RESIDENCE EDUCATION/UNIVERSITY HOUSING COMMUNITY LEADER EMPLOYMENT AGREEMENT FOR ACADEMIC YEAR, AUGUST 2017-MAY 2018 & SUMMER 2018 This document shall be an employment agreement between Community Leader (CL) _________________________________________________________________________ (please print first and last name) (residence hall, room #) and University Housing at Georgia Southern University. A. GENERAL DESCRIPTION

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The Community Leader (CL) is a vital member of the Georgia Southern University Housing staff. The CL is a live-in member of the University Housing staff and works with a group of students in one of the residence halls. The CL works with University Housing, Residence Education, Resident Directors, and Assistant Resident Directors in establishing a positive living environment for all residence hall students. The CL is primarily involved in engaging members of the community. In order to accomplish this, the CL is expected to play a variety of constantly changing roles. Due to the nature of the work involved, the CL must be flexible and creative in meeting residents’ needs. The position requires a serious time commitment and a willingness to be available and accessible to residents. B. OVERVIEW

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This employment agreement is intended to provide an overview of key performance expectations and behaviors for CLs. Our relationship as employer and employee is based on mutual respect and consent, and, therefore, will continue only as long as both parties find the relationship to be satisfactory. Accordingly, you are free to terminate your employment (professional courtesy is two weeks’ notice), whenever you feel it would be in your best interest to do so. By the same token, University Housing/Residence Education reserves the same right to terminate employment whenever, in the discretion of University Housing/Residence Education, it is felt necessary to do so. This employment agreement cannot address every possible facet of the CL experience, nor can it anticipate every scenario which may arise during an individual’s employment with University Housing/Residence Education. Understanding this, it is important to note: 1. Additional expectations and standards of performance will be supplied in writing to each CL by his/her immediate supervisor (Resident Director (RD) or Assistant Resident Director (ARD)) in the course of preliminary orientation to the CL position. These supplemental expectations will provide role-specific and building-specific information each CL is expected to adhere to in the course of fulfilling his/her duties. The expectations from a CL’s immediate supervisor act in concert with this employment agreement and neither supersede or nullify this document’s contents. Supplemental documents for the CL position include, but are not limited to: a. Community Leader Acceptance Form; b. Community Leader Payment Option Selection Form; c. Housing Accommodations Agreement; d. Academic Expectations for Community Leaders; e. Acknowledgement of Duty to Keep Information Confidential; f. Community Leader Cell Phone Usage Agreement; g. Community Leader Manual; h. Community Leader Key Ledger; i. Community Leader Tablet Usage Agreement; j. University Housing Student Employee Handbook, etc. 2. In those instances whereby interpretation of the expectations outlined in this document—or in those supplied by the immediate supervisor—becomes necessary, University Housing/Residence Education’s interpretation of policies and procedures takes precedence over the individual CLs or third party’s interpretation or understanding of said policies and procedures. Therefore, responsibility lies with the CL to carefully review the contents of this, and other documents related to performance expectations, and ask questions of a professional staff member to aid in clarifying and further understanding these expectations.

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RESIDENCE EDUCATION/UNIVERSITY HOUSING COMMUNITY LEADER EMPLOYMENT AGREEMENT FOR ACADEMIC YEAR, AUGUST 2017-MAY 2018 & SUMMER 2018 3. Georgia Southern University, University Housing, and Residence Education, its agents and representatives, reserve the right to alter, amend, redact, or nullify any or all portions of this agreement as dictated by circumstances or business needs and without any obligation to provide advance notice to its employees. C. QUALIFICATIONS

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Listed below are the qualifications for the CL position: 1. Must be registered as a full-time student (12 hours undergraduate or 6 hours graduate) during the fall and spring semesters and, if applicable, three or more credit hours during the summer term at Georgia Southern University; 2. Lived on campus at least two semesters by start of employment, a Resident Advisor at another institution, or significant leadership experience/role; 3. Must have a 2.5 cumulative grade point average (GPA) and abide by the academic policy set forth in this document and the Academic Expectations for Community Leaders document; 4. Clear student conduct record. If a CL does have a conduct record, each CL’s situation will be dealt with on a case-by-case basis. The CL’s conduct record must remain clear throughout the tenure of his/her employment. The CL’s student conduct record is subject to review prior to and throughout the term of employment; 5. Ability to work in a diverse environment, and sensitivity to students’ growth and development in the university and residence hall setting; 6. Demonstrated leadership and interpersonal skills; and 7. Successfully complete the LEAD 3900 course prior to or during the first semester of employment in the CL position. D. APPOINTMENT TERMS

