New College of Florida offers a variety of health, wellness and educational opportunities for employees to ensure a well-balanced work and life environment.
New College of Florida offers a variety of Health, Wellness and Educational Opportunities for employees to ensure a well-balanced work life environment.
For more information regarding the State of Florida Wellness Programs click on the latest edition of the Wellness Wire.
New College of Florida is dedicated to providing a positive campus environment free from all forms of harassment, bullying, stalking, intimidation, and exploitation. All members of the College community have a right to be treated with dignity and respect.
The College has an obligation to prevent harmful behavior, while protecting the exercise of free speech and expression. The College takes both of these obligations seriously. This Protocol shall not be interpreted or applied so as to abridge academic freedom or the rights of free speech and expression protected by the First Amendment of the United States Constitution and any other applicable law.
This Protocol sets out the College’s expectations for civility and professional conduct, and defines the College’s response to bullying and harmful behavior in the workplace. Harassment, discrimination, stalking, and other offenses prohibited under federal law are addressed in New College Regulations. Additionally, instances of student-to-student bullying are addressed in the Student Code of Conduct. Therefore, such offenses are not addressed in this Protocol.
In order to provide a safe, caring, and orderly environment, New College of Florida expects civility from all who engage in College activities. Mutual respect, professionalism, and common courtesy are essential qualities in promoting an educational and work environment free from disruptions, harassment, bullying, and aggressive actions.
Supervisors have a special responsibility to create a safe working environment free from bullying and harmful behavior. Supervisors should take steps to prevent bullying and harmful behavior within their units, and must take prompt action when they are notified of any behavior that meets the definition of bullying listed below.
Acceptable and safe workplace behaviors include, but are not limited to:
• Positive values
• Relaxed and productive atmosphere
• Commitment to excellence
• Open and honest communication
• Cooperation, support, and empowerment
• Sense of humor
• Compassion, respect, and understanding
• Positive reinforcement
• Emphasis on health, family, and environment
Bullying and harmful behavior is conduct directed at another that is either repeated or substantially severe, and that causes substantial emotional distress or undermines an individual’s ability to work or participate in College activities.
Such conduct includes, but is not limited to:
• Verbal abuse, insults, threats, and yelling that creates a reasonable fear of bodily harm
• Conduct intended to create an imbalance of power among peers
• Teasing or regularly making someone the brunt of pranks/practical jokes
• Sarcasm and other demeaning language
• Exclusion of a person from workplace or College activities
• Work sabotage and tampering with someone’s personal effects
• Gossip and false malicious rumors
• Coercion, intimidation, and misuse of power
• Unfair and excessive criticism
• Unrealistic work demands and impossible deadlines
• Deliberate withholding of information that is essential to the affected individual’s job performance
• Disrespectful e-mail communication
Any College employee who believes that they are the target of bullying by another member of the College may advise the offending person that the conduct is offensive and request that the conduct be stopped immediately.
If the affected individual does not wish to address the behavior directly with the offender, or if the conduct in question is not discontinued after the offending person is asked to stop the behavior, the affected individual should make a complaint within 15 work days of the alleged incident of bullying.
A complaint may be filed either with the affected individual’s direct supervisor or to the Director of Human Resources. Upon receiving a complaint under this policy, a supervisor must notify the Director of Human Resources. The Director of Human Resources will investigate all complaints of bullying under this policy.
The complaint may be verbal or written; complaints may be made in person, by phone or email, or online at www.ncf.edu/about/departments-and-offices/office-of-the-general-counsel/report-a-problem/. The complaint must specify the nature of the bullying and, if possible, the date(s) upon which the bullying occurred. The complaint must identify the affected individual and the alleged offender. The College is unable to act upon anonymous complaints.
Persons receiving an oral complaint must reduce the complaint to writing and verify the accuracy of the written complaint with the affected individual. The complaint should be dated and signed by the affected individual and the person receiving the complaint.
The Director of Human Resources will investigate all allegations of bullying under this Protocol. The investigator will schedule an individual meeting with each party within two (2) weeks of receiving a written complaint. At the initial meeting with each employee, the investigator will review the information contained in the complaint, and may request additional information, corroborating evidence, and/or the names of any witnesses who may provide more information or insight.
