Nondiscrimination
It is the policy of Carthage College and the responsibility of its administration
and faculty to provide equal opportunity without regard to race, color, religion,
age, sex, national origin, or sexual orientation. As a part of this policy,
the college strongly disapproves of any or all forms of sexual harassment
in the workplace, classroom, or dormitories. This policy applies to all phases
of the operation of the college.
Further, the college will not discriminate against any employee, applicant
for employment, student or applicant for admission because of a physical or
mental disability in regard to any position or activity for which the individual
is qualified. The college will undertake appropriate activities to treat qualified
disabled individuals without discrimination.
The Vice President for Administration and Business shall be responsible for
college-wide administration of this policy. Any questions regarding this policy
should be directed to William R. Abt, ext. 6200.
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Sexual Harassment
It is the policy of Carthage College to prohibit any acts of sexual harassment
towards employees, students, or guests of the college community. Failure
to comply with this
policy may result in termination of employment.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual
favors, or verbal or physical conduct of a sexual nature when: (1) submission
to such conduct is made either explicitly or implicitly a condition of an individual’s
employment or academic advancement, (2) basis for employment or academic decisions
affecting such individual, or (3) such conduct has the purpose or effect of
substantially interfering with an individual’s work or academic performance
or creates an undesirable working, studying, or living condition.
Any questions regarding this policy or concerns of harassment should be directed
to William R. Abt, Vice President for Administration and Business, ext. 6200.
Review of Allegations of Discrimination or Sexual Harassment
College policy clearly states that Carthage will not tolerate acts of discrimination
or sexual harassment on the part of students, administrative or staff employees
and faculty members. The following procedures have been established to assure
that appropriate investigation and action is instituted whenever an act of
discrimination or sexual harassment is brought to the attention of the college.
Any student, employee, or guest at the college may request a review of any
incident, policy or act of the college or a member of the Carthage Community
when an event of discrimination or sexual harassment is perceived. Where the
event involves actions of one student towards another, a request for review
of the incident should be directed to the Office of the Dean of Students (Students
should refer to the “Student Handbook” for the appropriate
procedure to follow). For review of other incidents, a request must be submitted
to the Vice-President for Administration and Business or the employee’s
supervisor.
All requests for review of an incident should be submitted within ten (10)
days of the event. Because of the transient nature of the student body and
many of the participants in campus events, any significant delay in the start
of an investigation may lead to inconclusive results. The report of any such
incident must be in writing, signed by the complainant, and include a description
of the specific event leading to the allegation, including the time, date,
persons involved and the issues to investigate.
At any meeting with members of the college administration, the complainant
may choose to be accompanied by an individual of his/her choice.
The Vice President for Administration and Business will respond to the claimant
within five (5) working days of the receipt of the complaint. This response
will indicate the results of the investigation and a statement of action taken
or proposed by the college. Should the investigation not be completed within
five (5) days, notification of continuation of the investigation will be provided
to the claimant together with an estimate for the date of the completion of
the investigation.
The complainant will have three (3) working days to review the information
provided by the college and request an opportunity to discuss the findings
with the Vice President for Administration and Business. Should the complainant
ask for a review of the initial decision, the college has three (3) working
days to request a review of the matter through the Office of the President.
Following a meeting with the President, the college has three (3) working days
to notify the complainant of the final decision of the college.
In accordance with Title IX and section 504, all employees retain the right
to file a grievance with the office of civil rights if they feel that the college
has not responded appropriately to their concerns.
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Hours
College offices are normally open from 8:00 AM until 4:30 PM, Monday through
Friday. However, because of the nature of the responsibility to the student
body, individual offices or departments may have operating hours that extend
beyond this period and may include evening or weekend hours. Staff employees
will normally work a seven and one half (7.5) hour day, for a total of 37.5
hours per week.
The department supervisor will determine the actual work schedule for each
member of the department.
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Overtime
At times, conditions may demand that the number of hours in the regular workweek
be increased beyond the normal level of 37.5 hours. Overtime will then be
specifically authorized by the department supervisor. Non-exempt employees
will be paid at their normal wage rate for the first 40 hours of work in
any calendar week, and at a rate equal to one and a half times the normal
rate for all additional hours for that week.
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Probationary Period
All newly hired staff employees must serve a probationary period of three months
duration. This period provides both the employee and the college an opportunity
to determine whether continued employment will be to the mutual benefit of
both. Status as a regular employee is granted upon the successful completion
of the probationary period.
