Full Time Administrative/Supervisory

Orientation

After reading all the information, including the links, you will be ready to make an appointment with the Human Resource office. 503-657-6958 ext. 2318 or 2856.

I have completed the electronic orientation - "What do I do now?"

Advanced Degree Program Return to top
CCC Administrative/Supervisory employees are eligible for advanced degree tuition waivers; 1/3 tuition paid by employee, 1/3 tuition paid by CCC, 1/3 tuition waived by Marylhurst University.
If employee's area of study is not offered by Marylhurst, CCC will pay 1/3 of the tuition at the college of employee's choice. (If the tuition, at the college of choice, is higher than that of Marylhurst, CCC pays only the amount equivalent to 1/3 tuition at Marylhurst rates.)

Campus Safety Guidelines for Campus Behavior Return to top

Campus Safety / Alcohol & Drug Information / Crime Statistics / Help for substance abuse
Welcome to CCC / The Department of Campus Safety

Car Pooling
Automobiles are the single greatest contributor to the deterioration of air quality. 83% of CCC full-time employees travel to work daily as a sole occupant of a vehicle. (Statistic from the 1997 ECO Survey)

Tri Met
Tri Met is working to improve service to the Oregon City area. New routes are already in service. Plan your bus trip to work by using one of the following options:
Log on the web site http://www.tri-met.org - Call 238-RIDE - Pick-up a route brochure, available in the Community Center (ASG Office).

Bicycling
Bicycling is an excellent way to save the air and improve your health
Call ext 2295 for information on bike storage and cycling partners.
The save a Trip program is brought to you by the Employee Commute Option Committee, George Sims for information on how CCC plans to help improve air quality.

Copyright Manual Return to top
Electronic Copyright Manual

Employee Handbook Return to top
The Employee Handbook is intended to provide answers to many of the questions that may arise in an employment relationship. Employees may also contact the Human Resource Office for clarification of any work rule or contract interpretation.

Flexible Spending Accounts (IRC Flex 125 / Tax-Sheltered Costs)Return to top
CCC provides the option for employees to enroll in a flexible spending account (during open enrollment in September only) to allow for payment of qualified expenses through pre-tax deductions.
Excess health/dental premium costs above the employee fringe benefit package allotment, for dependent medical/dental coverage.
Qualified non-reimbursed out-of-pocket medical expenses (limited to $3,000 annually).
Dependent childcare expenses (limited to $5,000 annually).
Electronic Section 125 Receipt Claim Reimbursement Form  

Flex 125 guidelines

Hazardous Communications Return to top
This employee guide to the College's Hazard Communication Program is designed to assist you in locating more comprehensive reference materials. The handbook will describe briefly the requirements of this division, and describe how you as employees might benefit from this information. This is required reading and the "Notice of Issuance" form be signed by the supervisor and employee, then returned to the Human Resource Department at the time of the scheduled HR orientation.

Insurances [Mandatory]Return to top

You may opt out with proof of insurance.

To register on line for insurance please go to: https://myoebb.org/oebb/!pb.main

You will not be able to register until after your scheduled orientation in the HR office has been completed.

Health Insurance (link to benefit page)

Employee and dependent insurance coverage starts on the first of the month following the completion of the employee orientation.

Leaves Return to top
Compassionate Leave (Death in family)
Up to three days leave allowed for each occurrence in the event of death family in the employee to make household adjustments and/or attend funeral services.

Family Medical Leave
Employees may request, in writing, a medical leave for the purpose of caring for a family member with a serious health condition. [In accordance with ORS 659.470 - 659.494]
An employee is entitled to a total of twelve weeks of leave during any calendar year for one or more of the following reasons:
Birth or placement for adoption or foster care of a child within twelve months of the birth or placement
The serious health condition of a spouse, child, or parent (parent-in-law are not included)
The employee's own serious health condition.
Employees may be placed on family medical leave either at the employee's request or at the employer's discretion. The employee is required to use all eligible sick leave and/or personal leave time concurrent with family medical leave time.

Holidays Return to top
Ten paid holidays are included in the 261 day (12 months)
Independence Day, July 4
Labor Day, First Monday in September
Veterans Day, November 11
Thanksgiving Day, Fourth Thursday in November
Friday after Thanksgiving, Fourth Friday in November
Christmas Eve, December 24
Christmas Day, December 25
New Year's Day, January 1
Martin Luther King Day, Third Monday in January
Memorial Day, Last Monday in May
If a holiday falls on Saturday, Friday will be observed as the paid holiday; if a holiday falls on Sunday, Monday will be observed as the paid holiday. In the event that New Year's Day or Independence Day (July 4) occurs on a Sunday, the College may schedule the holiday on the preceding Friday.

Jury Duty Return to top
All employees called for jury duty or subpoenaed as witnesses to a College-related activity shall suffer no loss of pay except any pay for such duty will be endorsed to the College. Any payment for reimbursement of expenses shall be deposited with the cashiers at Roger Rook.

Employees appearing in court on their own behalf or subpoenaed as witnesses for other than a College-related activities will have to file either vacation or personal business leaves of absence.

