of the proposed sabbatical plan to the job assignment of the applying
employee.
Employees selected for Sabbatical Leave are expected to help in planning how his/her workload
will be covered during the period of absence on leave, and must sign an employment contract
extension of a length equivalent to the proposed duration of the Sabbatical Leave plus two years.
8.5.6. Obligations on Completion
On completion of the Sabbatical Leave a report of the experience and/or accomplishments shall be
submitted within four weeks to the Employees supervisor. Within six weeks of his or her return
from Sabbatical Leave the employee will give a public presentation to the College community
demonstrating the benefit of the Sabbatical for employees, the students, and the College as a whole.
An employee granted Sabbatical Leave agrees to return to College for a minimum of two (2)
contract years after completion of the Sabbatical Leave. An employee failing to meet this
obligation shall reimburse the College for all costs the College incurred (pay and benefits) on the
employees behalf during the Sabbatical Leave of absence.
8.5.7 Employee Termination
Termination of employment by the employee, or by the employer for cause, will nullify any
obligation for assistance and will result in a requirement for repayment by the employee of any
financial assistance received.
8.6 Tuition Waiver
8.6.1 Policy
The College offers full tuition waiver to all its permanent full-time employees, up to six (6) credit
hours each semester. Courses that are audited are not eligible under this policy except for
Marshallese Studies Program courses. Waiver for Marshallese Studies Program courses that are
audited will be up to six credit hours of courses. Eligible Dependents may take up to twelve (12)
credit hours each semester, for courses, excluding courses that are audited.
a) Criteria for Approval of Tuition Waiver
i. For the purpose of this benefit, Eligible Dependents means:
A Your lawful spouse (either by marriage or by common law in Marshallese
custom); and
B Your unmarried child or children, including a child or children adopted
pursuant to the RMI Adoptions Act 2002, who:
1. chiefly relies on the Employee for support and maintenance; and
2. who is under 25 years of age.
ii.
The employee or dependent must meet the Colleges standard admissions
criteria.
iii. The Employee or dependent must have applied for Pell, RMI Scholarship and
any other available financial aid for which he or she may be eligible, and must
report any financial aid received. To determine the amount to be waived, the
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iv.
v.
vi.
College will deduct the amount of financial aid received from the amount of
tuition due.
The Employees supervisor must give prior approval for any course(s) for which
the Employee receives tuition waiver.
The Employee may take only one course each semester during normal working
hours.
The Employee or dependent is subject to all the Colleges academic and student
rules and regulations. Employees or dependents who do not attain a grade of C
or better in the course for which tuition has been waived forfeit their eligibility
for tuition waivers and will be charged through payroll deduction the full cost of
the course(s) tuition.
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Chapter Nine: Cessation of Employment

