Part Time Employee Policy

Linn-Benton Community College Bookstore Mission Statement:

The mission of the Linn-Benton Community College Bookstore is to support the college mission by providing quality educational merchandise to students, faculty, staff and the college community which meet their needs at fair prices while offering student employment opportunities and maintaining an operation that is fiscally sound, self-supporting and accountable.

Vision

The LBCC bookstore is one that achieves its goals and continually appraises its mission to ensure the bookstore exceeds customer expectations, efficiently and effectively uses resources, and functions as a positive environment and as a source of pride on campus.

Shared Values

To insure a successful, professional, motivated, productive team and provide an enjoyable retail environment, we will:

1. Treat everyone with dignity, kindness and respect.
2. Respect the contributions, viewpoints, personalities, and differences of all Bookstore employees.
3. Communicate openly and honestly.
4. Encourage staff participation in decision-making.
5. Promote a teamwork atmosphere.
6. Be flexible, patient, and positive in providing quality service to our customers and one another.
7. Accept responsibility.

Bookstore Policy No: A0001  Dress Code:

As an employee and representative of the LBCC Bookstore, you are expected to portray a well-groomed, professional image.

Wear:

Bookstore Issued Name badge

Apron during RUSH (1/2 or Full apron)

Any and ALL promotional buttons

Comfortable shoes

          Radios & Headsets

Don’t Wear:

Tattered or excessively baggy clothing

Short shorts or Athletic shorts

Tube tops or Halter tops

Sunglasses

Hats

Profane clothing

****Please be sure that your underwear and/or midriff is not showing.****

Bookstore Policy No: B0001 Schedules & Breaks

Attendance * Tardiness * Absenteeism

1. PLEASE, report to your shift on time!
2. You are expected to be here early enough to be in your area of assignment and ready to work your designated shift.
3. Remember that you have been scheduled for a specific shift and other employees are depending on you to be there. If you are tardy, you are inconveniencing others.
4. If there is a problem with your assigned shift, see your direct supervisor
5. Absenteeism puts additional pressure on other employees and affects our level of customer service
6. If you cannot make it to work or are going to be delayed, you MUST call your supervisor before your shift begins!
7. If you know the evening before your shift that you will not be able to work, please call your supervisor at home
8. Anyone arriving late or calling in to say that they will be late, or calling in to say they cannot work a shift will only have three (3) opportunities to do so within each term. (Each term begins when textbooks are available to purchase for the upcoming term and ends the Friday of finals week.) Upon the fourth (4th) occurrence, the employee will be terminated. If the employee is a student, any textbooks out on loan will be returned within three (3) business days or your student account will be billed and a hold will be applied to your account.
9. If you are scheduled for a shift and you do not show up and you do not call, you will be terminated without a second chance. (It is vitally important that you check your e-mail for your schedule and mandatory that you reply back and confirm you have received your work schedule and that you plan to work your scheduled shifts.) If you have not received a work schedule by 12:00 p.m. (noon) Friday each week, you should call. If you are not scheduled for the following week, you will be notified that you have not been scheduled.

Breaks / Lunch

Hours Worked = Breaks Schedule

• 4 hours to 5.5 hours..............One 15 min. break (paid)
• 6 hours...........................One 15 min. break (paid) / One 30 min. meal break (not paid)
• 6.5 hours to 8 hours..............Two 15 min. break (paid) / One 30 min. meal break (not paid)
• *****Take all break and lunch periods away from the store. Do not sit and chat with other employees that are not on a break while you are taking your break.*******

Bookstore Policy No: C0001

Personal Computer Use

Bookstore computers are not to be used for surfing the internet for non-work related inquiries, or for checking personal e-mail accounts.

Personal Cell Phone Use

Personal cell phone use is prohibited during your work shift. They should be put away with your personal belongings until your break/lunch period or until your shift ends.

