10.1 Human Resources Records and Confidentiality
10.1.1 Records Maintenance
The official personnel records of all Employees of the College will be kept by the College Human Resources Office. It is the responsibility of the Human Resources Office to assure the security and privacy of these records. For purposes of this policy, a personnel file includes records related to performance and training as well as other records used for hiring, promotion and disciplinary decisions. It will not include any medical records.
10.1.2 Access
An Employee, or his/her representative, may request access to his/her personnel file. All requests for access to the personnel file must be provided in writing to the Director, Human Resources. Upon receipt of such a written request, Human Resources will schedule an appointment for the Employee to view his/her file during normal office hours. An Employee may not remove any documents from the personnel file but may provide a written response to any document in the personnel file. Written responses of the Employee will be attached to the original document in the personnel file. An Employee may also request to receive a copy of one or more documents in his/her personnel file. Requests for copies must also be made in writing to the Director, Human Resources. Employees may be charged a reasonable fee for the time and cost of copying the requested documents. A log shall be maintained in each Employee personnel file to keep record of the date and the identity of the Employee or authorized Administrator accessing the file as well as a record of documents copied at the request of the Employee.
10.1.3 Confidentiality of Information.
All material in an Employee’s files will remain confidential and will not be disclosed except to authorized College Administrators. Written, specific permission must be granted by the Employee for disclosure of Employee information to any other individuals or organizations.
10.2 Employee Organizations and Committees
10.2.1 Employee Organizations
The College recognizes the right of its Employees to join or not to join Employee organizations.
10.2.2 Administrative Decisions Unaffected
Administrative actions or decisions affecting an individual Employee will be made without regard to an Employee’s membership or non-membership in such organizations.
10.2.3 Employee Recommendations
College Staff and Faculty are free to form their own organizations and are invited to make recommendations to the College with respect to academic, professional and other matters of general concern to all Employees.
10.3 Outside Employment
All employees may pursue outside employment subject to the provisions and limitations stated in this policy.
10.3.1 Policy
- Employees are free to pursue outside employment only if such employment does not:
- Conflict with the duties and responsibilities of their position at the College;
- Conflict with their duly scheduled hours;
- Damage the image of the College or its employees;
- Conflict with the relevant local or national law.
- Use college time, resources or name to perform non-college work.
- Classify as a ‘consultancy’ under the Consultancy policy.
- Upon receiving the staff member’s request for outside employment, the supervisor will assess and determine if it is in compliance with the conditions stated above.
- Employees whose work declines because of outside employment or activities will be required to discontinue the outside employment immediately.
10.3.2 Scope
All employees of CMI are covered in this policy.
10.3.3 Definitions
‘Scheduled hours’- 40hour work week for non-faculty with the exception of Security staff whose workweek is 60hours.
10.3.4 Authority
Employees who wish to engage in outside employment must seek prior approval from their respective supervisor and line Administrator. Failure to seek prior approval may result in a disciplinary action against the staff member.
10.4 General Vehicle Use Policy
10.4.1 General.
All College Employees must fill out a Vehicle Permit request form in order to operate a College vehicle. The Permit must contain the name of the requesting Employee, a brief description of the reasons for the need to use the vehicle, the date and time of must, and must be certified by the department head, the Chief Administrative Officer, and the Director, Physical Plant.
10.4.2 RMI Driver’s License Required
All College Employees must possess a valid RMI government driver’s license in order to operate a College vehicle.
10.4.3 After Hours Use of a College Vehicle
Employees who need the use of a College vehicle after hours (between 5 pm and 8 am the following day or on weekends) must fill out a Vehicle Permit in advance. The vehicle must be used solely for the purpose for which it has been requested as indicated in the Permit submitted by the department and operated only by the officer that the permit has been assigned to.
10.4.4 Vehicles assigned for Personal Use
- Presidential Vehicle
The President is entitled to the 24 hour use of the Presidential vehicle. No family members of the President, or of his or her spouse shall be permitted to operate such vehicle - Vice-President(s) Vehicle
Vice-President(s) is entitled to the 24 hour use of a College-assigned vehicle. No family members of the President, or of his or her spouse shall be permitted to operate such vehicle.