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Attendance and Punctuality
Each employee is hired to fulfill a need of the college. Good attendance and
punctuality is expected of all employees. Instances of abuse or a poor overall
record cannot be tolerated. If an employee is unable to report for work as
scheduled, he/she is required to phone his/her supervisor before the start
of the scheduled shift, or as soon thereafter as possible. An unreported
or unauthorized absence of three working days will be considered a resignation.
Reinstatement will be subject to the rehire policy of the college.
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Personal Identification
A photo identification card is provided to all employees. It is the responsibility
of each employee to arrange to obtain this card. “ID” cards are
obtained through the Office of the Dean of Students, located in the Todd
Wehr Center.
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Personal Appearance and Dress
All Carthage employees are representatives of the college and are expected
to present a neat and orderly appearance. In college offices, normal business
attire is the standard dress. Custodial and maintenance workers are provided
uniform shirts or smocks to identify their status as employees. It is expected
that all employees will exercise good judgment and meet acceptable norms
for personal cleanliness, hygiene, and grooming.
The college does reserve the right to establish and maintain more specific
standards for attire if deemed appropriate for any particular position or group
of positions. Check with your supervisor if there are any questions regarding
this subject.
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Personal Work and Telephone Calls
Personal work (such as paying your bills) should not be done during working
hours. Personal calls must be restricted to those of an urgent or serious
nature. Use of the college phone system, fax machine, or Internet connection
for other than business or emergency personal purposes is a violation of
policy and is subject to disciplinary action.
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Changes in Personal Information
Be sure to notify the Business Office of any change in:
Name
Home telephone number
Address
Marital status
Number of dependents
Insurance beneficiaries
Contact person in case of emergencies
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Car Identification/Parking
Employees are to park their cars in lots and spaces specifically identified
for employee use. Any vehicle regularly driven to work must be registered with
the public safety department and display a Carthage College employee identification
sticker. These stickers are available without charge from the business office
located in Lentz Hall, room 434.
If it is necessary to park a non-registered car on campus, please notify the
public safety office immediately after reporting for work and provide a description
of the vehicle and the parking location.
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Employee Accidents
Any employee who is injured on the job must notify the department supervisor
at once so that proper medical attention can be provided. Injury reports
must be prepared and submitted, without delay, to the business office, so
that appropriate action can be taken to preserve the employee’s rights
under the provisions of the workers compensation statutes.
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Blood Borne Pathogens
In compliance with OSHA regulations, Carthage has determined that the following
job categories have the potential for exposure to blood borne pathogens:
Nurse
Athletic trainers
Custodial personal
Certain maintenance personnel
Appropriate training and response materials will be provided to individuals
in these job categories. No other employees are authorized to treat individuals
with open wounds or to remedy a blood spill. Any employee coming in contact
with blood or other body fluids are to immediately contact the college nurse,
if available, or their supervisor.
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Snow/Weather Emergencies
During the regular academic year, it is the policy of the college to attempt
to remain open if at all possible. With a large student population residing
on campus, it is important that normal services be maintained. Each employee
is expected to report for work, as scheduled, but good judgment should be
exercised if an employee feels uncertain about his/her safety. Employees
unable to report for work should notify the college as with any unplanned
absence.
Under extreme conditions, the college may elect to cancel classes and /or
close. This decision will be announced on local radio stations. The cancellation
of classes means that college offices and services are still open. Administrative
and staff personnel are expected to report for work but need to make their
own decisions regarding their personal safety. Should the college be closed,
only emergency employees are expected to report for work.
If an employee does not work during a snow/weather emergency, he/she may request
payment for the absence through the use of a personal or vacation day.
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Conditions of Employment
Certain standards of performance and conduct must be maintained in an organization.
Because of the nature of the college and our responsibilities toward the
education of the student body, the highest standards of ethical and moral
behavior must be applied to our employees. When an employee fails to meet
these standards of behavior, oral reminders, counseling, and/or termination
may be required to protect the validity of the mission of the college.
It is the policy of Carthage College to terminate the employment of those
whose performance is found to be unsatisfactory. Although your employment with
Carthage College may be terminated at any time, for a reason, with or without
cause, Carthage will normally provide prior notice where performance deficiencies
exist. However, the nature of a specific situation may require that employment
be terminated without prior warning. In the event of termination, an employee
will only be entitled to wages earned through the date of such termination
and all employment benefits cease at that time except for those where continuation
is mandated by state or federal statute.