Administration Rule No: D003

Linn-Benton Community College Injured Employee Responsibility Checklist

1. When a work-related injury requires medical attention from a physician and/or results in work time lost:
1. The injured worker immediately contacts his/her direct supervisor (or the next available supervisory person if the direct supervisor is unavailable) prior to leaving his/her work site.
2. If either medical attention or time off from work is necessary, an 801 form must be completed at the Human Resources Office within five (5) days of the date of injury or first knowledge of injury by the supervisor. When there is a "time loss injury," Human Resources will assist the worker's immediate supervisor and the doctor of record to establish a plan for the injured worker's return to work. All original documents from the physician should be forwarded to Human Resources to be placed in the employee's medical file.
3. The injured worker is responsible for informing the attending doctor that a modified work plan is available to them.
4. The injured worker on "time loss" is responsible to keep his/her supervisor informed regarding the extent of the injury and the necessary time loss from work, if any.
5. The injured worker will report the physician's findings within 24 hours to his/her supervisor after each visit or treatment . The supervisor will subsequently keep Human Resources aware of any changes to the modified work progress.
2. When a work-related injury does not require medical attention from a physician and/or result in work time lost:
1. The injured worker contacts his/her immediate supervisor.
2. A General Accident Report form (available from Security and Safety Services) is completed. The original is sent to Security and Safety Services with a copy being maintained in the department.
3. When there is a non-work related injury (general student population/public):
4. Upon notification of an injury, a College representative will process a General Accident Report form and/or direct the individual to Security and Safety Services.
5. January 1997

Administrative Rule No: D102   Related to Policy Series No: 5060

Title: Smoking/Use of Tobacco

The College will work to comply with Oregon Indoor Clean Air Act pursuant to ORS 433.835 through ORS 433.875. These rules pertain to the prohibition of tobacco smoking in public places except those designated as smoking areas.

The purpose of the Oregon Indoor Clean Air Act is to reduce the health hazard to persons in confined public places inhaling smoke caused by tobacco products.

Use of all tobacco products, including chewing tobacco, within all enclosed college buildings, both on the main campus and in the outreach centers, and while traveling in college owned or leased vehicles will be prohibited. Tobacco use areas which are under cover but are outside buildings will be established where possible.

• DATE OF APPROVAL: 8/13/84
• DATE OF REVISION: 9/19/89
• DATE OF REVISION: 5/16/00

Administrative Rule No: E026   Related to Policies No: 6270 & 7070

Title: Substance Abuse Prevention

LBCC has taken a position against the use, distribution or possession of narcotics and dangerous drugs. Drugs and alcohol are not allowed on campus or at college related functions except as they relate to the teaching/learning process.

Employees and/or dependents enrolled in any LBCC sponsored group health plan receive benefits for drug and alcohol abuse as mandated by Oregon statutes.

LBCC students have access to college counselors who are knowledgeable in the field of drug and alcohol abuse prevention.

An LBCC Drug Impact Team composed of representatives from the students, classified staff, faculty, and management has the responsibility for developing, coordinating and implementing a comprehensive LBCC drug abuse prevention program. This team is administered by the Director of Student Development.

• DATE OF APPROVAL: 8/25/87

Administrative Rule No: E027   Related to Policy No: 6250

Title: Sexual Harassment/Sexual Assault Complaint Procedures

Students'/Employees' Responsibilities

All employees and students of the college will be expected to conduct themselves in a manner that is not or will not be reasonably interpreted by another employee or student or group of employees or students to be sexual harassment. Employees or students who violate this policy will be subject to discipline, up to and including termination/expulsion. Sexual assault is also prohibited by policy and this administrative rule and will result in sanctions if allegations are substantiated. Sexual assault is also a crime and may result in referrals to law enforcement officials.

Sexual assault complaints shall be subject to the same college reporting and investigatory protocols set out below for sexual harassment complaints. However, the college reserves the right to contact law enforcement officials at any point in an investigation of an alleged sexual assault.

Discipline imposed upon employees subject to collective bargaining agreements shall be governed by their respective agreements; failing such provision, Board policies shall apply.

All employees and students at the college are encouraged to report sexual harassment, and no reprisals will be taken against any employees or students who make such a report. Serious damage to an accused person's reputation and future ability to function in an efficient and credible manner for the college can result from any allegation of sexual harassment, even one that is later determined to be invalid. Each employee and student, thus, has a personal responsibility to refrain from making knowingly false or malicious claims that are for some ulterior purpose. Such false or malicious claims of sexual harassment will not be tolerated and will subject the complainant to discipline.

Employees or students who believe they have been subjected to sexual harassment by employees or visitors should report the alleged act immediately to the Affirmative Action Officer (AAO), or a designee in Human Resources.

