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EBETEC FACULTY HANDBOOK 2019-2020
FACULTY/STAFF HANDBOOK
2019-2020
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EBETEC FACULTY HANDBOOK 2019-2020
TABLE OF CONTENTS
1. INTRODUCTION 5
a. Welcome & Mission Statement
b. EBETEC’s History
c. Methodology
d. Policy Changes
e. Copyright Policy
2. EMPLOYEE CATEGORIZATION 6
a. Categorization
b. Probationary Employment Cycle
3. EMPLOYMENT POLICIES 7
a. Equal Opportunity Employment
b. Qualifications for Employment
c. Proficiency in Target Language
d. Teaching Assignments
e. Hiring Policy
f. Affirmative Action Policy
g. Immigration Law Conformity
h. Employee Background Checks & Criminal Records
i. New Hire Employee Orientation
j. Probationary & Observational Evaluation Period
i. Faculty Performance Evaluation Process
ii. Academic Supervisor Evaluation Process
iii. Yearly Evaluation Process
k. Personnel Administration & Record Keeping
l. Changing/Updating Personal Information
m. Safety
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EBETEC FACULTY HANDBOOK 2019-2020
n. School Security
o. Personal Property
p. Personal Health Concerns & Medical Attention
q. Visitors in the Workplace
r. School Closings
s. Extracurricular Participation
4. STANDARDS OF CONDUCT 15
a. Guidelines
b. Attendance & Punctuality
c. Schedule
d. Absence & Tardiness
e. Scheduled & Unscheduled Absence
f. Break Policy
g. Harassment Policy
h. Sexual Harassment Policy
i. Violence at Work
j. Confidential Information & Nondisclosures
k. Ethical Standards
l. Dress Code
m. Internet, Computer, Phone, and Email Use
n. Software Use
o. Smoking Policy
p. Alcohol & Substance Abuse
q. Solicitations
r. Complaint Policy & Procedure
s. Employment Termination or Resignation
t. Company Property
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EBETEC FACULTY HANDBOOK 2019-2020
5. COMPENSATION 19
a. Base Compensation
b. Time-Card Policy
c. Payroll & Paydays
d. Employee Evaluations
e. Progression & Promotional Opportunities
6. GROUP BENEFITS 20
a. Worker’s Compensation
b. Unemployment Compensation
c. Social Security
d. Professional Development & Training
7. TIME-OFF BENEFITS 22
a. Vacation & Holiday Policy
b. Sick Leave
c. Jury Duty
d. Military Reserves or National Guard
e. Medical Leave
f. Disability Leave
g. Personal Leave/Days
8. EMPLOYEE COMMUNICATION POLICY 23
a. Staff & Faculty Meetings
b. Suggestions, Feedback, and Complaints
9. IN CLOSING 24
10. ACCEPTANCE 25
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EBETEC FACULTY HANDBOOK 2019-2020
1. INTRODUCTION
a. WELCOME & MISSION STATEMENT
Welcome to EBETEC Language Academy! This faculty handbook was created
to provide our faculty members information, policies, procedures, support,
and guidelines pertaining to the school. All faculty members are required to
familiarize themselves with all the material herein.
It is our pleasure to welcome you to the EBETEC family, and we hope that you
will have a rewarding and memorable experience working with us.
“Our mission is to promote excellence in the English language
by providing opportunities for students to explore, discover, and
learn English at all levels. Our goal is to guide students in
developing the skills required to effectively communicate and
interact in their day-to-day lives.”
b. EBETEC’S HISTORY Since 2018 EBETEC has been welcoming students from around the world onto
our wide range of English language programs. We are proud on the quality of
course provision and strive to offer only the best to our students. Our stated
aim is to help our students improve their English learning skills in a friendly
and stimulating atmosphere by providing an extensive educational, cultural
and technological program, and by ensuring that their needs are always
clearly understood and met.
c. METHODOLOGY We use the Communicative Language Teaching (CLT) which is an approach to
the teaching of second and foreign languages that emphasizes interaction as
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EBETEC FACULTY HANDBOOK 2019-2020
both the means and the ultimate goal of learning a language. Authentic
materials, such as current news articles, songs, and video clips, are used along
with formal curricular materials to link classroom language learning to
situations in students’ everyday lives.
d. POLICY CHANGES This handbook supersedes all previous employee handbooks and memos.