Following is a listing of some, but not all, of the offenses where disciplinary
action is appropriate:
Breach of confidentiality
Discrimination
Excessive absenteeism or lateness
Failure to obey college policies/regulations
Falsification of information
Fighting
Gambling
Immoral behavior
Insubordination
Physical abuse of another person
Possession of a weapon on college premises
Sexual Harassment
Subversion: Preparing statements or material detrimental to the well being
of the college
Theft and dishonesty
Unsatisfactory performance
Violation of the Drug free Campus and Communities Act
Willful damage to property
This list of general offenses is not all-inclusive. The college reserves the
right to identify and categorize other infractions not specifically listed
and to impose discipline accordingly.
No supervisor, manager, or officer of the college, other than the President,
has the authority to enter into an agreement or make promises or statements
that limit the rights of the college under the provision of this handbook.
Should the President provide a written agreement with terms that conflict with
this handbook, the specific terms of the presidential agreement will prevail.
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Resolution of Problems
Many potential problems or situations can be successfully resolved by making
a supervisor aware of the concerns of the employee. Carthage actively encourages
all employees to communicate openly with their departmental supervisor.
Where an employee’s concern is in regard to the actions of his/her supervisor,
or an employee feels that the actions of the supervisor jeopardize continued
employment with the college, the employee may request a review of these actions
by the Vice-President for Administration and Business. An investigation of
the employee’s concerns will be conducted and appropriate action instituted
by the college. The employee will be notified of any such action taken by the
college.
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Resignation
You may terminate your employment with Carthage at any time, for any reason.
You are asked to provide notice two weeks prior to your anticipated departure
date. Failure to provide appropriate notice may result in a less than favorable
rehire status.
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Rehire Procedures
Occasionally, an individual may leave the employ of the college and seek re-employment
at a later date. Carthage College may consider former employees as candidates
for rehire, but only with the approval of both a former supervisor or department
head and the Vice-President for Administration and Business.
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Security
Campus and Office Security is provided by an outsourced security service. Personnel
employed by that service have the right to enforce traffic flow and parking
regulations, request identification, control admission of visitors, inspect
any boxes or packages being taken off the premises, or other actions consistent
with maintenance of campus security. These duties are designed for your safety
and the protection of the college property, and your full cooperation is
expected.
While the college attempts to provide a safe and secure environment for its
employees, Carthage cannot accept responsibility for the safety of your personal
property. Common sense dictates that all items of value should be kept in a
place where the opportunity for theft or loss is minimized. Employees are expected
to immediately report incidences of theft or mysterious disappearance of personal
or college property to their department supervisor.
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Job Posting
Whenever a staff position is available, a brief job description and listing
of qualifications may be posted on employee bulletin boards for one week
before the job is advertised to outside candidates. Any employee with at
least twelve (12) months service with the college and at least nine (9) months
in his/her current position may respond to these postings and will be considered
as a candidate for the open position.
The names of all responding employees who meet the program criteria will be
given to the hiring supervisor for the evaluation of qualifications. Current
employees will be given selection preference if they possess all necessary
qualifications for the position.
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Outside Employment
Full time employees of the college are expected to devote their full energies
to meeting the needs of the college. However, outside employment is permitted
where it does not interfere with an employee’s ability to meet his/her
responsibilities to the college and does not conflict with the goals or objectives
of the college. Employees found to have outside activities interfering with
their responsibilities to the college will be given the choice of resigning
from the college or dropping the offending activities.
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Solicitation
Solicitation of donations or selling to other employees while at the college
is prohibited without the written approval of the Vice President for Administration
and Business.
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Gratuities
No employee may accept monetary gifts or rewards from students, parents or
from firms with which the college does business. Employees may, however,
accept gifts of merchandise where the value of the gift is insignificant.
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Elections
If an employee is unable to vote outside of normal working hours, starting
and or ending times of the normal work schedule may be adjusted up to two
hours to allow adequate time for voting while the polls are open.
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Smoking Policy
The health of each member of the Carthage community is of importance to the
college. Therefore, it is prudent for the college to take appropriate steps
to safeguard the health and safety of Carthage students, faculty, and staff.
Inasmuch as the use of tobacco products has been shown to be hazardous to
the health of the user and those who must breathe the ambient air, it is
the policy of the college that:
With the following exceptions, smoking shall be prohibited completely in all
buildings on campus. Signs reading, “This is a smoke-free building” shall
be prominently posted in each building. The only exceptions to this general
prohibition are:
The designated smoking lounge(s) in Lentz Hall. Signs will be posted indicating
that the areas are smoking lounges. All smoking lounges will be separately
ventilated and enclosed.