Students who believe they have been subjected to sexual harassment by other students should report the alleged act immediately to the Dean of Student Services, designee or a counselor in the Counseling Department.

Employer Responsibilities

The Board of Education has designated the Affirmative Action Officer, Dean of Student Services or designees as the officials responsible for responding to, and investigating complaints. Complaints will be kept confidential to the extent possible, while allowing the appropriate process to proceed. All complaints will be responded to in a timely manner. Any supervisor, agent, student or employee who has been found by the college, after appropriate investigation, to have sexually harassed another employee or a student will be subject to appropriate sanctions, depending on the circumstances, up to and including termination/expulsion. In the case of sexual assault allegations, the investigation may be referred to local authorities. The college's remedy will be designed to eliminate sexual harassment of all kinds.

Sexual harassment by vendors, suppliers, visitors or other non-employees of the college with whom employees or students need to do business also is prohibited under the terms of this policy. An employee or student experiencing such harassment should utilize the sexual harassment complaint procedure.

Any form of retaliation against individuals making sexual harassment complaints, witnesses, or any other involved employees or students, is against college policy and is strictly prohibited. Retaliatory activities will be treated as a violation of this policy and subject to the same disciplinary measures, up to and including termination/expulsion.

Complaint/Investigation Procedures

The investigator will work with the complainant to determine the best course of action for resolution of the situation. Informal resolutions and reconciliations may be attempted prior to a formal investigation taking place. The following procedure should be used by students who believe they have experienced sexual harassment in violation of Title IX, or by employees who believe they have experienced sexual harassment in violation of state and federal law.

1. Complainants should bring their complaints forward as follows:
1. A student complainant regarding issues involving other student(s) should bring complaint to the Dean of Student Services or designee.
2. A student complainant regarding issues involving employees or visitors should bring complaint to the Affirmative Action Officer or designee.
3. An employee complainant should bring complaint to the Affirmative Action Officer or designee.

The Dean of Student Services normally will serve as the investigator for complaints involving students only, where there is no employee involvement. The AAO normally will serve as the investigator for complaints involving employees (which may also include student and employee involvement).

Depending on the circumstances of the complaint, the decision may be made to hire an outside investigator or appoint someone else in the college to investigate the complaint. Complainants are encouraged to submit their allegations on the college’s Alleged Harassment & Civil Rights Complaint Form.

If, after the initial interview, the complainant expresses the desire not to pursue the complaint, the investigator would, in most cases, still proceed with the appropriate process to investigate/resolve the complaint. The complainant will be informed that the law and college policy requires a resolution to their complaint.

2. The investigation/resolution of each complaint will be completed as quickly as possible and will be a high priority for the investigator/decision makers.

Formal investigations will proceed according to the following process:

1. The investigator will establish a complaint file to include related complaint materials. Complaint files will be maintained separately from personnel or student files.
2. As appropriate, the investigator will notify the supervisor, affected department director and/or legal counsel of the complaint on a need-to-know basis.

It will be the responsibility of the investigator to determine the extent of supervisor involvement in this investigation, depending upon allegations. Need to know will be balanced against need to maintain confidentiality. The Dean/Division Director will be informed of an investigation.

3. The complainant and accused will be interviewed separately in detail with specific questions by the investigator. During the investigation the complainant and accused may bring representation so long as that representative does not interfere with the investigation process.

Witnesses will be interviewed in detail by the investigator. The investigator will document the discussions at each interview.

4. At the conclusion of interviews and review of documents, the investigator will prepare a confidential written report of the findings and recommendations.
5. The investigator will inform the complainant and accused of the findings in writing. Within 15 days of receipt of the findings, the complainant and/or accused may submit a written response to the investigator. The investigator will review the response(s) and forward both the response(s) and the report to the appropriate Vice President.
6. The investigator will make recommendations to the appropriate Vice President. The Vice President may interview any of the involved individuals, as needed. The Vice President will make a decision and direct the appropriate administrator or Dean to implement the decision.
7. The AAO and/or Dean of Student Services will work with the supervisor and/or the affected administrator to implement the decision and follow up as appropriate to guard against retaliation.
8. If it is concluded the harassment complaint cannot be substantiated, all parties will be notified and the investigation closed
3. Within 15 days of receipt of the decision, either party may appeal the decision by submitting a written request outlining the basis for the appeal and any other relevant facts, to the college President who will consider anew evidence presented and render a decision on the appeal. The decision of the college President is final and binding.
4. If the complaint is against any of the people named to investigate or review the investigation, the complainant will go to the next higher person in the organizational structure.
5. If the complaint is substantiated the AAO and/or Dean of Student Services will follow up to ensure the work or learning environment is free from sexual harassment and retaliation, and the complainant made whole.
6. A complaint file on the complaint/investigation will be maintained as a confidential file by the AAO and/or Dean of Student Services.

