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FLORIDA EDITION Vol.18.6 FL FACULTY HANDBOOK - Vol.18.6 ASA’S MISSION

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FLORIDA EDITION Vol.18.6 FL FACULTY HANDBOOK - Vol.18.6 ASA’S MISSION F A C ULT Y H AND B O O K 1 FLORIDA EDITION Vol.18.6 FL FACULTY HANDBOOK - Vol.18.6 ASA’S MISSION The Mission of ASA College is to educate a diverse and qualified student population to become responsible professionals committed to lifelong learning by equipping them with a firm academic foundation and career-specific competencies. ASA offers high-quality degree and certificate programs that respond to the needs of students and employers in a global economy. ASA faculty and staff are dedicated to maintaining professionalism and institutional integrity in a student-centered environment. TABLE OF CONTENTS ASA Mission Statement Cover Duties And Responsibilities 11 • Managing Cheating in the Classroom 22 Introduction 4 • Teaching Assignments 11 • Classroom Conduct and Management 23 • Classroom Management 11 • Disruptive Behavior in the Classroom 23 Non-Discrimination Policy 4 • Student Attendance 12 • Personal Appearance 23 Anti-Harassment Policy 4 • Course Delivery 13 • Fraternization Policy 24 • Course Materials 13 • Faculty Reasonable Accommodation • Title IX statement 5 • Course Outlines/Syllabi 13 Policy and Procedure 24 • Anti-Retaliation 6 • Textbooks and Course Outcome • AIDS/ HIV Policy Statement 24 Grievance Procedure 6 Objectives 14 • Confidentiality 24 • Informal Resolution of Complaints 6 • Academic Standards 14 Faculty Governance 25 • Formal Resolution of Complaints 6 • Final Exams 14 • Curriculum Review and Development • Employee's/Faculty Rights 7 • Grading 14 Committees 25 • Management's Rights 7 • Grade Disputes 15 • Program Advisory Committees 25 • Progress Reports 15 7 • College-Wide Student Learning Outcomes Drug And Alcohol Policy • Academic Advisement 15 Assessment Committee 25 • No Smoking Policy 7 • Attendance at Faculty Meetings and • Faculty Council 25 Employment 8 Other Events 16 Qualifications for Employment 8 • Substitution Policy 16 Preparation Of School • Incident/Accident Reports 26 • Categories of Employment & Hiring Process 8 • Program Development 16 New Faculty Orientation 26 • Adjunct Instructors & Adjunct FTE 8 Benefits 17 • Full-Time Faculty 8 • Vacations and Holidays 17 Address to the ASA Faculty 27 Faculty Ranking 8 • Bereavement Leave Policy 18 General Information 28 • Instructor 8 • Payroll and Evaluation 18 • Faculty Work Areas 28 • Assistant Professor 9 • Conference Registration Reimbursement 18 • Supplies 28 • Associate Professor 9 • Professional Organization Dues • Computer Usage 28 • Professor 9 Reimbursement 18 • Telephone Usage 28 • Emergency Closing Announcements Hiring Process 9 Academic Policies And and Procedures 28 • Reappointment 10 Procedures 19 • Termination of Employment 10 • Academic Freedom 19 College Telephone Numbers And Extensions 29 Faculty Evaluation 10 • Academic Practices 19 • Classroom Observations 10 • Professional Standards 20 Further Information 30 • Student Assessments 10 • Professional Growth and Development 20 ASA Florida Campus Map 31 • Confidentiality of Faculty Records and • Professional Development Plan 21 Other Personal Information 10 • Academic Honesty 22 INTRODUCTION NON-DISCRIMINATION POLICY Welcome to ASA College! All faculty members have the opportunity to make ASA College is an equal employment affirmative action institution. The col- a big difference in the lives of students seeking to build a productive future for lege does not discriminate against any person on the basis of age, gender, race, themselves and their families. Faculty members are carefully selected for their color, creed, religion, marital status, national or ethnic origin, disability, or ability to accomplish the mission of ASA and for their dedication to serving sexual orientation in its admissions, employment, educational programs, stu- our motivated yet demanding students. ASA’s administrators are committed to dent services, activities, or administration of education policy, except as such working with the faculty on creating an enriching and rewarding experience condition may constitute some bona fide occupational or assignment qualifica- for all stakeholders of the educational process. tions. This handbook is intended to acquaint faculty with ASA College and aid them ASA is firmly committed to providing all faculty equal access to its programs, in carrying out the mission of the College. Policies and procedures set forth resources, opportunities and facilities. Violations of the College’s policies herein are intended as guidelines only. The faculty should be aware that these against unlawful discrimination and harassment may result in disciplinary ac- policies may be amended at any time through due process. Also, depending on tion, including but not limited to being