Untitled‎ > ‎Current Co-opers‎ > ‎SCA Policy Book‎ > ‎

Staff Employment & Evaluation Policy

Evaluation Committee


  • A. Members of the Employee Evaluation Committee shall be the SCA Chairperson, SCA Treasurer and SCA Membership Coordinator, each House President, and any interested member of SCA.
  • B. The Committee shall be chaired by the SCA Chairperson.

General Responsibilities

  • A. Convene at least once per term. The meeting is traditionally scheduled within the last three weeks of the term.
  • B. Report to the Board and make available to the General Membership any necessary information as to the evaluation and performance of all SCA employees.

Specific Responsibilities

  • A. Refer to all previous quarterly and comprehensive evaluations for each employee.
  • B. Schedule times to meet employees for their evaluations and post notice to the general membership about these meetings. Use old and new evaluations in forming decisions on employee performance.


(Revised March 1, 1994)

This employment policy is for all present and future Business Managers employed by the Student Cooperative Association (SCA) as of March 1, 1994.

1. Hiring: Students' Cooperative Association is an Equal Opportunity Employer.

2. Contract Period: Will run for a one year period from March 1 to February 28 (or February 29 in the event of a leap year).

3. Evaluation Periods: Will run from January 1 to December 31.

4. Employment Status: The Business Manager position is a salaried position, exempt from overtime pay. However, the Business Manager shall record all hours worked and projects/tasks completed on a time sheet that shall be posted conspicuously in The S.C.A. Business Office.

5. Wage Increases: A. Cost of Living: There will be an annual cost of living adjustment that shall be tied to the Consumer Price Index.

B. Merit Increases: It is expected that the Business Manager will continually improve his/her efficiency and breadth of skills, as well as providing historical perspective. In recognition of this increasing worth the Business Manager shall receive annual merit increases between 0 and 5 percent.

C. Annual wage increases will not exceed 7.5 percent (cost of living + merit pay) except under special circumstances.

D. In the event that the average hours worked during the evaluation period is not greater than 18 hours per week as determined by filled time sheets, the Business Manager shall not be eligible for a wage increase at the next annual evaluation time, unless the Board feels that, due to extenuating circumstances, an increase is warranted.

6. Benefits: Benefits included per contract period are: A. Paid Vacation: Shall be accrued at the following rates Up to 2 years of Service 2 weeks (0.833 days per month) 2 - 5 Years of Service 3 weeks (1.250 days per month) Over 5 Years of Service 4 weeks (1.667 days per month) Prior Board approval is required for vacation requests of more than three days. The Chairperson may approve vacation requests of less than three days if requested time off is to be taken prior to the next Board meeting.

B. Sick Leave: 12 days per year, accrued at the rate of 1 day per month. Sick leave will not increase with length of employment.

C. Paid Holidays: New Years' Day, Martin Luther King, Jr. Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day, and Christmas Day.

D. Accrued and unused sick days may be taken as additional vacation days. A maximum of one year's worth of vacation, paid sick days, and holidays may be accrued during any contract period. Unused vacation or sick time may not be claimed for compensation upon departure should the Business Manager leave SCA for any reason during the contract period.

E. Other Benefits: SCA shall contribute on a monthly basis the following amounts to Business Manager-selected benefits: Up to 3 years of Service 6% of gross monthly salary 3 - 6 Years of Service 10% of gross monthly salary Over 6 Years of Service 14% of gross monthly salary The exact type of benefits received shall be at the discretion of the Business Manager. Examples of qualified benefit choices could include one or more of the following, up the to allocated amounts as defined above: Medical, dental, or vision insurance Life or disability insurance IRS-approved retirement account Subsidized child care payments LTD Bus Passes All benefit payments shall be paid directly to the benefit provider, and benefit choices may be changed once a year in conjunction with the annual contract renewal.

F. All benefits will begin after the end of the initial probationary period for a newly-hired Business Manager.

7. Bonding: The Business Manager shall be bonded at SCA's expense.

8. Evaluations: A comprehensive evaluation will take place yearly between January 1 and February 20. Every quarter in which there is not a comprehensive evaluation there will be a brief evaluation to identify trouble spots and changes since the last comprehensive evaluation. The Evaluation Committee, made up of the SCA Chair, SCA Treasurer, each house president, and any interested SCA members, should refer to all previous quarterly evaluations as well as the last comprehensive evaluation in forming new decisions on employee performance. (Exception to this rule: refer to point 9A concerning newly hired Business Managers.)

9. Probationary Periods: A. Any new Business Manager of SCA will be hired under an initial probationary period of up to six months, but not less than three months. A comprehensive evaluation will take place at the end of the probationary period. If upon this evaluation performance is found to be unsatisfactory, no probationary period is needed in advance of termination of employment (see point ten).

B. If during any evaluation the Business Manager's performance is deemed unsatisfactory a probationary period will be in effect and will last one (1) month. This period will be supervised by the Probationary Period Advisors made up of the Board Chair, Treasurer, and any interested SCA members. Certain performance areas will be identified in which the Business Manager must show improvement during the probationary period. If, at the end of the probationary period, performance is still deemed unsatisfactory it is recommended that the Board give notice of termination of employment.

10. Termination of Employment: SCA may terminate the Business Manager's contract under the following circumstances with the indicated written notices: A. Misconduct (as defined below): Immediately after s/he has had an opportunity to refute or explain any allegation make against him/her before the Board. The Chairperson may suspend employment immediately pending the Business Manager's opportunity to be heard by the Board. If the Board reinstates the Business Manager, the Business Manager will be compensated for the hours s/he would have normally worked while suspended.

	B.   Substantial failure to perform duties as listed in contract and job description:  two weeks notice;  

C. Unsatisfactory Evaluation: thirty days notice; D. Significant alteration or elimination of the Business Manager position due to changes in SCA's needs: thirty days notice; E. Inability to work effectively with the student membership: thirty days notice. F. At any time and without notice during the initial probationary period upon hiring.

The Board shall provide the Business Manager an opportunity to refute or explain before the Board any allegations made against him or her before terminating employment for any reason. If the Business Manager wishes to terminate their contract, s/he must give thirty days written notice to the Chair of the Board (or the Speaker in her or his absence) and the Corporate Treasurer.

11. Final Paycheck: The final paycheck will be paid to the Business Manager leaving SCA employment immediately following the return of that employee's keys and any other SCA property in his/her possession.

12. DEFINITION OF "MISCONDUCT" (from Black's Law Dictionary)

Misconduct: A transgression of some established and definite rule of action, a forbidden act, a dereliction from duty, unlawful behavior, willful in character, improper or wrong behavior; its synonyms are misdemeanor, misdeed misbehavior, delinquency, impropriety, mismanagement, offense, but not negligence or carelessness. Term "misconduct" when applied to act of attorney, implies dishonest act or attempt to persuade court or jury by use of deceptive or reprehensible methods. Misconduct, which renders discharged employee ineligible for unemployment compensation, occurs when conduct of employee evinces willful or wanton disregard of employer's interest, as in deliberate violations, or disregard of standards of behavior which employer has right to expect of his [or her] employees, or in carelessness or negligence of such degree or recurrence as to manifest wrongful intent or evil design.