9.1 Voluntary Cessation of the Employment Contract (Resignation)
9.1.1 Technical and Support Staff Employees. To separate in good standing, Technical and
Support Staff Employees must give a minimum of two weeks of notice of resignation. The
Employees supervisor can waive the notice period if necessary.
9.1.2 Management and Professional Employees. To separate in good standing, Management and
Professional Employees must give a minimum of sixty days of notice of resignation. The
supervisor can waive the notice period.
9.1.3 Sufficient Notice. Employees who give insufficient notice may not be eligible for
repatriation benefits and for re-employment. A notice of resignation must be confirmed in writing,
either by the Employee or the supervisor, and a copy immediately forwarded to the Human
Resources Director. It should include the last day of work, the effective date of the resignation and
the reason for resignation. The President or Human Resources Director will accept the resignation
in writing and provide details/conditions for release from the Employees contract.
9.1.4 Withdrawal of a Resignation. Withdrawal of a resignation may be permitted provided the
Employee provides notice in writing, prior to the effective date, and if the President agrees to the
proposed withdrawal.
9.1.5 Exit Interview. The Human Resources Director shall conduct an exit interview with
Employees departing the College prior to the expiration of their contracts to determine the cause or
causes of the departure.
9.2 Involuntary Cessation of the Employment Contract
9.2.1 Contract Not Yet Expired. In order to preserve institutional integrity, the employment of an
Employee whose term contract has not yet expired may be prematurely ended at any time for the
following reasons:
a.
Cessation Without Cause/Reduction in Force. The employment of an Employee
may be prematurely ended for financial exigency, curricular exigency (which includes but is
not limited to reorganization of the administrative structure as may eliminate the department
or discipline of the affected employee), or medical circumstances.
1. Cessation of Employment Contract for Medical Reasons
An Employee shall be terminated for medical reasons when evidence of their
incapacity to perform the position duties are substantiated by a duly authorized
physician.
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2. Notice
Employees terminated because of a financial exigency, curricular exigency,
reorganization or medical reasons will be given written notice as far in advance
as possible, but no less than one (1) month. If these individuals are rehired by the
College within six (6) months following termination, they will retain all benefits
eligibility from last prior service. Employment date remains the same as it was
prior to termination. Each employee is expected to work until the effective date
of the termination, unless an exception has been approved by the Human
Resources Director and the President. The College reserves the right to end
appointments on shorter notice in circumstances of financial exigency.
b.
Cessation With Cause . Cause is defined as:

1. Moral turpitude;
2. Incompetence;
3. Insubordination;
4. Improper or illegal conduct as defined in the Human Resource Policy and
Procedure Manual or law;
5. Neglect of duties or unsatisfactory performance;
6. Violation of any term or condition of this Contract;
7. Violation of any term, condition, custom or practice of the College;
8. Action that subjects the College to possible or actual liability;
9. Medical incapacity; or
10. Death.
As set forth above in Chapter 4, the employment of any employee of the College
may be prematurely ended by the College with immediate effect and without further
compensation for Cause as defined in this Manual. Employees dismissed with
Cause will be provided with the notice and due process procedures set forth above in
Chapter 4 of this Manual.
9.2.2 Cessation/Non-Renewal at the Expiration of Contract. An employee whose contract is not

renewed must be notified in writing at least sixty (60) days prior to the end date of the contract.
9.3 Clearance on Separation from the College
When an employee separates from the College, he or she must turn in all College property before
receiving his or her final paycheck. Any balance owed the College will be deducted from the final
paycheck.
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9.4 Abandonment of Position

9.4.1 Purpose
This policy provides assurance that the business of the College shall continue without undue
interruption and allows limited yet reasonable unreported absence in the event of personal
emergency.
9.4.2 Definitions
An employee shall have abandoned his/her job when the employee has failed to call in and directly
notify the supervisor of the reason for absence from work for one work week. Job abandonment
will also occur when an employee fails to return to work or directly notify the supervisor of the
reason for absence within one work week after any approved leave of absence or disciplinary
suspension.
9.4.3 Procedures
When an employee has abandoned his/her job, that employee shall be immediately terminated from
college employment. Such termination shall be a voluntary resignation and shall not be subject to
the grievance policy and procedure. Subsequent to termination and on receipt of new information
within thirty days of the date of termination, a review of the facts and circumstances by the Human
Resources Director may result in a recommendation to the President to reinstate the Employee.
9.5 Termination Date
Termination date is the last day of work exclusive of days of vacation to be paid. Each employee is
expected to work until the effective date of the termination, unless an exception has been approved
by the Human Resources Director and the President.
9.6 Records Retention
Upon termination of an Employee, all relevant Human Resources forms and records are to be sent
to the Human Resources Office for retention.
9.7 Severance Policy
9.7.1 Purpose.
To provide specific circumstances under which severance may be offered, recognizing that
severance is not an entitlement.
9.7.2 Parameters and Limitations.
a. Acknowledging that it is sometimes desirable for both parties to end an employment
relationship and facilitate an orderly termination process, the College may provide for
severance payment, contingent upon a release of claims
b. No severance agreement with a payout amount greater than one/twelfth (1/12) of the current
annual salary of the employee leaving employment with the College will be valid or
authorized unless approved by the Board of Regents.
c. In no case will a severance be approved if the employment relationship is terminated for
cause.
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Chapter Ten: Miscellaneous

