Employee Handbook (Updated 05/09)
Table of Contents
Links to Page
( TO PRINT click here http://personnel.fau.edu/EmpRelations/EmployeeHandbook.doc)
Overview
Boca Raton Campus
Broward Campuses
Dania Beach Campus (SeaTech)
Davie Campus
Fort Lauderdale Campus
Northern Campuses
Jupiter Campus and Honors College
Treasure Coast Campus
Harbor Branch Campus
University Organization
Serving the Community
Commitment to Customer Service
Affirmative Action/ Equal Opportunity
Commitment to Diversity
Understanding Classification and Compensation
Job Classifications
Administrative, Managerial and Professional
Support Personnel
Compensation
Appointment Status
Regular
Probationary
Interim
Time-Limited
Acting
Emergency
Provisional
Trainee
Visiting
Emeritus
Promotion
Administrative, Managerial and Professional
Support Personnel
Demotion
Reclassification
Additional Compensation
Working Hours
Lunch Periods
Rest Periods
Attendance
Time Sheets
Completing the Nonexempt Employee Time Sheet
Paychecks
Direct Deposit
Leave Time
Annual Leave
Sick Leave
Sick Leave Pool
Parental Leave
Family and Medical Leave
Domestic Violence Leave
Military Leave
Jury Duty and Court Summons
Emergency Closing
Administrative Leave
Leave for Death of a Family Member
Intermittent Leave
Holidays
Personal Holiday
Insurance Benefits
State Health Insurance
State Life Insurance
Cancer/Dread Disease Insurance
Dental Plan
Long-Term Disability Insurance
Gabor Agency
Tax-Sheltered Annuities
State Deferred Compensation
Flexible Benefits
Employee Assistance Program (EAP)
Employee Educational Scholarship Program (EESP)
Gold Coast Credit Union and Bright Star Credit Union
Retirement
Optional Retirement Program (ORP)
Florida Retirement System (FRS)
Pre-Retirement Planning
Access to Personnel Records
Standards of Conduct
Disciplinary Action
Grievance Procedure
Human Resources Clearance Interview
Exit Interviews
Break in Service
Performance Management
Performance Appraisals
Special Appraisals
Keeping You Informed
Bi-Weekly Announcements
HR Weekly Announcements
FAU Homepage
MyFAU Homepage
Update Newsletter
Calendar of Events
FAU-L
Professional Affiliations and Involvement
Employee Awards/Recognition Program
Annual Employee Service Awards
The President’s Leadership Awards
The Jeffrey Gabor Awards
The TIAA CREF Faculty Award
University Guidelines and Policies
Sexual Harassment
Drug-Free School and Workplace
AIDS Policy
Smoking in University Facilities
University Safety Policy
Workers’ Compensation
Ethics
Financial Disclosure
Disclosure of Specified Interests
Outside Business and Professional Activity
Use of University Facilities, Equipment or Services
University Business Travel
University Ombudsman
Food Service
Boca Raton Campus
Davie Campus
Fort Lauderdale Campus
Jupiter Campus
Treasure Coast Campus
Parking
Owl Card
University Libraries
The Media Center
Recreational Facilities
University Galleries
Child Care Facilities
Campus Location Map
Department of Human Resources DirectoryPolicy on Sexual Harassment, 6C5-5.012, Florida Administrative Code
Florida Atlantic University Drug-Free School and Workplace Policy
Preface
Standards of Conduct
Florida Atlantic University Sanctions
Other Sanctions
Health Risks Associated with the Use and Abuse of Alcohol and Illicit Drugs
Available Drug and Alcohol Counseling and Rehabilitation
and Re-entry Programs
Federal Drug-Free Workplace Act Requirements
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It is my great pleasure to welcome you to the Florida Atlantic University family. You have just become part of the most exciting university in America. FAU is on the move on all fronts, from its expanding academic programs and rapidly advancing research initiatives to it's flourishing campuses and winning intercollegiate athletics teams.
Established in 1964 as America’s only upper-division university, serving juniors, seniors and graduate students exclusively, FAU has blossomed into a full-service, four-year institution that offers bachelor’s, master’s, specialist’s and doctoral degrees in more than 80 fields of study. Delivering top-quality academic programs has always been at the heart of the University’s mission, and FAU’s world-class faculty continues to bring the learning experience alive in both the classroom and laboratory settings. More than 26,000 regularly enrolled students are now working toward their degrees on FAU campuses in Davie, Dania Beach, Fort Lauderdale, Boca Raton, Jupiter, Port St. Lucie and Fort Pierce. FAU now has more than 110,000 alumni, and I am proud to count myself among them. |
| Research is another critically important function of the
University. FAU stands on the threshold of a whole new era of participation and
accomplishment in the international research arena. In recent years the
University has established partnerships with some of the world’s preeminent
biomedical research organizations, including the Scripps Research Institute, the
Torrey Pines Institute for Molecular Studies and the H. Lee Moffitt Cancer
Center and Research Institute. These alliances open up whole new worlds of
opportunity for our faculty and student researchers, and they complement the
medical education program that FAU has launched in cooperation with the
University of Miami Miller School of Medicine.
You could not have picked a better time to join FAU, where the focus is squarely on customer service. The reason we are here is to serve our students and the public at large with knowledge, enthusiasm and courtesy. Our goal is to become the most customer-responsive university in the United States, and I know you will do your part to make that vision a reality. I look forward to working with you as we take Florida Atlantic University to ever-higher levels of excellence in public service. | |
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This handbook has been developed specifically for all Administrative, Managerial and Professional (AMP) and Support Personnel (SP) employees of Florida Atlantic University. Its purpose is to welcome new employees and provide information about the FAU community, as well as life in South Florida.
Each member of the University plays an integral role in supporting the mission of FAU by performing a variety of administrative, managerial, professional and support staff functions that are designed to promote and serve the University’s teaching and research efforts. |
| On the following pages you will find a great deal
of information about Florida Atlantic University. There is an
explanation of the University’s current organization and a summary of
its classification and pay plans. Also included are a detailed summary
of employment policies and procedures and the ways in which the
University offers recognition and enrichment opportunities.
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Significant to each employee’s compensation package are the additional benefits provided, including leave privileges, insurance programs, pre-tax options, a tuition scholarship program and retirement plans. Each benefit is described briefly.
Finally, there is a section devoted to the special services as well as cultural and recreational activities that the University makes available to all employees. |
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| This handbook contains useful information concerning working
at Florida Atlantic University. This is not a legal or binding document;
it is informational and general in nature, University Policies and
Regulations will always apply. The purpose of this handbook is to
provide University employees with a readily available source of
information and guidance. Because the information contained in the
handbook is general in nature and may change, more specific information
should be obtained from the University's Policies and Regulations if
needed which can be found at
www.fau.edu/hr.
If you have questions about any aspect of your employment at FAU, please contact the Department of Human Resources, Administration Building, Room 112, (561) 297-3057
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| Overview Florida Atlantic University was established by act of the Florida Legislature in 1961, becoming the fifth university in Florida’s State University System. The University opened in September 1964 with a charter enrollment of 850 students. President Lyndon B. Johnson was the keynote speaker at the dedication ceremony that was held one month later. He also accepted the first honorary doctorate to be presented by FAU. For more information on the University’s founding and history, please visit http://www.fau.edu/40th/ .Today FAU enrolls more than 26,000 students and has awarded more than 100,000 undergraduate and graduate degrees. The University’s total work force, including faculty, administrators and support staff, totals close to 3,700, and its annual budget exceeds $397 million, as of 2007. |
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Boca Raton Campus
The 850-acre Boca Raton campus is located on a former U.S. Army airfield, a bit of history that accounts for its early treeless state. A concerted effort over the years has transformed the “runway look” into a pleasant South Florida scene. Burrowing owls, ground-dwelling birds found in this region, are still seen on campus, which was designated a burrowing owl sanctuary by the Audubon Society in 1971. The bird is the official mascot of the University’s intercollegiate athletic teams. For more information on the Boca Raton campus, please visit http://www.fau.edu/explore/boca_raton.php
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Dania Beach Campus (SeaTech)
SeaTech, situated between the Intracoastal Waterway and the Atlantic Ocean in Dania Beach, is a state-of-the-art Ocean Engineering Research Center. Serving students and faculty members in FAU’s internationally respected Department of Ocean Engineering, SeaTech opened in January 1999. For more information on SeaTech, please visit http://www.fau.edu/broward/daniabeach/
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Davie Campus
Located adjacent to the central campus of Broward Community College (BCC), the 25-acre Davie campus has seen spectacular growth since it opened in 1991. The Davie campus is the largest of FAU’s three Broward campuses (Dania Beach, Davie and Fort Lauderdale). First sharing space with BCC, FAU at Davie’s Modular Center was built in 1991. For more information on the Davie campus, please visit http://www.fau.edu/broward/davie/
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Fort Lauderdale Campus
The Fort Lauderdale campus (comprised of the Reubin O'D. Askew Tower and the Higher Education Complex) is located in the heart of downtown Fort Lauderdale-a dynamic urban area that provides a laboratory for students in business, computer arts, architecture, urban and regional planning, criminal justice, social work, and public administration. This nine-story Tower opened in 1987 as a shared facility with BCC. The FAU/BCC Higher Education Complex (HEC), located across the street from the Askew Tower, was completed in October 2001. For more information on the Fort Lauderdale campus, visit http://www.fau.edu/broward/fortlauderdale
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Jupiter Campus and Honors College
The John D. MacArthur campus at Jupiter, named to honor the late philanthropist whose foundation donated the land on which it stands, is located on a 135-acre site within the community of Abacoa. This campus, which opened in 1999, includes the four-year residential Harriet L. Wilkes Honors College, Scripps Florida and the Elinor Bernon Rosenthal Lifelong Learning Complex. For more information on the Jupiter campus, please visit http://www.fau.edu/jupiter/
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Treasure Coast Campus
The 50-acre Treasure Coast campus is located in Port St. Lucie, one of the fastest growing communities in the United States. The campus opened in 1994 on a site immediately adjacent to the St. Lucie West Campus of Indian River Community College (IRCC). In 2001, FAU and IRCC moved into a spacious joint-use facility to better serve students. For more information on the Treasure Coast campus, please visit http://www.fau.edu/psl/
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Harbor Branch Campus
In 2007, negotiations were completed for the University to bring the Harbor Branch Oceanographic Institute in Fort Pierce under the FAU umbrella. At this renowned marine science research facility, undergraduate and graduate students have the opportunity to take classes in marine biology, marine science, marine biotechnology, natural resources and environmental education in a recently opened $11 million building. For more information on FAU Harbor Branch, please visit http://www.fau.edu/psl/
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| University Organization The University is organized into ten colleges: the College of Architecture, Urban and Public Affairs; the Dorothy F. Schmidt College of Arts and Letters; the Barry Kaye College of Business; the College of Education; the College of Engineering and Computer Science; the Harriet L. Wilkes Honors College; the Christine E. Lynn College of Nursing; the Charles E. Schmidt College of Science; the Charles E. Schmidt College of Biomedical Science and the Graduate College. Founded in 1964 as the first university in the nation designed to serve upper-division and graduate students exclusively, FAU became a full, four-year university in 1984 when the first freshman class was admitted. For more information on the University’s colleges and administrative divisions, please visit http://www.fau.edu/explore/CollegesandDegrees.php
FAU offers 82 bachelor’s, 71 master’s, 3 specialist’s and 19 doctoral degree programs. For a complete listing of degree programs, please visit http://www.fau.edu/academic/registrar/univcatalog/CombDegreeProg.pdf
In December 1967, FAU was elected to regular membership in the Southern Association of Colleges and Schools. At that time, the Commission on Higher Education of the Southern Association granted full accreditation to all of the University’s programs. In accordance with Association regulations, this accreditation was reaffirmed in 1972, 1982, 1992 and 2002.
