|
FROM HUMAN RESOURCES AND LEGAL AFFAIRS DEPARTMENT
REMINDER - LIMITS ON SHORT-TERM
HOURLY CLASSIFIED
- May not work more than 175 days in a fiscal
year.
- May not work more than 19 1/2 hours per week.
- May not work on a continuous basis; are
authorized for short-term projects/assignments only.
MID-YEAR RETIREMENT/MEDICAL COVERAGE
WAIVERS
Employees who are waiving medical coverage and who will be retiring
in the middle of a school year (prior to June) must have enrolled
in the District's medical plan during the previous year's "Open
Enrollment" in order to participate in the District's medical
plan when they retire. Employees who are on waiver and retire
mid-year will NOT have the opportunity to enroll in the District's
medical plan.
CERTIFICATED FACULTY
RETIREMENT/RESIGNATION AND REPLACEMENT OF POSITIONS
The Academic Senate and the Office of Educational Programs
have begun the process of determining which faculty positions
to fill next year. If you do not plan to be on our staff next
year (2002/2003) due to a personal leave of absence, resignation
or retirement, please notify Dr. Jack Friedlander, Executive
Vice President, Educational Programs and Human Resources &
Legal Affairs, in writing, by OCTOBER 1, 2001. This will enable
the departments to submit proposals for replacement for 2002/2003.
|
| STRS PRE-RETIREMENT
GENERAL WORKSHOP AND Q&A
Presenter: Gloria Pollock, STRS Counselor
Date: Wednesday, September 26, 2001
Time: 4:00 p.m.
Location: BC-214 (BC Conference Room)
Arrangements have been made for Gloria
Pollock, STRS Counselor, to give a general workshop presentation
of the Cal STRS Retirement Program & Services. It is
anticipated that the overview, followed by a question &
answer period, will run approximately 60-90 minutes. New
up-to-date STRS Member Handbooks will be made available
to those attending.
Please take advantage of this wonderful opportunity to learn
about the changes that have taken place over the last year
that affect your retirement system. If you would like to
arrange an individual, personal appointment with a STRS
Counselor, you may do so by contacting Laurie at the County
Education Office @ 964-4711, Ext. 2400.
|
MEDICARE REMINDER:
IMPORTANT INFORMATION
FOR ALL FULL-TIME FACULTY
Faculty retirees are not eligible
for Medicare unless they have paid social security taxes for Medicare
and have accumulated 40 quarters of credit. All faculty hired
after April 1, 1986, have Medicare automatically taken out of
their gross salary. Faculty hired before April 1, 1986, only has
social security and Medicare payments taken out of overload pay
or summer payments. Faculty who have not accrued the minimum number
of quarters upon retirement and are not eligible for Medicare
will be able to continue on the District health plan, but premium
payments will be at a much higher rate. All faculty who have qualified
for Medicare still must pay Part B of Medicare, but this amount
is significantly less.
Each full-time faculty member should
check with the Social Security Administration if they are not
certain that they have or will qualify for quarters before retirement.
You may obtain the mailer information request form from the Social
Security Office @ 1-800-772-1213.
If you have any questions about Medicare, please
contact the local Social Security Office.
APPLICATIONS FOR FACULTY
SERVICE AREA (FSA)
The deadline for submission of an application to add an FSA is
OCTOBER 15. Applications are available in HR & Legal Affairs.
STRS REDUCED WORKLOAD TOWARD
RETIREMENT
If you are considering participating in the Reduced Workload Toward
Retirement Program in the future, you are urged to consider the
following: To be eligible for this reduced workload program, the
employee must have reached the age of 55 and have been employed
full-time in a certificated position with the District for at
least 10 years, of which the immediate preceding five (5) years
of service were full time employment.
STRS PRE-RETIREMENT ELECTION
OF AN OPTION
Any STRS member age 55 or older who is eligible to retire, may
make a "Pre-Retirement Election" of an option. This
option election is made available for those persons who do not
wish to retire at this time but want to insure a monthly income
for a retirement beneficiary in the event of death prior to retirement.
Pre-Retirement Election forms are available in Human Resources.