EBETEC Language Academy reserves the right to modify, suspend, or
terminate any of the policies, procedures, and/or benefits described in the
manual with or without prior notice to faculty.
e. COPYRIGHT POLICY EBETEC’s faculty, students and employees must comply with the United
States Copyright Law, 17 U.S.C. § 101 et seq. In short, this means that you
may not make unauthorized copies or distribute, display, or perform without
permission, any work that is covered by copyright. These extends to
software, digital works, and unpublished works including the digital
transmission and subsequent use.
2. EMPLOYEE CATEGORIZATION Any individual who regularly works for EBETEC Language Academy on an hourly
or salary wage basis, including part-time and full-time, is considered an
“employee”. EBETEC reserves the right to discontinue any position and/or
terminate your employment for any reason. a. CATEGORIZATION
All employees at EBETEC will be either categorized as “regular full-time”,
“regular part-time”, “temporary”, or “sub”. In addition, employees will also
be categorized as being “exempt” or “non-exempt” as well as designated as
“faculty”, or “staff” as this is required by law because certain jobs have
“overtime” or “extra time” wages for all hours worked in excess of 40 hours
per week.
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EBETEC FACULTY HANDBOOK 2019-2020
EBETEC employees are generally classified as either faculty or staff. The
faculty consists of the teachers whether they are teaching specifically or
categorized further with a specialized skillset. The staff consists of support
positions that exist to support the mission of the School. These will include,
but are not limited to, receptionist, cleaning staff, and DSO. Policies
described in this Handbook and communicated by the School apply to all
faculty and staff unless specifically noted otherwise.
b. PROBATIONARY EMPLOYMENT CYCLE EBETEC Language Academy has implemented a 3-month probationary period
in order to determine whether new employees fit with and follow our
protocols and procedures in order to determine if further employment will
be granted.
3. EMPLOYMENT POLICIES
a. EQUAL OPPORTUNITY EMPLOYMENT (EEOE) EBETEC Language Academy is an equal employment opportunity employer
(EEOE). We do not discriminate against color, origin, ancestry, gender, sexual
orientation, age, weight, religion, physical or mental disability, marital status,
veteran status, political affiliation, or any other factor governed by law.
b. QUALIFICATIONS FOR EMPLOYMENT All full-time and part-time faculty are required to have the minimum
qualifications as set out by EBETEC Language Academy and the CEA
Accreditation guidelines: language teaching methodology, the nature of
languages, the structure of English, second language acquisition,
intercultural communication, and a practicum experience. All full-time and
part-time faculty must have a BS degree in a related field, and if not, a BS
degree and a valid TESL/TEFL Certification from an accredited body with at
least 130 classroom hours, and at least two years of ESL teaching experience.
EBETEC prefers faculty with the first-hand experience of living in a culture
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EBETEC FACULTY HANDBOOK 2019-2020
other than the United States to establish understanding and empathy for the
daily experience of international students living in a foreign culture.
c. PROFICIENCY IN TARGET LANGUAGE
EBETEC’s policies and procedures to establish that faculty are appropriately
proficient users of the target language starts with their applications for
employment. All résumés and cover letters that accompany the initial
application are evaluated for language skills as well as suitability for teaching in
our school. Any applicant who initially meets the requirements for employment
is then phoned for the first-phase phone interview. This step is to ensure that all
primary details of the job position are shared with the candidate and that they
agree with our preliminary requirements as well as terms and conditions for
employment. Any applicant who has met these requirements will then be
scheduled and invited to come to our campus for an on-site interview with the
Academic Supervisor or Director of Operations. During this interview, language
ability is assessed as part of the interview process as well as having to
demonstrate their teaching ability by teaching in a “mock-class” for 15 minutes
with the Academic Supervisor and School Manager in attendance. During the
“mock-class,” proficiency and fluency in the English language and in employing
suitable English as a teaching medium to non-native speakers are also assessed.