Playing an important part in furthering the mission of the University are almost 50 Centers and Institutes that are dedicated to specific fields of inquiry. The University’s highly accomplished researchers are at work in a wide variety of areas, including the search for new drug therapies, the development of new technologies and the ongoing quest to expand human knowledge in a host of fields. FAU is home to the Center of Excellence in Biomedical and Marine Biotechnology and the Center for Excellence in Ocean Energy Technology, research centers specially funded by the Florida Legislature.
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Always known for the excellence of its faculty, FAU has fully funded Eminent Scholar Chairs in the arts, business, community education, engineering, growth management, Holocaust studies, the humanities, Judaic studies, marine biology, nursing, the performing arts, philosophy, science and social science.
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FAU’s
diverse student body, which includes men and women of both traditional
and non-traditional age, comes not only from its six-county South
Florida service area but also from all 50 states and many foreign
countries. Some begin their higher education as freshmen at FAU, while
many transfer from other universities and community colleges. Membership
in more than 100 academic, social service and recreational clubs are
available to students. FAU competes in NCAA Division I in seventeen
(17) sports, including football. The University provides on-campus housing for more than 3,000 students on the Boca Raton and Jupiter campuses. For more information on student housing, please visit http://www.fau.edu/housing |
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Serving the Community
FAU’s commitment to serving degree-seeking students is complemented by its dedication to serving older residents through its immensely popular Lifelong Learning Society (LLS). More than 20,000 men and women of retirement age are enrolled in this program, which offers a wide variety of non-credit courses on the Boca Raton, Broward, Jupiter and Treasure Coast campuses. FAU’s Lifelong Learning Society is believed to be the largest and most successful program of its kind in the United States. Additionally, FAU ranks among South Florida’s most vibrant centers of cultural activity, presenting an interesting array of plays, concerts, exhibits, lectures and films to the public each year. The University’s outstanding intercollegiate teams provide excitement for fans of all ages. The six counties that make up FAU’s service area – Broward, Indian River, Martin, Okeechobee, Palm Beach and St. Lucie – share many common denominators while remaining individually distinctive. The area’s highly desirable climate and many lifestyle amenities have made it known around the world, prompting phenomenal population expansion. FAU employees commute to their jobs from as far north as Fort Pierce and as far south as Miami. Travel options are offered by Interstate 95, the Florida Turnpike, Tri-Rail, Palm Tran, Broward County Transit and St. Lucie County Community Transit.
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| Commitment to Customer
Service
Florida Atlantic University is uniquely charged with reaching a broad service area through partner campuses, community alliances and lifelong learning opportunities. Effective, consistent and empathetic service to everyone FAU serves has a direct impact on the university’s ability to achieve its vision and fulfill its mission. What’s more, providing superior customer service contributes directly to the university’s vision of being recognized as a university of first choice in excellent and accessible undergraduate and graduate education. For more information on customer service at Florida Atlantic University please visit http://wise.fau.edu/ServingU/index.php
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| Affirmative Action/Equal
Opportunity
Florida Atlantic University is committed to the implementation of both the direction and spirit of the law regarding affirmative action and equal opportunity in all of its hiring and employment practices. All employees and staff members, in their relationships with other members of the University community and in the fulfillment of the duties and responsibilities of their positions, are expected to uphold this commitment.
Florida Atlantic University is committed to equal employment opportunity without regard to race, color, religion, gender, age, national origin, marital status, disability, political affiliation or veteran status. This policy extends to all areas of the University and covers all applicants and employees with respect to recruitment, selection, placement, training, promotion, compensation, benefits, termination and all other personnel actions and terms and conditions of employment.
In this regard, the University complies with all laws and regulations concerned with discrimination in employment, such as the Florida Educational Equity Act, the Vietnam Era Veterans Rights Act, the Florida Civil Rights Act, the rules and decisions of the Florida Commission on Human Relations, the Federal Rehabilitation Act of 1973 and the Americans with Disabilities Act as well as all federal civil rights laws.
Equal access is afforded to all qualified applicants and employees according to the requirements of Title I of the Americans with Disabilities Act. If you need a reasonable accommodation of a disability in order to participate in the application/selection process, you must notify the Employment Manager no less than five working days in advance. Concerns regarding any of these practices should be directed to your immediate supervisor, the Employee Relations Office or the Equal Opportunity Programs Office. Please see http://www.fau.edu/eop
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Commitment to Diversity
The university takes special pride in the diversity of its student body, faculty and staff. At present, minority and international students make up more than forty percent of our student body, and according to U.S. News and World Report, the University ranks 27th nationally in student body diversity(out of more than 240 schools studied). |
| Additionally, a review of U.S. Department of
Education data in Diverse: Issues in Higher Education, ranks the
University 37th nationally in the number of bachelor’s
degrees conferred upon minorities. But diversity at FAU is reflected by
more than numbers. We celebrate the rich tapestry of cultures, customs
and heritage represented in the University community in a multitude of
ways, from formal academic programs and lectures to clubs and social
events. At FAU, all people are respected. The University has a zero-tolerance policy for any kind of harassment and discrimination, whether or not it is expressly covered by law. The offices of Equal Opportunity Programs, Student Affairs, Human Resources, Academic Affairs and the University Ombudsman all play important roles in maintaining an environment of fairness and safety on FAU’s seven campuses. We will continue to value and promote diversity as the University grows in the years ahead.; There can be ho higher standard for an institution of higher learning to uphold than that which affirms the intrinsic worth and dignity of all human beings. Please see our web page at www.fau.edu/president/diversity. |
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The Board of Trustees (BOT) has established two
classification and compensation plans for non-faculty positions at FAU,
which are the Administrative, Managerial, and Professional (AMP) plan
and the Support Personnel (SP) plan.
Job Classifications The basic principal of the University’s non-faculty
classification system is that jobs similar in scope and function are grouped
together into job classifications. Each job classification has a defined
specification of functions that include essential identifying factors, pay grade
and minimum qualifications.
Administrative, Managerial and Professional
The AMP plan includes positions that provide administrative,
managerial and professional support to the University as
defined by the Department of Labor. The employees in AMP
positions are Exempt (exempt from the Fair Labor Standards Act
requirements for overtime compensation). For additional information
regarding exempt and nonexempt designation visit the website at
http://www.dol.gov/compliance/guide/minwage.htm.
Support Personnel The SP plan includes positions that
provide a variety of levels of support to the University. These are
non-exempt positions and are eligible for overtime pay
pursuant to the Fair Labor Standards Act. Compensation The AMP pay plan currently consists of seven pay grades.
Pay grades are assigned to positions based on level and scope of responsibility
and organizational structure within each unit and throughout the University. SP employees pay is determined by the job classification assigned and the
pay grade for that job classification. Each classification is assigned to a
specific, numbered pay grade, which establishes the minimum and maximum pay. Subject to legislative approval and Board of Trustees
approval, employees in the AMP and SP pay plans may receive annual salary
increases. Additional salary increases are subject to the special pay
increase guidelines requiring adequate justification and availability of funds.
http://wise.fau.edu/hr/ClassNComp/index.php Letter of Offer: AMP & SP employees receive a
“letter of offer” which specifies the details of the employment agreement.
Regular employees receive a letter which indicates that employment with
Florida Atlantic University will continue unless the employee is terminated for
cause, or for AMP employees, the employee is issued a Separation Notice. Acting
and Time-Limited employees
receive a letter which specifies an end date and indicates that no further
notice of cessation of employment is required. The following terminology provides clarification of the
varied appointment status categories for AMP and SP employees. Regular:
An employee hired into an established position on a continuing basis.
Support Personnel employees serve an initial probationary period.
Employees would continue their employment unless terminated for cause or issued
a Separation Notice. Probationary: Support Personnel (SP)
hired into an established, permanent position will serve a six-month
probationary period commencing with the employee’s date of hire. The
probationary period reflects the first six (6) months of employment and is not
tied to a specific classification or position. If an employee is on an
approved leave of absence for more than one month, the probationary period may
be extended accordingly. Probationary employees may be terminated at any
time without cause, and without right of appeal. An employee must
successfully pass the initial probationary period for continued employment.