Military Leave is granted to permanent full-time employees for temporary active duty as required by federal and state law.
Employees required to attend summer encampment as members of the Armed Forces Reserves or the National Guard will be granted a military leave of absence with pay for a period not to exceed fifteen consecutive calendar days in any calendar year.
Training year is defined according to the federal fiscal year beginning October 1 and ending September 30.
Requests for military leave should be made well in advance to allow supervisors time to schedule workloads properly. A copy of military orders assigning leave must accompany requests for military leave.
"Service" means the performance of such military duty on a commission or non-commission status, and on a voluntary or involuntary basis, in a uniformed service.

Parental Leave Return to top
Temporary disability resulting from pregnancy or a complication resulting from pregnancy during employed status shall be treated no differently than any other temporary disability that would be covered by the college sick leave policy.
Parental Leave-without-pay for a reasonable period, not to exceed six months shall be granted by the college at the request of the employee. Complications affecting return to work shall be considered for extension of the leave of absence for an additional period not to exceed six (6) months.
Upon return from parental leave, the employee shall have the right to return to the same position held before going on parental leave, or to an equivalent position for which that employee is qualified.

Payroll Deductions Return to top

Optional Deductions:  Savings Bonds, Tax Sheltered Annuities (list of approved companies), CCC's optional group insurances, IRC Flex 125, CCC Foundation, United Way, Credit Union or any other approved benefit program

Personal/Emergency Leave Return to top
Credited 24 hours personal leave at the beginning of every fiscal year (July 1).
Does not accrue. Hours not used by June 30th each year, will be lost.

Pro-rated 1st year of employment.
Personal/emergency leave may be used for business matters, legal matters, school functions for dependent children, funerals not chargeable elsewhere, and for bona fide emergencies.

Sick Leave Return to top
8 hours sick leave accumulated for each full month worked.
To be used in the event of employee illness, medical/dental care, or illness of a family member.
Sick leave shall accrue without limit.
When transferring from another Oregon PERS institution you may transfer 1/2 of your sick time balance (up to 600 hours) to CCC.

Vacation Return to top
16 hours per month accumulated for each full month worked.
Maximum yearly carryover is 384 hours. Excess hours are lost at year end (August 31) if not declared. These hours must be used by December of the same year.
Upon voluntary separation from employment at CCC, maximum payment of hours equals 120 hours.

PERS - Public Employees Retirement System Return to top
Employee must be employed six months before becoming a member unless new employee is from a PERS employer.
Employer contributes 6% of monthly gross income.
Vested after five (5) years or age 50, whichever occurs first.
Membership handbook available at http://oregon.gov/PERS

Personnel File Return to top
All full time employees will have a personnel file in the Human Resource office. Copies of materials in a official personnel file shall be confidential and shall be restricted for use to formal institutional meetings, normal administrative requirements or when otherwise required by law. Excluding confidential material secured by the college during the employment process, each staff member shall have access to their own personnel file during normal business hours. A staff member shall have the right to read all material and append to it answers to any charges, complaints, or statements therein contained.

Personal Information Return to top
Employees have the responsibility to notify the Human Resource Office immediately in case of a change in name, address, telephone number, number of dependents, marital status, beneficiaries, etc.
A W-4 form or an e-mail to the HR department is necessary to change this information in the college system, including payroll information, insurance and PERS address changes.
A new social security card or a receipt from the Social Security Office must be shown to the Human Resource staff in the event of a name change.

Release of Student Information Return to top
"The Most Important Things to Remember About FERPA" is a document that the registrar's Office enforces in accordance with Family Educational Rights and Privacy Act of 1974 (FERPA). As an institution, we are obligated to follow these guidelines. Please read this publication and if you have any questions, contact Tara Sphere at ext. 2742.

Retirement Return to top
If an employee is eligible for PERS retirement and has 12 years of service at CCC, the following benefits will be offered:
Medical and dental insurance coverage to age 65, for employee only.
Medical and dental insurance coverage may be available for dependents. (Paid by employee)
Life Insurance policy to age 65, for employee only.
Potential monthly stipend. (Details available in the Human Resource Office.)
Tuition waivers for self, spouse and IRS dependents.

