Human Resources: TRAINING

Who must report?
While it is everyone’s responsibility to report child abuse and neglect, there are many in Alaska who are required to report by law. These mandatory reporters are defined in state and federal statutes.

State law (A.S. 47.17.020) requires that the following people report child maltreatment:

• Practitioners of the healing arts, including emergency medical technicians, chiropractors, mental health counselors, social workers, dentists, dental hygienists, health aides, nurses, nurse practitioners, certified nurse aides, occupational therapists, occupational therapy assistants, optometrists, osteopaths, naturopaths, physical therapists, physical therapy assistants, physicians, physician assistants, psychiatrists, psychologists, psychological associates, audiologists, speech-language pathologists, hearing aid dealers, marital and family therapists, religious healing practitioners, acupuncturists, and surgeons
• Administrative officers of institutions, including public and private hospitals or other facilities for medical diagnosis, treatment or care
• Paid employees of domestic violence and sexual assault prevention programs, and crisis intervention and prevention programs
• Paid employees of an organization that provides counseling or treatment to individuals seeking to control their use of drugs or alcohol
• School teachers and school administrative staff members (public and private schools)
• Athletic coaches of both public and private schools
• Peace officers and officers of the state Department of Corrections
• Child care providers, including foster parents, day care providers and paid staff
• Members of child fatality review teams, and multidisciplinary child protection teams
  More information is available here: DHSS Alaska

All ACC faculty and staff must take the mandatory reporter training; once complete, please print the certificate and turn into HR.
Alaska Mandatory Reporter Training

ACC Harassment Policy
Found in your employee handbook on page XX

12.0  SEXUAL AND OTHER FORMS OF HARASSMENT

The College is committed to providing a work environment that is free of discrimination, harassment, or hostile work situations.  In keeping with this commitment, the College maintains a strict policy prohibiting unlawful harassment, including sexual harassment.  Sexual harassment involves not only unwelcome touching and demands for sexual favors, but also any unwelcome sexually oriented behavior or comments that create a hostile or offensive work environment.  It is important for every employee to understand that jokes, stories, cartoons, nicknames, and comments about appearance may be considered offensive to others.  In no way should the above listed examples be considered all-inclusive, but they are intended to provide guidance as to what may constitute a form of harassment.

Sexual harassment of employees by supervisors, coworkers, or others who visit the College (i.e. vendors) is prohibited.

If an employee believes he or she is being, or has been harassed in any way, or has observed any type of harassment or discrimination, they must report the facts of the incident or incidents to their supervisor, the HR Manager, or one of the Administrative staff immediately, without fear of reprisal.  Employees are required to report concerns before such behaviors become severe or pervasive.  This gives Administration the opportunity to investigate these concerns and attempt to stop the behavior if discrimination or harassment has been found to have occurred.

In determining whether the alleged conduct constitutes unlawful harassment, the totality of the circumstances, such as the nature of the conduct and the context in which the alleged incident occurred, will be investigated and documented in writing by the Review Committee (see Section 1.3.3.1).  Every complaint will be taken seriously and investigated promptly.  Any information compiled in the course of such investigation will be maintained on a strictly confidential, “need-to-know” basis to the extent possible.  No retaliation of any type will be tolerated against any employee who complains in good faith, or any employee who acts in good faith in his/her participation in an investigation concerning alleged harassment or discrimination.

The College will take affirmative steps to ensure that discrimination or harassment is not allowed or tolerated. Offenders may be disciplined up to and including termination and the loss of any accrued benefits.  Any evidence of retaliation toward those reporting or cooperating in investigating discrimination or harassment may result in disciplinary action up to and including termination of employment (see Section 10.3 DISCIPLINARY ACTIONS).

Alaska Christian College maintains a policy against illegal harassment of any kind.  Harassment on the basis of race, color, gender, national origin, age, marital status, religion, disability, or any other attribute is prohibited by law and will not be tolerated.  The above reporting procedures also apply to these forms of harassment.

In addition, you can find information regarding ACC’s grievance procedure on page 20 of your handbook and on page 56 the possible disciplinary actions that can result from inappropriate behaviors. 

