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Miami Dade College Miami Dade College August 2013August 2013

Creating A Respectful Learning Creating A Respectful Learning And Working EnvironmentAnd Working Environment

Adjunct Instructor OrientationAdjunct Instructor Orientation

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Employee RelationsEmployee RelationsEqual Opportunity Programs/ADAEqual Opportunity Programs/ADA

AsAs an an adjunct faculty member, you adjunct faculty member, you need to know:need to know:

** Your rights Your rights

** Your students’ rights and how to Your students’ rights and how to ensure them in your ensure them in your

classroomclassroom

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Employee RelationsEmployee RelationsEqual Opportunity Programs/ADAEqual Opportunity Programs/ADA

As an adjunct faculty member, you need As an adjunct faculty member, you need to know:to know:

** What protections are covered by the law What 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 Who to call when you do not know what to doto do

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Employee RelationsEmployee RelationsEqual 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 Miami Dade College is an equal access/equal opportunity educational institution which does not opportunity educational institution which does not discriminate on the basis of gender, race, color, discriminate on the basis of gender, race, color, marital status, age, religion, national origin, marital status, age, religion, national origin, disability, veteran’s status, sexual orientation, or disability, veteran’s status, sexual orientation, or genetic information.genetic information.

College Procedure 1665 College Procedure 1665 Discrimination and Harassment Grievance Discrimination and Harassment Grievance ProcedureProcedure Resolution of Complaints of Resolution of Complaints of discrimination or harassmentdiscrimination or harassment

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Unwelcome sexual advances, requests for sexual favors, and other Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual verbal or physical conduct of a sexual nature constitute sexual harassment whenharassment when

submission to such conduct is made either explicitly or submission 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 individuals employment or academic decisions affecting those individuals

are made based on their submission to or are made based on their submission to or rejection of such rejection of such conduct by an individual;conduct by an individual;such conduct has the purpose or affect of unreasonably interfering such 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, or hostile, or offensive working environment, or

academic environment.academic environment.

U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Guidelines Defining Sexual HarassmentGuidelines Defining Sexual Harassment

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DON’TSDON’TS using vulgar, profane or sexually explicit using vulgar, profane or sexually explicit

language (i.e. “f” word).language (i.e. “f” word).

making jokes, sharing anecdotes or discussing making jokes, sharing anecdotes or discussing topics of a sexual nature.topics of a sexual nature.

asking questions about another individual’s asking questions about another individual’s sex life, sexual preference/orientation.sex life, sexual preference/orientation.

making sexually explicit or implicit comments making sexually explicit or implicit comments about an individual’s clothing, body.about an individual’s clothing, body.

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DON’TSDON’TS repetitively asking for dates.repetitively asking for dates.

using profane slang to refer to men or women using profane slang to refer to men or women (i.e. “b” word, “f” word) . (i.e. “b” word, “f” word) .

making whistling, kissing sounds, smacking making whistling, kissing sounds, smacking noises.noises.

touching a person when it is unwelcome.touching a person when it is unwelcome.

stalking, which includes sending unwelcome and stalking, which includes sending unwelcome and offensive gifts, emails, photos, etc.offensive gifts, emails, photos, etc.

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DO’ SDO’ S

1.1. Meet the student in a safe Meet the student in a safe environmentenvironment

2.2. Take the report seriouslyTake the report seriously

3.3. Listen, sympathize, but don’t Listen, sympathize, but don’t judgejudge

4.4. Avoid using “dangerous words” Avoid using “dangerous words” such as, “It’s just teasing. It’s no such as, “It’s just teasing. It’s no big deal”big deal”

When a student complains to you:When a student complains to you:

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When a student complains to you:When a student complains to you:

5.5. Document, Document, Document, Document, DocumentDocument

6. Don’t delay6. Don’t delay

7. Respond to the concern7. Respond to the concern

DO’ SDO’ S

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DO’ SDO’ S8.8. Follow up on the complaintFollow up on the complaint

9.9. Advise your appropriate chain of Advise your appropriate chain of command about the complaint to determine command about the complaint to determine what action is to be takenwhat action is to be taken

10.10. Advise the Office of Employee Advise the Office of Employee Relations or Equal Opportunity Relations or Equal Opportunity Programs/ADA Coordinator about the Programs/ADA Coordinator about the complaint (resource, resolution and complaint (resource, resolution and recording).recording).

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Quick Links for more informationQuick Links for more information

Part Time Employee Performance Standardshttp://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 Processhttps://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 RelationsEqual Opportunity Programs/ADAEqual Opportunity Programs/ADA

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Clive R. BridgesClive R. BridgesEmployee Relations OfficerEmployee Relations Officer Ext. 70290Ext. 70290

Laura MarksLaura MarksEmployee Relations OfficerEmployee Relations Officer Ext. 70289Ext. 70289

Bettie H. ThompsonBettie H. ThompsonAssociate Vice Provost/Human ResourcesAssociate Vice Provost/Human Resources Ext. 70291Ext. 70291

Minda FeldheimMinda FeldheimSecretary IVSecretary IV Ext. 70294Ext. 70294

Employee Relations Service TeamEmployee Relations Service Team

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Office of Equal Opportunity Programs/Office of Equal Opportunity Programs/ADA CoordinatorADA Coordinator

Joy C. Ruff, PhDJoy C. Ruff, PhDDirector Director Ext. 70269Ext. 70269

Equal Opportunity Programs/ADA CoordinatorEqual Opportunity Programs/ADA Coordinator

Cindy J. Lau-Evans Cindy J. Lau-Evans EOP Manager EOP Manager Ext. 70288Ext. 70288

Dulce Rodriguez de KruegerDulce Rodriguez de KruegerPart-Time Administrative Assistant Part-Time Administrative Assistant Ext. 70278Ext. 70278