1. All college personnel are employed “at will,” except as modified by written contract or board policy.

2. Only certain categories of employees are issued written contracts. 

3. Employee written contracts are either provisional contracts or continuing contracts unless otherwise indicated in the contract.

a. The term “provisional contract” shall be defined as a benefited limited-term contract of three or more months to a maximum of twelve months, which automatically expires on its term date. The employment status of a provisional contract employee shall be defined by the terms of the contract. Renewal of a provisional contract is neither expected nor implied; non-renewal can be with or without cause and with or without notice.  A CURRENT PROVISIONAL CONTRACT FOR EMPLOYMENT SHALL NOT BE CONSTRUED BY AN EMPLOYEE AS CONTAINING A BINDING TERM OR CONDITION OF EMPLOYMENT THAT CENTRAL WYOMING COLLEGE SHALL OFFER TO THE EMPLOYEE ANOTHER CONTRACT OF EMPLOYMENT.  CENTRAL WYOMING COLLEGE RETAINS THE ABSOLUTE RIGHT TO REFUSE TO OFFER A NEW PROVISIONAL CONTRACT OR AN INITIAL THREE-YEAR CONTINUING CONTRACT OR ANY OTHER EMPLOYMENT AGREEMENT TO ANY THEN PRESENTLY EMPLOYED INDIVIDUAL, WITH OR WITHOUT CAUSE AND WITH OR WITHOUT NOTICE.

b. The term “continuing contract” shall be defined as a three-year benefited term of employment, consisting of three consecutive one-year contracts, the terms and conditions of which the employee must accept annually by signing and returning each annual contract by specified dates.  Continuing contract employees shall not be terminated except for cause and by due process. 

4. The categories of benefited employees at CWC are as follows:

a. President/CEO:  The president is the sole employee who is hired by and who reports directly to the board. The president is employed according to terms and conditions set forth in the written employment contract.  The offer of an extension to the current contract is acted upon by the board at its November meeting.  The terms and conditions of said contract, including compensation, shall be presented by the board to the president at an executive session no later than its March meeting, and the board shall formally set the president’s compensation for the upcoming fiscal year no later than the May board meeting.

b. Administrators:  Certain key employees whose primary duty is management in nature, who have authority and responsibility over a college site, division or multiple divisions, who have supervisory duties, and whose scope of responsibilities have organizational-wide impact.  Administrators are employed according to college policies and procedures, and terms and conditions set forth in written employment contracts.

c. Faculty:  Employees whose main duties are college instruction are designated as Faculty and are offered written contracts so designating.  Employees in this category may become eligible for “continuing contract” status.

d. Professional Staff:  Certain employees whose main duties are not college instruction are designated as Professional Staff and are offered written contracts so designating.  Employees in this category are not eligible for “continuing contract” status except those currently on a continuing contract due to previous practice.

e. Classified Staff:  College employees who serve in supportive or assistive roles are non-contracted, “at will,” employees of the college, and are not eligible for continuing contract status.  ALL CLASSIFIED STAFF ARE EMPLOYED AT WILL.  NEITHER THIS POLICY NOR ANY OTHER POLICY OR PROCEDURES RELATIVE TO EMPLOYMENT SHALL BE CONSTRUED TO CREATE A CONTRACT BETWEEN CENTRAL WYOMING COLLEGE AND THE CLASSIFIED EMPLOYEE.  NEITHER A LETTER OF INITIAL APPOINTMENT NOR LETTER OF NOTIFICATION SHALL BE CONSTRUED BY AN EMPLOYEE AS CONTAINING ANY PROMISE OR EXPECTATION OF CONTINUED EMPLOYMENT.  CENTRAL WYOMING COLLEGE RETAINS THE ABSOLUTE RIGHT TO TERMINATE EMPLOYMENT AT ANY TIME, WITH OR WITHOUT CAUSE AND WITH OR WITHOUT NOTICE.

5. With respect to treatment of staff, the president may not cause or allow conditions that are unfair, undignified, inequitable, or in violation of any civil or constitutional rights.

Accordingly, he or she may not:

a. Operate without written personnel procedures that address rules of employment, including:

(1) recruitment;
(2) hiring;
(3) evaluation;
(4) leave, including but not limited to annual leave, sick leave, and personal leave;
(5) determination of status;
(6) termination;
(7) reduction in force, in response to:  problems of insufficient budget; the need to reallocate available resources; or institutional or program review.  Such procedures shall include provision for layoffs determined by seniority, reinstatement rights and early retirement options, if any, for RIFed employees;
(8) faculty load and overload;
(9) holidays
(10) internal grievance procedures for staff that

(a) prohibit retribution/retaliation for employee participation in the procedure
(b) establish the president as the final appeal except when the grievance is related to non-renewal of a continuing contract, or the president is perceived by the board to have violated board policy, in which case the board, at its discretion, may act as board of appeal.

(11) procedures that meet requirements of applicable federal, state and local laws, rules and regulations related to:

(a) Equal Employment
(b) Sexual Harassment prevention
(c) Drug Free Workplace
(d) Americans with Disabilities Act
(e) Discrimination
(f) Fair employment practices
(g) Wages
(h) Voting

b. Discriminate against any staff member for expressing an ethical dissent.
c. Fail to acquaint staff with their rights under this policy.
d. Grant continuing contract status to any employee without board approval.
e. Initiate a reduction in force without board approval
f. Fail to provide for staff input and participation in procedure development.

6. The procedures shall not fail to:

a. protect staff against wrongful conditions,
b. promote fair and equitable treatment of staff,
c. ensure Academic Freedom and responsibility that accords faculty and students the right to pursue teaching and learning with full freedom of inquiry.  Academic Freedom is the right of the instructor to interpret findings and communicate conclusions in the pursuit of truth free from any interference, molestation, or fear of penalty because their conclusions may disagree with individuals, constituted authorities, or organized groups outside the college.

---------------------------
Approved 7/16/03; modified  12/19/03; 12/12/07; 10/17/12; 5/20/15
Modified November 15, 2017
Reviewed w/ no changes made October 15, 2019
Reviewed w/ no changes made October 15, 2025