3.4  GRIEVANCES AND COMPLAINTS

Since it is important that employee or volunteer work-related problems be brought into the open and resolved rapidly and fairly, all staff are directed to notify the appropriate staff person when problems, grievances, or misunderstandings arise.

Employees who have grievances or complaints regarding College policies, procedures or organizational structure issues must discuss these with their immediate supervisor.  Once the grievance is made known, action on the part of the supervisor should take place within two (2) consecutive business days.  If the employee feels his/her grievance or complaint is unresolved by the supervisor, the employee can submit his/her concern in writing to the President who will review the matter and take the appropriate actions.   If the employee is still not satisfied, he/she may place the concern in writing to the Personnel Committee of the Board.  The Committee will review the matter and provide a response.  The decision of the Personnel Committee is final.

These procedures do not apply to reports or complaints of sexual harassment and other illegal harassment.  Refer to Section 12.0 SEXUAL AND OTHER FORMS OF HARASSMENT.

Grievances or complaints between fellow employees must be addressed immediately between each other, as outlined in Matthew 18 (see guidelines below).  Allowing a time lapse could interfere with work assignments. If these guidelines are unsuccessful, one or both may then discuss the problem with the appropriate supervisor.

The College does not regard the use of these problem-solving procedures as a nuisance, but as an opportunity to correct dissatisfaction in job related practices and policies.   It is our practice to let every employee tell his/her side of the story with no intention of penalty for expressing his/her point of view.  In every case, the goal of the action taken by the offended party shall be a resolution of the matter.  The prevailing attitude throughout the conflict resolution process shall be one befitting a Christian: love, gentleness, truthfulness, and mutual concern.

10.2  MISCONDUCT AND/OR BEHAVIOR ISSUES

Employees may also be disciplined, up to and including possible termination, for misconduct and/or unacceptable behavior.  Examples of misconduct are outlined below, but are not limited to:

• Acts of insubordination.

• Abuse, misuse, theft, or the unauthorized possession or removal of College property or the personal property of others.
• Violation of the College’s policies including the College’s alcohol, drugs, and controlled substances policy.
• Falsifying or making a material omission on College records, reports, or other documents, including payroll, personnel, and employment records.

• Divulging confidential College information to unauthorized persons.

• Disorderly conduct on College property, including fighting or attempted bodily injury, the use of profane, abusive, or threatening language toward others, or possession of a weapon.
• Violation of any law adversely affecting the College, or conviction in court of any crime that may cause the employee to be regarded as unsuitable for continued employment.
• Marking or signing the time record of another employee or knowingly allowing another employee to mark or sign their time record.
• Any offensive or inappropriate actions which could impugn or harm the integrity or reputation of the College.
• Any immoral conduct which brings reproach upon the name of the Lord Jesus Christ and His Church.

All College staff are to serve cooperatively with other staff coordinating their respective department ministries with all other College related programming.  Staff is expected to exhibit loyalty to the ministerial staff, other staff members and the mission of the College.  Any staff person fostering disharmony in any matter must follow the Scriptural principles as outlined in Matthew 18.  If matters of disharmony cannot be resolved, this staff person will be given the opportunity to resign voluntarily or be involuntarily terminated.

Employees of Alaska Christian College are expected to promote and maintain a productive work environment that is free from harassing or disruptive activities, or behavior that interferes with another employee’s work performance or that creates an intimidating, offensive, or hostile work environment.  The College recognizes the diversity of students and employees, values cultural differences and strives to provide an environment of acceptance and tolerance.

Active Shooter Preparedness

You must register first:

• Go to: safechurch.com
• On the left side of the page click: “Not a member yet? Click here to join”
• Select: “Join using your church’s SafeChurch access key”
• Then Click: “Next”
• Read New User Registration
• Then Click: “I Agree”
• Under Church Access Key Type: h72y5xd8
• The Click: “Next”
• Register for a new account

To take the test:

• At the top of the page click: “Training”
• At the bottom of the page next to “Transportation Safeguards click: “+”
• Then next to options click: “+”
• Then click: “15 Passenger Van Drivers”
• WATCH THE VIDEO
• Then take the test—the link is at the bottom of the page

After passing the test:

• Print off the certificate stating that you passed and turn into the main office.