HLC Visit Information
Assistants in Administration
Members of the President’s Cabinet include the following positions:
|Academic Warning System Codes
A. Too many absences—-see instructor NOW
B. Too many absences–FINAL WARNING–see instructor NOW
C. Too many absences + missing assignments–see instructor NOW
D. Too many absences + missing assignments–FINAL WARNING
E. Too many absences + missing exam–see instructor NOW
F. Too many absences + missing exam(s)–FINAL WARNING
G. Missing exam–see instructor NOW about the possibility of make up
H. Missing a second exam–FINAL WARNING–see instructor NOW
I. Missing assignments–see instructor NOW about possibility of make up
J. Missing assignments–FINAL WARNING–see instructor NOW
K. Too many missing assignments and/or exams–see instructor NOW
L. Too many missing assignments and/or exams–FINAL WARNING
M. Repeated tardiness–disruptive to class–plan to arrive on time
N. Repeated tardiness–FINAL WARNING–see instructor NOW
O. Current grade is a D–see your instructor NOW
P. Current grade is a D–FINAL WARNING—consider dropping
Q. You are failing–see your instructor NOW–consider dropping
R. You are failing–FINAL WARNING–YOU SHOULD DROP THIS COURSE
S. Missing lab or clinical–see instructor NOW
T. Missed a lab or clinical–FINAL WARNING–see instructor NOW
U. Poor lab/clinical performance–see instructor NOW
V. Poor lab/clinical performance–FINAL WARNING–see instructor NOW
W. Falling behind in this web course—-contact instructor NOW
X. Falling behind in this web course—-FINAL WARNING
Y. No problem yet, but please visit your instructor
Z. You seem to be struggling. How can I help?
Some screens require a Term which is in the format YYT
Spring = 2
Summer = 4
Fall = 6
Example: Fall, 2006 would be 066.Some screens require part or the entire course ID which is in the format (course ID, length 4; course #, length 4; course section length 3). It must be exact when entering entire ID, CS 1001B10 not CS1001B10.
Housing screens which are screens that begin with 5 require an assignment period which is currently 06Y.
|Staff of the Month Nomination Form|
- Personnel Forms
- Admin / Professional Leave Report (pdf)
- Adjunct Overload Pay (xls)
- Exit Check List (xls)
- Exception to Normal Pay (ENP) (doc)
- Faculty Sick Leave (xls)
- Payroll Change Notice (Employment Action Form)
- Performance Improvement Plan (docx)
- Request for Leave (pdf)
- FMLA Leave Request (pdf)
- Supervisor’s Injury Incident Form (doc)
- Hiring a New EmployeeAdvertise an Open Position
You will need:
- Ad will be placed through OKCorral, which will be handled by Human Resource Office clerk.
- Job Description
Contact Jenni Barger-Enyart for a copy of the current Job Description on file if you wish to review or make changes. All changes to Job Descriptions must be approved by the appropriate VP and HR Director.
- Personnel Request (pdf)
Fill out complete with requestor’s signature and signature of the Department Chair. The President’s signature will be acquired by Personnel after the document is approved by the HR Director.
- Committee Member List (pdf)
A list of all who have been asked to serve in the selection process. The Committee Chairperson is responsible for picking up the new applications from the Personnel Office.
- Employment Action Form (xls)
- Position Filled/Accepted (pdf)
This form is to be filled out completely after interviews and when position is offered and accepted. The position will be canceled on the website(s) only after this form and the Employment Action form are received in the Personnel Office.
Due to the high cost of advertising, a small ad that includes only the title of the position, information regarding the website and contact person/phone number will be used. If a larger ad is desired, it must be approved by the Department Chair and the VP for Fiscal Affairs. You should allow a minimum of 5 days in order to get all documents finalized and approved. All full time positions must be posted on the website and bulletin board. It is recommended that all positions be posted for a minimum of 3 business days. Part-time positions may be announced on campus only. All positions will be included on the NEO webpage under Employment Opportunities.
All employment applications should be collected and shredded by the Committee Chairperson after an applicant has been chosen.
If you have any further questions, please call Jenni Barger-Enyart, Ext 6219.