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By signing this agreement, the CL has read and fully understands the terms and conditions of the CL position and is aware of the following agreement terms: 1. CLs selected for employment must successfully complete a background check/investigation; 2. This CL Employment Agreement is for the entire academic year and, if applicable, the subsequent summer and may not be renewed for the following academic year; 3. Reappointment to the CL position is granted solely at the discretion of the CL’s Resident Director (RD), Assistant Director (AD), Associate Director of Residence Education (ADRE), and/or the Director of Residence Education (DRE). CLs are hired on a year-to-year basis, meaning CLs must reapply each year. The CL’s performance review and contributions to the community will be considered in the rehire process; 4. CLs must commit to a full year of employment, August through May; 5. A CL is limited to no more than 25 hours of work per week in the CL position. See Section E, #3 - Other Employment on page 4. 6. The CL understands he/she may be terminated from the position at any time for failing to fulfill any or all of his/her position obligations and responsibilities, and/or violating any Student Code of Conduct and/or University Housing policies, as well as local, state, and federal laws. The burden of proof utilized in incidents involving a violation of policy or law, in regards to continued employment, is reasonable suspicion; 7. The CL understands he/she may be terminated if he/she fails to comply with deadlines and/or due dates for completing the appropriate new hire or returning staff paperwork, including signing an employment agreement, completing a criminal background check, training accommodation requests, Housing contract, and any necessary payroll paperwork as defined by Human Resources (including work eligibility documentation and direct deposit banking information);

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RESIDENCE EDUCATION/UNIVERSITY HOUSING COMMUNITY LEADER EMPLOYMENT AGREEMENT FOR ACADEMIC YEAR, AUGUST 2017-MAY 2018 & SUMMER 2018 8. Georgia is an ‘at-will’ employer. CLs are at-will employees in accordance with Board of Regents policies. At-will employment means employees are subject to discharge at any time, regardless of his/her performance; and 9. A CL requiring accommodation under the Americans with Disabilities Act is responsible for communicating the need for an accommodation in a timely fashion to Human Resources by providing appropriate documentation of the disability and the accommodation request. Please refer to the policies section of the Human Resources website for specific information and forms. E. CONDITIONS OF EMPLOYMENT

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Listed below are the conditions of employment for the CL position: 1. ACADEMIC STANDARDS: University Housing recognizes that a CL’s first obligation should be his/her academics, and understands that Residence Education professional staff will review cumulative and semester/term Grade Point Averages (GPAs), as well as credit hours earned each semester/term of employment to ensure satisfactory academic progress. Work for University Housing should not impede the CL’s academic progress toward the degree. Specifics regarding academic expectations are listed below, as well as in the Academic Expectations for Community Leaders document. a. Credit Hours: A CL must enroll for an academic load of 12-17 hours per semester/term and may not carry an academic overload of more than 17 hours during the first semester/term of employment. After the first semester/term of employment, a CL may not carry an academic overload of more than 17 hours without the approval of his/her direct supervisor and his/her AD. Requests must be made in writing to his/her direct supervisor, who will confer with the AD. i. EXCEPTION: There are two exceptions to the credit hours policy: 1. Summer and EIP CLs are required to register for at least three credit hours. 2. CLs participating in student teaching, internships, or co-ops may enroll in an academic load less than 12 hours. b. Grade Point Average: The minimum GPA expectation for CLs is a 2.50 cumulative GPA and a 2.25 semester/term GPA. CLs who do not meet this expectation will be placed on academic probation or be academically released based on the following criteria: i. Academic Probation: 1. Earns a semester/term GPA less than 2.25; or 2. Earns a cumulative GPA less than 2.50. ii. Academic Release: 1. Does not meet the below stated policy in regards to removal from academic probation; 2. Earns a semester/term GPA less than 2.00; or 3. Earns a cumulative GPA less than 2.25. c. Academic Probation: Academic probation is completely separate from any other job-related warning or probation. In cases of academic probation, CLs will be required to meet with his/her AD to discuss strategies for improving academic performance. i. To be removed from academic probation, a CL must have a cumulative GPA at or above 2.50 and a semester/term GPA at or above 2.25. d. Academic Release: When a CL is released from the CL position due to academics, he/she will be strongly encouraged to meet with his/her AD to map out strategies for grade improvement or referral to other on-campus resources to assist with academic progress and success. 2. ON/OFF CAMPUS INVOLVEMENT: Frequently, CLs are individuals involved in many facets of campus life, leadership, and volunteerism. In support of the CL’s success as a student and as a staff member, University Housing/Residence Education reserves the right to limit extracurricular involvement. Involvement outside of academic pursuits should not interfere with the obligation to his/her residents and the CL position. CL responsibilities have priority over all other extracurricular activities, and, therefore, CLs should discuss all outside commitments with his/her direct supervisor prior to committing to these activities. The CL should participate in these activities in such a way he/she will not conflict with the CL position. If the CL’s job performance is not satisfactory, this could necessitate the CL

