Adjunct Faculty Orientation: HR part 2
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Adjunct Faculty Orientation: HR part 2

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Part 2 of Adjunct faculty orientation at Kendall Campus, Miami Dade College

Part 2 of Adjunct faculty orientation at Kendall Campus, Miami Dade College

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Adjunct Faculty Orientation: HR part 2 Adjunct Faculty Orientation: HR part 2 Presentation Transcript

  • 1 Miami Dade CollegeMiami Dade College August 2013August 2013 Creating A Respectful Learning AndCreating A Respectful Learning And Working EnvironmentWorking Environment Adjunct Instructor OrientationAdjunct Instructor Orientation
  • 2 Employee RelationsEmployee Relations Equal Opportunity Programs/ADAEqual Opportunity Programs/ADA AsAs anan adjunct faculty member, you need toadjunct faculty member, you need to know:know: ** Your rightsYour rights ** Your students’ rights and how toYour students’ rights and how to ensure them in your classroomensure them in your classroom
  • 3 Employee RelationsEmployee Relations Equal Opportunity Programs/ADAEqual Opportunity Programs/ADA As an adjunct faculty member, you need toAs an adjunct faculty member, you need to know:know: ** What protections are covered by the lawWhat protections are covered by the law ** What MDC policy and procedures sayWhat MDC policy and procedures say ** Who to call when you do not know what to doWho to call when you do not know what to do
  • 4 Employee RelationsEmployee Relations Equal Opportunity Programs/ADAEqual Opportunity Programs/ADA College Policy I-21 Equal Access/Equal OpportunityCollege Policy I-21 Equal Access/Equal Opportunity Miami Dade College is an equal access/equal opportunityMiami Dade College is an equal access/equal opportunity educational institution which does not discriminate on theeducational institution which does not discriminate on the basis of gender, race, color, marital status, age, religion,basis of gender, race, color, marital status, age, religion, national origin, disability, veteran’s status, sexualnational origin, disability, veteran’s status, sexual orientation, or genetic information.orientation, or genetic information. College Procedure 1665College Procedure 1665 Discrimination and Harassment Grievance ProcedureDiscrimination and Harassment Grievance Procedure Resolution of Complaints of discrimination or harassmentResolution of Complaints of discrimination or harassment
  • 5 Unwelcome sexual advances, requests for sexual favors, and otherUnwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexualverbal or physical conduct of a sexual nature constitute sexual harassment whenharassment when  submission to such conduct is made either explicitly orsubmission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment,implicitly a term or condition of an individual’s employment, or academic progress;or academic progress; employment or academic decisions affecting those individualsemployment or academic decisions affecting those individuals are made based on their submission to orare made based on their submission to or rejection of suchrejection of such conduct by an individual;conduct by an individual; such conduct has the purpose or affect of unreasonably interferingsuch conduct has the purpose or affect of unreasonably interfering with an individual’s work performance or creating an intimidating,with an individual’s work performance or creating an intimidating, hostile, or offensive working environment, orhostile, or offensive working environment, or academic environment.academic environment. U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSIONU.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Guidelines Defining Sexual HarassmentGuidelines Defining Sexual Harassment
  • 6 DON’TSDON’TS  using vulgar, profane or sexually explicit languageusing vulgar, profane or sexually explicit language (i.e. “f” word).(i.e. “f” word).  making jokes, sharing anecdotes or discussing topicsmaking jokes, sharing anecdotes or discussing topics of a sexual nature.of a sexual nature.  asking questions about another individual’s sex life,asking questions about another individual’s sex life, sexual preference/orientation.sexual preference/orientation.  making sexually explicit or implicit comments aboutmaking sexually explicit or implicit comments about an individual’s clothing, body.an individual’s clothing, body.