- New Hire Forms
- Automatic Deposit Form (pdf)
- Confidentiality Statement (pdf)
- Drug and Alcohol Policy (pdf)
- EEO Information (pdf)
- W-4 (pdf)
- HR Student Clearance (pdf)
- I-9 (pdf)
- Loyalty Oath (pdf)
- Oklahoma New Hire Reporting Form (pdf)
- Payroll Check Disbursement Authorization (pdf)
- Student Work Class Schedule (pdf)
- Work Study Approval (pdf)
- Performance Evaluations
- Travel Forms
- Sexual HarassmentIt is the policy of Northeastern Oklahoma A&M College that sexual harassment of faculty and staff is prohibited in the workplace and in the recruitment, appointment, and advancement of employees; sexual harassment of students is prohibited in and out of the classroom and in the evaluation of students’ academic performance. It is also the policy of the College that accusations of sexual harassment which are made without good cause shall not be condoned.
- Information SourcesIf a sexual harassment complainant does not know who to inform the allegations of sexual harassment, he/she may seek assistance from the Personnel Services/Affirmative Action Officer. If an extraordinary conflict of interest would prevent use of the usual informal or formal review procedures, the complainant may request assistance directly from the Office of the President.
- ProceduresAll persons who believe that they have been subjected to prohibited sexual harassment are encouraged to report such conduct to appropriate College officials. It is not necessary that the complainant file a formal complaint in order for the College to evaluate the matter and/or attempt to informally resolve the situation. Persons who believe that they have been subjected to prohibited sexual harassment may seek either informal or formal College evaluation and response to their concerns. However, in order for disciplinary action to be taken against a College employee, it may be necessary for a formal complaint to be filed, and that process may require the complainant to cooperate with College officials on a formal basis.
A detailed recitation of the procedures that will be followed in response to cases of alleged sexual harassment, as well as to other related issues, is as follows.
- General StatementNortheastern Oklahoma A&M College explicitly condemns sexual harassment of students, staff, and faculty and will not tolerate such conduct on or off campus. Sexual harassment is unlawful and may subject those who engage in it to College disciplinary sanctions as well as civil and criminal penalties.Sexual harassment is prohibited in the workplace and in the recruitment, appointment, and advancement of employees. Sexual harassment of students is prohibited in and out of the classroom and in the evaluation of student academic or work performance. The College reserves the authority to independently deal with sexual harassment issues whenever they become aware of their existence, regardless of whether informal or formal complaints have been lodged by persons complaining of such issues.
*Approved by the Board of Regents for OSU/A&M Colleges July 24, 1998.Members of the College community holding positions of authority involving the legitimate exercise of power over others have a particular responsibility to be sensitive to that power relationship. Supervisors, in their relationships with students and subordinates, need to be aware of potential conflicts of interest and the possible compromise of their evaluative capacity. Because there is an inherent power difference in these relationships, the potential exists for the less powerful persons to perceive a coercive element in suggestions regarding activities outside those appropriate to the professional relationship. It is the responsibility of staff to behave in such a manner that their words or actions cannot reasonably be perceived as sexually coercive, abusive, or exploitative.Sexual harassment also can involve relationships among equals such as when repeated advances, demeaning verbal behavior, or offensive physical contact interfere with an individual’s ability to work and study productively. The creation or condonation of hostile working environments will not be tolerated and employees at all levels are subject to potential disciplinary action if engaged in such actions.
- DefinitionsUnwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature constitute sexual harassment when:
- Submission to such conduct is made either explicitly or implicitly, as a term or condition of an individual’s employment or academic standing;
- Submission to or rejection of such conduct by an individual is used as the basis for employment decisions or academic decisions affecting such individual; or
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile, or offensive working or academic environment.
- ExamplesIt is not possible to exhaustively list all examples of conduct which can constitute sexual harassment. The following list of examples of conduct prohibited by this policy statement is intended to aid in the understanding of this area. Conduct prohibited by this policy statement may include, but is not limited to:
- Verbal Conduct
- Unwelcome sexual flirtation, advances or propositions for sexual activity. Asking about someone else’s personal social or sexual life or about their sexual fantasies, preferences, or history may constitute sexual harassment. Discussing your own personal sexual fantasies, preferences, or history or repeatedly asking for a date from a person who is not interested may also constitute sexual harassment.