d. TEACHING ASSIGNMENTS EBETEC Language Academy has established that instructors’ teaching
experience and professional development undertaken through EBETEC, are
relevant to and support our mission. When considering requests for
assignments, the Academic Supervisor reviews the availability of courses,
reviews instructor’s preparation in their education, past teaching schedules,
and experiences, as well as classroom observations. The courses regularly
assigned to faculty members are based on these considerations and the
suitability of any assignment requests made by individual instructors based
on training and experience. Instructor preparation is guided by the minimum
CEA requirements for full-time instructors, and their relevance to skill areas,
and courses completed in their degree program or certification that is
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EBETEC FACULTY HANDBOOK 2019-2020
relevant to the skill subject matter. If an instructor has taken it upon
themselves to seek training for another skill area, such as an accent reduction
course for pronunciation, they are considered suitable for that skill area.
e. AFFIRMATIVE ACTION POLICY EBETEC Language Academy is committed to follow all affirmative action
policies in order to enhance the diversity of our school.
f. HIRING POLICY EBETEC employees are generally classified as either faculty or staff. The
faculty consists of the Academic Supervisor and teachers. The staff consists
of support positions that exist to support the mission of the School. These
will include, but are not limited to, receptionist, cleaning staff, and DSO.
Policies described in this Handbook and communicated by the School apply
to all faculty and staff unless specifically noted otherwise.
The process is best described in terms of the following steps:
Step 1: The Academic Supervisor or the School Manager request and
justify to the Director of Operations the vacant job. Advertisements are
placed in order to publicize these openings.
Step 2: The responsible department start their review of applicants.
Step 3: The interviews are made of a short- listed candidates.
Step 4: The interviews are based on the selection criteria to ascertain
language proficiency, experience, quality of teaching and preparation, ability
to complete administrative duties, and willingness to participate in
professional development. The applicant also signs the job description of his
role.
Step 5: The applicant fills a hiring form, brings documents and two written
references.
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EBETEC FACULTY HANDBOOK 2019-2020
Step 6: Approved applicants are invited to a last conversation, and better
understanding of the procedures and policies of the school. And at which
point, possible candidates will perform a 15-minute demo class for review.
All EBETEC applicants and employees are informed that work assignments
are hourly based and there is no contract, our hiring prosses is based on
enrollment.
The faculty can teach minimum one or more classes and it is based on a
program that consists of minimum 6 (six) hours per week, Monday through
Friday for (16) sixteen weeks and we also offer an intensive program that
consist of a (18) eighteen-hour per week course, 4 (four) days a week for 12
(twelve) weeks.
g. TERMS & CONDITIONS Employees are expected to know and support the mission and the
philosophy of the School. Teachers’ first responsibility is to develop the
academic potential and personal character of the students.
Employees are expected to abide by the School’s policies and procedures.
Employees are always expected to be collegial and professional.
Employees are encouraged to pursue opportunities for professional
development. Violations of policies and procedures could lead to
disciplinary action, up to and including immediate termination.
Employees are expected to model the School’s core virtues, which are
courage, courtesy, honesty, perseverance, responsibility, organization and
service.
h. IMMIGRATION LAW CONFORMITY All employment contracts are heavily based on verification of the employee’s
right to work in the United States. All new-hires will be asked to provide
original documents verifying their right to work and, as required by federal
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EBETEC FACULTY HANDBOOK 2019-2020
law, to sign Federal Form I-9, Employment Eligibility Verification Form.
i. EMPLOYEE BACKGROUND CHECKS & CRIMINAL RECORDS Before making a job offer for employment, EBETEC Language Academy may
conduct a job-related background check which may consist of prior
employment verification, professional reference checks, education
confirmation, and credit check.