No further probationary periods will be served, regardless of future changes in
position for all SP employees other than those in Law Enforcement
classifications. However, the probationary period may be extended up to an
additional six months at the request of the supervisor. The total length
of time for the probationary period may not exceed one year. Law
Enforcement employees in the classifications of Officers, Corporals and
Sergeants have a one year probationary period in each of these classifications.
Interim:
An AMP or SP employee placed or reassigned to an established position for a
limited time period. Interim employees maintain the status designation of
a Regular employee. Upon the selection of a regular appointment to the
position, the employee will return to his/her previous position. Interim
employees retain all rights associated with regular employees. Time-Limited:
All appointments to positions funded by contracts and grants, sponsored
research, auxiliaries, local funds, or any non-recurring funds. Employees in time-limited
appointments do not have layoff rights. Acting:
An employee placed into an established position for a limited time period is
considered Acting. Departments hiring an employee in acting status must
begin the search process within 60 days. Exceptions may be made for
certain grant positions, due to limited time frames. Other exceptions may
be made by the President or his/her designee. An employee hired as Acting may be further defined as: Emergency:
An appointment for no more than three months when a vacancy must be
filled immediately due to an emergency. Such appointments may be made
without regard to the employee’s training and experience. Provisional:
An appointment of a person not fully qualified, but who is expected to acquire
appropriate qualifications within a period of time not to exceed three months.
Continued employment is contingent on acquiring the qualifications. Trainee:
An appointment to a law enforcement position prior to receiving a Certificate of
Compliance. The employee must, within 180 days following such appointment,
be actively enrolled in the training program to obtain the certificate.
Trainee status is also used when the appointment is under a cooperative
education program, a vocational rehabilitation program, an approved university
training program or an apprenticeship program. Departments hiring employees on
Emergency, Provisional and Trainee appointments, without a search, must begin
the search process at the end of the appointment period. Emergency,
Provisional and Trainee appointments may be compensated below the minimum of the
pay range, but shall be increased to at least the minimum of the pay range when
the employee fully meets the requirements of the position. Visiting:
An appointment of a person having professional qualifications for a position,
when either the person or the position is not expected to be available for more
than a limited period of time. Emeritus:
An honorary title that may be conferred at retirement in recognition of
distinguished service. Promotion Administrative, Managerial and Professional
An AMP employee is promoted when they are
assigned to a higher level classification with increased responsibilities,
or the nature and level of the position
responsibilities increase sufficiently to warrant a change in classification
(Reclassification). Appointment to a position resulting in a promotion usually stems from
recruitment efforts, unless a change in classification of the position occurs
based on a change in the scope and function of the employee's
position..
A promotion within the SP
classification occurs when an individual is appointed to a classification in a
higher pay grade with an increased level of responsibility or a position’s nature
or level of responsibility warrants a change in classification
(Reclassification). Appointment to a position
resulting in a promotion usually stems from recruitment efforts, unless a change
in classification of the position occurs. Demotion AMP employees are demoted when they change to a lower level
AMP position or to an SP position. An SP demotion is an appointment to a classification having a
lower pay grade. The demotion can be
voluntary on the part of the employee or may stem from an employee’s inability
to meet performance expectations in his/her current position. A reclassification for both AMP and SP positions occurs
when the essential functions of the position no longer meet the specifications
of the current classification. If there is an employee in the position, that
employee must meet the minimum qualifications for the new classification. Additional
Compensation
Any employee who chooses to seek additional employment at
the University must first obtain approval from the Dean/Director or higher-level
authority from both the primary and secondary sources of employment. An approved
Additional Compensation form, which can be obtained through the Department of
Human Resources, must be submitted. Please see
http://wise.fau.edu/hr/HR_FORMS_INDEX.php The normal work week for a full-time employee is five days,
40 hours. The work week starts on Saturday at midnight and concludes on Friday
at midnight. Although most SP employees have a regular, set work schedule,
supervisors may alter that schedule if the need arises. AMP employees may be
expected to work beyond the normal 40-hour work week. Non-exempt SP employees whose actual hours of work in the
established work week exceeds 40 hours will earn either overtime pay or overtime
compensatory leave. Lunch Periods SP employees can expect to have their lunch periods
scheduled based on the hours that they work. Employees who work a
regular schedule of 8 a.m. to 5 p.m. (or a minimum of nine hours a day)
will get a one-hour lunch break. Other schedules provide a half-hour
lunch break. For each four hours of scheduled work, SP
employees may be permitted a 15 minute rest period. A rest period may
not be saved, used to arrive to work late, leave work early, extend the
lunch period or be combined to form one half hour rest period. FAU counts on all employees to be at work during regularly
scheduled hours. If an employee has an emergency and must be absent (other than
leaves that have been approved in advance), it is that employee’s responsibility
to immediately notify his/her supervisor at the start of the first day of
absence. The employee should explain the reason for the emergency absence and an
expected return date. Employees may be required to submit medical documentation
for medical absences. See specific information in the
section on Sick Leave. Unauthorized leave of absence for three consecutive work
days is considered job abandonment and voluntary resignation of position. All SP employees must complete time sheets every working
day. AMP employees do not complete time sheets. SP employees (employees in a nonexempt class - not
exempt from the Fair Labor Standards Act) will complete a “Nonexempt” time sheet
and record all “actual” arrival and departure times. The established standard work week is from Saturday at
midnight to Friday at midnight and represents a 40-hour work week. All pay
periods are biweekly or two weeks in length. Time sheets must reflect the
“actual” time worked and all leave time taken during the established standard
work week. Completing the Nonexempt
Employee Time Sheet In the body of the time sheet, complete the arrival to work
time, departure time for meal period, arrival time after meal period and the
departure time at the end of the work day. Other starting and stopping times
other than official break periods also need to be recorded. Enter the total
hours worked in the shaded column at the bottom of each day. Complete the bottom of the time sheet by recording the
total number of hours worked and the total hours of leave used, for each weekly
and biweekly period. Any work time in excess of 40 hours per week is considered
overtime. A nonexempt employee may work overtime only in those specific
circumstances in which it has been requested by the supervisor and/or
appropriate higher level authority. The overtime pay will be 1-1/2 times the
base rate of pay for any hours worked over 40 hours, or overtime compensatory
time at 1-1/2 times the hours worked over 40 hours. However, any type of leave
taken (Sick, Annual, Special, Compensatory, Unpaid, Personal Holiday or Official
State Holiday) will not be counted as hours worked when calculating overtime.
These hours are compensated with special compensatory leave. Some exceptions
may apply to sworn Law Enforcement Personnel. Paychecks All employees are paid on a biweekly basis by having their
pay directly deposited in the financial institution of their choice. Paychecks
are directly deposited on Friday of the week following the close of the pay
period. Employees receive a Direct Deposit Earnings Statement, via their FAU
email accounts, which lists earnings, deductions, income tax and Social
Security, and voluntary deductions for insurance, savings bonds, etc. This
information may also be viewed using FAU Self-Service (OWLS). Go to MyFAU
login at: https://myfau.fau.edu/cp/home/displaylogin.
Then select FAU Self-Service (OWLS), then click on the Employee tab or the
Employee Services link. Direct Deposit Florida Atlantic University, under section 1010.11, Florida
Statutes, requires all employees to receive their salary and other payments via
direct deposit. Direct
deposit forms are available in the Payroll office and in the payroll section of
the Controller’s Office website:
http://wise.fau.edu/controller/payroll/PDF/Direct_Deposit.pdf
As a concerned employer, Florida Atlantic University
provides a variety of benefits to its employees, including leave time,
insurances, tax-free and tax-sheltered options, tuition-free courses and
retirement plans. The University continually seeks to enhance these benefits and
provide new benefits to meet the growing needs of its employees and their
families. Please see
http://wise.fau.edu/hr/Benefits/index.php Leave Time Florida Atlantic University offers employees several types
of leaves of absence with or without pay. Leave time allows both AMP and SP
employees to take time away from work for rest and relaxation, professional
development, medical needs and other special or personal occurrences. A Leave
Request/Approval Form must be completed for all leave taken. A brief explanation
of each type of leave available is presented here. More details are available on
the Department of Human Resources website. Please see
http://wise.fau.edu/hr/EmpRelations/Attendance_0807.php Annual Leave
All AMP employees appointed for
more than nine months and all SP employees are eligible to accrue annual leave.
Annual leave accrual is based on full-time employment. Part-time employees earn
annual leave in proportion to the amount of time regularly worked. As soon as
you start working, you begin to earn annual leave time. These hours begin to
accrue immediately upon employment and are credited to you each pay period. AMP
employees earn 6.77 hours of annual leave per pay period. This is equivalent to
22 days of annual leave each year. SP employees earn leave based on length of
continuous and creditable service: Leave Earned (based on 80 hours worked
biweekly) Up to 5 years 4 hours biweekly (equivalent to
13 days each year) 5 to 10 years 5 hours biweekly (equivalent
to 16 days each year) Over 10 years 6 hours biweekly (equivalent to
19 days each year) Employees are encouraged to use
annual leave on a current yearly basis. In those circumstances when annual leave
is not used, it may accrue to a maximum of 240 hours for SP employees or 352
hours for AMP employees, in combination with any additional amount earned during
that calendar year. Any annual leave time exceeding the maximum hours must be
used that calendar year or be converted to sick leave as of the first pay period
in the new calendar year. Annual leave requests are to be made
in advance to the employee’s
immediate supervisor. The approval of annual
leave is at the discretion of the supervisor. Supervisors may require
employees to use part of their annual leave each year. Eligible leave-earning employees who separate from the
University will be paid for up to the year-end maximum of annual leave at the
time of separation. That is a maximum payout of 352 hours for AMP employees and a
maximum payout of 240 hours for SP employees. SP employees must successfully
complete the probationary period to be paid for unused annual leave.