The commuter lounge in the Straz Center. This space will be separately ventilated
and enclosed if smoking is allowed. It will be declared smoke-free if the Carthage
College commuting people so designate.
WOH’s Place in the Todd Wehr Center, which will have separate smoking
and
non-smoking sections.
Smoking in the residence halls shall be governed by policies established by
the Office of the Dean of Students in consultation with student government.
The use of chewing tobacco by individuals shall be limited to their respective
student rooms or faculty offices, and shall be prohibited from any public space.
There shall be no sale of tobacco products on campus.
Voluntary compliance with this policy is respectfully requested of members
of the Carthage community and visitors alike.
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Drug-Free Schools and Communities Act
The Unlawful possession, use or distribution of illicit drugs and alcohol by
employees of the college is strictly prohibited. The college will impose
disciplinary sanctions; including reprimand, suspension, or termination,
for violation of this policy. As a condition for continued employment, Carthage
may require a drug screen for identification of the use of illicit substances
or participation in an appropriate rehabilitation program.
As employees of a Christian based education institution, Carthage personnel
have both a moral and legal obligation to meet the highest standards of ethical
conduct as they serve as an example to all Carthage students. The purpose of
this policy is to produce a workplace and campus environment that strongly
discourages the unauthorized or illegal use of drugs and alcohol by both students
and employees.
The Drug-Free Schools and Communities Act requires that Carthage College certify
to the Secretary of Education that it has adopted and implemented an anti-drug
and alcohol abuse policy for employees and students. The certification is a
required condition for receipt of funds or any other form of financial assistance
under all federal programs.
Carthage College places great importance on eradicating drug and alcohol abuse.
Our goal is to prevent alcohol abuse and maintain a drug-free campus and workplace.
As part of our efforts, this notice is given to all employees.
Eradication of drug and alcohol abuse is a national priority. Recent legislation,
including the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and
Communities Act Amendments of 1989, requires education agencies that accept
federal funds or grants to establish alcohol and drug policies consistent with
federal guidelines. To continue receiving federal funds and grants, Carthage
will implement and enforce these policies and programs.
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Benefits
Listed below is a summary of available benefits, a full description will be
provided as an employee becomes eligible for participation.
- Retirement Plan
Eligibility – 12 months service
At the conclusion of 12 months of continuous service, an individual TIAA/CREF
account is established for each employee with a lump sum payment equal to 6.35
percent of the base earnings for the just completed 12 month period. The college
will make monthly deposits into this account at the rate of 6.35 percent of
monthly base compensation during the second year of employment and at a 12.7
percent rate thereafter. Employees have no vested right to any of these contributions
until the completion of 24 months of consecutive service, at which time they
become 100 percent vested.
- Health Insurance
Eligibility – 90 days service for staff personnel, immediate for
faculty and administrators
Basic hospital-surgical-medical plan with major illness provisions. The college
pays 60% of the premium and the participant 40%. The cost to a participant
is reviewed regularly with adjustments made as required. Information regarding
the current premium is available from the Business Office.
- Group Life Insurance
Eligibility – 90 days of service for staff personnel, immediate for
faculty and administrators
An amount equal to 1.25 times the annual salary of each employee, under the
age of 65, is provided by the college. Active employees ages 65 to 70 will
be limited to 66.6% of the amount provided prior to their 65th birthday and
50% beyond age 70.
- Short Term Disability
Eligibility – Two years employment
Salary Continuation on a declining rate (100% for the first two months down
to 60% for the fourth through sixth month) is provided by the college.
- Long Term Disability
Eligibility – Two years employment
Salary continuation at a 60% level is provided for the duration of the disability.
- Tuition Assistance
Eligibility – 90 days of service
Full time employees pay no tuition for undergraduate classes.
Eligibility – one year of service
Partial to full tuition assistance is available for spouses and most unmarried,
dependent children of full-time employees (see table below).
- Vacation
Eligibility – one year of service
Administrative/staff 6 to 21 days depending on years of service
(See vacation policy.)
- Holidays
Eligibility – immediate
(See scheduled holidays and holiday pay)
Fringe benefits are made available to employees by the college, but their
existence does not imply a contractual right for the continuation of these
benefits. Carthage College reserves the rights to add, delete, or modify a
fringe benefit at any time, without consultation or seeking the approval of
currently participating employees.