When needed, a criminal background check may be performed to protect
EBETEC Language Academy’s interests and that of its faculty and students.
j. NEW HIRE EMPLOYEE ORIENTATION All new employees at EBETEC Language Academy will be required to attend
a faculty orientation presentation that will be conducted by the Academic
Supervisor. The faculty orientation will include an overview of our school,
along with any material related to job duties and responsibilities. Training
will last one week and will be supervised by the Academic Supervisor. At
the conclusion of the training period, the new employee, and Academic
Supervisor will sign the completed training form and the complete copy will
be filed in the employee file.
k. PROBATIONARY & OBSERVATIONAL EVALUATION PERIOD The purpose of the class observation is for quality control - EBETEC Language
Academy conducts regular evaluations both to ensure the faculty members
provide the best quality of teaching and services to its student body and to
help guide faculty in their professional development and ethical conduct of
business. In addition, this review helps identify the areas where the faculty
member needs to improve.
Classrooms observations are conducted by an Academic Supervisor that
schedules formal classroom observation twice a year for faculty evaluation
purposes. Three skills are measured: instructional, organizational and
classroom management.
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EBETEC FACULTY HANDBOOK 2019-2020
After the observation the Academic Supervisor will meet with the teacher to
arrange a time to give oral feedback. During the oral feedback session, the
observer will guide the teacher to a self- evaluation of the lesson, using the
observation criteria to elicit how the teacher felt the lesson went. The
observer will then make recommendations as appropriate, depending on the
purpose of the observation. A written feedback will be provided within five
working days of the observation taking place. The written feedback will be
signed and dated by both the Academic Supervisor and the observed
teacher. A copy will be given to the teacher and another will be kept on file
by Academic Supervisor.
All new employees will have to go through an initial period called the 3-
month probationary period. This period provides the company with
information as well as visual confirmation that the employee is capable of
understanding and supporting our mission and goals. This period will also
allow the new employee to demonstrate their skills, and abilities as well as
their professionalism in the workplace. At the end of the probationary
period, the Academic Supervisor will prepare the 3-month completion form.
i. FACULTY PERFORMANCE EVALUATION PROCESS
Once hired, new employees will be on a 3-month probationary
period where specific data will be collected, recorded, and
filed for employee performance evaluation purposes. The
following data will be included in the faculty evaluation
process:
* Completed and signed 3-month evaluation form, reviewed
and approved by the academic supervisor
* Classroom Feedback Audits
* Classroom Observations
* Overall Duties and Responsibilities
ii. ACADEMIC SUPERVISOR EVALUATION PROCESS
Once hired, new employees will be on a 3-month probationary
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EBETEC FACULTY HANDBOOK 2019-2020
period where specific data will be collected, recorded, and filed
for employee performance evaluation purposes. The following
data will be included in the academic supervisor evaluation
process:
* Completed and signed 3-month evaluation form, reviewed
and approved by the school manager/director of operations
* Peer Surveys
* Overall Duties and Responsibilities
iii. YEARLY EVALUATION PROCESS All employees will have a yearly evaluation to take place on the
one-year hired-date. The yearly evaluations will include and
follow the same procedures and forms as the 3-month
evaluation.
l. PERSONNEL & STUDENT ADMINISTRATION & RECORD KEEPING All of EBETEC School’s personnel, and record keeping will be handled by our
School Manager. All personnel, and student files will always be kept secure
and confidential. Students, and faculty can request copies of any of their files
or records any time.
m. CHANGING/UPDATING PERSONAL INFORMATION Any change in an employee’s personal information including name, address,
contact number, marital status, dependents, insurance beneficiaries, or
change in the number of tax withholdings, need to be provided to EBETEC,
in writing, to the School Manager.
n. SAFETY
EBETEC strictly follows all federal and state workplace safety regulations in
order to provide a safe working and learning environment for all faculty and
students. EBETEC’s safety regulations include:
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EBETEC FACULTY HANDBOOK 2019-2020
* NO weapons or firearms are allowed on or near school grounds and
property
* NO explosive devices or fireworks on or near school grounds and property
* NO sharp or flammable objects on or near school grounds and property
* NO children or pets at any time on school grounds
o. SCHOOL SECURITY
EBETEC has implemented the following school security rules, to be followed
by every employee and student:
* DO NOT tamper with fire alarms, fire extinguishers, or smoke detectors
on school property
* DO NOT tamper with any video surveillance or recording devices
p. PERSONAL PROPERTY
EBETEC is not responsible for any loss or damage to personal property left at
the office or in classrooms. If property was left at the school, we will place it
in our lost and found bin where they may be retrieved.