10.1 Human Resources Records and Confidentiality
10.1.1 Records Maintenance
The official personnel records of all Employees of the College will be kept by the College Human
Resources Office. It is the responsibility of the Human Resources Office to assure the security and
privacy of these records. For purposes of this policy, a personnel file includes records related to
performance and training as well as other records used for hiring, promotion and disciplinary
decisions. It will not include any medical records.
10.1.2 Access
An Employee, or his/her representative, may request access to his/her personnel file. All requests
for access to the personnel file must be provided in writing to the Director, Human Resources.
Upon receipt of such a written request, Human Resources will schedule an appointment for the
Employee to view his/her file during normal office hours. An Employee may not remove any
documents from the personnel file but may provide a written response to any document in the
personnel file. Written responses of the Employee will be attached to the original document in the
personnel file. An Employee may also request to receive a copy of one or more documents in
his/her personnel file. Requests for copies must also be made in writing to the Director, Human
Resources. Employees may be charged a reasonable fee for the time and cost of copying the
requested documents. A log shall be maintained in each Employee personnel file to keep record of
the date and the identity of the Employee or authorized Administrator accessing the file as well as a
record of documents copied at the request of the Employee.
10.1.3 Confidentiality of Information. All material in an Employees files will remain confidential
and will not be disclosed except to authorized College Administrators. Written, specific permission
must be granted by the Employee for disclosure of Employee information to any other individuals
or organizations.
10.2 Employee Organizations and Committees
10.2.1 Employee Organizations
The College recognizes the right of its Employees to join or not to join Employee organizations.
10.2.2 Administrative Decisions Unaffected
Administrative actions or decisions affecting an individual Employee will be made without regard
to an Employees membership or non-membership in such organizations.
10.2.3 Employee Recommendations
College Staff and Faculty are free to form their own organizations and are invited to make
recommendations to the College with respect to academic, professional and other matters of
general concern to all Employees.
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10.3 Outside Employment

10.3.1 Employee Rights
Employees are free to pursue outside employment, subject to the limitations articulated below.
10.3.2 Limitations
Employees may engage in outside employment only if such outside employment does not:
a. conflict with the duties and responsibilities of their position at the College
b. conflict with their duly scheduled work hours
c. damage the image of the College or its Employees
d. conflict with applicable local law
10.4 General Vehicle Use Policy
10.4.1 General.
All College Employees must fill out a Vehicle Permit request form in order to operate a College
vehicle. The Permit must contain the name of the requesting Employee, a brief description of the
reasons for the need to use the vehicle, the date and time of must, and must be certified by the
department head, the Chief Administrative Officer, and the Director, Physical Plant.
10.4.2 RMI Drivers License Required
All College Employees must possess a valid RMI government drivers license in order to operate a
College vehicle.
10.4.3 After Hours Use of a College Vehicle
Employees who need the use of a College vehicle after hours (between 5 pm and 8 am the
following day or on weekends) must fill out a Vehicle Permit in advance. The vehicle must be used
solely for the purpose for which it has been requested as indicated in the Permit submitted by the
department and operated only by the officer that the permit has been assigned to.
10.4.4 Presidential Vehicle
The President is entitled to the 24 hour use of the Presidential vehicle. No family members of the
President, or of his or her spouse shall be permitted to operate such vehicle
10.4.5 Accidents or Damage. In cases of vehicle accidents or other damage to College vehicles, a
thorough investigation by the Director of the Physical Plant and the RMI police (if necessary) will
be conducted. If the Employee is found to be at fault, arrangements must be made for the
Employee to pay for all necessary repairs. If an Employee is found to have been operating a
College vehicle while under the influence of alcohol or any illegal substance, their driving
privileges may be revoked completely.
10.4.6 Land Grant Vehicle Use. Pursuant to the COM-CMI Memorandum of Understanding, the
College policies on the use of vehicles is expected to be applicable to Land Grant vehicles also.
The Dean, Land Grant is responsible to ensure that vehicles are used for program-related purposes
only. No Land Grant vehicle should be used for personal reasons or errands.
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10.5 Security Precautions