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Carthage College Educational Assistance Program
The objective of this program is to provide for the undergraduate education
of full-time and qualified part-time employees, spouses and unmarried, dependent
children under the age of 25. Each dependent child is limited to a maximum
of four years of educational assistance. Educational grants are available
to apply toward the cost of attendance at Carthage and, under certain conditions,
participation in an exchange program with other selected colleges. The level
of participation in this program is determined by the status of employment
(full or part-time), the length of service to the college, and the extent
of prior use of this benefit.
Eligibility for Carthage Education Assistance
All current full-time and regular part-time employees (those working at least
1000 scheduled hours per year) with at least three (3) months of service to
the college are eligible to receive a tuition reduction equal to the full amount
of tuition for any course taken. By federal law, tuition reductions for courses
carrying graduate credit may have to be treated as taxable income to the employee
per the current IRS regulations.
After one (1) year of employment, undergraduate tuition assistance is available
for a spouse or dependent child. The maximum amount of such grant is determined
by the following schedule:
Application for educational assistance must be made through the financial
aid office as Carthage requires that the employee apply for financial assistance
to help offset the cost of this commitment. The amount of the assistance will
be reduced by the amount of any Pell Grant, Wisconsin Tuition Grant, or other
restricted grants, for which the student is eligible in determining the actual
grant amount from the college. It is the responsibility of the employee to
meet the conditions of this program on a timely basis as a failure to fulfill
these requirements can result in the loss of the assistance for a specific
term.
For newer employees, your dependent may receive a financial aid award through
the Office of Student Financial Planning, which is greater in value than the
tuition assistance available through this program. You have the right for each
term of attendance to select either the financial aid award or the assistance
grant whichever is in your best interest.
All benefits under this program cease with the termination of employment.
At the option of the college, a currently enrolled spouse or dependent child
may be allowed to retain an active grant until the completion of the term.
If the grant is withdrawn during a term, the amount of the grant will be reduced
in proportion to the then existing tuition refund policy.
This program is administered by the Vice President for Administration and
Business. Employees interested in this program should contact the business
office at least two years before the child is interested in entering the program.
Holidays which fall on a Saturday will normally be observed on the preceding
Friday. Holiday occurring on a Sunday will normally be observed on the following
Monday.
All full-time administrative and staff employees, including secretarial/clerical
staff, maintenance and custodial personnel are entitled to holiday pay for
these days. Because the college is in session on both Labor Day and Dr. Martin
Luther King Day, they are not observed as paid holidays. In place of these
national holidays, full-time employees are allowed two (2) personal holidays.
These days may be scheduled any time during the calendar year, but require
the approval of the appropriate department head.
The days between Christmas and New Year’s Day are treated as a holiday
period, but many college offices are required to remain open during this time.
Employees who are not scheduled to work will receive holiday pay for this period.
Those required to work will receive personal days equivalent in number to the
days worked during this period. These personal days must be scheduled with
the approval of the appropriate department head and must be taken before the
end of the current fiscal year.
Personal days cannot be accumulated. If they are not taken within the designated
time frame, they are lost. There will be no pay awarded for holidays not taken.
Part-time employees who normally work at least twenty (20) hours per week will
be paid at a rate equal to one half (1/2) that granted to full-time employees
when a holiday falls on a normally scheduled workday. There is no holiday pay
for temporary or casual employees.
* Vacation days are not earned until one year of service has been completed
and cannot be scheduled prior to the employee’s completion of a full
year of service.
All vacation allowance is credited to the employee on the 1st day of July
of each year. Vacation days must be taken during the twelve-month period ending
June 30th, as vacation days may not be accumulated from one year to the next.
If your employment with the college terminates before completion of twelve
months of service, you will receive no compensation for unused vacation allowance.
With at least twelve months of service, a terminating employee will only receive
compensation for unused vacation allowance from the current vacation year.
Vacations are to be scheduled in advance and approved by the department supervisor.
If a paid holiday falls within a scheduled vacation period, the day will be
treated as a holiday rather than vacation allowance. Employees do not have
the option of receiving vacation pay in lieu of vacation time.
Short-term absence payments are granted only in the case of illness or injury to
the employee, an emergency illness or injury in the employee’s household, or
emergency medical or dental treatment during normal duty hours. Routine medical or
dental appointments are expected to be scheduled outside of normal working hours.
The employee is eligible for short-term absence payments, if applicable, during
her absence from work. To the extent that her absence is not covered by this program,
vacation or personal days may be scheduled to extend compensation through the period
of her absence.