No employee who has been terminated for cause or
who has resigned in lieu of termination is entitled to the
annual leave payout unless authorized by the President or
designee Sick Leave FAU’s sick leave benefit provides
employees with financial protection when they really need it. Earned sick leave
may be authorized when an employee is unable to work due to personal or family
illness, injury or exposure to contagious disease. It may also be used for
personal visits to a doctor or dentist. Employees begin to earn sick leave as
soon as they begin employment. These hours will be credited each pay
period. Full-time AMP and SP employees earn four hours for each 80 hours worked
in a biweekly period. Part-time employees earn sick leave in proportion to the
amount of time regularly worked. An additional feature of the University’s sick
leave policy is that employees may use sick leave in reasonable amounts for
absences due to illness, injury or death of immediate family members, at the
discretion of the supervisor. Immediate family means the spouse, grandparents,
parents, brothers, sisters, children and grandchildren of both the employee and
the employee’s spouse, and dependents as defined by the IRS. All sick
leave that is not taken for an emergency must be approved in advance by the
employee’s immediate supervisor. In the case of an emergency, the supervisor
must be notified at the start of the normally scheduled workday. The supervisor or
other appropriate University administrator has the right to require that the
employee provide medical documentation to support a medical absence any time
that the employee requests a medical absence of three or more days; has already
been absent for three or more consecutive days; has been absent three or more
days within any 30-day period; or has, within the last year, been disciplined
for the excessive use of sick leave. Medical documentation should be submitted
to the Human Resources Department and will be maintained to protect the privacy
of the employee. If the employee fails to provide the appropriate medical
documentation the request for leave may be denied. The University has the right
to require the use of sick leave, other paid or unpaid leave,
and/or require a medical statement that the employee may work,
in cases where an employee appears obviously ill or when an
employee has not provided the appropriate medical documentation
upon return from a medical leave of absence. A Leave Request/Approval Form must be completed for all
leave taken. In cases of extended illness, contagious disease or any medical
condition that may inhibit an employee from performing his/her responsibilities,
the University may require a physician’s medical statement. A medical statement
may also be required for excessive absenteeism or periods of extended medical
leave. In unusual circumstances, as confirmed by a
licensed physician, the University President or his/her designee may place an
employee on compulsory disability leave. Before this occurs, the employee
is notified in writing regarding the duration of the leave period and the
conditions under which the employee may return to work. There is no limit to the amount of sick leave
that may accrue. If an eligible employee separates from the University after 10 years of
service, a percentage of the unused sick leave will be paid at the
employee’s current rate of pay. The employee shall be paid for one-eighth of
all unused sick leave accrued prior to October 1, 1973, and for one-fourth
of unused sick leave accrued after October 1, 1973, up to a total of 480
hours. Please see
http://www.fau.edu/policies/files/7.5_Personnel_Policies.pdf. Any employee on an extended
leave should contact the Benefits Office at (561)-297-3071 to ensure benefit
continuation during an absence. Sick Leave Pool
The University has a sick leave pool to assist
employees when personal illness, accident or injury results in the depletion
of all accrued leave. Sick leave hours from the pool shall be granted only for
the employee’s serious or catastrophic illness or injury. Eligibility to
participate in the sick leave pool is extended to any full-time or part-time
employee who has completed one year of service and has a balance of 64 hours of
unused sick leave at the time of application. All applications must be approved
by the Sick Leave Pool Committee. Approved members must donate 16 hours of sick
leave to the pool at the time of membership and at future times, when
necessary, to maintain the pool. Employees who do not enroll when they are first
eligible, or whose original application is rejected, may reapply at an
annually announced 30-day open enrollment period. Please see
http://www.fau.edu/hr/files/sickleave.pdf
Any employee on an
extended leave should contact the Benefits Office at (561)-297-3071 to ensure
benefit continuation during an absence.
Parental Leave
When an employee becomes a biological parent or
a child is placed in the employee’s home pending adoption, up to six
months of leave without pay will be granted upon written request.
This period of leave may begin no more than two weeks before the expected
date of the child’s arrival. Any employee on an extended leave should contact
the Benefits Office at (561)-297-3071 to ensure benefit continuation
during an absence. Employees are provided up to 12 weeks of Family and Medical Leave within a12 month period in compliance with the Family and Medical Leave Act (FMLA) of 1993. All employees are eligible, including Temporary employees, who have worked at least 12 months (Does not need to be consecutive, but must be within 7 years) and who have worked at least 1250 hours in the 12 months prior to the leave. Either paid or unpaid leave may be used. A new provision of FMLA, signed into law in January 2008, entitles an employee to take up to 26 workweeks of leave to care for an immediate family member (spouse, son, daughter, parent, or next of kin) with a serious illness or injury incurred in the line of duty on active duty. Employees are also eligible for up to 12 week of FMLA leave to use for any “qualifying exigency” when an immediate family member (spouse, child, parent, or next of kin) serving in the National Guard or Reserves is on active duty or called to active duty status in support of a contingency operation. A qualifying exigency is defined as: short notice deployment; military events and related activities; childcare and school activities; financial and legal arrangements; counseling; rest and recuperation; post-deployment activities; and additional activities not encompassed in the other categories but agreed to by the employer and employee. Any employee on an extended leave should contact the Benefits
Office at (561)-297-3071 to ensure benefit continuation during an absence.
Domestic Violence Leave Employees are entitled to take up to three working days of leave within a 12 month period to deal with issues relating to domestic violence suffered by the employee or a family or household member. All employees are eligible provided that they have been employed by FAU for more than three months. Special Circumstances Paid Leave Military Leave:
Paid and unpaid
military leave and re-employment rights shall be provided to employees
consistent with Federal and State laws.
Jury Duty:
Paid
leave for jury duty shall not exceed the numbers of hours in the employee’s
normal workday. If jury duty does not require absence for the entire workday,
the employee shall return to work immediately upon release by the court.
Court
Summons: Paid leave shall be provided to an employee summoned as a
witness in a matter not involving personal interest. Paid leave shall not be
provided to an employee serving as an expert witness. Witness pay shall be
retained by the employee. Emergency Closing:
Paid leave shall be provided for official emergency closing of
University facilities. Special Compensatory leave shall be provided to SP
employees required to perform essential services during the
emergency closing. Only employees scheduled to work during the time of the
emergency closing shall be provided leave. Administrative Leave: The President or his/her designee has the right to
place an employee who is under investigation on leave up to the length of the
investigation. Leave
for Death of a Family Member: Bereavement leave up to three days
shall be provided to any AMP or SP employee upon the death of a family
member. Family member is defined as spouse, child, parent, grandparent,
grandchild or sibling of the employee or the employee’s spouse.
Intermittent Leave Intermittent leave allows the use
of any type of accrued leave while an employee is on leave without pay for
medical reasons, military leave or parental leave. Employees may use leave in an
amount necessary to cover their insurance premiums and to meet other financial
obligations. An advantage of using intermittent leave is that the State
contribution will continue to be provided for health and life insurance
premiums. Also, pre-taxed insurance premiums will continue as long as the
employee is on the payroll. Intermittent leave request forms are available in
the Benefits and Retirement office of Human Resources. Holidays
All State holidays shall
be observed as official designated University holidays. All employees
in established positions, who are in active pay status for that pay
period, will be paid for all official holidays. Employees on an extended
approved leave without pay for medical leave, parental leave or military
leave will get eight hours of holiday compensatory leave. Holiday
compensatory leave applies to all pay plans and must be used by the end
of the fiscal year or be forfeited. It cannot be converted to cash.
Special compensatory leave
is provided to compensate an SP employee for an official University
holiday when the employee observed the holiday and worked 40 hours the
week during which the holiday occurred; the holiday falls on the
employee’s regularly scheduled day off; or the employee is required to
work on the holiday. AMP employees will earn holiday compensatory leave
if required to work on the day of an official holiday. http://wise.fau.edu/hr/EmpRelations/Attendance_0807.php#holidays
Understanding Classification and Compensation
Attendance
Parental leave taken under the provisions of
FMLA or the University’s parental leave policy must be a consecutive
period of time, and the employee must provide a minimum of 30 days
notice prior to the requested leave period. Employees on parental leave
may use up to six weeks of paid sick leave for the period of leave
immediately following the birth of a child. Parental leave beyond the
six-week period may be covered by other accrued paid leave or remain a
period of unpaid leave
The three days of leave will be calculated based on individual 'rolling'
12-month periods measured backward from the date any Domestic Violence Leave is used. Domestic Violence Leave is unpaid, however, the employee may use any form of accrued paid leave during this period.
Personal Holiday
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Insurance Benefits
The University offers a variety of insurance options to its employees, all at group or discounted rates and some on a pre-tax basis. Options include health and life insurance, automobile and homeowner insurance, dental insurance, tax-sheltered annuities, medical and dependent day care reimbursement, and supplemental insurance. Please see http://wise.fau.edu/hr/Benefits/index.php
State Health Insurance
Employees may choose between the Preferred Provider Option (PPO) or any one of three Health Maintenance Options (HMOs), depending on their specific needs. The University pays the majority of the premium. Employees must enroll within 60 days of employment or during the annual open enrollment period.
State Life Insurance
Cancer/Dread Disease Insurance
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Gabor Agency
Employees may choose among several companies to participate in a tax-sheltered annuity under Section 403-B of the Internal Revenue Code. These savings are excluded from the current taxable income of the employee and are an excellent supplement to an employee’s regular retirement plan. Options can be found at http://www.fau.edu/hr/Benefits/index.php
State Deferred Compensation
Deferred Compensation is another supplemental retirement plan offered to employees of the State in accordance with Section 457 of the Internal Revenue Code. This program is designed primarily as a retirement savings program. Therefore, federal law prohibits early withdrawals except for separation from State employment due to retirement, termination, death, or disability or financial hardship as defined by the Code.
Flexible Benefits
The Florida Flexible Benefits Plan is qualified under Section 125 of the Internal Revenue Code. State employees may take advantage of any or all of the three options available under this plan.
Employees must enroll within 60 days of employment to take advantage of any pre-tax option.
State Group Health and Life Insurance and certain supplemental health plan premiums may be paid on a pre-tax basis. Pre-tax means premiums are paid before federal income tax and Social Security taxes have been calculated.