Eligibility Requirements: CCC will provide the following benefits to employees who have completed twelve consecutive years of service with the college just prior to retirement, who are qualified and executing PERS retirement, but not yet sixty-five years of age, and who elect the option of early retirement.
For the purposes of determining consecutive years of service, paid leave (including up to two years long-term disability) will be counted as time served. Unpaid leaves do not constitute a break in consecutive years of service, but will not be counted as time served.
A. If the employee is not yet age sixty-two after meeting eligibility requirements as described above, the employee is eligible for 1, 2, and 3 listed below under Benefits.
B. If the employee is age sixty-two but not yet age sixty-five, after meeting eligibility requirements as described above, the employee is eligible for 2 and 3 listed below under Benefits.
Benefits:
1. A Monthly stipend determined from the chart, in your union contract, according to the employees pay level at retirement, for a maximum of 48 months or until the employee reaches age sixty-two. Employees retiring before age fifty-eight may opt to receive monthly payments equal to the monthly stipend x 48 months, divided by the number of months eligible up to age sixty-two.
2. Medical and dental insurance generally provided employees and dependents, until retiree reaches age sixty-five and shall be subject to approval of carrier. This benefit cost shall follow the fringe benefit amount in the your retirement year.
3. Existing (employer paid group plan) life insurance coverage at the time of retirement (maximum $50,000) for employee until age sixty-five.
A minimum of six months notice must be given prior to the planned date of retirement. This requirement may be waived by the College President.
Stipends or benefits are not transferable to a spouse in the event of the employee's death
If a payment has been authorized and a retirement date established, payment does not become an obligation of the College until the agreed upon retirement date. Death or termination of employment for any reason, prior to established date, terminates the obligation to pay by Clackamas Community College.

Sexual Harassment Information Return to top
The college maintains a working environment that is free from any form of sexual harassment. Sexual harassment is defined by state statute to include any unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact or other conduct or communication of a sexual nature. Anyone who is experiencing sexual harassment or who has questions concerning sexual harassment should contact the Human Resource Office. Administrative Regulations on sexual harassment are covered under AR 610-001

Staff Development Return to top

The Administrative Short Term Leave Program allows a yearly allotment which can vary from year to year for staff development. More information can be obtained in the HR office.

Staff ID Return to top
Your staff ID number will be available to you after your first day paperwork has been completed and processed through the Human Resources office.

Your id number is available in the HR office, your department secretary or the registrar's office.
This is the number you will use to access the Cougar Trax system.

To obtain your CCC staff card contact the registration office in Roger Rook.

Step Movement Return to top
Scheduled step advancements are effective July 1.

Tuition Waiver Return to top
100% tuition waiver for full-time and retired staff, spouse, domestic partners and their IRS dependents.
Registering on MyClackamas?

Full time employees, retirees will have their tuition automatically waived and the remainder fee balance will be due to the Registar's Office.

Dependents and domestic partners will need to have a signature from HR for tuition waiver.

Stay tuned for electronic tuition waivers!

Registering with a registration form?

Staff may register before or after receiving a signature from HR. If registering prior to receiving the signature, please let the cashier know that you would like to pay for your fees only then obtain a signature from HR.

Voluntary Benefits Return to top
Click here for Voluntary benefits

Weather - Inclement Return to top
Memo on Inclement Weather

Worker's Compensation Return to top

Special Districts Association of Oregon (SDAO) - SDIS-Self-Insured Employers Group

TIMELY NOTICE: For Administrator/Supervisory Employees
Board Policy 605
To be eligible for timely notice, an Exempt employee must be continuously employed for two (2) full fiscal years. An Exempt employee will be considered for timely notice the fiscal year following completion of two (2) full fiscal years of continuous employment and will remain on probation until his/her continuing contract becomes effective.
Notice of termination or renewal will be made in writing and must be received no later than March 15 of the fiscal year following completion of this two (2) year period, unless the Exempt employee's probationary period is extended as outlined below. In the event notice is mailed, it will be sent to the Exempt employee's last known address in college files and will be considered received no later than three (3) days from the date of mailing. If the Exempt employee's contract is to be terminated, the termination will be effective on the June 30 immediately following notice. If the Exempt employee is to be retained, (s)he will receive a continuing contract starting on the July 1 immediately following notice, unless the Board authorizes the elimination of the administrative position. In that event, the termination will be effective the June 30 immediately following notice.
Notwithstanding the above, the college reserves the right to extend an Exempt employee's probationary period one (1) additional fiscal year at its discretion. Notice of extension will be made in writing and must be received no later than March 15 following completion of two (2) fiscal years of continuous employment as outlined above. In the event an Exempt employee's probationary period is extended, (s)he must receive notice of termination or renewal no later than March 15 of the following fiscal year as outlined above.
Exempt employees who have not completed the two (2) fiscal years of continuous employment and who are placed on an exempt salary schedule will be notified on or before March 15 as to whether their contracts are to be renewed or terminated. If the contract is terminated, the date of termination will be effective June 30 immediately following notice.
Notice of non renewal for a continuing contracted Exempt employee will be made in writing prior to March 15. The date of termination will be effective twelve (12) months from the following July 1 after notification, unless the Board authorizes the elimination of the Exempt position; in that event, the termination will be effective the June 30 immediately following notice.
It is further provided that any contract will be of no force and effect, unless and until the Board has legal authority to levy the monies necessary to meet the college budget. The Board reserves the right to revise, reduce, eliminate, consolidate and otherwise change positions as necessary to meet budgetary constraints.

What do I need to return to the HR office? Return to top

Call the HR office and reserve an appointment for additional orientation information.

Name, Date of Birth and Social Security number for you and your dependents for beneficiary reasons.
Notice of Issuance Form, signed by employee and supervisor. (hazard communication form)
Automatic Deposit (bring a void check)