(A complete explanation of how the options work is on the form
and also in the certificated retirement handbook available in
Human Resources.)
CHANGE IN STATUS
It is important that the HR & Legal Affairs Department records
contain accurate and up-to-date information. All of the information
is strictly confidential and is retained in locked files. Informing
HR & Legal Affairs of any change in your personal status in
very important for you and your dependents' protection. In some
cases Change Forms must be filed with the insurance company. Please
notify the HR & Legal Affairs Department of:
- Change in your address or phone number
(even if unlisted).
- Your marriage, divorce or legal separation.
- Birth or death of an immediate family member.
- Legal name change.
- Change in your citizenship status.
- Change in designation of beneficiary (retirement,
life insurance, etc.). Forms for all changes are available in
the HR & Legal Affairs Department for your convenience.
RIGHT TO WORK IN U.S. VERIFICATION
The Immigration Reform Act of 1986 prohibits and penalizes employers
for hiring persons who are not legally authorized to work in the
United States. Under the law, the District is required to verify
an employee's right to work in the United States for all persons
hired. There are civil (fines) and criminal (imprisonment) employer
penalties for violation of the provisions of this new law. Your
assistance is needed to comply with the law.
Please do not allow employees to begin work until
the required verification has been completed by the Human Resources
Department. To do so will be considered a violation of the law,
i.e., $1,000 fine for each person who works before verification.
Thank you for your efforts to comply with this law.
Please call the HR & Legal Affairs Department if you have
any questions regarding this matter.
SMOKE-FREE WORKPLACE POLICY
(Revised Policy effective June 30,1993)
It is the intent of the Governing Board to maintain a workplace
that is conducive to the health and safety of the employees of
the district. Realizing the health hazards posed by smoking and
by second-hand smoke, it is the policy of the Santa Barbara Community
College District to maintain a smoke-free workplace in all indoor
areas. Smoking is also prohibited in La Playa Stadium.
Smokers are requested to ensure that their smoke
does not enter buildings. In any dispute arising under this policy,
the rights of the non-smoker shall have preference. The District's
Grievance Policy may be used in cases of unresolved disputes regarding
this policy.
Signs which designate smoking or non-smoking shall
be posted when deemed appropriate by the Director of Facilities.
DRUG-FREE WORKPLACE POLICY
It is the policy of the Santa Barbara Community College District
to maintain a drug-free workplace. The unlawful manufacture, distribution,
dispensation, possession or use of controlled substance is prohibited
in all buildings, property, facilities, service areas, and satellite
centers of the District.
All employees are required to comply with this policy
as a condition of their continued employment and any employee
violating this policy will be subject to disciplinary action which
may include termination. Any employee convicted under a criminal
drug statute for conduct in the workplace, must report this conviction
within 5 days to the VP of HR & Legal Affairs.
The District will maintain a drug-free awareness
program to inform employees about the dangers of drug abuse in
the workplace, available drug counseling and rehabilitation assistance,
and the penalties that may be imposed upon employees for drug
abuse violations occurring in the workplace.
PROFESSIONAL CONDUCT POLICY
The faculty-student relationship is one of professional and client.
The respect and trust accorded a faculty member by a student,
as well as the power exercised by the faculty member in giving
praise or blame, grades, recommendations for further study and
future employment, etc., diminish the student's freedom of choice.
Thus, consenting romantic, dating and sexual relationships between
a faculty member or person in a similar authority position and
a student enrolled in his/her class or under his/her supervision
are deemed unwise and are opposed by the District. These individuals
are strongly advised not to enter into such relationships and
are warned against the possible consequence of even a consenting
relationship with a student. A faculty member who enters into
a romantic, dating or sexual relationship with a student must
realize if a complaint of sexual harassment or a grievance of
unprofessional conduct is subsequently lodged, mutual consent,
in and of itself, may not be a defense.
SEXUAL HARASSMENT POLICY
- POLICY STATEMENT
It is the policy of Santa Barbara City College to provide an
educational and employment environment free of unwelcome sexual
advances, requests for sexual favors, and other verbal or physical
conduct or communications constituting sexual harassment, as
defined and otherwise prohibited by State and Federal statutes.