In general, the College is a safe area in which to live and work.
10.5.1 Security Precautions
Because of the open nature of the campus, however, there are precautions that Employees should
follow for their own well-being:
a) Avoid walking alone at night.
b) Walk where there is plenty of light and traffic.
c) Avoid shortcuts through unoccupied buildings and unlighted areas.
d) Use the public walkways.
e) Be alert.
f) Lock offices when left unattended.
g) During non-business hours, keep office doors closed and locked.
h) Never leave wallets, purses, or other valuables unattended.
i) Report thefts to the appropriate security office or police immediately.
j) Lock up keys that are left behind in your work area.
k) Remove building identification tags from key rings.
l) Report suspicious persons immediately to campus security.
10.5.2 Safety Measures
Safe working conditions are important throughout the College. If Employees observe any unsafe
conditions, you should report them to the Physical Plant Division immediately. Examples of unsafe
conditions include, but are not limited to, slippery floors, hazardous equipment, defective or broken
equipment or property, careless handling of combustibles, exposed wiring, and cluttered hallways,
stairs, exits, and entrances.
10.5.3 Fire Safety
Cigarettes or other litter in trash receptacles are common causes of fires. Other causes include
improperly used electrical equipment, flammable liquids left uncovered and unattended,
accumulated oily rags in closed containers, and poor wiring or defective electrical devices.
a.
Power Outage In the case of an electricity power outage, Employees are encouraged to turn
off and unplug all their electrical equipment including, but not limited to, computers,
printers, fax machines, water coolers, photocopiers, and lights.
10.6 Infectious Disease

10.6.1 General
In the even an Employee contracts an infectious disease (a disease which is caused by an infection
and is capable of being transmitted from one person to another), it is the intent of the College to
strike a balance between the right of the Employee to continued employment and the right of all
other College Employees and students to be free from risk of exposure to the infectious disease.
Infectious diseases shall include but are not limited to, hepatitis A and B, AIDS, AIDS virus,
tuberculosis, German measles (Rubella) and chicken pox.
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10.6.2 Physicians Statement Of Health

Due to the potential spread of infectious disease, the College administration may require a
physicians statement of health be submitted once the College administration learns that an
Employee has contracted an infectious disease. Each reported incident of infectious disease shall be
reviewed on a case-by-case basis and the College shall determine if an Employee diagnosed with an
infectious disease will be allowed to continue working. Such determination shall be made by the
College administration after consultation with the Employees physician and/or a physician
designated by the College if the College so chooses to seek the advice of a doctor of its own
choosing, and such other persons or resources, including the public health department, as the
College may deem necessary in making the determination. In reviewing each case, those parties
involved shall consider the physical condition of the Employee, the type of interaction the
Employee will have with others at the College, and the impact on the Employee and others at the
College.
10.6.3 Non-Contact Duties
Pending such determination, if the Employee is certified as able to work, the Employee may at the
option of the College be assigned to perform duties not involving contact with students, community
members, or other Employees. The Employee may at the option of the College be granted leave
time with or without pay during this period. The College will notify the Employee of its
determination as soon as possible to minimize the time period in which an infected Employee is
excluded from his/her regular duties should it be determined that the Employee poses no significant
risk of harm to others in the College setting. If the Employee is allowed to continue work, the
College shall make reasonable efforts to accommodate the infected Employees condition including
reassignment when appropriate.
10.6.4 When Employee Cannot Work Because of Infectious Disease
An Employee diagnosed with an infectious disease who cannot perform his/her job duties may have
the option to use sick leave, annual leave or other approved leave time and shall be required to
provide the Human Resources Office with a written release from the treating physician before being
eligible to return to work.
10.6.5 Confidentiality
The identity of an infected Employee or of an Employee reasonably suspected of being an infected
Employee shall be disclosed only to those individuals who have a need to know. Employees
informed of the identity of an infected Employee shall not disclose such information to others
except as authorized by this policy or as required by law. Employees who disclose such
information, in violation of this policy, are subject to disciplinary action.
10.6.6 Termination. In the even the College administration finds that the employment of an
Employee who has an infectious disease must be discontinued, such termination shall be handled
according to the CMI policies governing termination, suspension, demotion and termination for
cause.
97
10.7 E-mail, Internet and Telephone Use