Medical Reimbursement Accounts may be established to pay for certain eligible out-of-pocket medical expenses on a pre-tax basis.
Dependent Day-Care Reimbursement Accounts may be established to pay for eligible dependent day-care expenses on a pre-tax basis.
Employee Assistance Program (EAP)
Florida Atlantic University’s Employee Assistance Program (EAP) is committed to helping employees stay healthy and productive, and encourages troubled employees to seek professional help. If you have a problem and do not know where to turn, the Employee Assistance Program is there to help give you direction. Horizon Behavioral Health administers the EAP program on behalf of the University. Any assistance received through the EAP program is strictly confidential. For additional, specific information, contact the Benefits and Retirement office in the Department of Human Resources, or contact EAP at 1-800-865-3200. Please see http://www.horizoncarelink.com/login.aspx (Login ID: Florida Atlantic University Password: EAP) for more information.
Employee Educational Scholarship Program (EESP)
Eligible Florida Atlantic University employees can enhance their job skills and further their education by attending classes at FAU during their employment tenure. Eligible full-time employees may enroll for up to six credit hours of graduate or undergraduate instruction per term (Fall, Spring, and Summer) under the Employee Educational Scholarship Program. Temporary/Visiting appointees are not eligible to participate in the Employee Educational Scholarship Program. SP employees must have completed six months of full-time, continuous, satisfactory, regular service with Florida Atlantic University. Law Enforcement Officers serving a 12-month probationary period will also be eligible to participate in the EESP after six months of full-time, continuous, satisfactory service with FAU. Employees' performance must be at the "Achieves" level on the day before classes begin. Faculty members and Administrative, Managerial and Professional (AMP) employees must have completed six months of service with FAU and be in good standing with the University on the day before classes begin. Please see http://wise.fau.edu/hr/Benefits/Scholarship_new.php
Gold Coast Credit Union, Bright Star Credit Union or IBM Credit Union
Employees are eligible for membership in the Gold Coast Federal Credit Union, the Broward Schools (Bright Star) Credit Union, or IBM Credit Union. These are non-profit corporations through which employees can establish checking and savings accounts or arrange loan payments through payroll deductions. Please see http://www.gcfcu.org/ , http://www.bscu.org/, http://www.ibmsecu.org
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Retirement
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Employees may match the State’s contribution up to the maximum of IRS regulations. The advantage of enrollment in this program is that employees are vested immediately. |
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Florida Retirement System (FRS)
All salaried employees are eligible for enrollment in this defined benefit program. FRS membership is portable throughout the State with any FRS employer. Most important, the FRS pension plan is a non-contributory system; that is, the State makes the total retirement contribution for each enrolled employee. These contributions are not refundable to the employee except in the form of monthly retirement benefits at retirement age. Vesting requires a minimum of six years of creditable service. Benefit payments at retirement are calculated based on years of creditable service times a percentage value (a set value by the State for each year of service) times the employee’s average final compensation (average of the five highest years of salary earned).
Employees also could qualify for DROP (Deferred Retirement Option Program) under pension plan.
Employees also have an additional option under FRS, which is the Investment Plan. This is a defined contribution program, and it has a one-year vesting period.
Pre-Retirement Planning
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Access to Personnel Records Official personnel files of employees are maintained in the Department of Human Resources. The Processing & Records section contains the employee’s employment application for SP employees or resume for AMP employees, changes in work or personal status, salary changes and other information pertinent to employment. The Employee Relations section contains SP and |
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who wish to review the contents of their files should call the appropriate
section of the Department of Human Resources to schedule an appointment. Every
effort will be made to accommodate the employee’s request as soon as possible.
The University complies with Florida Statutes 119.07 and 240.253 with regard to
access to employee records by persons other than the employee. Keep the
Processing & Records Office informed of any additional education or training
that would be beneficial to your career so it can be added to your personnel
file.
Employees are responsible to notify Department of Human Resources of any changes in their name, address, dependents, etc. Please email changes to Hres@fau.edu
Standards of Conduct
Florida Atlantic University has standards of conduct that all employees are expected to follow::
Failure to adhere to these standards will result in disciplinary action being taken.
Disciplinary Action
Employees who intentionally act to impair, interfere with, or obstruct the mission, purposes, order, academic atmosphere, operations, processes, and functions of Florida Atlantic University shall be subject to appropriate disciplinary action by University authorities. This includes incompetence in the performance of job duties, and misconduct.
Grievance Procedure
Florida Atlantic University encourages a pro-active, collegial work environment in which employees have the opportunity to discuss and resolve work related concerns with the appropriate supervisor. In those cases in which an employee has an unresolved dispute concerning that employee’s terms or conditions of employment, the employee may choose to file a grievance. For additional information on the grievance procedure please visit our website at http://www.fau.edu/regulations/chapter5/5.009_Grievance_Procedure.pdf.
Exit Interview
Florida Atlantic University wants to make our organization a “First Choice” institution during the career of our employees. In our efforts to be more responsive to the varied experiences and challenges of the workplace, an Exit Interview with the Human Resources Department has been implemented. This process gives the departing employee an opportunity to confidentially discuss issues relating to their experience at FAU, as well as provide for an exchange of important information relevant to ending their career at FAU. The Office of the Ombudsman is also a partner in the Exit Interview process offering assistance by providing to all university constituencies an accessible, independent, impartial and private resource.
Break in Service
A break in service is defined as being re-employed at FAU after more than thirty (30) days have elapsed from the date of termination.
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Performance Management
Performance Management is an on-going, year-round partnership between supervisors and employees, working together to accomplish the goals of their specific department and Florida Atlantic University. This process involves establishing individual goals and expectations; communicating standards; timely and constructive feedback; positive coaching and support; and performance evaluation.
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Performance Appraisals
Performance appraisals are a formal, written means of evaluating AMP and SP employees and are the final step in the Performance Management process. Each appraisal covers a specific period of time. A performance appraisal is a permanent document kept in the employee’s personnel file.
Professional Affiliations and Involvement
The University encourages all staff members to stay abreast of innovations and enhancements in their particular areas of responsibility. In this regard, the University encourages affiliations with professional associations and participation in workshops, seminars and conferences that will support this effort and thus promote the growth and development of the University.
Employee Awards/Recognition Program
Annual Employee Service Awards
The Florida Atlantic University Employee Service Awards ceremony is held annually to recognize all employees with 5, 10, 15, 20, 25, 30, 35 and 40 years of service. At this event, the University also recognizes recipients of the prestigious President’s Leadership Awards, the Jeffrey Gabor Awards, and the TIAA CREF Award. All FAU employees are cordially invited to attend the reception.
The President’s Leadership Awards
The President’s Leadership Awards Program recognizes individual employees of Florida Atlantic University who have provided leadership of an extraordinary nature to the University and/or the greater community. Winners receive monetary awards and specially designed, hand-engraved acrylic trophies along with letters of congratulations from the President.
The Gabor Awards
The Gabor Award recognizes two employees annually for their exemplary service to the University in the performance of their specific jobs. Any AMP or SP employee is eligible for Gabor Award consideration provided he or she has been employed with the University for one continuous year. The employee selected from each group will receive monetary awards as well as plaques.
The TIAA CREF Faculty Award
The TIAA CREF Faculty Award, established by TIAA CREF, recognizes a faculty member for outstanding performance. The award recipient is chosen based on written recommendations from their immediate supervisors. Each winner receives a monetary award as well as a plaque in recognition of their performance.
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Anti-Discrimination and Anti-Harassment Regulation 5.010 Florida Atlantic University affirms its commitment to
ensure that each member of the University community shall be permitted to work
or study in an environment free from any form of unlawful discrimination or
harassment that is based on a legally protected class, including race, color,
religion, age, disability, sex, national origin, marital status, veteran status
or any other basis protected by law. The University recognizes its obligation to
work towards a community in which diversity is valued and opportunity is
equalized. This regulation establishes procedures for an applicant or a member
of the University community to file a complaint of alleged discrimination or
harassment. Employees who have been harassed or discriminated against
should report the facts and circumstances to the Director of Equal Opportunity
Programs or to any of the following, who in turn, must notify the Director of
Equal Opportunity Programs: immediate supervisors in the department involved,
Directors, Department/Division Heads, College Deans, Vice Presidents, Dean of
Students, University Provost, or Director of Human Resources.
Drug-Free School and Workplace
The University is committed to providing a campus environment free of abuse of alcohol and the illegal use of alcohol and drugs. To strengthen that commitment, Florida Atlantic University has implemented a program that seeks to prevent the abuse of alcohol and drugs by the University community, which includes its employees and students.
The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance (drug) and the unlawful possession, use, or both, of alcohol, is prohibited in and on property owned or controlled by the University. That property is located within several cities and three counties in southeastern Florida.
Employees are prohibited from reporting to work or participating in any University activity while under the influence of one or more illegal drugs or alcohol.
The possession and use of alcoholic beverages by members of the University community is at all times subject to the alcoholic beverage laws of the State, applicable cities and counties, and University policies and rules. Violation of these policies and laws will be grounds for disciplinary action up to and including termination.
Other sanctions and requirements also are applicable and may be found in the University’s published Drug-Free School and Workplace Policy Statement. Copies are available in the Department of Human Resources. See appendix for specific policy.
AIDS Policy
The University adheres to the State University System AIDS Policy as well as to all applicable laws, regulations and rules relating to nondiscrimination against persons with disabilities. In order to insure adherence to these legal directives, the FAU AIDS Committee was established. This committee coordinates efforts to implement the system-wide policy and to educate the University community about the nature, prevention, treatment and handling of the disease. Educational programs are held at least quarterly. In addition, the committee meets to consider the management of AIDS among persons on campus. The committee recommends appropriate action, taking into consideration current medical information, legal requirements, the needs of infected persons and the welfare of the University community. Additional information is available from Student Health Services.
Smoking in University Facilities
The Florida Clean Indoor Air Act was revised by the State Legislature in 1992. The revised law specifically forbids smoking in government buildings, educational facilities and recreational facilities.