- Continued or repeated verbal abuse of a sexual nature and/or suggestive comments and sexually explicit jokes, or turning discussions at work to sexual topics may constitute sexual harassment. Making offensive sounds such as smacking or licking lips, making kissing sounds, or “wolf whistles” may constitute sexual harassment.
- Sexually offensive or degrading language used to describe an individual or remarks of a sexual nature to describe a person’s body or clothing and calling a person a “hunk,” “doll,” “babe, “sugar,” or “honey,” or similar descriptive terms may constitute sexual harassment if the person being so described is offended by such terms or if others hearing the references are offended.
- Stating, indicating, or implying in any manner that benefits will be gained or lost based on response to sexual advances, such conduct is sexual harassment and will result in severe administrative response.
- Displaying sexually demeaning or offensive objects and pictures, nude or semi-nude photographs and drawings, or computer software is very likely to be viewed as sexual harassment.
- Staring at someone, blocking another person’s path or otherwise restricting his/her movements, such acts, particularly when in conjunction with other acts or comments, may be viewed as sexual harassment. Invading a person’s personal body space, such as by standing closer than appropriate or necessary for the work being done may similarly constitute sexual harassment.
- Bringing physical items to work which express sexually offensive comments regarding men or women. Messages of this nature such as might be contained on coffee mugs, hats, or tee shirts may be offensive and be viewed as sexual harassment.
- Making sexual gestures with hands or body movements, such as looking a person up and down in a suggestive or intimidating manner may also constitute sexual harassment.
- Letters, gifts, or materials of a sexual nature. Such attention may not be appreciated in the manner intended, may be offensive to the subject of the attention, and may constitute sexual harassment.
- Offensive physical contact or possible problem areas include: Massaging a person’s neck or shoulders; touching a person’s clothing, hair, or body; hugging, kissing, patting, or stroking a person’s body; touching or rubbing oneself in a sexual manner around or in the view of another person; brushing up against another person; tearing, pulling, or yanking a person’s clothing may all constitute sexual harassment.
- Sexual assault, coerced sexual intercourse or other sexual contact constitute sexual harassment.
- Verbal Conduct
- Retaliation and Complaints without Reasonable BasisJust as the College is sensitive to the problems that are associated with sexual harassment, it also understands the serious and far-reaching ramifications that complaints of sexual harassment can have on the personal and professional lives of employees who are accused of engaging in activities constituting sexual harassment.It is a violation of College policy for an employee to initiate any personal action outside of the judicial system or established College disciplinary systems in retaliation or reprisal against a faculty member, staff employee, or student for reporting sexual harassment in good faith. It is likewise a violation of College policy for anyone to make an accusation of sexual harassment without good cause or reasonable basis. Such types of conduct may result in disciplinary action by the College.
- Supervisory ResponsibilityProhibited sexual harassment may result not only from situations between supervisors and subordinate employees, but also between employees who have no direct or indirect supervisory relationship with one another. Supervisors are charged with the responsibility of responding immediately and appropriately to correct any situations which create a hostile working or educational environment within an administrative unit under their supervision. Supervisors who are concerned about whether such a situation is developing or who desire assistance in appropriately responding to such a situation should seek assistance from the Personnel Services/Affirmative Action Officer. Any supervisor who fails to appropriately respond to a hostile working or educational environment, or to seek assistance from the Personnel Services/Affirmative Action Officer when a hostile working or educational environment situation develops which reasonably should have been perceived by the supervisor, may be subject to disciplinary action.
- ProceduresAll persons who believe that they have been subjected to prohibited sexual harassment are encouraged to report such conduct to appropriate College officials. It is not necessary that a complainant file a formal complaint in order for the College to evaluate the matter and/or attempt to informally resolve the situation. Persons who believe that they have been subjected to prohibited sexual harassment may seek either informal or formal College evaluation and response to their concerns. However, in order for disciplinary action to be taken against a College employee, it may be necessary for a formal complaint to be filed, and that process may require the person complaining about such behavior to cooperate with College officials on a formal basis.
- InformationIf the sexual harassment complainant does not know who to talk to regarding allegations of sexual harassment, he/she may seek assistance from the Personnel Services/Affirmative Action Officer. If an extraordinary conflict of interest would prevent use of the usual informal or formal review procedures, the person complaining of sexual harassment may request assistance directly from the Office of the President.