It shall be a violation of this policy for anyone to engage
in sexual harassment and any person who engages in such sexual
harassment, as defined below, will be subject to disciplinary
action pursuant to established District policies and applicable
laws.
- DEFINITION
The following definition* will aid in identifying
the kinds of behavior which constitute sexual harassment:
Unwelcome sexual advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature constitute sexual
harassment when: 1) submission to or rejection of such conduct
is made either explicitly or implicitly a term or condition
of instruction, employment, or participation in other College
activity; 2) submission to or rejection of such conduct by an
individual is used as a basis for making academic or personnel
decisions affecting an individual; or 3) such conduct has the
purpose or effect of unreasonably interfering with an individual's
performance or creating an intimidating, hostile, or offensive
College environment.
- EXAMPLES
Sexual harassment includes, but is not limited
to the following misconduct:
- Unwanted sexual advances.
- Offering employment benefits in exchange
for sexual favors.
- Making or threatening reprisals after a
negative response to sexual advances.
- Visual conduct: leering, making sexual
gestures, inappropriately displaying of sexually suggestive
objects or pictures, cartoons or posters not legitimately related
to the subject matter of the work, course, program or activity
in which one is involved.
- Inappropriate verbal conduct: making or
using derogatory comments, epithets, slurs, and jokes.
- Verbal sexual advances and propositions.
- Verbal abuse of a sexual nature, graphic
verbal commentaries about an individual's body, sexually degrading
words used to describe an individual, suggestive or obscene
letters, notes, or invitations.
- Inappropriate physical conduct: touching,
assault, impeding or blocking movements.
- In determining whether the alleged conduct
constitutes sexual harassment, consideration should be given
to the record as a whole and to the totality of the circumstances,
including the nature of the sexual advances and the context
in which the alleged incidents occurred.
- PROCESS
Any person who feels s/he is subject to sexual harassment should
follow the grievance procedures in accordance with the District's
established Due Process and Grievance Procedures. Employee grievances:
contact the VP of HR & Legal Affairs; student grievances:
contact the Dean of Educational Programs, Office of Student
Activities.
* Equal Employment Opportunity Commission
(EEOC) Guidelines
SEXUAL ASSAULT ON CAMPUS
POLICY
Section 67385 of the Education Code requires that Community College
Districts adopt and implement procedures to ensure prompt response
to victims of sexual assault which occurred on campus as well
as provide them with information regarding treatment options and
services.
SBCC exercises care to keep the campus free from
conditions which increase the risk of crime. Crimes of rape and
other forms of sexual assault will not be tolerated on campus.
The SBCC Standards of Student Conduct and California Education
Code prohibit sexual assaults. Where there is cause to believe
the college's regulations prohibiting sexual assault have been
violated, SBCC will pursue strong disciplinary actions including
suspension or dismissal from the college.
SBCC is committed to providing prompt, compassionate
services to those individuals who are sexually assaulted and follow-up
services if needed.
Complete guidelines and procedures for and
personnel involved in dealing with incidents of sexual assault
are available from the office of the Dean of Educational Programs,
Office of Student Activities, and the VP, HR & Legal Affairs.
DISTRICT AFFIRMATIVE ACTION POLICY:
POLICY STATEMENT
Santa Barbara Community College District
shall not discriminate against any person in employment or in
any programs affiliated with the District because of race, color,
religion, sex, family relationship, marital status, age, disability,
status as Vietnam-era veteran, sexual orientation, creed, or national
origin. The Santa Barbara Community College District will implement
affirmatively equal employment opportunity in all employment programs
and all position classifications for all employees and qualified
applicants for employment. Positive action will be taken by the
administration, faculty, staff, and students to ensure the implementation
of this policy and to overcome any forms of exclusion or discrimination,
whether purposeful or inadvertent. This policy is consistent with
the requirements and objectives set forth by the President's Executive
Order Number 11246 as amended by 11375, by revised order number
4, and by Title 6 and Title 7 of the Civil Rights Act of 1964
as amended.