The investigator will gather additional evidence, information, and accounts from others who witnessed the alleged bullying. If the investigator is convinced that this Protocol has been violated, the offending individual will be instructed to immediately cease all offensive and harmful behavior. The investigator will submit a findings letter to both parties within a reasonable time after concluding the investigation. Progressive discipline steps will be initiated according to the respective Collective Bargaining Agreements and/or the appropriate New College Regulations.
If either party wishes to appeal the investigator’s decision, such appeal must be made to either the Provost or the Vice President for Finance and Administration within fifteen (15) days of the date of the findings letter. The Provost, VP, or their designee(s) shall consider all appeals and issue a final resolution within a reasonable time.
Retaliating against someone for addressing and/or reporting an instance of bullying, or for participating in an investigation, is prohibited and will be considered a violation.
Individuals who are involved or who witness bullying and harmful behavior are encouraged to take advantage of the College’s network of support. The Office of Human Resources and the Counseling and Wellness Center can provide referrals to helpful programs and assistance.
The College also provides in-person and web-based training opportunities for supervisors and their staff. Training sessions may focus on workplace conduct, harassment and discrimination, and preventing workplace violence. Contact the Office of Human Resources for more information.
The Employee Assistance Program (EAP) managed by Espyr is a 24 hours a day, 7 days per week confidential help line for employees and their families who may need assistance with life, family or financial challenges.
The EAP offers benefitted employees and immediate family members who live in their household (as defined by the State Health Insurance Program) with free, short-term counseling for personal or work related issues. Total confidentiality and anonymity is provided to those who call the EAP for consultation. A licensed counselor is available 24 hours a day.
Employees and their eligible family members are entitled to four EAP sessions, per issue, each year. Counselors are located within the surrounding community.
To access online services, visit www.espyr.com and request the log in information.
or contact Espyr by calling 800-869-0276
NCF provides this service to employees to assist them in taking action and dealing with issues early. Services provided may include assistance in the following areas:
The website offers educational screenings, assessments, videos, quizzes, courses, articles, financial calculators, child and eldercare service locators, and much more. You may even confidentially request EAP services from the site.
Topics covered include:
The College maintains a Sick Leave Pool for eligible employees that allows employees to voluntarily pool a portion of their accumulated sick leave, and upon depletion of their own sick, annual and compensatory leave, to draw sick leave credits from the pool for their personal catastrophic injury or illness in accordance with established procedures.
Applying for membership:
Complete the application for sick leave pool membership and submit it to the Office of Human Resources.
Requesting sick leave pool benefits:
Complete the request to use sick leave pool hours.
Include a completed certification of health care provider.
Other sick leave pool stipulations:
Participation in the sick leave pool does not guarantee that hours may be withdrawn from the sick leave pool.
The College reserves the right to deny a request for sick leave pool benefits when the application for benefits or medical verification is incomplete, or the request does not conform to the sick leave pool usage policy. (See College Sick Leave Policy for occurrences or situations that are not applicable for sick leave pool benefits.)
A sick leave pool member must deplete, or will have depleted, all accrued compensatory time, sick leave, annual leave and personal leave prior to being granted the use of sick leave pool hours.
If an employee meets the criteria to receive disability benefits under an applicable College, private insurance policy or government program, the employee is no longer eligible to use sick leave pool hours.
If an employee has time off due to a job-related injury covered by workers’ compensation benefits, the employee is not eligible to use sick leave pool hours for the time designated as workers’ compensation.
If the sick leave pool committee issues a decision denying an application for membership, a request for sick leave pool benefits or a request to cancel membership in the sick leave pool, an employee may appeal such decision within five calendar days.
The appeal must be made in writing to the President or designee, and the decision of the President or designee shall be final.
Both active and terminating employees may donate accrued sick leave to other New College employees on a medical leave of absence who have exhausted all sick, annual, compensatory leaves and their personal holiday. The medical leave of absence must be due to the employees’ personal medical condition and not due to the medical condition of a family member. OPS employees, whether hourly or salaried, are not eligible to participate.
The employee donating hours is referred to as the donor and the employee receiving the hours is the recipient. Part-time regular employees are eligible to be donors and/or recipients.
