Administrators Returning to Faculty Status (Policy 2.270P)
|Authority:||F.S. 1001.64; 1004.65|
|Date Adopted:||8/00, Rev. 12/04, 5/05, 05/09, 02/2013|
|Date of Review:||05/09, 08/11, 03/12, 01/13|
It is the policy of the Board to provide career service employees of the College with equitable resolutions of alleged grievances. Individuals who pursue grievances under this policy will not be subjected to retaliation or reprisals by anyone associated with the College.
The President is authorized to develop procedures for hearing and responding to grievances of full-time career service personnel. These procedures shall involve establishment of a Career Service Grievance Committee composed of full-time career service personnel and members of the administration. The committee shall be responsible fo
|Authority:||F.S. 1001.64; 1012.855 FAC 6A-14.0262; .0247|
|Date Adopted:||04/85 Revised 07/92|
The Board recognizes that transfers from administrative status to faculty status by College administrators may be in the best interest of the institution. Therefore, upon recommendation by the President, and approval by the Board, the administrator may be reassigned to instructional duties and may receive a "reassignment compensation adjustment" according to the following formula.
Compensation Adjustment Formula
- The monthly difference between an administrator's salary and his/her monthly salary as a faculty member for the year in which the reassignment will take place is called the "base year monthly salary differential."
- First year as a faculty member: the appropriate monthly faculty salary plus two thirds (2/3) of the base year monthly salary differential will be the monthly compensation for the first year. The President will recommend the number of months in the contract.
- Second year as a faculty member: the appropriate monthly faculty salary for that year plus one third (1/3) the base year monthly salary differential will be the monthly compensation for that year.
- Third year as a faculty member: the appropriate faculty salary for that year will be paid.
r hearing grievances and making recommendations to the President.
This policy applies to working conditions, assignment of work, assignment and scheduling of hours to be worked, schedule of vacations, and any corrective actions up to and including termination of employment.
This policy does not apply to rate of pay for specific positions or to complaints of discrimination based on race, color, religion, national origin, ethnicity, age, sex, gender (including sexual harassment), veterans’ or military status, disability, sexual orientation, genetic information, or marital status.
"Career Service Employee" is defined as a full-time employee of the College who is paid on the Career Service Salary Schedule.
"Grievance" is defined as any formal written complaint by any full-time career service employee against any individual or group of the College based upon an alleged violation, misrepresentation, or misapplication of written or established policies, rules, directions, orders, or procedures governing or affecting the employee within the scope of his/her work and work environment.