To meet this statutory requirement, smoking is not permitted in any University facility, specifically including classrooms, faculty and administrative offices, dining facilities, elevators, hallways, lobbies and restrooms. Receptacles for smoking are located outside most building entrances, and the University encourages their use in order to maintain a clean outdoor environment.
University Safety Policy
Florida Atlantic University has a strong commitment to protecting the health and safety of all employees. The University safety policy requires all employees to comply with safety rules and report hazardous conditions. The Department of Environmental Health and Safety was established to evaluate all health and safety issues on all FAU campuses and to provide a comprehensive safety program. More information regarding the University Safety Policy and the Department of Environmental Health and Safety can be found online at http://www.fau.edu/facilities/ehs/.
Workers’ Compensation
It is the responsibility of every employee and qualified volunteer to practice safe work habits at all times and report all unsafe work conditions to the immediate supervisor. However, sometimes accidents occur. Workers’ Compensation covers all employees and qualified volunteers who become injured or develop an occupational illness because of conditions on the job. Workers’ Compensation is an insurance plan provided by the State of Florida that pays all reasonable and necessary medical care and provides partial income replacement.
Supervisor’s and Injured Employee's Responsibilities: In a medical emergency, transport the injured employee to the nearest medical facility or call 911 for emergency assistance. Following the arrangement of emergency medical treatment for the injured employee, the supervisor must report the inquiry to OptaComp at 1-877-518-2583. If medical treatment is not required, the employee should only complete a First Report of Injury-Non Medical Treatment Involved Form and send it to the Department of Human Resources at ADM 114, to the attention of Workers’ Compensation. This form will be filed in the injured employee's Workers' Compensation file.
If the injury requires medical treatment, either the supervisor or the injured employee must contact OptaComp at 1-877-518-2583 immediately and prior to obtaining medical treatment. OptaComp will assist the supervisor or the injured employee in selecting an appropriate medical provider from among OptaComp’s Workers' Compensation Services Providers.
Ethics
University employees are expected to observe the University’s rules and procedures regarding disclosure of specified interests, financial disclosure, outside business or professional activity, and use of University facilities, equipment or services prior to continuing or engaging in such activity.
Financial Disclosure
The Florida Code of Ethics requires that employees in specified classifications complete a Statement of Financial Interests within 30 days of hire or placement into a designated class code/administrative code and annually thereafter. Employees in designated classifications will be contacted by a representative of the Human Resources Department regarding processing of appropriate documents.
Disclosure of Specified Interests
Faculty, AMP and SP employees are required by Florida law, University rules and/or provisions of a Collective Bargaining Agreement to disclose contractual relationships, including material, financial and managerial interests, with an entity that proposes to do business with the University prior to such business being conducted. In the case of material financial and managerial interest, the information required extends to the spouse and/or child of the employee and, for managerial interests, to all other relatives. In addition, an employee who intends to seek public office shall notify the President or President’s designee of such intentions. All interests specified above must be reported for approval in advance by completion of the University’s form, “Report of Specified Interest,” which can be obtained through the Department of Human Resources.
Outside Business and Professional Activity
It is the policy of the University that faculty and staff members may participate in outside activities and hold financial interests as long as the activities and interests do not conflict with their duties and responsibilities. All Faculty; Administrative, Managerial and Professional (AMP); and Support Personnel (SP) employees who propose to engage in any outside employment/activity are required to seek proper review and approval prior to engaging in such employment or activity by completing the “Report of Outside Employment or Professional Activity” form, available in the Human Resources Department. Thereafter, and for as long as the employee engages in any outside employment or activity, the form must be completed on an annual basis each fiscal year. Please see the Guidelines on Conflict of Interest, Conflict of Commitment and Outside Activities, http://www.fau.edu/hr/OE_Guidelines.php for specific policy language and http://www.fau.edu/hr/files/OutsideBusinessV2.pdf for the Outside Employment form.
Use of University Facilities, Equipment or Services
A University employee who engages in outside employment/activity normally cannot expect to use University equipment, facilities and services. Prior to using any University equipment, facilities or services in connection with outside employment/activity, the employee shall request approval for such use by completing and submitting a “University Equipment, Facilities and Services” form available in the Human Resources Department. Please see http://wise.fau.edu/hr/HR_FORMS_INDEX.php#u
University Business Travel
The University may approve business travel for all employees with certain costs paid by the University. Payment of authorized travel expenses is on a reimbursement basis. For timely reimbursement, employees are encouraged to become familiar with travel procedures. A summary of these procedures may be obtained from the Controller’s Office. These procedures include proper forms completion and submission, instructions on use of the University’s official travel agency, car rental requirements and after-travel reporting requirements. Please see http://www.fau.edu/controller/travel/travel_p_p.php
University Ombudsman
The University is committed to providing the best possible work environment for all of its faculty and staff with the objective of assuring that all constituents of the University are served well in all situations. In this regard, the University established the role of Ombudsman. The University Ombudsman works to solve problems, to allay frustration and to advise those requesting help, either before or after existing processes are used. The Ombudsman functions independently, serves as a neutral problem-solver and has access to all University offices, records and personnel. The Ombudsman provides information on processes, refers to appropriate offices, investigates, recommends and mediates. With knowledge gained as a result of this effort, the Ombudsman may recommend policy or procedure changes. The Ombudsman makes periodic reports to the President. Please see http://wise.fau.edu/ombudsman/
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Campus Culture Food Service Boca Raton Campus: The Breezeway Food Court, located on the south end of the Breezeway, offers dining choices that include Quizno’s, Wendy’s, Chick-N-Grill, Papa John’s, Jow Jing, Salsarita’s, a soup and salad bar, hot food, and a bakery. |
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Vegetarian and vegan options are available. Starbucks is located directly across the Breezeway from the food court. The Centre Marketplace in the Student Union provides all-you-can-eat meals at its cafeteria. Other dining facilities at the University include Coyote Jack’s Grill, Einstein Brothers Bagels and Outtakes convenience store.
Davie Campus: On the Davie campus, Steve’s Espresso Café in the Student Union Building is open Monday through Thursday for breakfast, lunch and dinner and Fridays and Saturdays through lunch. Vending and soda machines can be found throughout the campus. Broward College also offers weekday food service in Building 19.
Fort Lauderdale Campus: In downtown Fort Lauderdale, Steve’s Espresso Café is located adjacent to the Askew Tower lobby in the Broward Community College Building. It is open for breakfast, lunch and dinner Monday through Thursday and through lunch on Friday. Vending and soda machines are on the second floor of the Askew Tower building and the sixth floor of the Higher Education Complex. In addition, a wide variety of restaurants can be found close to campus.
Jupiter Campus: Students, faculty, staff and Scripps associates on the Jupiter campus are served by the Centre Marketplace North and The Nest, a convenience store. In addition, many restaurants in the Abacoa downtown area are within easy walking distance of campus.
Treasure Coast Campus: Subway is located in the Joint Café on the first floor of the JU Building. Vending machines and a microwave are also available in the café. Additional vending machines are located in the SL building on the south end of campus. |
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Parking
To park automobiles and other vehicles on any FAU campus, employees must register vehicles and purchase parking hangtags from the Traffic and Parking Office. On campuses other than Boca Raton, the Cashier’s Office handles this function. At the time a vehicle is registered, the employee must present an official vehicle registration. Hangtags authorize parking in any lot or parking garage marked for “faculty and staff” or in any commuter lot. Hangtags do not authorize parking at meters, in handicapped parking spaces or in any other restricted parking areas on campus. Please see http://www.fau.edu/parking/
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Owl Card The Owl Card is the established staff and student identification card for Florida Atlantic University. To obtain an Owl Card, proof of employment (pay stub or letter on department stationery stating employment status) accompanied by a valid driver’s license or passport must be presented. On the Boca Raton campus, employees should go to the Owl Card Center, located in the Student Union; on the Davie campus, to the Student Union building, SD 201; on the downtown Fort Lauderdale campus, to HEC 507I; on the Jupiter campus, to SR 107; on the Treasure Coast campus, to JU 113. The Owl Card has many features, including Library privileges, ATM/debit card capabilities and a variety of other benefits. Please see http://www.fau.edu/business-services/owlctr.php |
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University Libraries The University’s main library collection is in Boca Raton with additional collections in Davie, Jupiter, Port St. Lucie (St. Lucie West Library) and downtown Fort Lauderdale (Broward County Main Library). Library services are provided at all locations. The libraries offer a wide range of reference and informational services, including instruction on the use of all FAU library collections and those of the other State University System libraries The libraries receive most U.S. and Florida government documents. They hold more than 1 million books, 1.8 million microforms and 10,000 periodical titles. The resources of other libraries in the state and the nation are available through interlibrary loan. Owl Cards are used to check out library material. Please see http://www.fau.edu/library/ |
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The Media Center
The Media Center is located in Room 215 of the S.E. Wimberly Library on the Boca Raton campus. It houses the University's primary collection of audiovisual materials. Formats supported by the Media Center include videotape, laserdisc, 16mm film, 35mm slide, CD, CD-Rom, DVD and audiotape. The Center's collections and equipment may be used by currently enrolled FAU, Broward College and Palm Beach Community College students, faculty and staff. Some videotapes, audiotapes, and compact discs may be checked out on an Owl Card. Please see http://www.library.fau.edu/depts/media/media.htm
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Recreational Facilities
FAU offers a variety of recreational facilities for the use of employees and their families, including an Olympic-size pool, racquetball and tennis courts, outside basketball courts, indoor weight lifting and aerobic equipment, jogging trails and a gymnasium. The Department of Campus Recreation also offers a wide range of exercise and wellness programs. Proof of employment (Owl Card) is necessary to register for most activities or to use University facilities or equipment. Please see http://www.fau.edu/campusrec/
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University Galleries
The University Galleries on the Boca Raton campus present interesting and thought-provoking art exhibitions throughout the year. The Ritter Art Gallery is located on the second floor of the Breezeway, and the Schmidt Center Gallery is located on the ground floor of the Performing Arts Building of the Dorothy F. Schmidt College of Arts and Letters. Exhibitions showcase a variety of artists and media, including works by FAU students and faculty members. Please see http://www.fau.edu/galleries/ |
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Child Care Facilities
Child care services geared toward early childhood development are provided on FAU’s Boca Raton and Davie campuses. The Karen R. Slattery Educational Research Center for Child Development, located on the Boca Raton campus, is a laboratory school that is affiliated with FAU’s College of Education. The Slattery Center serves about 100 children between the ages of three and five and 30 children from six weeks to two years of age. Preschool children may attend a half-day, extended-day, or full-day program, while infants and two-year-olds may be enrolled in a full-day program only. The Center accepts applications for the children of FAU students, faculty and staff. Please see http://www.coe.fau.edu/erccd/
On the Davie campus, the young children of students, faculty and staff members are served by the BCC/FAU Child Development Center. Located next to the Education and Science Building, the Center accepts children between the ages of two and five and offers both half-day and full-day programs. Please see http://www.broward.edu/locations/central/childcare.jsp |
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Department of Human Resources Directory
Florida Atlantic University Administration Building Boca Raton Campus
Director’s Office ADM 113 7-6055 Benefits and Retirement ADM 105 7-3074 ADM 106 7-0242 ADM 107 7-3073 ADM 108 7-2061 ADM 114 7-3071 Time Keeping/Workers’ Compensation ADM 116 7-3077 Classification & Compensation ADM 102B 7-3026 ADM 102A 7-2807
Employee Relations ADM 103 7-3072 ADM 119A 7-2554 ADM 119 7-0319
Employment Office ADM 104 7-3079 ADM 102D 7-2958
Processing & Records ADM 109A 7-2851 ADM 109 7-2753 ADM 110 7-2556
Fort Lauderdale Campus: TWR 518 6-5686 or 954-762-5686
Job Line ADM 102 7-3506
When calling the Human Resources numbers listed above from outside the University phone system, add 561-29 before the Boca Raton campus numbers and the Action and Job lines. |
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Policy on Sexual Harassment, 6C5-5.012, Florida Administrative Code
Sexual harassment is a form of employee or student misconduct that undermines the integrity of the working or learning relationship. All members of the University community are entitled to study and work in an atmosphere free from any form of sexual harassment. Therefore, it is a violation of this rule for any employee or student to engage in conduct constituting sexual harassment. It is also a violation of this rule to retaliate against anyone who complains of sexual harassment or who participates in a proceeding related to a sexual harassment compliant.