10.4.5 Accidents or Damage.
In cases of vehicle accidents or other damage to College vehicles, a thorough investigation by the Director of the Physical Plant and the RMI police (if necessary) will be conducted. If the Employee is found to be at fault, arrangements must be made for the Employee to pay for all necessary repairs. If an Employee is found to have been operating a College vehicle while under the influence of alcohol or any illegal substance, their driving privileges may be revoked completely.
10.4.6 Land Grant Vehicle Use.
Pursuant to the COM-CMI Memorandum of Understanding, the College policies on the use of vehicles is expected to be applicable to Land Grant vehicles also. The Dean, Land Grant is responsible to ensure that vehicles are used for program-related purposes only. No Land Grant vehicle should be used for personal reasons or errands.
10.5 Security Precautions
In general, the College is a safe area in which to live and work.
10.5.1 Security Precautions
Because of the open nature of the campus, however, there are precautions that Employees should follow for their own well-being:
- Avoid walking alone at night.
- Walk where there is plenty of light and traffic.
- Avoid shortcuts through unoccupied buildings and unlighted areas.
- Use the public walkways.
- Be alert.
- Lock offices when left unattended.
- During non-business hours, keep office doors closed and locked.
- Never leave wallets, purses, or other valuables unattended.
- Report thefts to the appropriate security office or police immediately.
- Lock up keys that are left behind in your work area.
- Remove building identification tags from key rings.
- Report suspicious persons immediately to campus security.
10.5.2 Safety Measures
Safe working conditions are important throughout the College. If Employees observe any unsafe conditions, you should report them to the Physical Plant Division immediately. Examples of unsafe conditions include, but are not limited to, slippery floors, hazardous equipment, defective or broken equipment or property, careless handling of combustibles, exposed wiring, and cluttered hallways, stairs, exits, and entrances.
10.5.3 Fire Safety
Cigarettes or other litter in trash receptacles are common causes of fires. Other causes include improperly used electrical equipment, flammable liquids left uncovered and unattended, accumulated oily rags in closed containers, and poor wiring or defective electrical devices.
- Power Outage. In the case of an electricity power outage, Employees are encouraged to turn off and unplug all their electrical equipment including, but not limited to, computers, printers, fax machines, water coolers, photocopiers, and lights.
10.6 Infectious Disease
10.6.1 General
In the even an Employee contracts an infectious disease (a disease which is caused by an infection and is capable of being transmitted from one person to another), it is the intent of the College to strike a balance between the right of the Employee to continued employment and the right of all other College Employees and students to be free from risk of exposure to the infectious disease. Infectious diseases shall include but are not limited to, hepatitis A and B, AIDS, AIDS virus, tuberculosis, German measles (Rubella) and chicken pox.
10.6.2 Physician’s Statement Of Health
Due to the potential spread of infectious disease, the College administration may require a physician’s statement of health be submitted once the College administration learns that an Employee has contracted an infectious disease. Each reported incident of infectious disease shall be reviewed on a case-by-case basis and the College shall determine if an Employee diagnosed with an infectious disease will be allowed to continue working. Such determination shall be made by the College administration after consultation with the Employee’s physician and/or a physician designated by the College if the College so chooses to seek the advice of a doctor of its own choosing, and such other persons or resources, including the public health department, as the College may deem necessary in making the determination. In reviewing each case, those parties involved shall consider the physical condition of the Employee, the type of interaction the Employee will have with others at the College, and the impact on the Employee and others at the College.
10.6.3 Non-Contact Duties
Pending such determination, if the Employee is certified as able to work, the Employee may at the option of the College be assigned to perform duties not involving contact with students, community members, or other Employees. The Employee may at the option of the College be granted leave time with or without pay during this period. The College will notify the Employee of its determination as soon as possible to minimize the time period in which an infected Employee is excluded from his/her regular duties should it be determined that the Employee poses no significant risk of harm to others in the College setting. If the Employee is allowed to continue work, the College shall make reasonable efforts to accommodate the infected Employee’s condition including reassignment when appropriate.
10.6.4 When Employee Cannot Work Because of Infectious Disease
An Employee diagnosed with an infectious disease who cannot perform his/her job duties may have the option to use sick leave, annual leave or other approved leave time and shall be required to provide the Human Resources Office with a written release from the treating physician before being eligible to return to work.
10.6.5 Confidentiality
The identity of an infected Employee or of an Employee reasonably suspected of being an infected Employee shall be disclosed only to those individuals who have a need to know. Employees informed of the identity of an infected Employee shall not disclose such information to others except as authorized by this policy or as required by law. Employees who disclose such information, in violation of this policy, are subject to disciplinary action.