To be a donor, an active regular employee must have completed at least one year of employment in an established position with New College and with the exception of a terminating employee, have a sick leave balance of at least 64 hours (or a pro-rated number of hours if part-time) after donating the leave. Prior to donating hours, the donor should review his/her own financial obligations to ensure that the donation of accrued sick leave hours is affordable.
For a terminating employee to be a donor, (s)he must have completed at least one year of regular service with New College prior to making a sick leave donation, make the donation prior to the calculation for the pay out (for employees that have at least 10 years of service), if any, of sick leave hours. A terminating employee may donate up to 80 hours regardless of the number of recipients.
To be a recipient of donated hours, the employee must meet the following criteria:
• Have at least one year of New College service in a regular position
• Have received approval from the supervisor for the medical leave of absence
• Have exhausted all other leave. For USPS employees, this includes compensatory leave credits and personal holiday.
• Must first use hours from a sick leave pool, if a member, prior to accepting the donation of sick leave hours from other New College employees.
• May use donated hours intermittently, if necessary.
• Return all unused hours to the donor, if still employed. Unused donated hours from a terminated employee is forfeited.
Human resources will request sick leave donations via a standard process first within the department and if sufficient hours are not met, then within the campus community.
To confirm the period of time for which leave may be donated and ensure the eligibility of the circumstances, a medical certification (FMLA packet) must be on file to cover the period for which hours are being donated.
• Human Resources confirms that the donor and recipient are eligible (meets above criteria). If one of these employees are not eligible (FMLA entitlement has been exhausted), the process stops here.
• The requestor (employee or representative) requests sick leave donations for an employee.
• Donor advises Human Resources in writing of the number of hours being donated.
• For departmental records, Human Resources advises the Fiscal Liaisons of both the recipient and donor of the leave transfer. HR, then, adjusts the balances accordingly in Banner and documents transfer under the Change Reason.
A terminating employee may donate up to 80 hours. Those hours may be donated to one recipient or multiple recipients as long as the total number of hours donated do not exceed 80 hours. If the employee is also a member of the New College Sick Leave Pool, (s)he may donate up to 16 hours of sick leave to the pool in addition to the up to 80 hours of personal donation. Refer to the Sick Leave Pool procedure for donating hours to the pool. Donated hours must be for the current medical leave of absence. Employees of NCF are entitled to donate accrued sick leave to each other up to a maximum of 240 hours.
A supervisor or appropriate official may not refuse hours being donated to an employee who is on a medical leave of absence (as explained above) within the entitlements of the Family and Medical Leave Act. Once the entitlement of 480 hours has been exhausted, a supervisor may approve an extension of the medical leave of absence and may accept additional donated hours.
An employee may not donate sick leave hours to another employee when the absence is due to a Worker’s Compensation injury or illness
If the recipient is able to return to full-time work and does not need to use all of the donated sick leave hours, the remaining hours must be returned to the donor, if still employed, or forfeited by both the donor and the recipient if the donor has terminated. A memorandum explaining the transaction must be attached to the leave records for both the donor and the recipient; the original is attached to the donor’s leave record and a copy of the memorandum is attached to the recipient’s leave record. Unused hours are deducted from the recipients leave balance.
A supervisor or other appropriate official may not refuse hours being donated to an employee who is on a medical leave of absences within the entitlements of the Family and Medical Leave Act. Once the entitlement has been exhausted, a supervisor may approve an extension of the medical leave of absence, and is not required to accept donated hours due to needs of the employing department.
You must secure a Sick Leave Donation Form from Human Resources or off the NCF website, accurately execute it and submit it to your supervisor and Human Resources for approval. It is imperative that the donor’s sick leave balance be adjusted to reflect the donation of sick leave hours, and the recipient’s sick leave balance be adjusted to reflect the receipt of sick leave hours. While in a pay status, the recipient continues to accrue leave proportionate to the hours paid. Human Resources will make the necessary changes and will notify the Fiscal Liaison and the employee of the donation.
Although the donation and receipt process is relatively easy, the records of both the recipient and the donor must be updated to reflect the transfer of leave hours and ensure that donations are deducted from donor’s sick leave balances and added to the recipient’s sick leave balance.
