Part 2 of Adjunct faculty orientation at Kendall Campus, Miami Dade College

1. 1
Miami Dade CollegeMiami Dade College
August 2013August 2013
Creating A Respectful Learning AndCreating A Respectful Learning And
Working EnvironmentWorking Environment
Adjunct Instructor OrientationAdjunct Instructor Orientation

2. 2
Employee RelationsEmployee Relations
Equal Opportunity Programs/ADAEqual Opportunity Programs/ADA
AsAs anan adjunct faculty member, you need toadjunct faculty member, you need to
know:know:
** Your rightsYour rights
** Your students’ rights and how toYour students’ rights and how to
ensure them in your classroomensure them in your classroom

3. 3
Employee RelationsEmployee Relations
Equal Opportunity Programs/ADAEqual Opportunity Programs/ADA
As an adjunct faculty member, you need toAs an adjunct faculty member, you need to
know:know:
** What protections are covered by the lawWhat protections are covered by the law
** What MDC policy and procedures sayWhat MDC policy and procedures say
** Who to call when you do not know what to doWho to call when you do not know what to do

4. 4
Employee RelationsEmployee Relations
Equal Opportunity Programs/ADAEqual Opportunity Programs/ADA
College Policy I-21 Equal Access/Equal OpportunityCollege Policy I-21 Equal Access/Equal Opportunity
Miami Dade College is an equal access/equal opportunityMiami Dade College is an equal access/equal opportunity
educational institution which does not discriminate on theeducational institution which does not discriminate on the
basis of gender, race, color, marital status, age, religion,basis of gender, race, color, marital status, age, religion,
national origin, disability, veteran’s status, sexualnational origin, disability, veteran’s status, sexual
orientation, or genetic information.orientation, or genetic information.
College Procedure 1665College Procedure 1665
Discrimination and Harassment Grievance ProcedureDiscrimination and Harassment Grievance Procedure
Resolution of Complaints of discrimination or harassmentResolution of Complaints of discrimination or harassment

5. 5
Unwelcome sexual advances, requests for sexual favors, and otherUnwelcome sexual advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature constitute sexualverbal or physical conduct of a sexual nature constitute sexual
harassment whenharassment when
 submission to such conduct is made either explicitly orsubmission to such conduct is made either explicitly or
implicitly a term or condition of an individual’s employment,implicitly a term or condition of an individual’s employment,
or academic progress;or academic progress;
employment or academic decisions affecting those individualsemployment or academic decisions affecting those individuals
are made based on their submission to orare made based on their submission to or rejection of suchrejection of such
conduct by an individual;conduct by an individual;
such conduct has the purpose or affect of unreasonably interferingsuch conduct has the purpose or affect of unreasonably interfering
with an individual’s work performance or creating an intimidating,with an individual’s work performance or creating an intimidating,
hostile, or offensive working environment, orhostile, or offensive working environment, or
academic environment.academic environment.
U.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSIONU.S. EQUAL EMPLOYMENT OPPORTUNITY COMMISSION
Guidelines Defining Sexual HarassmentGuidelines Defining Sexual Harassment

6. 6
DON’TSDON’TS
 using vulgar, profane or sexually explicit languageusing vulgar, profane or sexually explicit language
(i.e. “f” word).(i.e. “f” word).
 making jokes, sharing anecdotes or discussing topicsmaking jokes, sharing anecdotes or discussing topics
of a sexual nature.of a sexual nature.
 asking questions about another individual’s sex life,asking questions about another individual’s sex life,
sexual preference/orientation.sexual preference/orientation.
 making sexually explicit or implicit comments aboutmaking sexually explicit or implicit comments about
an individual’s clothing, body.an individual’s clothing, body.

7. 7
DON’TSDON’TS
 repetitively asking for dates.repetitively asking for dates.
 using profane slang to refer to men or women (i.e. “b”using profane slang to refer to men or women (i.e. “b”
word, “f” word) .word, “f” word) .
 making whistling, kissing sounds, smacking noises.making whistling, kissing sounds, smacking noises.
 touching a person when it is unwelcome.touching a person when it is unwelcome.
 stalking, which includes sending unwelcome andstalking, which includes sending unwelcome and
offensive gifts, emails, photos, etc.offensive gifts, emails, photos, etc.