• DATE OF APPROVAL: 7/27/93 DATE OF REVISION: 4/28/98, 5/16/06

Administrative Rule No: E028   Related to Policy No: 6255

Title: Harassment Complaint Procedures

Every employee, student or visitor at the college is encouraged to report harassing and/or offensive behavior that would cause a reasonable person to fear for their personal safety, or would substantially interfere with their employment or academic responsibilities. No reprisals will be taken against any individual who makes such a report. Individuals who object to offensive behaviors are encouraged to take personal responsibility to make sure the alleged harasser is told the behavior is not welcome and not engage in conduct that leads another person to believe the offensive behavior is enjoyed or encouraged.

Any student, agent or employee who has been found by the college, after appropriate investigation, to have harassed another individual will be subject to appropriate sanctions, depending on the circumstances. The college's remedy will be designed to eliminate harassing and offensive behavior.

Discipline imposed upon employees subject to a collective bargaining agreement shall be governed by their respective agreements; failing such provision, Board policies shall apply.

Any form of retaliation against individuals making complaints, witnesses or any other involved individuals is against college policy and is strictly prohibited. Retaliatory activities will be treated as a violation of the college's harassment policy and are subject to the same disciplinary measures.

Complaint/Investigation Procedures

The investigator will work with the complainant to determine the best course of action for resolution of the situation. Informal resolutions and reconciliations may be attempted prior to a formal investigation taking place.

The following procedure should be used by individuals who believe they have been subjected to harassing or offensive conduct by another individual at the college.

1. Complainants should bring their complaints forward as follows:
1. A student complainant should bring the complaint to the Dean of Student Services or designee. If the complaint involves an employee, the Dean of Student Services will work with the employee's Dean to resolve the issue.
2. An employee complainant should bring the complaint to the appropriate Dean/Director.
3. Visitors should bring their complaints to the Director of Human Resources or designee.
4. If the complaint is against anyone named to investigate or review the investigation, the complainant will go to the next higher person in the organizational structure.

The Dean of Student Services will serve as the investigator for student-to-student complaints. The appropriate Dean/Director will serve as the investigator for complaints involving employees. A complaint can be verbal or written. Complainants are encouraged to submit their complaint on the College Harassment/Civil Rights Complaint form.

2. The investigation/resolution of each complaint will be completed in a timely manner.

The investigation will proceed according to the following process:

1. The complainant and accused will be interviewed separately with specific questions by the investigator. During the investigation the complainant and accused may bring representation so long as that representative does not interfere with the investigative process. Both will be asked to identify potential witnesses to the relevant facts. The investigator will be alert not to involve any more people than necessary.
2. Witnesses will be interviewed by the investigator. The investigator will document the discussions at each interview.
3. At the conclusion of interviews and review of documents, the investigator will make a decision regarding the complaint, based upon the facts discovered during the investigation. The investigator will inform the complainant and accused of the findings.
4. The immediate supervisor and/or Dean of Student Services will implement the decision.
5. If it is concluded the complaint cannot be substantiated, all parties will be notified and the investigation closed.
3. Within 15 days of receipt of the decision, either party may appeal the decision by submitting a written request outlining the basis for the appeal and any other relevant facts, to the appropriate Vice President who will consider anew evidence presented and render a decision on the appeal. The decision of the Vice President is final and binding.

• DATE OF APPROVAL: 4/28/98
• DATE OF REVISION: 5/15/06

Administrative Rule No: E029   Related to Policy No: 6090

Title: Discrimination Complaint Procedures

Students'/ Employees' Responsibilities

All employees and students of the college will be expected to conduct themselves in a manner that is not or will not be reasonably interpreted by another employee or student or group of employees or students to be unlawful discrimination. Employees or students who violate this policy will be subject to discipline, up to and including termination/expulsion.