■ Ensure that donated hours do not exceed the number of hours for which the recipient has been medically certified.
■ Deduct hours first from the donor’s sick leave balance accrued prior to 10/1/73, if applicable.
■ Add no more than 80 donated hours to the recipient’s sick leave balance when the donor is a terminating employee; deduct no more than 80 hours from a terminating donor’s balance for the purpose of sick leave donations. Note: up to an additional 16 hours may be contributed to the Sick Leave Pool for a total deduction not to exceed 96 hours upon termination.
■ Deduct the donated hours before a terminating donor’s cash out of the unused sick leave balance is calculated when the donor is eligible (has more than 10 years of State service) for a sick leave cash out.
■ Will not include donated hours in the donor’s restored sick leave balance if a donor is re- employed within 100 days.
The Family and Medical Leave Act
The Family and Medical Leave Act (“FMLA”) provides eligible employees up to a total of 12 work weeks of unpaid leave in a 12-month period for one or more of the following reasons:
• For incapacity due to pregnancy, prenatal medical care, or childbirth;
• Placement of a child with the employee for adoption or foster care, and to care for the employee’s newly adopted child or a child newly placed in the foster care of the employee.
• To care for the employee’s family member with a serious health condition.
• The employee’s serious health condition.
All employees are eligible, including OPS employees, who have worked at least 12 months (these need not have been consecutive) and who have worked at least 1250 hours in the 12 months prior to the leave. Faculty, Administrative, and Support employees may use paid leave for an FMLA event and such shall be counted toward the entitlement.
Please contact the Human Resources for an appointment to meet with a benefits representative.
See the following for additional information
Employee Education Assistance Program
Purpose: New College strongly encourages its employees to pursue educational opportunities for professional growth and development. The Education Assistance Program (Program) is designed to provide eligible employees tools to enhance their jobs skills and further their education by providing assistance in meeting the expenses of continuing education.
Regular USPS, A&P and Faculty employees, working full time, who have been employed in an established position for at least six (6) months and who meet academic requirements are eligible for such assistance.
Vocational, undergraduate or graduate course work is eligible for tuition reimbursement. New College will reimburse tuition costs at the actual semester credit hour rate charged up to the cost of a resident undergraduate semester credit hour charged by New College. Total semester credit hours eligible for reimbursement will not exceed a maximum of six (6) semester credit hours per term.
An employee must be admitted as degree seeking or non-degree seeking student at an accredited vocation/technical institute, community college, four-year college or university prior to applying to participate in the Program. The Program does not permit enrollment in thesis, dissertation, internships, directed individual study, individual performance courses, non-credit courses, sponsored credit programs or off-book programs.
Approve or deny the employee’s request to participate in the Program and any changes in the employee’s work schedule.
Reimbursements will be paid based on the payroll calendar via direct deposit.
Only actual costs will be reimbursed. If you have received financial aid for your respective class, you will not be reimbursed by this benefit or you may receive a reduced benefit.
Tuition Exchange (TEP)
New College is a member of The Tuition Exchange (TEP) a reciprocal scholarship exchange program. All faculty, administrative, and support staff employees who are considered full time , benefits eligible employees of the current academic year are eligible to participate. Employees can send their dependents to any of the 530 TEP institutions as “exports,” and NCF , in return, accepts the dependents of other members of TEP as our “imports.” The majority of your child’s tuition waived by the TEP institution he or she is attending (you still must pay room and board expenses).
Regular employees are defined by:
USPS employees who have successfully completed their six months probationary period.
Law Enforcement employees who have successfully completed their one year probationary period.
A&P employees from date of hire.
Faculty who have completed 2 years of service ( visiting faculty are not eligible)
A list of participating TEP schools can be found on the tuition exchange program web site.
New College of Florida is a great place to work. In addition to a generous benefits package, there are extra savings and discounts available to employees. Check this site often to see new discounts.
Please note that employees will generally be required to show their New College ID card to receive the applicable discount at the time of purchase.
Each discount opportunity has its own restrictions. In some cases, the discount providers may limit discounts to only employees and/or a limited number of the employee’s family members.
The College provides the employee discount opportunities in an attempt to benefit its faculty and staff. The College however, does not warrant the quality of goods or services provided by any business providing employee discounts.