8. 8
DO’ SDO’ S
1.1. Meet the student in a safeMeet the student in a safe
environmentenvironment
2.2. Take the report seriouslyTake the report seriously
3.3. Listen, sympathize, but don’t judgeListen, sympathize, but don’t judge
4.4. Avoid using “dangerous words” suchAvoid using “dangerous words” such
as, “It’s just teasing. It’s no big deal”as, “It’s just teasing. It’s no big deal”
When a student complains to you:When a student complains to you:

9. 9
When a student complains to you:When a student complains to you:
5.5. Document, Document, DocumentDocument, Document, Document
6. Don’t delay6. Don’t delay
7. Respond to the concern7. Respond to the concern
DO’ SDO’ S

10. 10
DO’ SDO’ S
8.8. Follow up on the complaintFollow up on the complaint
9.9. Advise your appropriate chain of commandAdvise your appropriate chain of command
about the complaint to determine what action is toabout the complaint to determine what action is to
be takenbe taken
10.10. Advise the Office of Employee Relations orAdvise the Office of Employee Relations or
Equal Opportunity Programs/ADA CoordinatorEqual Opportunity Programs/ADA Coordinator
about the complaint (resource, resolution andabout the complaint (resource, resolution and
recording).recording).

11. 11
Quick Links for more informationQuick Links for more information
Part Time Employee Performance Standards
http://www.mdc.edu/hr/OnlineForms/Part-Time_Employees_Conduct.pdf
College Policy I-21 Equal Access/Equal OpportunityCollege Policy I-21 Equal Access/Equal Opportunity
https://www.mdc.edu/policy/Chapter1/01-I-21.pdfhttps://www.mdc.edu/policy/Chapter1/01-I-21.pdf
College Procedure 1665 Discrimination and Harassment Grievance ProcessCollege Procedure 1665 Discrimination and Harassment Grievance Process
https://www.mdc.edu/procedures/Chapter1/1665.pdfhttps://www.mdc.edu/procedures/Chapter1/1665.pdf
Sexual Harassment PreventionSexual Harassment Prevention
https://www.mdc.edu/hr/EmployeeRelations/default.asphttps://www.mdc.edu/hr/EmployeeRelations/default.asp
Students’ Rights and Responsibilities HandbookStudents’ Rights and Responsibilities Handbook
http://www.mdc.edu/policy/student_rights_and_responsibilities.pdfhttp://www.mdc.edu/policy/student_rights_and_responsibilities.pdf
Employee RelationsEmployee Relations
Equal Opportunity Programs/ADAEqual Opportunity Programs/ADA

12. 12
Clive R. BridgesClive R. Bridges
Employee Relations OfficerEmployee Relations Officer Ext. 70290Ext. 70290
Laura MarksLaura Marks
Employee Relations OfficerEmployee Relations Officer Ext. 70289Ext. 70289
Bettie H. ThompsonBettie H. Thompson
Associate Vice Provost/Human ResourcesAssociate Vice Provost/Human Resources Ext. 70291Ext. 70291
Minda FeldheimMinda Feldheim
Secretary IVSecretary IV Ext. 70294Ext. 70294
Employee Relations Service TeamEmployee Relations Service Team

13. 13
Office of Equal Opportunity Programs/Office of Equal Opportunity Programs/
ADA CoordinatorADA Coordinator
Joy C. Ruff, PhDJoy C. Ruff, PhD
DirectorDirector Ext. 70269Ext. 70269
Equal Opportunity Programs/ADA CoordinatorEqual Opportunity Programs/ADA Coordinator
Cindy J. Lau-EvansCindy J. Lau-Evans
EOP ManagerEOP Manager Ext. 70288Ext. 70288
Dulce Rodriguez de KruegerDulce Rodriguez de Krueger
Part-Time Administrative AssistantPart-Time Administrative Assistant Ext. 70278Ext. 70278