Specifically, the Santa Barbara Community
College District shall:
- Without establishing quotas, have as its goal
an institutional work force in which the employment of minority
group members, the disabled and women is adjusted at all levels
until the distribution of minority group members, the disabled
and women on the staff is reflective of the available and qualified
work force. Procedures shall be established for implementing
affirmative action which will ensure that an equitable distribution
is achieved. Effectiveness of the procedures shall be determined
by analyzing utilization of minority group members, the disabled
and women separately;
- Support the rights of minority group members,
the disabled and women to equal employment commensurate with
their qualifications and to equal compensation for equal work;
- Take positive action to recruit, hire, and retain
qualified minority group members, the disabled and women at
all levels of employment and assure that its system of tenure
and promotion does not discriminate against minority group members,
the disabled and women;
- Make a special effort to encourage minority
group, the disabled and women employees to prepare for higher
level positions or to acquire qualifications needed for advancement
and promotion;
- Ensure that no reprisals or coercion are brought
to bear against any person or persons who avail themselves of
the services of the affirmative action office; and
- Require compliance with Executive Order Number
11246 as amended of all companies and agencies entering into
contractual agreements with the Santa Barbara Community College
District.
FAMILY AND MEDICAL LEAVES
The District shall comply with the California Family Right Act
of 1991, as amended, and the Federal Family and Medical Leave
Act of 1993. Under the California laws, employees with at least
12 months of service and have worked for the district for at least
1,250 hours during the preceding 12 months are entitled to a total
of 12 weeks of unpaid family care leave during any 12-month period.
In general, "family care leave" means leave because
of (1) the birth of a child of an employee, (2) the placement
of a child with an employee in connection with the adoption or
foster care of a child by employee, (3) leave to care for a child,
parent or a spouse who has a serious health condition, or (4)
leave because of serious health condition that makes the employee
unable to perform the essential functions of his/her position.
Contact HR & Legal Affairs for additional
information regarding this leave.
EMPLOYEE ASSISTANCE PROGRAM
(S.A.V.E.)
In 1985, the District established an
Employee Wellness Program (EAP) in order to assist in individual
efforts of employee well being and physical fitness. The program
includes an Employee Assistance Program (EAP) component and an
ongoing educational and reimbursement program for approved wellness
program activities.
EAP service has been significantly enhanced and
expanded by contracting with an outside professional organization
to provide the EAP counseling and referral services. This service
is provided on a confidential basis without District involvement
or knowledge of individual employee use. These services are offered
by the Council on Alcohol and Drug Abuse, a non-profit organization,
through its SAVE A Valuable Employee (S.A.V.E.) Employee Assistance
Program.
SBCC employees eligible for participation in the
program includes all probationary and regular employees of the
District. Basically the S.A.V.E. Program offers the following:
- Assessment and referral services to employees
and their families experiencing personal problems, up to 3 sessions
per employee, per problem (self-referrals or management referrals).
This counseling can be useful to you in any circumstance that
causes you personal distress -- marital difficulties, financial
pressure, divorce or separation, adjustment to retirement or
a layoff, alcohol or drug dependence, legal problems, family
emergencies, persistent depression, parenting and so on. An
attorney is available by phone for free consultation.
- Crisis counseling to employees when the need
is warranted.
- Supervisor training and consultation, to assist
with program utilization and with workplace problems.
- Orientation meetings for employees to present
the benefits and utilization of the EAP Program.
- Seminars and presentations for management
and employees.
The HR & Legal Affairs Department will inform you of upcoming
orientation sessions regarding the new program. Please call HR
& Legal Affairs if you have any questions or if you would
like a brochure further explaining this program.
S.A.V.E. Offices and Telephone Numbers
M-F 8:30 - 5:00
|
(805) 962-5387
232 E. Canon Perdido St.
P.O. Box 28
Santa Barbara, CA 93102
|
(805) 346-2767
1004 E. Main St.
P.O. Box 1235
Santa Maria, CA 93456 |
Counselors available in Ventura, by appointment.
Spanish speaking counselor's available upon request.
|
|