10.6.6 Termination.
In the even the College administration finds that the employment of an Employee who has an infectious disease must be discontinued, such termination shall be handled according to the CMI policies governing termination, suspension, demotion and termination for cause.
10.7 E-mail, Internet and Telephone Use
10.7.1 Telephones and Email. The College recognizes that a limited number of personal local phone calls and/or emails made during working hours to be a benefit for Employees; however, such calls and emails should be kept to a minimum. This applies to all Employees.
10.7.2 Personal Long Distance Calls. No personal long distance phone calls may be made from College telephones. Accepting personal collect calls and charging personal long distance phone calls to the College is prohibited.
10.7.3 Other Inappropriate Use. College telephones and email addresses are for business use; inappropriate use or distribution of these numbers or email addresses is prohibited. Examples of such inappropriate use or distribution include, but are not limited to, using a College phone number or email address as the number or email for a personal business and entering College phone numbers or email addresses on the Internet for personal reasons. Inappropriate use or abuse of College phone, e-mail, or internet services may result restrictions of service, suspension of service, denial to services, and/or College disciplinary proceedings.
10.7.4 Internet. The use of the Internet for CMI business purposes (including research and course development etc.) is a necessary benefit for employees. Personal use of the Internet should be kept to a minimum. Inappropriate use of the Internet is prohibited. Examples of such inappropriate use includes, but is not limited to, online shopping, viewing sexually explicit sites, or visiting chat rooms.
10.8 Copyright Law
10.8.1 General. All Employees of the College are expected to respect the copyright associated with intellectual property which, except under specified circumstances, prohibits the duplication, public display, or performance of such property without permission of the owner of that copyright. Intellectual property includes visual images, software, and other creative expressions, whether fixed electronically or in “hard copy.” The copyright law is a particularly important part of the legal framework governing an academic community.
- Compliance. College Employees are required to comply with all copyright laws and College policies and procedures governing the use of software products. Unauthorized copying use or disposal or software shall be considered as a violation of College policy. Procedures to manage the use of the College’s software resources shall be maintained by the Information Technology Department.
10.9 Use of College Equipment and Supplies
College property is intended for College business only and is not for personal use. The use of College funds to purchase personal or other items not related to College business is prohibited.
10.10 Kijejeto in Jerbal/Employee of the Month Award Program
10.10.1 Purpose of the Award
- To recognize outstanding full-time Technical/Professional and Support Staff Employees of the College of the Marshall Islands who embody the College’s standards for excellence and innovation.
- To reward those employees who show exemplary individual achievement, contribution, and performance in their jobs and other related duties beyond their own offices.
- To acknowledge those whose efforts have inspired and supported the performance and achievement of others.
- To provide awards to such employees by a means that is fair, with equal consideration of all eligible staff, regardless of the locus or level of responsibility within the College.
- To provide monthly recognition of a College Professional, Technical or Support staff member who demonstrates:
- a positive attitude toward work responsibilities, co-workers, and customers, and serves as a role model for others;
- commitment to quality in carrying out job responsibilities, and is an asset to the College community;
- a willingness to exercise servant-leadership, take initiative, and accept and carry out additional responsibilities beyond regular job assignments for the good of the campus community as a whole.
10.10.2 Name of the Award
The name of the award shall be the Kijejeto in Jerbal Award
10.10.3 Nomination and Selection Process
- A Committee of the Staff Senate shall have the responsibility for managing the nomination, selection, and award process for the Kijejeto in Jerbal Award program.
- Staff Senate President shall make the initial appointment of the necessary number of committee members at the start of the 2013/14 academic year, with the advice and consent of the Staff Senate. The President shall annually make subsequent appointments to the committee in accordance with the staff Senate By-laws
- Composition of the Kijejeto in Jerbal Award committee shall be two (2) members of Staff Senate and three (3) members of the general employee population. Members of the committee shall serve for one year and are not eligible to receive the award during their year of service.
- One (1) employee per month shall be selected for a single award each month.
- A candidate for the award must be an individual, not a department, division or other functional unit or group of people.
- Nominations may be made by anyone with an active affiliation with the College community (i.e., staff, faculty, administrator, student, alumni).