Discipline imposed upon employees subject to collective bargaining agreements shall be governed by their respective agreements; failing such provision, board policies shall apply.

Every employee and every student at the college is encouraged to report unlawful discrimination, and no reprisals will be taken against any employee or student who makes such a report. Each employee and student has a personal responsibility not to make knowingly false or malicious claims. Such claims will not be tolerated and will subject the complainant to discipline.

Employer Responsibilities

The Board of Education has designated the Affirmative Action Officer (AAO) and/or Dean of Student Services or designees as the officials responsible for receiving, responding to, and investigating complaints. All complaints will be responded to in a timely manner. Any supervisor, agent, student or employee who has been found by the college, after appropriate investigation, to have unlawfully discriminated against another employee or student will be subject to appropriate sanctions, depending on the circumstances, up to and including termination/expulsion. The college's remedy will be designed to eliminate unlawful discrimination of all kinds.

Unlawful discrimination by vendors, suppliers, visitors or other non-employees of the college with whom employees or students need to do business is also prohibited by Policy 6090. An employee or student experiencing such discrimination should utilize this complaint procedure.

Any form of retaliation against individuals making discrimination complaints, witnesses, or any other involved employees or students is against college policy and is strictly prohibited. Retaliatory activities will be treated as a violation of Policy 6090 and subject to the same disciplinary measures, up to and including termination/expulsion.

Complaint/Investigation Procedures

The investigator will work with the complainant to determine the best course of action for resolution of the situation. Informal resolutions and reconciliations may be attempted prior to a formal investigation taking place.

The following procedure should be used by students who believe they have experienced unlawful discrimination in violation of Title IX, or by employees who believe they have experienced unlawful discrimination in violation of state and federal law.

1. Complainants should bring their complaints forward as follows:
1. A student complainant regarding issues involving other student(s) should bring complaint to the Dean of Student Services or designee.
2. A student complainant regarding issues involving employees should bring complaint to the Affirmative Action Officer or designee.
3. An employee complainant should bring complaint to the Affirmative Action Officer or designee.

Complainants who do not feel comfortable reporting to the AAO or Dean of Student Services should contact another member of Human Resources who will refer them to a designee.

Depending on the circumstances of the complaint, the decision may be made to hire an outside investigator or appoint someone else in the college to investigate the complaint. A complaint can be verbal or written. Complainants are encouraged to submit their complaint on the College Harassment/Civil Rights form.

2. The investigation/resolution of each complaint will be completed in a timely manner and will be a high priority for the investigator/decision makers.

The investigation will proceed according to the following process:

1. The investigator will establish a complaint file to include related complaint materials. A complaint file will be maintained as a confidential file, separate from personnel or student files, by the AAO and/or Dean of Student Services or designees.
2. As appropriate, the investigator will notify the supervisor, affected department director and/or legal counsel of the complaint on a need-to-know basis. It will be the responsibility of the AAO or Dean of Student Services or designees to determine the extent of other involvement in this investigation, depending upon allegations. The Dean/Director will be informed of an investigation.
3. The complainant and accused will be interviewed separately with specific questions by the investigator. During the investigation the complainant and accused may bring representation so long as that representative does not interfere with the investigation process. Both will be asked to identify potential witnesses to the relevant facts. The investigator will be alert not to involve any more people than necessary.
4. Witnesses will be interviewed in detail by the investigator. The investigator will document the discussions at each interview.
5. At the conclusion of interviews and review of documents, the investigator will prepare a confidential written report of the findings and recommendations.
The investigator will inform the complainant and accused of the findings. Within 15 days of receipt of the findings, the complainant and/or accused may submit a written response to the investigator. The investigator will review the response(s) and forward both the response(s) and the report to the appropriate Vice President.
6. The investigator will make recommendations to the appropriate Vice President. The Vice President may interview any of the involved individuals, as needed. The Vice President makes a decision and directs the appropriate administrator or dean to implement the decision.
7. The AAO and/or Dean of Student Services will work with the supervisor and/or the affected administrator to implement the decision and follow up to ensure any misconduct has not continued. This may include follow up with complainant or witnesses.
8. If it is concluded the discrimination complaint cannot be substantiated, all parties will be notified and the investigation closed.
3. Within 15 days of receipt of the decision, either party may appeal the decision by submitting a written request outlining the basis for the appeal and any other relevant facts, to the college President, who will consider anew evidence presented and render a decision on the appeal. The decision of the college President is final and binding.
4. If the complaint is against anyone named to investigate or review the investigation, the complainant will go to the next higher person in the organizational structure.
5. If the complaint is substantiated during the complaint investigation, the AAO, Dean of Student Services or designee, will follow up to ensure the work place or learning environment is free from unlawful discrimination and retaliation, and the complainant made whole.