Sexual harassment is defined as any unwelcome sexual advances, requests for sexual favors, or other communication or physical conduct of a sexual nature from any person when:
Employees who have been sexually harassed report the facts and circumstances of sexual harassment to the Director of Equal Opportunity Programs or to any of the following, who, in turn, notify the Director of the Office of Equal Opportunity Programs: immediate supervisors, Directors, Department/Division Heads, College Deans, Vice Presidents, University Provost, or the Director of Human Resources.
Employees who observe or learn of conduct that they reasonably believe to be sexual harassment report the facts and circumstances to the Director of Equal Opportunity Programs or to any of the following, who, in turn, notify the Director of Equal Opportunity Programs: immediate supervisors, Directors, Department/Division Heads, College Deans, Vice President, University Provost or Director of Human Resources. Additional information is available in the Equal Opportunity Programs Office. Please see http://www.fau.edu/eop
Florida Atlantic University Regulation 5.010 Anti-Discrimination and
(b) It shall be a violation of this Regulation for any officer, employee or agent to discriminate against or harass, as defined in this Regulation, any other officer, employee, student, agent, or applicant. Discrimination and harassment are forms of conduct which shall result in disciplinary or other action as provided by the Regulations and Policies of the University.
(c) Activities covered under this rule include, but are not limited to, all educational, athletic, cultural and social activities occurring on a campus of or sponsored by Florida Atlantic University, housing supplied by the University, and employment practices between the University and its employees, including Other Personnel Services (“OPS”) employees.
(d) The Office of Equal Opportunity Programs (“EOP”) shall administer the policies and procedures outlined in this Regulation. EOP shall answer inquiries regarding the procedures contained in this Regulation and may provide informal advice regarding issues of discrimination.
(e) Retaliation, or otherwise taking adverse employment or educational action, against a member of the University community because he/she in good faith reported discrimination or harassment, or participated in an investigation or review regarding a complaint, is strictly prohibited. Those found to have violated this prohibition against retaliation will be subject to disciplinary action up to and including termination.
(f) Any University supervisory employee who receives a report, observes or learns of an alleged violation of this Regulation has an absolute and unqualified duty to immediately report the conduct to the EOP Director. Those found to have failed to report in a timely manner will be subject to disciplinary action up to and including termination.
(g) Every University employee has a duty to cooperate fully and unconditionally in a harassment investigation. This duty includes, among other things, speaking with the EOP investigator and voluntarily providing all documentation which relate to the claim being investigated. The failure and/or refusal of any employee to cooperate in an investigation may result in disciplinary action up to and including termination.
(h) The prohibited conduct contained in this Regulation shall apply to vendors and contractors of the University. The Director of the Equal Opportunity Programs shall consult with the vendor or contract manager to determine how any investigation will be undertaken. The University shall take action against the vendor or contractor, when warranted, in accordance with the terms of the governing contract or agreement.
2. DEFINITIONS
(a) For the purpose of this Regulation, discrimination is defined as unlawfully treating any member of the University community differently than similarly situated others based on a legally protected class. Harassment is a form of unlawful discrimination based on certain legally protected classes under Title VII of the Civil Rights Act of 1964 and other laws.
(b) Additionally, discrimination on the basis of sex in education programs and activities receiving federal financial funding as set forth in Title IX of the Education Amendments of 1972, as amended, is included in this Regulation’s definition of prohibited discrimination.
(c) Examples of conduct which fall into the definition of discrimination include, but are not limited to:
1. Unlawful disparity of treatment in recruitment, hiring, training, promotion, transfer, reassignment, termination, salary and other economic benefits, and all other terms and conditions of employment on the basis of membership in a legally protected class.
2. Unlawful disparity of treatment in educational programs and related support services on the basis of membership in a legally protected class.
3. Unlawful limitation in access to housing, or of participation in athletic, social, cultural or other activities of the University because of membership in a legally protected class not based on a bona fide requirement or distinction.
4. Retaliation for asserting protected anti-discrimination rights, filing complaints or protesting practices which are prohibited under this Regulation.
(d) Examples of conduct which fall into the definition of harassment include, but are not limited to:
1. Harassment is defined to include verbal and/or physical conduct based on a legally protected characteristic which: (A) has the purpose or effect of creating an objectively intimidating, hostile or offensive work or educational environment; (B) has the purpose or effect of unreasonably interfering with an individual’s work or learning performance; or (C) otherwise unreasonably adversely affects an individual’s employment or educational opportunities.
2. Examples of harassment could include making “jokes” based on a legally protected characteristic, objectionable epithets/slurs, threatened or actual physical harm or abuse, the display of hostile symbols/objects and other intimidating or insulting conduct directed against the individual because of their legally protected characteristic or membership.
(e) Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:
1. Submission to such conduct or request is made either explicitly or implicitly a term or condition of an individual's employment; or
2. Submission to such conduct or request is made either explicitly or implicitly a term or condition of academic achievement; or
3. Submission to or rejection of such conduct or request by an individual is used as the basis for an employment or academic decision affecting such individual; or
4. Such conduct or request unreasonably interferes with an individual's work or academic performance or creates an objectively intimidating, hostile, or offensive environment for working or learning.
(f) The definition of sexual harassment excludes the use of sexual material in a classroom setting for academic purposes.
(g) When referred to in this Regulation, days mean calendar days unless otherwise noted.
3. PROCEDURE FOR REPORTING VIOLATIONS
(a) The Office of Equal Opportunity Programs is responsible for administering the complaint and investigation process set forth in this Regulation. In cases where the potential complainant chooses not to file a formal complaint, EOP will take action to inform the alleged offender of the concerns, suggesting that the individual monitor and modify (if necessary) his/her behavior. All complaints, formal or informal, must be reported to EOP.
(b) Any University employee who believes he/she has been harassed or discriminated against in violation of this Regulation must report the facts and circumstances thereof to the Director of Equal Opportunity Programs, the University Ombudsman, the University Provost, the Director of Personnel Services, or to his/her College Dean or Vice President, who in turn must notify the Director of Equal Opportunity Programs.
(c) Any student who believes he/she has been harassed or discriminated against in violation of this Regulation must report the facts and circumstances thereof to the Director of Equal Opportunity Programs, the University Ombudsman, the University Provost, the Dean of Students, or to his/her Department Head/Director or College Dean, who in turn must notify the Director of Equal Opportunity Programs.
(d) Reports or allegations of an alleged violation of this Regulation will be processed upon the filing of a written complaint with EOP. The Director of EOP may process an alleged violation without a written complaint if deemed necessary by the Director and enough information is available to conduct a responsible investigation.
(e) A complaint must be filed with EOP within one-hundred eighty (180) days of the alleged act(s) of discrimination/harassment. The Director of EOP may process an alleged violation outside of this time limitation if deemed necessary by the Director. The filing of a complaint under this Regulation is independent and does not preclude the complainant from also filing a complaint with federal, state or local enforcement agencies. The filing of a complaint with EOP does not constitute a filing with, or have any effect on the filing time limitations of those external agencies. All complainants are urged to contact these external agencies directly to learn the filing deadlines and procedures for each agency. Contact information for these agencies is available from the EOP office.
(f) All complaints shall contain the name of the complainant and state the nature of the act(s) complained of, including such details as the name of the alleged offender and the date(s) or approximate date(s) on which the offending act(s) occurred, the name(s) of any witnesses, and the desired resolution(s). Any portion of an complaint file that is exempt from public disclosure under the Florida Public Records law shall remain confidential to the extent permitted by law.
