Original Date: 10/9/2024
Policy Contact: Vice President, Human Resources
Policy
Exempt employees (administrators) are valued members of the Bellevue College community. Exempt employees are not union-affiliated or under a collective bargaining agreement, and employment contract renewals are not guaranteed. This policy outlines the renewal and termination provisions. It will apply to all exempt non-union employees.
Contracts
Each exempt employee will receive an employment contract upon hire that describes the terms and conditions for employment. The contract will continue until it is terminated by the employer (Bellevue College) without cause in its sole discretion by written notice to the employee. The employee may also terminate the contract at their choosing.
Separation Provisions
Should Bellevue College choose to end the contract of an exempt non-union employee, the college shall provide a minimum of 30 days’ notice of separation with the exception of situations warranting immediate separation for cause. The 30-day notice period does not apply to the scheduled expiration of the contract. An exempt employee who holds a position in any of the following circumstances is not eligible for the 30-day notice or pay:
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- Interim positions,
- Less than full-time,
- Less than one year in exempt, non-union service
- Terminated for cause
- Retires or resigns from Bellevue College
- Separated due to end of a grant contract.
The president’s contract is an individually negotiated contract term as part of a complete employment package and may vary from this policy.
Termination for Cause
For exempt non-union employees, cause is defined as:
- Conviction of work-related crime.
- Conviction of a crime which prohibits successful performance of the job.
- Gross misconduct and/or insubordination.
- Willful and egregious violation of district rules, policies, procedures, or directives.
- Documented incompetence in the performance of professional duties.
- Neglect of duty or abandonment of position.
- Sexual harassment.
- Workplace violence.
- Knowing and willful breach of ethics.
- Conviction for aiding and abetting or participating in:
- Any unlawful act of violence; or
- Any unlawful act resulting in destruction of Bellevue College property; or
- Any unlawful interference with the orderly conduct of the education process.
Reversion Rights
Exempt employees, except the president, who have been granted tenured faculty status with Bellevue College prior to holding an administrative appointment may return to the faculty bargaining unit in accordance with the provisions of the Tenure Act of 1969 if their contract as administrators is terminated (RCW 28B.50). Dismissal from the college for sufficient cause shall follow the provisions of RCW 28B.50 and the BCAHE Collective Bargaining Agreement dismissal provisions.
Exempt employees who have held permanent status in the classified service at the time of their appointment to exempt service have return rights to classified service in accordance with Civil Service Rules (RCW 41.06.070 and Title 357-19-195 WAC).
If a current exempt, non-union employee of Bellevue College accepts a temporary or interim assignment, Bellevue College will grant reversion rights to the employee upon completion of the temporary or interim appointment. If the situation permits, such an employee may be placed to the same position held by the employee prior to the temporary or interim assignment; if the situation does not permit, Bellevue College reserves the right to place the employee into an alternate position within the college within the same salary band and salary.
Employees who were not Bellevue College employees at the time of acceptance of an interim or temporary assignment have no reversion rights.
Revision History
Original 10/9/2024
Approved By
Board of Trustees
Last Updated October 24, 2024