• DATE OF APPROVAL: 4/28/98
• DATE OF REVISION: 5/15/06

In compliance with the Family Educational Rights and Privacy Act (FERPA), Linn-Benton Community College (LBCC) is responsible for the security and maintenance of educational records and for monitoring the release of information related to those records. Staff and faculty with access to student educational records are legally responsible for protecting the privacy of students by using information only when necessary to instruct, advise, or otherwise assist students with educational needs.

As outlined in FERPA, students have legal access to their own official records. Please refer students with questions about their records to Admissions and Records in Takena Hall. All requests (Beyond directory information; see other side for what is directory information.) for educational records should be forwarded to the Registrar.

Students have the right to request their records be marked with a confidentiality code, and access be denied to any party who does not have an educational need for access. Students who do not wish to have information released must complete a Directory Deletion Form, available in Admissions and Records. Once this form is submitted, a confidentiality message appears on the student’s records in Banner. If a confidentiality message appears in Banner, NO information about the student may be released, even that the person has a record on our system.

If you must respond to a third party request for information on a student whose record is flagged with a confidentiality code, an appropriate response is, “We have no information to release on that individual.” Although you have a legitimate educational need for access to student data, you also have the authority and the responsibility to deny any request for information from any individual other than the student. It is always recommended you direct a request to Admissions and Records, rather than risk releasing information that may be restricted by law. You are also responsible for maintaining the security of your workstation and/or information appearing on your computer monitor. This includes the responsibility for all transactions occurring under your password and system user name.

Email that contains personally identifiable information about a student is considered an educational record of the student. Therefore, with a written request the student may inspect all e-mails pertaining to them as a student at LBCC. What this means is that e-mail about a student should contain only pertinent facts about the student and only shared with college staff that need to know about this student and situation in order to support the student’s education. E-mail may not be the best way to communicate about a student problem.

The only information that may be released about students is directory information. LBCC considers the following information to be directory information: student’s name, address, telephone listing, major field of study, participation in officially recognized activities and sports, weight and height of athletes, dates of enrollment, level of enrollment, and degrees and awards received. (If a student has requested confidentiality, no information can be released. Please feel free to refer inquiries to Admissions and Records in Takena Hall.)

“The Public Posting of Grades either by student’s name, any part of an institutional student identification number, or any part of a social security number, without the student’s written permission is a violation of FERPA.” Assignments, papers and tests cannot be left out for students to pick up, if other students or third parties can access personally identifiable information. It’s recommended you select a random identifier for posting purposes, rather than use students’ personally identifiable information.

According to OAR 581-410490 in the Privacy Rights and Information Reporting in Community Colleges, an employee “who has access to personally identifiable student records maintained and/or provided by a community college who, without proper authority, shall disclose such information may be disqualified from holding any appointment or employment with the state of Oregon.” In addition, the penalty for noncompliance with FERPA can be the withdrawal of Department of Education funds. The Registrar is the custodian of students’ records for LBCC. Questions about the Student Records Policy should be directed to (541)917-4817, Takena Hall.

In accordance with 34 CFR Part 668, students have the right to know certain information about Linn-Benton Community College, including academic information, financial assistance information, institutional information, information on completion or graduation rates, institutional security policies and crime statistics, and athletic program participation rates and financial support data. This information is available at the following web site: http://www.linnbenton.edu/righttoknow.

• To guarantee only authorized information is released all requests for student records should be routed to Admissions and Records in Takena Hall at 917.4812 For further FERPA information go to http://www.ed.gov/policy/gen/guid/fpco/index.html
• If the Press contacts you, refer them to the Director of Marketing (541) 917-4784.
• If Law Enforcement contacts you, refer them to the Registrar during normal business hours, (541)917-4817. If Law Enforcement contacts you after hours, have them return during business hours to see the Registrar or refer them to Security (541) 917-4440.

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