q. PERSONAL HEALTH CONCERNS & MEDICAL ATTENTION
EBETEC cares about the health concerns of our faculty. Employees who
become aware of any health-related issue should notify the Academic
Supervisor, or School Manager of their status as soon as possible. Employees
should also report all work-related injuries and accidents immediately to the
academic supervisor, or school manager and/or call 911.
r. VISITORS IN THE WORKPLACE
EBETEC cares about the safety and well-being of our faculty and students and
therefore have implemented the following rules regarding visitors:
* ONLY students and faculty are permitted on school grounds.
* ANY visitor must receive approval from the School Manager, or Director
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EBETEC FACULTY HANDBOOK 2019-2020
of Operations a minimum of 24 hours prior to the visit and cannot stay in
excess of one hour.
n. EMERGENCY SCHOOL CLOSINGS
EBETEC will decide on the closing status of the school based
on any emergency that will affect the day-to-day operations,
as well as the safety of our students and faculty. All faculty
and students will be notified of all emergency closings. The
school website and any relevant social media sites will also be
updated with any pertinent updates or information.
(www.ebetec.miami)
4. STANDARDS OF CONDUCT
a. GUIDELINES
All employees are expected to familiarize themselves with the EBETEC
School rules and standards of conduct and are expected to follow these
rules and standards day-to-day.
b. ATTENDANCE & PUNCTUALITY
At EBETEC, we expect employees to be ready to work at the beginning of
their teaching shift, and realistically complete their responsibilities by the
end of the assigned shift.
c. SCHEDULE
All our regular full-time employees are expected to work at least thirty
(30) hours per workweek (M-FR).
d. ABSENCE & TARDINESS
EBETEC is aware that emergencies, illnesses, or personal issues may come-
up from time-to-time that cannot be scheduled outside working hours. It
is the responsibility of all employees to contact all affected parties
including their immediate supervisor if they will be absent or late. EBETEC
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EBETEC FACULTY HANDBOOK 2019-2020
School must also receive at least a 1 week notice so rescheduling may take
place.
e. SCHEDULED & UNSCHEDULED ABSENCES
All scheduled absences must be submitted a minimum of three days prior
to the date of the absence. Any unscheduled absences that occur for 3
consecutive days without notifying the Academic Supervisor or
management, will be considered a voluntary termination.
f. BREAK POLICY
All two-hour classes will not have any breaks. Any class that is more than
two hours will have one 15-minute break per extra hour of class. For
example, if your class is 9 AM – 1 PM, you will have two 15-minute breaks
in that timeframe for a total of 30 minutes of break time.
g. HARASSMENT POLICY
EBETEC does not tolerate or condone workplace harassment. Harassment
includes, but is not limited to, words, signs, offensive jokes, cartoons,
pictures, posters, email jokes or statements, pranks, intimidation, physical
assaults or contact, or violence.
EBETEC believes in a good environment where the student can feel
comfortable. An environment that respects the contributions of all the
individuals comprising its community, that encourages intellectual and
personal development, and that promotes the free exchange of ideas.
Any behavior, including verbal or physical conduct, that constitutes
discrimination against or harassment of any student, faculty, or staff
member of the EBETEC Language Academy community in any form is
prohibited. Retaliation will not be accepted in any form to any person.
h. SEXUAL HARASSMENT POLICY
EBETEC does not tolerate or condone sexual harassment in the workplace.
Sexual harassment may include unwelcome sexual advances, requests for
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EBETEC FACULTY HANDBOOK 2019-2020
sexual favors, or other unwelcome verbal or physical contact of a sexual
nature when such conduct creates an offensive, hostile, and intimidating
working environment and prevents an individual from effectively
performing the duties of their position.
i. VIOLENCE AT WORK
EBETEC has a very strict policy prohibiting workplace violence. Consistent
with this policy, acts or threats of physical violence, including intimidation,
harassment, and any act which involves or directly affects EBETEC
Language Academy, faculty, students or school property, will not be
tolerated.
j. CONFIDENTIAL INFORMATION & NON-DISCLOSURES
All employees agree that they will not disclose or use any of EBETEC’s
confidential information, either during or after their employment.