- A candidate for the award must meet the following criteria:
- Nominee must be a full-time, Professional/Technical or Support Staff employee of the College
- Must have been employed for at least one (1) year
- Can be employed at any of the College’s physical locations (Uliga, Arrak, Ebeye)
- Has not been selected as Kijejeto in Jerbal Award/Employee of the Month within the past twelve (12) months
- Must not have any active disciplinary action pending
- Has a positive attitude toward work responsibilities, co-workers, and customers, and serves as a role model for others
- Is productive, exhibits commitment to quality in carrying out job responsibilities, and is an asset to the staff of his/her department
- Is willing to take initiative, and accepts and carries out additional responsibilities beyond regular job assignments.
- Is consistently dependable and punctual in reporting for duty, completing assignments on time, and participating in additional responsibilities.
- Any eligible staff member may be nominated more than once.
- All nominations must be submitted on the form available [insert link to form] and received by the committee by the last day of the month in order to be considered for that month’s award
- Nominees who do not receive the award for the month in which they have been nominated, may be nominated again, but will not automatically remain in the nomination pool.
10.10.4 Award Framework
- Award recipients shall receive:
- A visit from the members of the committee to present the award, where a picture will be taken for publication in internal communications venues;
- A token of appreciation for the employee to keep;
- A certificate suitable for framing;
- Inclusion on an engraved plaque to be prominently displayed in an appropriate location of the College; and,
- An invitation to the Annual recognition event
10.11 Consultancy Policy
10.11.1 Purpose
The mission of the College of the Marshall Islands states, ‘that as the national college of the Republic of the Marshall Islands, the College serves as a research and intellectual resource to the nation and prepares students in our island nation to succeed in the global community.’ In this regard, the College acknowledges it has the largest pool of intellectual and technical experts in the country and through consultancy it can take a leadership role in the dissemination of knowledge and expertise for the betterment of the nation.
CMI acknowledges that consulting activities will not only help the College achieve its mission it will also be a source of financial gain for the college as well as an incentive for its employees to engage in consulting activities.
10.11.2 Definitions
‘Consultancy’ for the purposes of this policy, will include “Commercial Research” and means the use, for monetary reward or other consideration, of knowledge, skills, expertise and experience. It is work of a professional nature, undertaken by employees of the College in their field of expertise, for clients outside the institution, and for which payment is made, either to the College or directly to the employees. It will produce some form of contracted output which, in general, will be partly or wholly owned by the client. The College and/or the employee may negotiate rights of publication over the results of consultancy.
‘Commercial Research’ means research purchased by a client, whether from the private or public sector, with an expectation that the research will deliver results that the client may use for its business or operational purposes. As regards commercial research that leads to a patent, the question of whether the employee or CMI have any benefits from or permission to use the outputs of the research should be covered in the contracts with the commercial entity and with the client.
‘Intellectual property (IP)’ refers to creations of the mind, such as inventions; literary and artistic works; designs; and symbols, names and images used in commerce. IP is protected in law by, for example, patents, copyright and trademarks, which enable people to earn recognition or financial benefit from what they invent or create.
‘President’ means the President of the College or his/her nominated delegate.
‘Administrator’ for the purposes of this policy means the Vice President of Administration, Vice-President of Academic and Student Affairs and the Chief Financial Officer or his/her nominated delegate.
10.11.3 Policy
The College is usually the proper party to Consulting or Commercial Research whether or not the documentation refers to any individual employee as the principal consultant. A Consultancy is usually conducted using College reputation, employee time, resources and infrastructure. It will be conducted on a fee for service basis, with the fee based on full cost recovery and profit. All consultancies must be formalized by appropriate contract documentation and be administered according to this Policy. Approved consultancies cannot be in conflict with the core businesses of CMI: teaching, research, or service.
The policy covers consulting and commercial research conducted by CMI employees (including contingency and two year to four year contracts) whether in normal work time, between weekends or periods of leave.
- Objectives
- Supportive of the mission of the college.
- Provides a mechanism to recover direct and indirect costs and profit sharing.
- Provides clear procedures for undertaking consultancies.
- Provides clear procedures for attaining approval for consultancy activities.
- Groups consultancies into different types of activities.
- Consistent with the RMI laws, CMI Act, CMI Copyright policy, College policies and procedures and employment contracts.