barred from campus, suspended, or the particular circumstances of a situation, the College may digress from the dismissed from the College. written policy. As such, the contents of this handbook do not constitute terms Inquiries regarding the non-discrimination policies and grievance procedures of an employment contract. should be directed to: In addition to reading this handbook, faculty members are expected to become Human Resources Office familiar with the current editions of the College Catalog, Student Handbook, 1293 Broadway, 9th Floor and the Employee Handbook. If a faculty member’s program publishes a pro- New York, NY 10001 gram-specific handbook, the faculty members assigned to that program are (212) 672-6450, ext.1100 expected to become familiar with the policies within that program. [email protected] ANTI-HARASSMENT POLICY ASA is committed to a workplace free of discrimination and harassment based on race, color, religion, age, sex, national origin, disability, status as a veteran, or any other protected status. Offensive or harassing behavior will not be toler- ated against any employee. This policy covers students, vendors, customers, or others who enter our workplace, as well as all employees. Supervisory or managerial personnel are responsible for taking proper action to end such be- havior in their workplace. 4 ASA COLLEGE - FLORIDA CAMPUS In an effort to prevent sexual and other forms of harassment from occurring, TITLE IX STATEMENT this policy against harassment will be communicated to each employee. No It is the policy of ASA College to comply with Title IX of the Education Amend- employee of this company is exempt from this policy. ments of 1972, which prohibits discrimination (including sexual harassment Offensive conduct or harassment of a sexual nature, or based on race, color, re- and sexual violence) based on sex in the College’s educational programs and ligion, age, sex, national origin, disability, status as a veteran or any protected activities. Title IX also prohibits retaliation for asserting or otherwise partici- status is prohibited. This may include but is not limited to: pating in claims of sex discrimination. ASA College has designated Title IX • Offensive physical actions, written, spoken, or graphic communication (for Coordinators, listed below, to coordinate ASA College’s compliance with and example, obscene hand or finger gestures or sexually explicit drawings); response to inquiries concerning Title IX. • Any type of physical contact when the action is unwelcome by recipient (for example, brushing up against someone in an offensive manner); A person may also file a complaint with the Department of Education’s Office for Civil Rights regarding an alleged violation of Title IX by visiting www2. • Expectations, requests, demands, or pressure for sexual favors; ed.gov/about/offices/list/occr/complaintintro.html or calling 1-800-421-3481. • Slurs, jokes, posters, cartoons, and gestures that are offensive; • Any form of bullying that rises to the level of harassment, i.e., bullying The following persons have been designated to handle inquiries regarding the and harassment based on gender or sex stereotypes including sexual non-discrimination and anti-harassment policies: harassment and gender-based harassment of lesbian, gay, bisexual and Mindy Hamilton, JD, MA, Campus Dean / Title IX Coordinator transgender (LGBT) individuals. 530 W. 49th Street (Room 233) Any such offensive conduct will be considered a prohibited form of harass- Hialeah, FL 33012 ment when any of the following are true: (305) 400-3810 x 4933 • There is a promise or implied promise of preferential treatment or negative [email protected] consequence regarding employment decisions or status. Jennifer Ross, JD, Ombud / Title IX Coordinator • Such conduct has the effect of creating an intimidating or hostile or offensive work environment, or unreasonably interferes with a person’s work perfor- 1293 Broadway, 8 Floor (Room 817) mance. New York, NY 10001 (212) 672-6450 x 1452 • A third party is offended by the sexual conduct or communication of others. [email protected] Harassment is considered a form of employee misconduct. Disciplinary action, Jayne H. Weinberger, Ed.D, Chairperson, Ophthalmic Dispensing / up to and including termination, will be taken against any employee engaging Title IX Coordinator in this type of behavior. Any supervisor or manager who has knowledge of such behavior yet takes no action to end it is also subject to disciplinary action. 1293 Broadway, 6 Floor (Room 602) New York, NY 10001 Anyone who believes he or she is being discriminated against as a result of ha- (212) 672-6450 x 1431 rassing behavior (for example, other employees being given special treatment [email protected] in exchange for sexual favors) is encouraged to report it. Additionally, Title IX training and information
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