Employment with EBETEC assumes an obligation to maintain
confidentiality, even after an employee is no longer under EBETEC’s
employ.
k. ETHICAL STANDARDS
When faced with ethical issues, employees are expected to make the
right professional decisions consistent with EBETEC’s principles and
standards.
l. DRESS CODES All employees are expected to present a clean, comfortable, and
professional appearance while conducting business.
EBETEC is a “business casual” dress environment. Employees are expected
to wear clothing appropriate to their job. Clothing that reveals a person’s
chest, cleavage, upper or lower back, abdomen, thighs, or undergarments
is never appropriate for this workplace. Shorts, tank tops, athletic/exercise
wear and flip-flops are not permitted. A very nice and clean appearance is
essential, professional and appropriate to attend the school.
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EBETEC FACULTY HANDBOOK 2019-2020
m. INTERNET, COMPUTER, PHONE, AND EMAIL USE
All EBETEC property, including internet, computers, phones, and emails
should only be used for conducting company business. All information,
data, and communications prepared or stored in the computer system
are assumed to be business-related.
n. SOFTWARE USE
EBETEC Academy does not approve of or condone the illegal duplication
and distribution of copyrighted software.
o. SMOKING POLICY
No smoking of any kind is permitted inside EBETEC Academy grounds and
campus. Smoking may only take place in designated outdoor smoking
areas.
p. ALCOHOL & SUBSTANCE ABUSE
EBETEC is a zero-tolerance workplace to be free of illicit drugs and
alcoholic beverages, and free of their use. If you feel you may have a
substance abuse problem, please let the Academic Supervisor or
management know. What you say will be kept in the highest level of
confidentiality.
q. SOLICITING
Solicitation for any cause during working time and in working areas is
strictly prohibited without prior management approval.
r. EMPLOYMENT TERMINATION OR RESIGNATION
If it is determined by management that an employee’s performance, or if
the employee is in violation of EBETEC’s policies, performance standards,
rules, or standards of conduct, employment with EBETEC will be
terminated.
s. COMPANY PROPERTY
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EBETEC FACULTY HANDBOOK 2019-2020
Any EBETEC property issued to employees must be returned at the time of
termination. Any lost or damaged item value will be deducted from
employees’ final payment.
5. COMPENSATION
a. BASE COMPENSATION
Compensation may vary based on roles and responsibilities, individual,
and company performance, and in compliance with all applicable laws.
b. TIMECARD POLICY Each employee must fill out their appropriate time-card weekly. One
timecard is to be filled-out per week for a total of four timecards per
month.
c. PAYROLL & PAYDAY All employees are paid every two weeks. You will receive your pay every
two Fridays. Please make sure that your timecard is completely, and
accurately filled-out in order to alleviate any pay issues.
d. EMPLOYEE EVALUATIONS In an effort to support employment growth and success, EBETEC has
implemented the following evaluations:
* 3-Month Evaluations
* Yearly Evaluations
Faculty members’ evaluation standards are different from administration
staff evaluations. Faculty members should review their evaluation
standards in the faculty handbook. Any additional shifts, employment
status changes, or wage changes (if applicable) will occur after the 3-
month evaluation or the yearly evaluation.
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EBETEC FACULTY HANDBOOK 2019-2020
e. PROMOTIONAL OPPORTUNITIES Approval of promotions depends largely upon training, experience, work
record, evaluations, time with EBETEC, and our needs.