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RESIDENCE EDUCATION/UNIVERSITY HOUSING COMMUNITY LEADER EMPLOYMENT AGREEMENT FOR ACADEMIC YEAR, AUGUST 2017-MAY 2018 & SUMMER 2018 relinquishing the extracurricular activity or the CL position. Any leadership position/commitment in an extracurricular activity must be approved by his/her direct supervisor. a. CLs will not be able to participate in the following during his/her first semester of employment: i. Participating as a perspective new member in sorority or fraternity recruitment; ii. Non-academic based involvement, which would require the CL to miss any portion of CL training. b. During subsequent semesters, CLs may not participate in the following: i. Hold an executive board member position in Student Government Association (SGA) or Residence Hall Association (RHA); ii. Sorority or fraternity recruitment activities, which would require the CL to miss any portion of CL training; and/or iii. Non-academic based involvement, which would require the CL to miss any portion of CL training. 3. OTHER EMPLOYMENT: Outside employment is defined as services rendered or time spent performing a function not directly tied to academic, for-credit coursework, scholarship monies, or the CL position. Employment outside of the CL position is limited only to those CLs who have successfully completed a semester of employment and have sought approval in advance from his/her direct supervisor. Approval from his/her direct supervisor must be in writing with specific details regarding the additional employment. The Affordable Care Act limits student employees to 1,300 hours of work in a calendar year. Georgia Southern University limits student to no more than 25 hours of work per week (with few exceptions). The CL position is unique in that hours vary – but average 15-20 hours per week, with a possibility of an additional one to five hours per week totaling no more than 25 hours (additional hours might include student crises, major events, etc.). Due to timekeeping methods used by Auxiliary Services, student employees within Auxiliary Services cannot hold a second job on campus, including the work study program. Please note the following: a. Off-campus employment: Off-campus employment may be allowed after the first semester of the CL position, with approval of his/her direct supervisor. (No CL is allowed to hold off-campus employment during the first semester of the CL position.) Approval from his/her direct supervisor must be in writing with specific details regarding the CL’s off-campus employment. If the CL’s job performance is not satisfactory, the direct supervisor has the right to ask the CL to end his/her off-campus employment or resign from the CL position. Off-campus employment may be allowed after the first semester of the CL position if: i. The CL is currently performing above average in his/her CL position; ii. The CL is performing above average academically; and/or iii. The CL has a valid reason as to why employment is necessary (to be determined by the direct supervisor/AD/ADRE). b. Student Teaching/Internship/Co-op/Nursing Clinicals: A CL’s decision to have an internship, co-op, student teach, or complete nursing clinicals while holding a CL position, must be discussed with his/her direct supervisor and AD prior to the semester the CL intends to complete the internship, co-op, student teaching, or nursing clinicals. The direct supervisor and AD will make a decision as to whether or not a CL complete the internship, co-op, student teaching, or nursing clinicals. and remain in the CL position. A CL cannot complete the internship, co-op, student teaching, or nursing clinicals during his/her first semester in the position. 4. CONTINUING EDUCATION REQUIREMENT: The skills needed to fulfill the CL position successfully, require continuing education and development opportunities, including, but not limited to: a. Staff Meetings: Staff meetings are held weekly on Wednesday nights for a two-hour time block; b. Trainings: CLs will be required to return to school and report to his/her assigned residence hall for orientation, training, and work sessions prior to the beginning of classes each academic semester, including summer term. This training takes precedence over any and all extracurricular activities in which a CL is involved. Additionally,