- Scope
- The Consulting Policy (‘the Policy’) acknowledges that employees may only undertake consultancy:
- Through the College as a College Consultancy
- Through the College as Community Service Consultancy
- Through Private Consultancy
- The Policy defines each of these types of Activity and outlines the requirements for them so that both the College and its employees may understand what is required in the conduct of all forms of consultancy. Within the framework that the Policy offers, the College:
- Seeks to encourage employee participation in consultancies that bring opportunities and benefits to the College, its employees and its clients;
- Wishes to provide a flexible and clear management framework in which Consultancy can be carried out within the rules and regulations of the College;
- Desires to facilitate the negotiation and determination of contracts for Consultancy and to ensure that they fully cover all costs and make a profit for the College;
- Provides guidance to persons inside and outside the College as to the range of Consultancy and other outside work that can be undertaken using the College’s name, services and resources, either directly or by implication;
- Seeks to ensure that the undertaking of Consultancy or other outside work does not interfere with other functions of the Academic or Administrative unit to which the employee belongs;
- Indicates to all employees and managers of the College their obligations to the College in regard to Consulting or other outside work, and identifies approval procedures that must be followed;
- Seeks to provide proper protection to the College and its employees in consultancy undertakings.
- The Consultancy Policy applies to all full time administrators, faculty, management and professional employees. Adjunct faculty may negotiate appropriate terms and conditions for consultancy services that utilize College facilities on a case by case basis with the endorsement of the Department Chair and Dean of Academic Affairs and approval of the Vice-President, Academic and Student Affairs while taking care that the activity does not conflict with the core business of the College: teaching and service to the community.
- General Conditions for Consulting and Commercial Research
- Employees who are adequately carrying out their assigned duties may consult up to the maximum number of days specified in this policy.
- Employees should normally contract consultancies through the College with the exception of Community and Private Consultancies as outlined below.
- This Policy defines Consultancy as being of three types:
- College Consulting
- Community Consulting
- Private Consulting
- College Consulting
College consulting is consultancy work undertaken on behalf of the College for all units that fall within reporting lines under the relevant Administrator whether faculty or non-faculty.
College consulting agreements must be approved by the President.
College consultancies are professional activities in which employees undertake work for outside organizations as part of an agreement between the College and the client organization. Legal responsibility for the work will rest with the College, and its internal conduct will be subject to such conditions of service as may be agreed by the College.
College Consultancy includes all professional activity performed in the College’s name, whether or not it involves the use of College resources and infrastructure. College consultancy may include activities performed under contract and classified as commercial research, but they should not compete with the core businesses of CMI: teaching, research and community service.
College consultancy may also include commissions for the preparation of subject and course material suitable for use in flexible delivery programs where the preparation is able to be done without affecting the workload expected of the employee and is commissioned by a third party. College Consultancy includes the provision of professional services to external agencies for a fee. This would include, but not be limited to:- Analysis of data collected either by the consultant, the College or an external agency
- Surveys, including market and opinion surveys
- Quality control
- Field trials
- The provision of professional advice
- Expert witness advice
- The provision of professional services such as management, technological, design, legal, health or technical advice or implementation.
These activities will be characterized by the existence of a manageable risk to the College under the terms of the contract. Standard non‐disclosure agreements should be signed by all parties prior to the commencement of contract negotiations.
- Community Consulting
Community consulting is an agreement where no moneys other than direct expenses are paid. The line Administrator must agree that this does not impinge on the employee’s work as part of the approval process. Community consulting agreements must not conflict with the core businesses of CMI: teaching, research and service. - Private Consulting
Private consultancy agreements relate to the giving of personal advice or assistance to be provided by the consultant to an external organization outside the College, over and above the consultant’s mainstream academic and administrative duties. Private Consulting agreements must not conflict with the core businesses of CMI: teaching, research and service.
Where an outside organization wishes to fund a specific piece of research or ask for a service to be performed with the use of College employees, facilities or premises, then the agreement should be in the form of a College Consulting agreement.
For outside appointments which take the form of Private Consulting, the College’s pro‐forma Consultancy Agreement may be provided to an external organization as a sample agreement whose form is acceptable to the College. Regardless of form, all Private Consulting agreements need to be referred to the line Administrator for final scrutiny and approval. The President will be the final approver for Line Administrators.