- Information ResolutionMany times, issues of concern are due to lack of communication or awareness that certain conduct is offensive and simply talking with the person engaging in the conduct in question can resolve the matter. Persons complaining of sexual harassment may therefore desire to attempt to resolve the problem informally by discussing the matter with the person who is allegedly engaging in prohibited conduct or by talking with supervisory officials.If informal discussion with a supervisory official is desired, the concerns ordinarily should be directed to the immediate supervisor of the employee accused of engaging in sexual harassment. However, if the person complaining of sexual harassment is uncomfortable discussing the matter with such immediate supervisor, if the person accused of engaging in prohibited conduct is the supervisor or the person lodging concerns, or if the supervisor has previously been made aware of the conduct at issue and is not believed to have adequately responded to the matter, the person complaining of sexual harassment may ask to discus the matter with College officials at a higher supervisory level. Any College supervisory official overseeing the area where the accused employee works through the level of Vice President, or the Personnel Services/Affirmative Action Officer, may be contacted for informal discussion regarding the matter of concern. Such officials will evaluate the matter and, if the concerns expressed are believed to have merit, will attempt to aid the person complaining of sexual harassment in informally resolving the matter to the extent possible. A written record will be made of the informal discussions and interactions and such record will be maintained in a confidential manner for future reference as might be necessary.
- Formal Review and RecommendationIf a person complaining of sexual harassment does not believe that informal attempts to resolve issues of concern have been successful and therefore desires to lodge a formal complaint, or if informal resolution attempts are not believed to be possible, that person may file a formal complaint alleging sexual harassment and asking that appropriate steps be taken in response to the complaint by the Personnel Services/Affirmative Action Officer.Any formal complaint must be filed with the Personnel Services/Affirmative Action Officer within 180 calendar days of the act(s) of alleged sexual harassment.
Upon receipt of a formal complaint alleging sexual harassment, the Personnel Services/ Affirmative Action Officer (or other appropriate administrator) is empowered to conduct an initial investigation of the charge, to interview the parties involved, to hear testimony pertaining to the matter, and to gather any pertinent evidence. During such initial investigation, the Personnel Services/Affirmative Action Officer is authorized to explore means by which the matter may still be informally resolved.All College employees are obligated to fully cooperate with such an investigation and refusal or willful neglect to do so may subject such employees to independent disciplinary action, including possible termination, based upon such refusal or willful neglect. The investigating official may request assistance or advice from the Office of Legal Counsel to the Board of Regents.
The initial investigation should ordinarily be completed within 30 calendar days of receipt of the complaint. However, unusual circumstances may compel that the initial investigation extend beyond the usual 30-day time frame.In arriving at a determination of the existence of sexual harassment, at any stage in the proceedings, the evidence as a whole, the totality of the circumstances, and the context in which the alleged incident(s) occurred, shall be considered. The determination of the existence of sexual harassment will be made from the facts on a case-by-case basis.On concluding the initial investigation, the investigating official will prepare a written report of the investigation. Copies of such reports shall be made available to the person complaining of sexual harassment and the accused employee, and may be confidentially shared with other administrative officials as deemed appropriate.Upon completion of the initial investigation, the Personnel Services/Affirmative Action Officer is authorized to take the following action:
- Agreed Resolution
The matter is resolved to the satisfaction of the College and both the person complaining of sexual harassment and the employee accused of sexual harassment. If such a resolution is reached through the efforts of the Personnel Services/Affirmative Action Officer or other administrator, a written statement shall be prepared which shall indicate the agreement reached by the parties and shall be signed and dated by each party and by the administrator. A copy of such written statement shall be attached to the initial investigation report. At that time the investigation and the record thereof shall be closed.
- Formal Recommendation
If the parties are unable to resolve the matter informally, the Personnel Services/Affirmative Action Officer or other administrator will make a written recommendation to appropriate administrative officials regarding whether acts of sexual harassment have occurred. Such report will be limited to factual recommendations regarding the existence of prohibited conduct and will not include recommendations regarding actions to take in response to the report.