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RESIDENCE EDUCATION/UNIVERSITY HOUSING COMMUNITY LEADER EMPLOYMENT AGREEMENT FOR ACADEMIC YEAR, AUGUST 2017-MAY 2018 & SUMMER 2018 CLs will be required to attend all spring orientations and workshops as designated by the Residence Education Office. i. EXCEPTION: Academic based involvement (i.e. Study Abroad, Internships, Co-op, transient enrollment, etc.) will be discussed on a case-by-case basis. c. On-going Developmental/Continued Training: The CL will be required to attend departmental and area continuing education programs as determined by the RD, AD, ADRE, DRE and other Residence Education and/or Housing personnel. d. One on One Meetings: Attend regularly scheduled individual meetings with his/her direct supervisor in order to give/receive feedback, plan for upcoming activities, and follow up on student concerns. **ALL continuing education requirements are drug and alcohol free.** F. COMPENSATION/BENEFITS

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Listed below are the compensation and benefits for the CL position: 1. CLs receive a salary compensation package (specific salary amounts are listed below). This may be awarded in the way of a credit towards the housing cost, monetary monthly payment, or a combination of those options agreed upon at the time of accepting the position (pending approval through University Payroll). If a CL notices a discrepancy in his/her pay, overpayment or underpayment, it is his/her responsibility to notify his/her direct supervisor. The supervisor will then contact a member of the Housing central office. a. Academic year (August to May) – CL salary compensation is $6800 per year ($3400 per semester). i. CLs are responsible for the $20 student activity fee for both fall and spring semesters. b. Summer school (May to July) – CL salary compensation is $820 per term for Summer School CLs. The room rate is discounted 50% for Summer CLs. i. CLs are responsible for the $10 student activity fee for both term A and term B. c. Eagle Incentive Program (EIP) (June to July) – CL salary compensation is $960 for EIP CLs. The room rate is discounted 50% for EIP CLs. i. CLs are responsible for the $10 student activity fee for term B. 2. CLs are guaranteed on-campus housing, for which he/she is financially responsible. 3. CLs are allowed a single bedroom, when space is available, for the duration of employment. CLs will be given a limited period in which to identify suite/apartment roommates. After that designated period, spaces in the unit will be filled according to the prevailing community in the building. However, University Housing may assign roommates whenever the need arises. University Housing reserves the right to change a CL’s floor, room, and/or building assignment as deemed necessary. 4. In the event a residence hall’s occupancy does not meet expected levels, University Housing/Residence Education reserves the right to reassign CLs to other open CL spaces in residence halls, other responsibilities which support Residence Education, or release the CL if no position is identifiable. G. RESPONSIBILITIES/EXPECTATIONS

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Listed below are the responsibilities and expectations each CL must fulfill in order to perform satisfactorily. Please note these responsibilities and expectations could be supplemented by his/her direct supervisor and/or University Housing/Residence Education. 1. TIME COMMITMENT: Student employees are limited to no more than 25 hours of work per week in the CL position. The CL is required to keep track of his/her hours worked per week. The average weekly time commitment of any CL position, however, is considered to be a general agreement between the CL and University Housing/Residence Education. The CL position is to be the principle non-academic activity of the CL.