10.7.1 Telephones and Email. The College recognizes that a limited number of personal local
phone calls and/or emails made during working hours to be a benefit for Employees; however,
such calls and emails should be kept to a minimum. This applies to all Employees.
10.7.2 Personal Long Distance Calls. No personal long distance phone calls may be made from
College telephones. Accepting personal collect calls and charging personal long distance phone
calls to the College is prohibited.
10.7.3 Other Inappropriate Use. College telephones and email addresses are for business use;
inappropriate use or distribution of these numbers or email addresses is prohibited. Examples of
such inappropriate use or distribution include, but are not limited to, using a College phone
number or email address as the number or email for a personal business and entering College
phone numbers or email addresses on the Internet for personal reasons. Inappropriate use or abuse
of College phone, e-mail, or internet services may result restrictions of service, suspension of
service, denial to services, and/or College disciplinary proceedings.
10.7.4 Internet. The use of the Internet for CMI business purposes (including research and course
development etc.) is a necessary benefit for employees. Personal use of the Internet should be kept
to a minimum. Inappropriate use of the Internet is prohibited. Examples of such inappropriate use
includes, but is not limited to, online shopping, viewing sexually explicit sites, or visiting chat
rooms.
10.8 Copyright Law
10.8.1 General. All Employees of the College are expected to respect the copyright associated
with intellectual property which, except under specified circumstances, prohibits the duplication,
public display, or performance of such property without permission of the owner of that copyright.
Intellectual property includes visual images, software, and other creative expressions, whether
fixed electronically or in hard copy. The copyright law is a particularly important part of the
legal framework governing an academic community.
a.
Compliance. College Employees are required to comply with all copyright laws and
College policies and procedures governing the use of software products. Unauthorized
copying use or disposal or software shall be considered as a violation of College policy.
Procedures to manage the use of the Colleges software resources shall be maintained by
the Information Technology Department.
10.9 Use of College Equipment and Supplies

College property is intended for College business only and is not for personal use. The use of
College funds to purchase personal or other items not related to College business is prohibited.
98
10.10 Kijejeto in Jerbal/Employee of the Month Award Program