Upon receipt of a formal written recommendation from the Personnel Services/Affirmative Action Officer, the administrative official overseeing the administrative unit in question shall review the recommendation and make a final decision regarding what administrative action to take in response to the recommendation, if any. If no action is to be taken due to a finding that the allegations of sexual harassment are unfounded, the administrative official shall consult with his/her immediate supervisor prior to making such decision. Where administrative actions are to be directed in response to a written report, the administrative supervisor may consult with the Personnel Services/Affirmative Action Officer or other appropriate administrative officials regarding such actions prior to implementation.
- Agreed Resolution
- Appeal of Disciplinary ActionsWhere administrative actions in response to allegations of sexual harassment are directed, the accused employee may seek further institutional review as set forth in the College’s regular disciplinary appeal procedures
- Reassignment Pending ReviewAt any stage in the investigation and review process, if it is reasonably believed that immediate harm to either party is threatened by the continued performance of either party’s regular duties of College responsibilities, the appropriate administrative official may suspend or reassign such duties or responsibilities pending the completion of the investigation and review process.
- Withdrawal of ComplaintThe sexual harassment complainant may withdraw the complaint at any point during the investigation or prior to the completion of any formal hearing on the matter. Once a complaint is withdrawn, it may not be refiled and will not be further considered except where the conduct constitutes part of a continuing pattern of similar conduct.
- Information Sources
- Time Cards
- Emergency Plan (pdf)
- InsurancePlease download and view the presentation below to understand all the benefits provided to NEO Employees.
Download the pdf below for benefit vendor contact information
Constantly changing health care requirements can be difficult to understand. Below is some information to help make sense of the impact of the Affordable Care Act (ACA):
What is the Affordable Care Act (ACA)?
The Affordable Care Act (ACA), or Federal Healthcare Reform, is a federal statute that has grabbed headlines since its passing in 2010. ACA aims to extend health insurance to approximately 32 million uninsured Americans through healthcare reform. The law itself is very complicated and goes into effect through multi-year phased roll-out. To inform you of the potential impact on your healthcare benefits, NEO Human Resources will provide a series of communications.
As stated, ACA provides for a multi-year phased roll-out. This roll-out of various requirements began in 2011. The following shows what has gone into effect thus far.
- Continued coverage
- Young adults may stay on their parents’ plans until age 26 regardless of student or marital status.
- Insurance companies can no longer drop coverage over claims
- No Lifetime limits on Essential Health Benefits
- -There are 10 benefit categories within an Essential Health Benefits package:
- Ambulatory patient services
- Emergency services
- Laboratory services
- Maternity and newborn care
- Mental health and substance abuse services, including behavioral health treatment
- Prescription drugs
- Rehabilitative and habilitate services and devices
- Preventative and wellness services and chronic disease management
- Pediatric services, including oral and vision care
- NEO is not required to provide these benefits; however, our benefit plans are rich and have been covering these services for years.
- -There are 10 benefit categories within an Essential Health Benefits package:
- Easier Access to insurance
- Insurance companies can no longer deny coverage to children under age 19 due to pre-existing conditions.
- Increased access to preventative services
- Free mammograms, colonoscopies, immunizations, and other services that find or prevent health problems before they become serious are available.
NEO is committed to providing competitive benefits that support the health and wellness of you and your family. While there are still a lot of unknowns as government agencies work to interpret the complex law, NEO and BlueCross BlueShield are working together to provide the best healthcare benefits available. Human Resources Personnel are available to answer your questions. You may also contact Evan Jewsbury, HR Director by phone 540-6378 or e-mail firstname.lastname@example.org.
What Changes Will ACA Bring in 2014?
The first communication on the Affordable Care Act (ACA) covered what has already changed in the multi-year phased implementation of health care reform. While the implementation of the Affordable Care Act (ACA) has brought significant changes, 2014 will once again bring major activity to American health care.
Requirements Effective January 1, 2014
- Maximum 90-Day Waiting Periods for new employees to be added to health plans.
- No Pre-Existing Condition Exclusions for anyone.
- No Annual Limits to what a plan will pay for those enrolled in their plans.
- Out-of-Pocket Maximums – deductible and co-pay amounts paid will go towards the annual out-of-pocket maximums. (Some portions delayed until 2015).