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RESIDENCE EDUCATION/UNIVERSITY HOUSING COMMUNITY LEADER EMPLOYMENT AGREEMENT FOR ACADEMIC YEAR, AUGUST 2017-MAY 2018 & SUMMER 2018 a. Work Hours: CLs should expect to work no more than 25 hours per week when classes are in session. The specifics of the hours worked are detailed by his/her direct supervisor, AD, Residence Education, or University Housing; hours may include, but are not limited to, time on duty, resident interactions, various meetings, and planning time. At times, CLs will be required to work up to an additional five hours per week (i.e. student crises, major events, etc.). b. Availability: Availability to residents is of utmost importance in the CL position. To effectively demonstrate this, the CL will need to spend time during normal waking hours (10:00 am-11:00 pm) on the floor, door open (if applicable), visiting residents, etc. The CL needs to be available, accessible to, and regularly initiate contact with residents. The CL must understand time spent on the floor should consistently exceed time away from the floor. While CLs are not scheduled for duty every night or weekend, he/she is encouraged to remain on campus during these times to assist residents and foster community within the residence halls. c. Duty: CLs will typically be on duty one night during the week (Sunday through Thursday) and several times on the weekend throughout the semester (Friday and Saturday). CLs will know the on-duty policy as provided to them by his/her direct supervisor. i. Duty shall begin each night at 8:00 pm and end the following day at 8:00 am. Desk duty hours are from 8:00 pm–12:00 am (midnight). ii. CLs will remain in his or her residence hall the entire duty shift. iii. One member of the CL duty team must carry the CL on-call/duty cellphone from 8:00 pm to 8:00 am. d. Break Duty: CLs are asked to contribute on a volunteer basis for duty coverage during University breaks: Thanksgiving, Winter, and Spring. CLs who volunteer will work with an AD to schedule his/her specific duty days. Break duty is additionally compensated on a daily basis since these hours are above and beyond required hours a CL is expected to work during non-break periods. Preference for break duty shifts will be given to CLs who have not worked during the summer term, as these CLs will have more available hours within the Affordable Care Act 1,300 hour cap. c. Time Away: The CL’s direct supervisor will coordinate the tracking of the CLs’ time away and time off requests, in order to ensure proper coverage of the residence hall and presence of CL staff. d. Openings and Closings: It is necessary for CLs to be present prior to the opening of the residence halls and after the halls close, in order to respond to the needs of residents and to attend to administrative responsibilities, as deemed necessary by his/her direct supervisor, AD, and/or designee. These opening and closing periods include fall semester opening (August), fall semester closing (December), spring semester opening (January), spring semester closing (May), Summer opening (May), and Summer closing (July). These periods apply to all CLs (where applicable) and he/she must assist with opening and closing of the residence hall as specified by his/her direct supervisor, AD, or ADRE. Additionally, CLs must return early in August and January for CL training. Requests to leave early or return late must be submitted in writing and approved in advance by his/her supervisor, AD, and/or ADRE. i. Graduating CLs: If a CL is graduating, it is his/her responsibility to speak with his or her direct supervisor to discuss responsibilities. It is the expectation of University Housing that graduating CLs will assist with and work closing. This includes working hours on graduation day, as determined by University Housing. e. Closed Weekends: University Housing and Residence Education may deem certain weekends as “closed”. A “closed” weekend requires the CL to be present from Friday evening through Sunday evening. These weekends will be for events such as Open House, staff selection (CL, Graduate, RD, etc.), homecoming, and/or other major campus events. During these weekends, CLs will be asked to participate in events throughout the weekend. As soon as the event is deemed over by his/her direct supervisor, CLs will be dismissed. f. Adjunct Assignments: Adjunct assignments vary by building and are assigned to CLs by his/her direct supervisor. These adjunct assignments are set up for the CL to actively participate in, and support, Residence Education/University Housing in a variety of areas. Adjunct assignments include, but are not limited to: Housing

