Intellectual Property Rights
Ownership resides with the author when the following criteria applies.
4.4.1 The work is the result of the author’s initiative, not requested by the college, without substantial use of college resources.
Ownership resides with the college when any of the following criteria applies.
4.4.2 The work is created within the scope of the employee’s job duties or the student’s enrollment.
4.4.3 The work is specially ordered or commissioned where the parties involved agreed in writing that the work is considered a work made for hire.
4.4.4 The work is the product of a specific contract or assignment made in the course of the author’s employment or enrollment.
4.4.5 The author created the work with substantial use of college resources.
Joint ownership occurs when any of the following criteria applies.
4.4.6 The college and the author enter into an equitable agreement for joint ownership or royalty sharing prior to the creation of intellectual property with potential commercial value, or as soon as possible if extenuating circumstances barred a precreation agreement. The agreement will provide the college with at minimum a perpetual license to use the work without compensation to the authors for such use.
4.4.7 The college will share in any financial gain if an employee is granted full or partial leave with pay to write, develop, produce, or invent intellectual property. The college’s share will be negotiated prior to the employee taking leave.
Other ownership
4.4.8 Ownership of works created or as a result of activity supported by a grant or contract with federal, state or local agencies, nonprofit entities, for-profit businesses, or a private gift to the college will be established according to an agreement signed with any of these supporters.
Grievance Process
Casper College has established employee grievance procedures that apply to Community Education and Lifelong Learning instructors.
A grievance is an expression of dissatisfaction related to wages, hours of work, application of college policies and procedures, perceived unfair or inequitable treatment or discipline, involuntary termination (except when the termination is a result of a reduction in force ), or other conditions of employment. Grievable items do not include basic management rights such as, but not limited to, the right to observe, evaluate, manage, direct, and assign employees, and the right to determine staffing patterns, compensation schedules, promotion, and tasks to be performed.
The concerned employee should first attempt to resolve a grievance prior to initiating a formal grievance. This means discussing the concern with the Community Education or OLLI Coordinator. If no resolution is reached, the matter will be under the purview of the Director of Adult Education and Lifelong Learning. The Human Resources Director becomes involved if no resolution can be reached.
For more information: Employee Grievance