*Out of Pocket for in-network services and out-of-network emergency services cannot exceed $6,350 for individual plans or $12,700 for family plans
- Increases in maximum wellness incentives up to 50% of the cost of the coverage allowed to be passed to employee.
- Individual health care coverage mandate or penalty tax for no coverage.
- Creation of health exchanges; a marketplace that allow individuals and eligible employers to purchase health insurance.
Also effective January 1, 2014, new federal fees will be passed down through insurance companies to those insured through increased premiums.
- Annual Fee on Health Insurers
- This is an annual fee that will fund some of the ACA provisions such as premium subsidies or cost-sharing reductions for coverage through the exchanges. The fees will increase from year to year. Currently the estimated impact on increased premiums will be 2-2.5 % in 2014 and later as much as 3-4%.
- Reinsurance Fee
- This is a temporary fee from 2014 to 2016 that will fund a transitional reinsurance program to help stabilize premiums for coverage in the individual market. For 2014, this fee will be $5.25 per participant per month.
- Patient-Centered Outcomes Research Institute Trust Fund Fee (PCORI)
- An eight-year fee that will fund comparative clinical effectiveness research. In 2014, the fees will be $2 per the average number of covered participants.
These fees are expected to increase 2014 premiums by at 4%. This will be in addition to any other premium increase required due to claims experience. As always, Human Resources is available to answer your questions; call Evan Jewsbury, HR Director at (918) 540-6378 or contact via email email@example.com
What Potential Changes will ACA bring in 2014 to NEO Health Plans?
The first communication on the Affordable Care Act (ACA) covered what has already changed in the multi-year phased implementation of health care reform. The second communication went over the required changes effective January 1st, 2014. Due to the increased costs associated with ACA, employers nationwide are making strategic changes to plan designs to help keep overall costs at a minimum. Examples of some of those changes are:
- excluding spouses that have coverage with their employers
- adding outcome-based programs to drive employee accountability through penalties and incentives
- simplifying benefit portfolios by removing options
- increasing deductibles
NEO pairs with OSU as well as the other A&M’s striving to provide superior health care coverage for our employees and their families while continuing to focus on keeping health care cost increases at a minimum. To accomplish this goal, OSU Administration and the OSU Healthcare Taskforce are looking at many options.
Pending OSU Healthcare Taskforce approval, PROPOSED 2014 NEO Health Plan changes are as follows:
- Simplify plan choices by eliminating BlueChoice; offering only BlueOptions and BlueEdge
- Include the $250 deductible credit for participation in Well on Target Health Assessment for BlueEdge participants (previously only available to BlueOptions participants)
- Provide a tobacco-free premium incentive – due to ACA fees, premiums will increase; however, if an employee is tobacco-free or has recently participated in a tobacco cessation program, his/her premiums would be reduced and potentially see no increase
- Increase out-of-pocket maximums – co-pays and deductibles will now go towards out-of-pocket-expenses
OSU has informed us that they are still negotiating with BCBS to determine final rates for 2014. They are determined to keep premium increases at a minimum; however, OSU is anticipating that an increase in premiums will occur due to ACA related fees/taxes. The national average, with both ACA related fees/taxes and increases in paid claims, has been reported at 8% – 12%. It is our hope to negotiate rate increases below this amount.
OSU has also informed us that they appreciate any feedback regarding the PROPOSED 2014 Health Plan changes and value your input. If you have input, please e-mail firstname.lastname@example.org or feel free to e-mail Evan Jewsbury, HR Director at email@example.com.
As always, the Personnel Office is available to answer your questions anytime.
- Continued coverage
- TrainingNEO Human Resources provides training on policies and procedures required for employees of NEO. Below you will find resources for these training events.
Hazard Communication Training
What is the NEO Confidential Reporting System?
NEO has selected EthicsPoint to provide easy ways to discreetly and confidentially report activities that may involve criminal, unethical, or otherwise inappropriate behavior in violation of NEO polices. By using the system, we can work together to address fraud, abuse, misconduct, and other violations, while helping to cultivate a positive environment. Addressing misconduct and other concerns early on will help minimize negative morale issues and financial impact to NEO employees, vendors and students.
How to File a Report
The System is carefully designed to allow you to maintain your confidentiality when submitting and following up on a report. Step-by-step instructions guide you to help ensure that you do not inadvertently compromise your identity.