Short-term absence payments of up to five days may be received by an eligible
male employee following the birth of a child to his spouse.
A request for a leave should be submitted to your supervisor at least thirty
(30) days prior to the starting date of the leave. You must indicate the period
of the leave and state the reason that the leave is requested. You are expected
to return to work as approved on your leave application. Failure to return to
work as agreed, without receiving an extension of the leave, will be considered
as a voluntary resignation from employment.
The college recognizes the “Family and Medical Leave Act of 1993” and abides
by its provisions. In general the employee has the right for up to 12 weeks of
unpaid leave for the birth of a child, the placement of a child for adoption or
foster care, or a serious health condition of the employee or an immediate
family member. Please contact the Business Office regarding your rights under
the federal law.
As employees of a Christian based education institution, Carthage personnel
have both a moral and legal obligation to meet the highest standards of ethical
conduct as they serve as an example to all Carthage students. The purpose of
this policy is to produce a workplace and campus environment that strongly
discourages the unauthorized or illegal use of drugs and alcohol by both
students and employees.
The Drug-Free Schools and Communities Act requires that Carthage College
certify to the Secretary of Education that it has adopted and implemented an
anti-drug and alcohol abuse policy for employees and students. The certification
is a required condition for receipt of funds or any other form of financial
assistance under all federal programs.
Carthage College places great importance on eradicating drug and alcohol
abuse. Our goal is to prevent alcohol abuse and maintain a drug-free campus and
workplace. As part of our efforts, this notice is given to all employees.
Eradication of drug and alcohol abuse is a national priority. Recent
legislation, including the Drug-Free Workplace Act of 1988 and the Drug-Free
Schools and Communities Act Amendments of 1989, requires education agencies
that accept federal funds or grants to establish alcohol and drug policies
consistent with federal guidelines. To continue receiving federal funds and
grants, Carthage will implement and enforce these policies and programs.
Because of the importance we place on drug and alcohol abuse prevention,
standards of conduct have been established. These rules in general, prohibit
the unlawful possession, use, distribution manufacture, dispensation, or being
under the influence of controlled substances, illicit drugs or alcohol by
employees on property used by the college, at any college sponsored or
supervised activity, and in the community in general. These standards of conduct
are mandatory and are a condition of continued employment at Carthage College.
Employees who violate these standards of conduct are subject to disciplinary
action. These sanctions include up to termination of employment and referral for
prosecution. For any violation of this policy, sanctions will be imposed.
All employees are required to notify the Vice President for Administration
and Business of a conviction for any criminal drug statute no later than five
(5) days after such conviction. For employees working in connection with a
federal grant, Carthage must report this conviction to the granting agency
and impose an appropriate sanction, or require the satisfactory participation
in an appropriate rehabilitation program. An employee who fails to report such
a conviction will be subject to termination of employment.
Under the statutes of the State of Wisconsin, any person under the age of 21, who does any of the following, is guilty of a violation:
Any person who procures alcoholic beverages for or sells, dispenses, or gives
alcoholic beverages to an underage person may be penalized as if he/she knew or
should have known that the person was underage, or if the underage person
suffers great bodily harm as a result of consuming the alcoholic beverage.
The unlawful possession, manufacturing, or distribution of controlled
substances will result in stiff penalties including fines, imprisonment,
or both.
Federal law also penalizes the manufacture, distribution, possession with
intent to manufacture or distribute, and simple possession of controlled
substances. The law sets out the following sentences for first-time offenders:
State and federal law make crimes of many different activities involving
drugs. Simple possession, giving or merely offering drugs is an illegal act.
This Employee handbook is not intended to be a contract nor is it intended to
create any contractual rights on behalf of any employee of Carthage. None of the
statements, policies, procedures, rules, regulations, or other provisions of
this Employee Handbook constitutes a guarantee of any other rights or benefits,
or a contract of employment, express or implied. Each employee of Carthage is an
at-will employee under Wisconsin law and is subject to termination at any time
without cause and without notice. Carthage reserves the right to modify or
eliminate any or all terms of this Employee handbook at any time with or without
notice. This Employee handbook supercedes all previous handbooks, statements,
policies, procedures, rules or regulations given to employees, whether verbal
or written. The terms of this Employee handbook and the at-will status of an
employee may not be modified except by an authorized representative of Carthage
in writing.
Racine Council on Alcohol and Other Drug Abuse, Inc.
St. Catherine’s Benet Lake Center