10.10.1 Purpose of the Award
a. To recognize outstanding full-time Technical/Professional and Support Staff Employees of
the College of the Marshall Islands who embody the Colleges standards for excellence and
innovation.
b. To reward those employees who show exemplary individual achievement, contribution, and
performance in their jobs and other related duties beyond their own offices.
c. To acknowledge those whose efforts have inspired and supported the performance and
achievement of others.
d. To provide awards to such employees by a means that is fair, with equal consideration of all
eligible staff, regardless of the locus or level of responsibility within the College.
e. To provide monthly recognition of a College Professional, Technical or Support staff
member who demonstrates:
i.
a positive attitude toward work responsibilities, co-workers, and customers, and
serves as a role model for others;
ii. commitment to quality in carrying out job responsibilities, and is an asset to the
College community;
iii. a willingness to exercise servant-leadership, take initiative, and accept and carry out
additional responsibilities beyond regular job assignments for the good of the
campus community as a whole.
10.10.2 Name of the Award
The name of the award shall be the Kijejeto in Jerbal Award
10.10.3 Nomination and Selection Process
a. A Committee of the Staff Senate shall have the responsibility for managing the nomination,
selection, and award process for the Kijejeto in Jerbal Award program.
b. Staff Senate President shall make the initial appointment of the necessary number of
committee members at the start of the 2013/14 academic year, with the advice and consent
of the Staff Senate. The President shall annually make subsequent appointments to the
committee in accordance with the staff Senate By-laws
c. Composition of the Kijejeto in Jerbal Award committee shall be two (2) members of Staff
Senate and three (3) members of the general employee population. Members of the
committee shall serve for one year and are not eligible to receive the award during their year
of service.
d. One (1) employee per month shall be selected for a single award each month.
e. A candidate for the award must be an individual, not a department, division or other
functional unit or group of people.
f. Nominations may be made by anyone with an active affiliation with the College community
(i.e., staff, faculty, administrator, student, alumni).
g. A candidate for the award must meet the following criteria:
i. Nominee must be a full-time, Professional/Technical or Support Staff employee of
the College
ii.
Must have been employed for at least one (1) year
iii. Can be employed at any of the Colleges physical locations (Uliga, Arrak, Ebeye)
99
iv.
v.
vi.
vii.
viii.
ix.
Has not been selected as Kijejeto in Jerbal Award/Employee of the Month within the
past twelve (12) months
Must not have any active disciplinary action pending
Has a positive attitude toward work responsibilities, co-workers, and customers, and
serves as a role model for others
Is productive, exhibits commitment to quality in carrying out job responsibilities,
and is an asset to the staff of his/her department
Is willing to take initiative, and accepts and carries out additional responsibilities
beyond regular job assignments.
Is consistently dependable and punctual in reporting for duty, completing
assignments on time, and participating in additional responsibilities.
h. Any eligible staff member may be nominated more than once.

i. All nominations must be submitted on the form available [insert link to form] and received
by the committee by the last day of the month in order to be considered for that months
award
j. Nominees who do not receive the award for the month in which they have been nominated,
may be nominated again, but will not automatically remain in the nomination pool.
10.10.4Award Framework
a. Award recipients shall receive:
i. A visit from the members of the committee to present the award, where a picture will
be taken for publication in internal communications venues;
ii.
A token of appreciation for the employee to keep;
iii. A certificate suitable for framing;
iv.
Inclusion on an engraved plaque to be prominently displayed in an appropriate
location of the College; and,
v.
An invitation to the Annual recognition event
100
Grievance, 29, 35
A
H
Administrative Leave, 73
Annual Compensation Pool, 58
Annual Leave, 68
Annual Recognition and Reward, 58
Authority of President, 10
Holiday Work Compensation, 55

Housing, 65
Housing Security Deposit, 65
I
Initial Contracts, 26
Involuntary Cessation of the Employment
Contract, 91
Benefits, 62
Bereavement Leave, 74
Board of Regents, 6, 10
J
C
Jitdam Kapeel Programs, 77

Job Classification and Salaries, 52
Job Establishment, 51
Cause, 92
Cessation With Cause, 92
Consensual Relationships, 44
contingency appointment, 22
Corrective Action, 33
K
Kijbarbar Im Kotobar Start (KiK Start)
Program, 77
Koto Emakroro (Prosperous Wind) Program,
78
D
Demotion, 57
Determination of Degree Equivalency, 16
Disciplinary Action, 35
Disciplinary Principles, 32
Drug-Free Workplace, 46
L
Limited Term (Temporary) Appointment, 21
M
Mission, 7
Moving In Allowance, 67
Ejjo Lien Kojjarin (Inner Strength) Program,

79
Emergency Leave, 74
Employee Discipline, 32
Employee Family Education Benefit Policy,
62
Equity in Recruitment, 15
N
Narrative Description of Job
Characteristics, 53
Nepotism, 19
Non-Competitive Internal Promotion
Policy, 56
F
Faculty Contract Renewal Options, 27
Faculty Initial Contract Duration Incentives,
27
Family or Community Service Leave, 74
O
Overtime and Compensatory Time-Off, 60
P
Pay Level Advancement on Attainment of a