There are nine reporting categories:
- Financial – Accounting, auditing, or financial matters
- Research – Issues dealing with the University’s research programs
- Human Resources – Misconduct, harassment, discrimination, or other working conditions
- Athletics – Misconduct or violations of NEO policies or NCAA regulations
- Risk and Safety Matters – Environmental, public safety, or working conditions or concerns
- Medical – Issues related to the NEO student health services
- Information Technology – Data privacy or integrity, inappropriate use of technology, software piracy or copyright infringements
- Academic/Student Affairs – Issues dealing with students or academic affairs
- Other – Other issues that do not seem to fit in the above categories.
Reporting is as easy as 1-2-3
- Step 1: Access the System
Click on the EthicsPoint Icon from various NEO internet sites and be linked to the secure Web site. Click on “File a Report.”
Go to www.ethicspoint.com from any computer with Internet access (home, public library, neighbor, etc.) Click on “File a Report.”
1-866-294-8692. A compliance specialist will assist you in entering your report into the EthicsPoint Reporting System.
- Step 2: Complete a Report
Follow on-screen compliance specialist’s instructions.
- Specify the kind of report you would like to make from the list of issues.
- Read or listen to the anonymity information carefully to ensure you do not compromise your identity during the reporting process. Click on or say “I agree.”
- Complete the report, providing information about the incident:
- Who was engaged in the incident, including titles
- What specifically occurred
- Where was the location of the incident
- When and how long has the incident occurred
- Create a password to go with the identification code called a “Report Key” generated by the System. Write them both down, and keep them in a safe place. You will need them to follow-up, review or amend your report
- Step 3: Follow-Up 72 Hours Later
Return to the System (using the NEO network, internet or toll-free telephone number) to see if NEO has any follow-up questions or requests.
- Log in to follow-up on your initial report providing your Report Key and Password.
- If you accessed through the Toll-Free Phone line, a compliance specialist will assist you in reviewing report details, responding to questions, and add information:
- Review you report by clicking on “Review Report Details”
- If NEO has questions, type answers into the question box and click “submit.”
- Add information by using the “Submit New Information” box.
What to Report?
Situations, events or actions by individuals or groups that you believe may have a negative impact on NEO or may be detrimental to personal safety, morale, or productivity. Frivolous or unfounded reports do not help foster a positive workplace. If you are uncertain if a situation violates company policy, is illegal or constitutes harassment or discrimination, please consult your supervisor, advisor, or other appropriate representative to obtain clarification.
NEO guarantees that reports will be handled promptly and discreetly with facts made to those who need to know to investigate and resolve the matter. No retaliatory action will be taken against anyone for reporting or inquiring in good faith about potential breaches of NEO policies or seeking guidance with respect to suspected concerns. Reports will be given careful consideration by NEO.
Questions? Call Human Resources at (918)-540-6378.
- Employee Self-Service
- Pay Periods and Due Dates
- Degree Works
- Class Cancellation Policy (pdf)
- Faculty Web Product
- Adjunct Academic Warning
- Faculty Association Constitution
- Faculty Association By Laws
- Faculty Association Minutes
- Instructional Technology Resources
- Academic Forms
- Adjunct Contract Template (doc)
- Advanced Standing Credit Application (pdf)
- Application for Degree (pdf)
- Course Substitution Form (xls)
- Course Syllabus Template Form (doc)
- Online Course Syllabus Template Form (doc)
- Course Syllabus Guide (pdf)
- Curricular Change Guidelines (pdf)
- Curricular Change Request Form (xls)
- Dobson Award Form
- Dobson Faculty Salary Supplement Application (pdf)
- Faculty Service Award
- Faculty Qualifications Form (doc)
- FERPA Waiver for Letter of Recommendation
- Incomplete Grade Form (doc)
- Instructor Absence Report
- Instructor Schedule (.xls)
- New Faculty Awards
- Student Participation Memo (excel)
- Supervisor Approval for Staff Teaching (Adjunct)
- Textbook – Request for Change (xls)
- Sabbatical Leave of Absence Form (pdf)
- Evaluation Forms
- Federal Work Study Forms
- Financial Forms
- Foundation Forms
- Other/Miscellaneous Forms