While the content of individual agreements covering Private Consulting will differ, the following general guidelines highlight some of the issues which arise most commonly in negotiations between an individual and an external organization in connection with Private Consulting:- Definition of the area of work: the description of the work covered by the agreement always needs to be defined precisely, restricting the ‘field’ of work to be undertaken as narrowly as possible. Given that a company might request ownership of results of consultancy work, it is important that there be overlap between the description of the consultant’s duties within the agreement and the individual’s College activities (or other consultancies held by the individual).
- Deliverables: if the outside organization expects specific deliverables under the agreement, such as written reports, these should be clearly set out in the agreement along with a timetable for the production of the deliverables.
- Time Commitment: the agreement should state the time (i.e., number of days per year) which the consultant is to spend on the outside appointment ensuring it does not conflict with their normal duties.
- Intellectual Property: the agreement must conform to the College’s policies on Intellectual Property.
- Publications: most personal consultancy is undertaken in connection with commercially sensitive business interests, and the majority of Private Consulting agreements prohibit the publication of the outcomes of the work undertaken under the agreement.
- Liability: agreements governing Private Consulting appointments are personal to the individual and are not indemnified by CMI.
- The Consulting Policy (‘the Policy’) acknowledges that employees may only undertake consultancy:
- The criteria used in establishing this Policy
- Compliance with the laws of RMI
- Fairness to both CMI and its employees
- Flexible to accommodate various situations
- Transparency
- Enforceability
- Compliance
RMI tax laws must be observed at all times. - Fairness
- CMI must recover all direct and indirect costs of employees undertaking consultancies.
- CMI must recover business development and project management costs.
- Employees should gain tangible benefits for working above their agreed workload.
- Rates should be on par with market and regional benchmarks.
- Transparency
The policy will be made available and accessible to all employees. - Enforceability
The Academic Department Chairs/Heads of Business units, in conjunction with the relevant Administrator will be responsible for ensuring that the policy is complied with and should recommend disciplinary action where appropriate for breaches of this policy.
In the cases where an Administrator requests permission to consult, the President will make such rulings.
- Conditions applying to the carrying out of Consulting Activities
In cases of Community Consulting or Private Consulting agreements, the employee must not use CMI stationery, letterhead etc, and must ensure that the client is aware that the work is not being done by CMI. The employee must fully reimburse CMI for any use of CMI facilities.
Faculty and Administrative employees may work on College, Community or Private consultancies with the approval of their supervisor as long it does not conflict with their normal duties and the College is properly compensated for the use of CMI facilities, direct costs and appropriate indirect costs are recovered. - Intellectual Property
- In Consulting and Commercial Research the ownership of IP is usually retained by the client, however it is the policy of the College that the product of consultancies carried out through or on behalf of the College is of value and every attempt must be made to negotiate right of use for the College for the general good of the whole College community. Any right to the IP for CMI or the consulting employees must be either: negotiated in the contract; or by a letter of release from the client following the completion of the assignment.
- The arrangements for publication of the results of work carried out on College Consultancies are normally set out in the contract between the client and the College. Employees working on externally funded contracts must ensure that any publication does not contravene the terms of that contract. If an employee has ensured that s/he has the unrestricted right to publish, s/he may publish or speak in his/her own name without seeking the permission of any College authority, whether or not the work leading to publication formed part of the member’s normal College duties.
- The College will assert copyright in any material published by an employee, as a result of undertaking a College Consultancy. Where publication arises from an externally funded research contract, however, it may be that the sponsoring body has rights to copyright, and it is the duty of the employees concerned to establish this prior to publication.
- The College will provide insurance cover, including professional indemnity insurance, for approved Community Consultancy and for College Consultancy. Personal Consulting will not be eligible for College insurance cover, including professional indemnity.
- Authority
Consultancy Agreements and MOUs will be signed as follows:- College Consulting- Relevant Line Administrator, CFO and President.
- Private Consultancy- Relevant Line Administrator and CFO, where the consultant is an Administrator, the President is the approving authority.
- Community Consulting- Relevant Line Administrator and CFO
- General
Individual employees may refuse to undertake a particular consultancy. Any situation which may not appear to be covered by this policy should be referred to the President for a ruling. - Guidelines for consultancy cost sharing and profit distribution- College and Community consulting.
All contracts will provide for a 30% cost to CMI.
All consultancy income will be subject to RMI Tax laws.