6. GROUP BENEFITS
a. WORKER’S COMPENSATION
All employees are entitled to Workers’ Compensation benefits paid by
EBETEC. This coverage is automatic and immediate and protects
employees from work-related injury or illness. If an employee cannot work
due to a work-related injury or illness, Workers’ Compensation insurance
pays his or her medical bills and provides a portion of their income until
they can return to work.
b. UNEMPLOYMENT COMPENSATION Unemployment compensation is designed to provide temporary income
for those who are out of work through no fault of their own. Depending
upon the circumstances, employees may be eligible for Unemployment
Compensation upon termination of employment.
c. SOCIAL SECURITY The United States Government operates a system of mandated insurance
known as Social Security. As a wage earner, employees are required by law
to contribute a set amount of weekly wages to the trust fund from which
benefits are paid. EBETEC is required to deduct this amount from each
paycheck an employee receives. In addition, EBETEC matches employee
contribution dollar for dollar, thereby paying one-half of the cost of
employee Social Security benefits.
d. PROFESSIONAL DEVELOPMENT & TRAINING
EBETEC Language Academy recognizes the value of on-going professional
development. Therefore, we have established three avenues to ensure
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EBETEC FACULTY HANDBOOK 2019-2020
that our administrators, faculty, and staff receive and participate in
continuous, on-going professional development practices. Firstly, EBETEC
holds professional development meetings on Fridays, when scheduled, in
which attendance is highly encouraged for all personnel, as outlined in the
Faculty Handbook. This is done to ensure that all personnel will be able to
attend and participate in these meetings. The first part of the day is
conducted as a regular faculty meeting. However, the second portion of
the day is an intensive workshop dedicated to a specific aspect of
instruction. EBETEC, when possible, invites an ESL Professional, Civil
Professional, or Education Professional from the outside to come and
conduct the workshop.
Recent workshops included:
• The CEA Accreditation Workshop
• Learning Taxonomies
• Thinking and Problem-Solving Skills
• Online E-Learning
Secondly, as outlined in the Faculty Handbook, all teaching personnel are
required to complete a Personal Development Plan. Results of the
individual faculty plans provide data for the following year’s summary
evaluation, documented by evidence that the previously agreed-upon
goals and objectives have been accomplished. Faculty meet with the
Academic Supervisor to assist in developing their plan, and to set
professional development goals and objectives. The Academic Supervisor
then maintains the file, along with a documentation in the faculty
personnel file. Documentation includes college transcripts, course or
workshop certificates, state licenses copies, test completion results for
professional licenses or certificates, letters or certificates recognizing
participation, and in-house workshop attendance.
Professional development refers to activities to attain and improve the
skills and knowledge that directly or indirectly relate to an employee’s
duties and responsibilities. All faculty and staff are required to fill-out a
personal development plan within their first two weeks of employment.
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EBETEC FACULTY HANDBOOK 2019-2020
This will better assist EBETEC in providing the best and most relevant PDPR
experiences for all. It is very important that all faculty and staff participate
in the PDPR opportunities offered by EBETEC. Professional development
activities include but are not limited to:
* All types of in-house training and coaching, classroom observations,
team-teaching as applicable, in house workshops and seminars, webinars,
industry-related external workshops and seminars.
EBETEC’s policy for professional development is as follows:
Administration Staff: All full-time administration staff including, directors,
managers, school representatives, and any other administrative personnel
are required to take at least 2 training courses per year.
Responsible Party: The Academic Supervisor will be responsible for
helping find appropriate/relevant training according to specific positions
and job duties.
Methods of Training: Workshops, seminars, webinars, trainings, and
online courses.
Faculty: All full-time and part-time faculty including, academic
supervisors, are required to take at least 4 (four) paid, in-house
workshops/seminars per year.
Responsible Party: The Academic Supervisor will be responsible for
creating a yearly calendar. Workshop/seminar topics will be determined
according to teachers’ feedback, personal development plans, curricula,
school policies and industry trends.
Methods of Training: Workshops, seminars, webinars, guest speakers
from the field, and publisher-presented seminars.
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EBETEC FACULTY HANDBOOK 2019-2020
Online professional development activities are encouraged such as
webinars, memberships and online discussion groups as available on
TESOL.org, NAFSA.org and other wonderful organizations.
7. TIME-OFF BENEFITS
a. VACATION & HOLIDAY POLICY
Holiday and vacation benefits are explained in your Job Offer Letter and is
also available at the school. Your holiday or vacation pay will be paid out
at your regular base rate of pay.
b. SICK LEAVE Your sick leave benefits are explained in your individual Job Offer Letter.