4. PROCEDURE FOR INVESTIGATION OF COMPLAINTS
(a) EOP shall investigate all complaints that contain enough information to allege prohibited discrimination or harassment. This investigation must include, but shall not be limited to, interviewing the alleged offender and the complainant. The investigation may include the interview of other persons who may have information relevant to the allegations, preparation of witness statements for all persons interviewed, and review of any relevant documents. Upon completion of the investigation, a final report shall be prepared which includes a summary of the complaint, a description of the investigation, whether a violation of University Regulation was found, and recommendations for disposition.
(b) The Office of Equal Opportunity Programs may attempt conciliation before or during the course of an investigation of a complaint. If conciliation is not achieved, then EOP shall continue to investigate the complaint, and shall issue a final report.
(c) EOP shall conclude its investigation and issue its final report within seventy-five (75) days of the filing of the complaint. If additional time is required, the complainant and alleged offender will be notified in writing no less than ten (10) days prior to the seventy-five (75) day deadline of the reason(s) for the delay and the expected date of completion.
(d) The final report by EOP shall be submitted to the appropriate Vice President or Associate Provost if an employee is involved, and/or to the Dean of Students if a student is involved. Corrective or disciplinary action up to and including dismissal or expulsion will be considered and implemented, if warranted, by the Vice President, Provost or Dean of Students in consultation with the EOP Director. Corrective or disciplinary action will also be considered and implemented if EOP determined the complaint was unfounded and made maliciously or recklessly. All disciplinary action shall be subject to applicable University Regulations, policies and collective bargaining agreements.
5. PROCEDURE FOR RECONSIDERATION
(a) Any party may submit a written response or statement to be attached to the final report and maintained in the same file.
(b) Either the complainant or alleged offender may request reconsideration of the finding in the EOP final report. The party must submit this request in writing to the EOP Director within ten (10) days of receipt of the EOP final report.
(c) The request for reconsideration must be in writing and shall specify the basis of the request. Typically, reconsideration will be granted only in cases where relevant evidence was not reviewed and/or new evidence is available.
(d) Any disciplinary action imposed as a result of an EOP investigation may be reviewed subject to University Regulation 5.009 (Grievance Procedure), University Regulation 4.007 (Student Disciplinary Procedures), or an applicable collective bargaining agreement.
Specific Authority: Florida Board of Governors Resolution dated January 7, 2003; Formerly 6C5-5.012, Amended 11-11-87, 7-5-99, 11-9-05, 6-28-06.
Additional information is available in the Equal Opportunities Programs Office. Please see FAU - Equal Opportunity Programs
Florida Atlantic University Drug-Free School and Workplace Policy Statement
Preface
Florida Atlantic University is committed to providing a campus environment free of abuse of alcohol and the illegal use of alcohol and drugs. To strengthen that commitment, Florida Atlantic University has adopted and implemented a program that seeks to prevent the abuse of alcohol and drugs by the University community, which includes its employees and students. Outlined in this Statement are the University’s policies concerning the use of alcohol and drugs. This Statement is provided in response to the federal Drug-Free Schools and Communities Act Amendments of 1989 (Public Law 101-226).
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Standards of Conduct
The unlawful manufacture, distribution, dispensation, possession or use of a controlled substance (drugs) and the unlawful possession, use, or both, of alcohol are prohibited in and on property owned or controlled by Florida Atlantic University. That property is located within several cities and three counties in southeastern Florida.
No employee or student is to report to work, to attend class or to participate in a University activity while under the influence of one or more illegal drugs or alcohol. The possession and use of alcoholic beverages by members of the Florida Atlantic University community is at all times subject to the alcoholic beverage laws of the State of Florida, and, when applicable, the cities of Boca Raton, Fort Lauderdale, Davie, Dania Beach, Jupiter and Port St. Lucie, as well as Palm Beach, Broward and St. Lucie counties, and the University Alcohol Policy (Policy Memorandum #19, 5th Revision, Subject: “Possession or Use of Alcoholic Beverages on Campus,” dated May 1998). That Policy is also incorporated by reference in Rule 6C5-7.007(m), of the Florida Administrative Code, which applies to the University. The possession and use of controlled substances (drugs) by members of the Florida Atlantic University community must at all times be in accordance with the provisions of federal and Florida law, the rules of the Board of Trustees and the rules of Florida Atlantic University. Under Florida law, no person may possess a substance regulated under the provisions of Chapter 893, Florida Statutes (controlled substances and “designer drugs”), unless dispensed and used pursuant to prescription or otherwise authorized by law. Sale and delivery of such substances are prohibited unless authorized by law.
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Florida Atlantic University Sanctions
Violation of the policies and laws referenced above by an employee or student will be grounds for disciplinary action up to and including termination or expulsion in accordance with applicable Florida Atlantic University and Board of Trustees rules. Student organizations also may be sanctioned for violation of these policies and laws. Additionally, a violator may be required to undergo evaluation, treatment or both for a drug or alcohol-use disorder or referral for prosecution consistent with local, state and federal criminal laws. Disciplinary action taken against a student or employee by the University does not preclude the possibility of criminal charges being filed against that individual. The filing of criminal charges similarly does not preclude action by the University.
Other Sanctions
State law prohibits the possession of alcoholic beverages by persons under age 21. No person may sell, give, serve or permit to be served alcoholic beverages to a person under age 21, and it is unlawful for a person under age to misrepresent his or her age in order to obtain alcohol. Violation for the first of any such offenses is punishable by a definite term of imprisonment of up to 60 days, or a $500 fine or both; a subsequent offense is punishable by a definite term of imprisonment of up to one year and a fine of $1,000. Under state law, it is a crime for any person to possess or distribute a controlled substance (drug) as described in Section 893.03, Florida Statutes, except as authorized by law. Depending upon the offense, such crimes range from first-degree misdemeanors (punishment of up to 60 days imprisonment, or up to a $500 fine or both) to first-degree felonies (punishment of up to 30 years imprisonment, or up to a $10,000 fine or both). Specifically, for example, possession of less than 20 grams of marijuana is punishable with imprisonment of up to one year and a fine of up to $1,000; possession of more than 20 grams of marijuana is a third-degree felony with imprisonment of up to five years and a fine of up to $5,000. Possession of less than 28 grams of cocaine is a second-degree felony and punishable with imprisonment of up to 15 years and a fine of up to $10,000. Possession of more than 28 grams of cocaine is punishable with a minimum of three years of imprisonment and a fine of up to $50,000. Trafficking (distributing specified quantities of various controlled substances) is punishable by a minimum term of imprisonment of three to 25 years and a fine of $25,000 to $500,000, depending on the particular drug and the quantity involved. Federal trafficking penalties for first offenses range from up to one year of imprisonment and a fine of up to $100,000 to 40 years to life imprisonment and a fine of up to $4 million, depending upon the illicit drug involved. Second offense penalties range from up to two years of imprisonment and a fine of up to $200,000 to not less than life imprisonment and a fine of up to $8 million.
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Health Risks Associated with the Use and Abuse of Alcohol and Illicit Drugs
Alcohol consumption causes a number of marked changes in behavior. Even low doses of alcohol significantly impair the judgment and coordination required to drive a car safely, increasing the likelihood that the driver will be involved in an accident. The use of even small amounts of alcohol by a pregnant woman can damage the fetus. Low to moderate doses of alcohol also increase the likelihood of a variety of aggressive acts.
Moderate to high doses of alcohol cause marked impairment in higher mental functions, severely altering a person’s ability to learn and remember information. Heavy use may result in chronic depression and suicide and may also be associated with the abuse of other drugs. Very high doses can cause respiratory depression and death. If combined with other depressants of the central nervous system, much lower doses of alcohol will produce effects described above for very high doses.
Long-term heavy alcohol use can cause digestive disorders, cirrhosis of the liver, circulatory system disorders and impairment of the central nervous system, all of which may lead to early death.
Repeated use of alcohol can lead to dependence, and at least 15-20 percent of heavy users eventually will become problem drinkers or alcoholics if they continue drinking. Sudden cessation of alcohol intake is likely to produce withdrawal symptoms, including severe anxiety, tremors, hallucinations and convulsions, which can be life threatening. The use of illegal drugs and the misuse of prescription and other drugs pose a serious threat to health. For example, the use of marijuana (cannabis) may cause impairment of short-term memory, comprehension and ability to perform tasks requiring concentration. The use of marijuana also may cause lung damage, paranoia and possible psychosis. The use of narcotics, depressants, stimulants and hallucinogens may cause nervous system disorders and possible death as the result of an overdose. Illicit inhalants can cause liver damage.
There are significant risks associated with the use of alcohol and drugs. These risks include impaired academic or work performance; lost potential; financial problems; poor concentration; blackouts; conflicts with friends and others; vandalism, theft and murder; sexual assault and other unplanned sexual relationships; spouse and child abuse; sexually transmitted diseases; and unusual or inappropriate risk-taking that may result in physical or emotional injury or death.
More detailed information concerning alcohol consumption and use of illegal drugs and the misuse of prescription and other drugs may be obtained by calling Campus Drug and Alcohol Counseling Center at (561) 297-2233.
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Available Drug and Alcohol Counseling and Rehabilitation and Re-entry Programs
Employees may seek assistance through the University’s Employee Assistance Program (EAP): Just call (561) 297-3071 or (800) 865-3200 for an appointment. The Employee Assistance Program is a service program designed to provide University employees with the opportunity to receive assistance and referral to confidential counseling. |
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Federal Drug-Free Workplace Act Requirements
The following are required of Florida Atlantic University and its employees: An employee shall notify his or her supervisor or other appropriate management representative of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction.
The University shall notify any federal contracting agency within 10 days of having received notice that an employee engaged in the performance of such contract or grant has had a criminal drug statute conviction for a violation occurring in the workplace. The University will take appropriate personnel action against any employee who is convicted for a violation occurring in the workplace or will require the employee’s satisfactory participation in a drug abuse assistance or rehabilitation program.
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