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RESIDENCE EDUCATION/UNIVERSITY HOUSING COMMUNITY LEADER EMPLOYMENT AGREEMENT FOR ACADEMIC YEAR, AUGUST 2017-MAY 2018 & SUMMER 2018 student organizations – (Community Leaders United (CLU), National Residence Hall Honorary (NRHH), Residence Hall Association (RHA)); staff development; intramurals; clubhouse managers; etc. g. Essential Personnel Response: Due to the unpredictable nature of the work, CLs will be asked to participate in other duties as required to meet the goals and objectives of University Housing/Residence Education. For instance, the CL may be requested to assist in fire watches, emergency situations, power outages, weather related situations, additional Admissions events, etc. 2. CREATING COMMUNITY: The CL is expected to promote an atmosphere conducive to individual and group growth and development. The CL should promote, and maintain, a community which is open to differences, as well as develop a community which is conducive and supportive of student learning. a. Residential Curriculum Plan: The CL must meet the minimum expectations per semester as outlined in their residence hall’s Residential Curriculum Plan. The CL is also obligated to carry out other community development requirements determined by his/her direct supervisor, AD, ADRE, DRE and/or University Housing. Additionally, the CL must meet any and all community development deadlines set by his/her direct supervisor and/or AD. Failure to fulfill any part of the community development requirement may result in disciplinary action or termination. b. Individual Resident Relations: The CL is expected to interact and build connections with all residents, but recognize his/her own personal limits, while maintaining confidentiality. The CL should know every student in his/her assigned area and maintain an attitude of sincere interest in each and every resident. The CL is also expected to be aware of, and report to his/her direct supervisor, any illness, abnormal behavior, long absences, or special concerns of residents or self. Lastly, the CL is expected to facilitate positive and proactive social interaction among residents. 3. ADMINISTRATIVE DUTIES: The CL is an important part of daily administration in the residence hall, which includes safety and security of residents, assignment and occupancy reports, hall opening and closing, policy management, and facility maintenance. The CL is administratively responsible to his/her direct supervisor, secondarily to the AD, and thirdly to the ADRE. The CL may deal with sensitive and confidential materials and/or information in relation to the CL position. The CL will be professional and discreet in handling of all job related (staff and student) matters and will discuss them only with his/her direct supervisor (and/or University Housing/Residence Education professional staff members (professional staff does not include other CLs). 4. POLICY ENFORCEMENT: The CL is expected to behave as a role model and peer educator, helping residents understand the rationale for policies, respect the rights of others, and to be accountable for his/her own behavior. The CL will support, follow, and enforce all University Housing policies and University policies as published in the University Housing Policies booklet and the Student Code of Conduct, as well as the CL manual, this employment agreement, and all municipal, state, and federal laws. 5. RELATIONS WITH OTHER DEPARTMENTAL STAFF: Maintenance, housekeeping, central office, and support staffs are critical members of our University Housing team. Regular communication and mutual respect between these staff members and CLs facilitates a safe, clean, and comfortable living environment for residents, as well as a pleasant working environment for all staff. 6. STAFF SUPPORT AND DEVELOPMENT: Each CL has an obligation to know and be known, to cooperate for the benefit of the group and advancement of its development, and to perform his/her job to the best of his/her ability. 7. PERSONAL BEHAVIOR AND BEHAVIOR OF OTHERS: To a certain degree, CLs lose their anonymity in the CL position, and his/her personal conduct reflects and communicates the respect he/she has for him/herself and for the CL position. By accepting employment with University Housing/Residence Education, the CL has accepted the responsibility to know, understand, and abide by Georgia Southern's policies, procedures, and regulations, including, but not limited to, the Student Code of Conduct, civil law, and University Housing policies. CLs are responsible for all materials and

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RESIDENCE EDUCATION/UNIVERSITY HOUSING COMMUNITY LEADER EMPLOYMENT AGREEMENT FOR ACADEMIC YEAR, AUGUST 2017-MAY 2018 & SUMMER 2018 information provided in the Community Leader Manual and University Housing Student Employee Handbook, as well as any additional documents. a. Public Electronic Communication/Social Media: The CL understands he/she is not only expected to role model appropriate behaviors at all times in the physical realm of the on-campus setting, but is also accountable for the content of his/her on-line and electronic communications. The CL should realize he/she is viewed by others as a representative of University Housing/Residence Education and Georgia Southern University, and must take this into account when sending or posting messages and/or images. University Housing/Residence Education may view a CL’s public electronic communication and/or social media for appropriate content related to the CL position. If University Housing/Residence Education determines that a CL is responsible for electronic communications which are inappropriate or contradictory to the stated values and mission in this employment agreement, the Student Code of Conduct, and/or University Housing policies, appropriate employment action will be taken, up to and including employment termination. b. Dress: The CL is expected to dress appropriately in professional settings (i.e. University Housing office, meetings, Georgia Southern University committees, etc.). The following types of clothing items are unacceptable in professional settings: untidy clothes, tank tops, very short shorts, gym shorts, sweat pants, coaching shorts, flip flops, halters, etc. c. Confidentiality: The CL is expected to not share confidential information with residents or other students. This includes information about residents and/or any other information the CL is privileged to know because of the position. CLs should NEVER promise confidentiality to a resident. Protocol may require the CL to report what the resident confides to his/her direct supervisor and other University administrators. d. Difference of Opinion: When in disagreement with a University Housing/Residence Education policy, directive, or decision, the CL should express that opinion privately, without accusation or defensiveness, and with the understanding he/she will still follow through on the direction received. e. Insubordinate Behavior: The CL will refrain from insubordinate behavior to any upper level University Housing/Residence Education staff member, as it will result in personnel action. 8. CL DATING POLICY AND RESPONSE: University Housing/Residence Education discourages physical or romantic relationships between co-workers, subordinates, or residents who are under the CL’s direct area of responsibility. Should any sort of dating, physical, or romantic relationship develop between the CL and a co-worker or resident, it is incumbent upon the CL to disclose the existence of the relationship to his/her direct supervisor. Failure to do so may result in appropriate disciplinary action. Additionally, reassignment of job functions/responsibilities or relocation could result from a relationship with a co-worker or resident to prevent the perception of a conflict of interest. a. NOTE: If a person with whom a CL is/was involved with is around, or participating in, a violation of housing policies or the Student Code of Conduct, the CL should not be involved in the response to, or documentation of, the incident. The CL will contact other CL staff members to address the situation, or, if necessary, his/her direct supervisor and/or the Resident Director on Call (RDOC), to ensure impartiality in the response. H. EVALUATION, CORRECTIVE ACTION, AND TERMINATION