Your sick leave may be used during an illness or for an illness in the
immediate family.
c. JURY DUTY When an employee receives notification regarding upcoming jury duty, it
is their responsibility to notify their direct supervisor and Human
Resources personnel within one business day of receiving the notice in
order to properly schedule for a substitute if needed.
d. MILITARY RESERVES OR NATIONAL GUARD Employees who serve in U.S. military organizations or state militia groups
such as the National Guard may take the necessary time off to fulfill this
obligation and will retain all their legal rights for continued employment
under existing laws.
e. MEDICAL LEAVE Employees may need to be temporarily released from the duties of their
job due to a medical situation. It is EBETEC policy to allow its employees
to apply for and be considered for specific medical leaves of absence. All
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requests for medical leave must be submitted in writing to management
within a reasonable timeframe.
f. DISABILITY LEAVE If an employee’s disability leave period continues beyond the 12 weeks
provided for within the Family/Medical Leaves of Absence section, an
employee may apply (in writing) for an extension.
g. PERSONAL LEAVE In certain circumstances, EBETEC may grant personal leave. Personal
leaves of absence must be requested in writing and are subject to the
discretion of management.
8. EMPLOYEE COMMUNICATION POLICY
a. STAFF & FACULTY MEETINGS
In order to keep communication fluid, EBETEC has implemented a
consistent faculty meeting and training workshop schedule. Please speak
to your supervisor and/or school manager for more information.
b. SUGGESTIONS, FEEDBACK, AND COMPLAINTS EBETEC encourages all employees to bring forward their suggestions and
good ideas about making our school a better place to work and enhancing
our services. Any employee who sees an opportunity for improvement is
encouraged to talk it over with management.
c. COMPLAINT POLICY & PROCEDURES
Students and all employees (including administrative staff) who have
concerns, dissatisfactions, or complaints are encouraged to bring them to
EBETEC Language Academy's attention as promptly as possible using the
provided Complaint Form. Problems involving classroom matters should
first be discussed directly with the faculty member involved. Questions
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about administrative policies or non-academic matters should be
discussed with the Academic Supervisor or School Manager.
Remaining issues may be submitted in writing to the Academic Supervisor.
The submission should describe the problem in detail, including any
available documentation, and signed by the student or employee. We will
make appropriate inquiries and recommend a resolution within five (5)
days of receiving the written concern and will notify the student or
employee of those findings.
At no time shall a final determination be made by a person or persons
directly involved in the complaint itself. Students and employees are
assured that no adverse action will be taken against anyone expressing
concern through this system.
All formal complaint records are kept in both the locked Academic
Supervisor’s office and digitally on EBETEC’s Dropbox account.
EBETEC encourages all employees to contact the Academic Supervisor for
any formal complaints. Employees who suspect a violation of the
Standards of Conduct at EBETEC Academy should immediately report the
violation in accordance with the following procedures:
1. Gather as many facts as possible and document them.
2. Prepare an email detailing the nature of your complaint and send to the
Academic Supervisor.
3. Fill-out the school complaint form.
4. All emails will be treated with the highest level of confidentiality.
9. IN CLOSING
Successful working conditions and relationships depend upon successful
communication. It is important that employees stay aware of changes in
procedures, policies, and general information. It is also important to
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communicate ideas, suggestions, personal goals, or problems as they affect
work at EBETEC School.
10. ACCEPTANCE I have read and understand all the policies mentioned herein as it applies to
my employment and professional relationship with EBETEC Language
Academy.
Printed Name: _________________ Signature: __________________
Date: _________________
Prepared By:
DOCUMENT OWNER ORGANIZATION ROLE ROLAND SOLIMAN ACADEMIC SUPERVISOR
Employment Handbook Version Log:
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VERSION DATE AUTHOR DESCRIPTION 001 01/01/2020 ROLAND SOLIMAN FACULTY/STAFF
HANDBOOK
* The content of this handbook does not constitute, nor should it be construed as
a promise of employment or as a contract between EBETEC LANGUAGE ACADEMY
and any of its employees.