  • 7 DON’TSDON’TS  repetitively asking for dates.repetitively asking for dates.  using profane slang to refer to men or women (i.e. “b”using profane slang to refer to men or women (i.e. “b” word, “f” word) .word, “f” word) .  making whistling, kissing sounds, smacking noises.making whistling, kissing sounds, smacking noises.  touching a person when it is unwelcome.touching a person when it is unwelcome.  stalking, which includes sending unwelcome andstalking, which includes sending unwelcome and offensive gifts, emails, photos, etc.offensive gifts, emails, photos, etc.
  • 8 DO’ SDO’ S 1.1. Meet the student in a safeMeet the student in a safe environmentenvironment 2.2. Take the report seriouslyTake the report seriously 3.3. Listen, sympathize, but don’t judgeListen, sympathize, but don’t judge 4.4. Avoid using “dangerous words” suchAvoid using “dangerous words” such as, “It’s just teasing. It’s no big deal”as, “It’s just teasing. It’s no big deal” When a student complains to you:When a student complains to you:
  • 9 When a student complains to you:When a student complains to you: 5.5. Document, Document, DocumentDocument, Document, Document 6. Don’t delay6. Don’t delay 7. Respond to the concern7. Respond to the concern DO’ SDO’ S
  • 10 DO’ SDO’ S 8.8. Follow up on the complaintFollow up on the complaint 9.9. Advise your appropriate chain of commandAdvise your appropriate chain of command about the complaint to determine what action is toabout the complaint to determine what action is to be takenbe taken 10.10. Advise the Office of Employee Relations orAdvise the Office of Employee Relations or Equal Opportunity Programs/ADA CoordinatorEqual Opportunity Programs/ADA Coordinator about the complaint (resource, resolution andabout the complaint (resource, resolution and recording).recording).
  • 11 Quick Links for more informationQuick Links for more information Part Time Employee Performance Standards http://www.mdc.edu/hr/OnlineForms/Part-Time_Employees_Conduct.pdf College Policy I-21 Equal Access/Equal OpportunityCollege Policy I-21 Equal Access/Equal Opportunity https://www.mdc.edu/policy/Chapter1/01-I-21.pdfhttps://www.mdc.edu/policy/Chapter1/01-I-21.pdf College Procedure 1665 Discrimination and Harassment Grievance ProcessCollege Procedure 1665 Discrimination and Harassment Grievance Process https://www.mdc.edu/procedures/Chapter1/1665.pdfhttps://www.mdc.edu/procedures/Chapter1/1665.pdf Sexual Harassment PreventionSexual Harassment Prevention https://www.mdc.edu/hr/EmployeeRelations/default.asphttps://www.mdc.edu/hr/EmployeeRelations/default.asp Students’ Rights and Responsibilities HandbookStudents’ Rights and Responsibilities Handbook http://www.mdc.edu/policy/student_rights_and_responsibilities.pdfhttp://www.mdc.edu/policy/student_rights_and_responsibilities.pdf Employee RelationsEmployee Relations Equal Opportunity Programs/ADAEqual Opportunity Programs/ADA
  • 12 Clive R. BridgesClive R. Bridges Employee Relations OfficerEmployee Relations Officer Ext. 70290Ext. 70290 Laura MarksLaura Marks Employee Relations OfficerEmployee Relations Officer Ext. 70289Ext. 70289 Bettie H. ThompsonBettie H. Thompson Associate Vice Provost/Human ResourcesAssociate Vice Provost/Human Resources Ext. 70291Ext. 70291 Minda FeldheimMinda Feldheim Secretary IVSecretary IV Ext. 70294Ext. 70294 Employee Relations Service TeamEmployee Relations Service Team
  • 13 Office of Equal Opportunity Programs/Office of Equal Opportunity Programs/ ADA CoordinatorADA Coordinator Joy C. Ruff, PhDJoy C. Ruff, PhD DirectorDirector Ext. 70269Ext. 70269 Equal Opportunity Programs/ADA CoordinatorEqual Opportunity Programs/ADA Coordinator Cindy J. Lau-EvansCindy J. Lau-Evans EOP ManagerEOP Manager Ext. 70288Ext. 70288 Dulce Rodriguez de KruegerDulce Rodriguez de Krueger Part-Time Administrative AssistantPart-Time Administrative Assistant Ext. 70278Ext. 70278