Degree, 60
Permanent Appointment, 21
Personal Leave, 72
Grade Level, 53
Grant Funded Employment, 23
101
Position Descriptions, 51
Probation Subsequent to a Performance
Appraisal, 25
Probation Subsequent to Promotion, Lateral
Reassignment, or Demotion, 25
probationary period, 24
Probationary Period Subsequent to
Promotion, 56
Problem Resolution, 31
Procedure for Revision, 11
Prohibited Harassment, 44
Promotion, 55
Salary Schedule Adjustments, 54

Severance Policy, 93
Sexual Harassment, 37
Sexual Harassment Prevention and
Resolution, 37
Sexual Misconduct, 37
Shift Differential Compensation, 61
Short-Term Disability, 71
Sick Leave, 69
Smoking Policy, 47
Standards of Conduct, 33
standards of conduct and work performance,
31
Supplemental Health Insurance., 27
R
Recruitment Objectives, 15
reference checks, 19
Renewal Contracts, 27
Repatriation Moving Benefit, 67
resignation, 66
Resignation, 91
Review of Compensation Plans, 54
Reward Principles, 50
T
Temporary, Acting and Interim Positions, 55
Temporary, Part-Time position, 22
Transportation, 66
Tuition Waiver, 89
W
Work Performance Evaluation, 48
Workforce Action Policy, 14
Workmans Compensation, 62
workweek, 29
S
Salary Placement on Initial Hire, 58
Salary Policy, 50
Salary Schedule, 51
102

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College of the Marshall Islands

Accredited by the Western Association of Schools and Colleges

College of the Marshall Islands

Human Resources Policy and Procedure manual

Chapter Two: Recruitment .................................................................................................... 15

Chapter Three: Contract Administration ........................................................................... 21

College of the Marshall Islands

Human Resources Policy and Procedure manual

Chapter Four: Conduct and Work Performance Standards............................................. 31

General Policy ...............................................................................................................................................31

Problem Resolution ............................................................................................................................................31

4.3 Employee Discipline ...........................................................................................................................................32

General Standards of Conduct ...........................................................................................................................33

4.5 Written Notification of Disciplinary Action............................................................................................................35

Chapter Five: Performance Evaluation and Compensation.............................................. 48

College of the Marshall Islands

Human Resources Policy and Procedure manual

Pay Level Advancement on Attainment of a Degree ..................................................................................60

Chapter Six: Employee Benefits ........................................................................................... 62

Chapter Seven: Employee Leave .......................................................................................... 68

Professional Development ....................................................................... 77

8.1 General Policy......................................................................................................................................................77

College of the Marshall Islands

Human Resources Policy and Procedure manual

Chapter Nine: Cessation of Employment ............................................................................ 91

Chapter Ten: Miscellaneous ................................................................................................. 94

College of the Marshall Islands

Human Resources Policy and Procedure manual

This Manual is the property of the College.

College of the Marshall Islands

Human Resources Policy and Procedure manual

College Mission and Goals

College of the Marshall Islands

Human Resources Policy and Procedure manual

College of the Marshall Islands

Human Resources Policy and Procedure manual

College of the Marshall Islands

Human Resources Policy and Procedure manual

Chapter One: Authority and Purpose

College of the Marshall Islands

Human Resources Policy and Procedure manual

1.5 Clerical Errors

A particular proposal contains no more than one alteration of substance;

b. Role of the President

College of the Marshall Islands

Human Resources Policy and Procedure manual

c. Board of Regents Approval

College of the Marshall Islands

Human Resources Policy and Procedure manual

1.8 Freedom of Expression and Dissent

College of the Marshall Islands

Human Resources Policy and Procedure manual

1.10 Workforce Action Policy

Annual Assessment of Workforce Demographics.

College of the Marshall Islands

Human Resources Policy and Procedure manual

Chapter Two: Recruitment

College of the Marshall Islands