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The CL is responsible for all materials and information provided in the Community Leader Manual and the University Housing Student Employee Handbook, involving evaluation, corrective action, and termination processes. 1. CL EVALUATIONS: All CLs will be evaluated at least once a semester by his/her direct supervisor, which may include peer and/or resident evaluations. These evaluations are designed to assist CLs in developing personal and career related skills, as well as monitor and improve upon the performance of the CL position. The CL’s performance will be evaluated regularly by his/her direct supervisor and, if judged inadequate, may result in corrective action. a. Community Leader Competencies: CLs will be evaluated on eight competencies related to his/her number of years in the CL position. These competencies include:

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RESIDENCE EDUCATION/UNIVERSITY HOUSING COMMUNITY LEADER EMPLOYMENT AGREEMENT FOR ACADEMIC YEAR, AUGUST 2017-MAY 2018 & SUMMER 2018 i. ii. iii. iv. v. vi. vii. viii.

Appreciation of Diversity Community Building Communication/Administrative Skills Leadership Skills/Team Building Mediation/Confrontation Peer Helping Skills Problem Solving/Critical Thinking Role Modeling

2. CORRECTIVE ACTION AND TERMINATION: Any CL not fulfilling the terms of this agreement, or who is found to be in violation of federal/state law, the Student Code of Conduct, University Housing policies and procedures, or those expectations established by this agreement, in the CL Manual, and/or by his/her direct supervisor, may be subject to corrective action or dismissed immediately from the position. a. Policy/Law Violation: If reasonable suspicion of a violation of University Housing policies, the Student Code of Conduct, or any local, state, or federal laws exists at any time in which he/she is employed by University Housing/Residence Education, this may result in termination or some form of formal corrective action. b. Meeting Expectations: If a CL has failed to meet the obligations of this employment agreement, his/her direct supervisor and/or the AD will take corrective action. These actions may include a warning, probation, and/or immediate termination. c. Housing Agreement: If a CL should resign from the CL position, or be terminated for any reason during the dates of employment, the CL is still bound by the terms of the housing contract and the Housing Accommodations Agreement for CLs, including cancellation fees. Furthermore, with a CL’s resignation or termination, the CL will be required to move from the CL space to another assignment on campus. This assignment will be determined by the Director of Business and Administration, or designated staff, in consultation with his/her direct supervisor and AD. The CL’s roommate may not be able to relocate with the CL. This move must also take place within a specific time frame, to be determined by the Director of Business and Administration and/or the AD. By signing this agreement, the CL understands and accepts the conditions listed above. CLs will be informed, in writing, of any decision by his/her direct supervisor and/or AD, which results in corrective action or termination. Please note in the event a CL is allegedly involved in a violation of University Housing or Student Code of Conduct policy or policies, the CL is also subject to adjudication through the Dean of Students/Office of Student Conduct judicial process. By signing this employment agreement, I commit myself to upholding all aspects of the CL position. I also understand this employment agreement does not describe all aspects of my CL position. I further understand there will be other duties I must perform to fulfill my obligations, requirements, and expectations. Also, because of differences in expectations of direct supervisors, ADs, and my assigned residence hall, I understand my responsibilities may be different than those of other CLs.

Signature

Date

Last updated: 4/24/2017

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