Employee Relations

Learn more about our efforts to support Rollins employees.

Overview

The Human Resources Department takes a broad perspective on employee relations and provides information, advice, and solutions that pertain to building and managing good relationships between supervisors and employees; change management; employee awards and recognition; performance evaluation; as well as on workplace conflict, discipline and misconduct.

To meet these goals, the Human Resources Department provides the following resources:

  • Advise and refer employees experiencing personal problems
  • Develop and manage programs for employee recognition and appreciation
  • Problem solve with supervisors around employee and organizational issues
  • Assist/coach employees in managing relations with their supervisors
  • Assist employees in responding to disciplinary or performance counseling
  • Advise supervisors when considering employment action for misconduct or performance problems to ensure compliance with College standards and fair and consistent treatment

ICUBA Employee Assistance Program

From time to time virtually everyone encounters problems and conflicts which are difficult to handle alone.  The Employee Assistance Program (EAP) is through MHNet Behavioral Health.  Services include counseling, life coaching, legal and financial services, family care resources such as elder care, child care and special needs, adoption support, educational resources, online tools and information, and critical incident services and training.

  • All employees working 1,000 hours or more per year and members of their household can participate. You do not need to be enrolled in health insurance to use the services of the EAP.
  • There is no cost and no enrollment required.  Telephonic consultation with trained Master's level clinicians 24 hours a day, 7 days a week who provide referrals to a licensed provider within the community at no charge for up to 6 visits per incident/illness.
  • In order to use the services of the EAP call 877-398-5816 or visit mhnet.com

Staff Grievance Dispute Resolution

Purpose The College recognizes that from time to time staff members may experience problems or have conflicts or concerns related to their employment at Rollins. These procedures are intended to provide a fair internal process for resolving disputes of staff members. The success of these procedures depends upon the willingness of all members of the College community to participate when asked and to do so truthfully. Retaliation of any employee who exercises his or her rights under this policy is prohibited. Any employee who penalizes or retaliates against another employee for exercising their rights will be subject to disciplinary action.

Pre-Grievance Counseling Representatives of the Human Resources Department will be available to counsel staff members who believe they have a grievance or need assistance in resolving a work-related conflict or problem. Pre-grievance counseling is non-judgemental. The role of the consultant is to help the staff member identify the source of the problem and provide information concerning College resources, policies, and protective state and federal laws and regulations.

Informal Resolution The College will make a good faith effort to achieve informal resolution of a problem brought to its attention through direct consultation with all parties involved. Many complaints and conflicts can be resolved through open discussion between the parties, and staff members are encouraged to engage in direct consultation with one another in an effort to achieve conciliation.  The College offers a mediation program intended to support the informal resolution of conflicts. Mediation is not a form of adjudication, but a voluntary process of dispute settlement in which a neutral third party helps parties reach a voluntary resolution through negotiation, persuasion and problem solving. Mediation is conducted by individuals who have received formal training in mediation and dispute resolution. Staff members who agree to participate in voluntary mediation do not give up the right to file a formal grievance at a later time if informal attempts to resolve a problem have not been successful.

The mediation process is best utilized for resolving interpersonal conflicts and disagreements and is not intended to be used for resolution of alleged violations of College policies, employee misconduct and failure to meet performance standards.  While a staff member may desire to resolve a problem informally, the College retains the right to conduct a formal investigation and take appropriate corrective action as it determines necessary.  If informal attempts to resolve a complaint or conflict are not successful or are not appropriate given the nature of the problem, a staff member may commence a formal complaint through the grievance procedure.

For additional information, please see Policy 700.10

Harassment

Policy Statement Rollins College prohibits harassment of any kind, including sexual harassment.  Rollins College promotes a cooperative work and academic environment in which there exists mutual respect for all College students, faculty, and staff. Sexual harassment is inconsistent with this objective and contrary to the College policy of equal employment and academic opportunity without regard to age, sex, sexual orientation, gender identity or expression, alienage or citizenship, religion, race, color, national or ethnic origin, disability, and veteran or marital status. Sexual harassment is illegal under Federal, State, and City laws, and will not be tolerated within the College.

What is Sexual Harassment? Unwanted and unsolicited sexual advances, requests for sexual favors, and other deliberate or repeated communication of a sexual nature, whether spoken, written, physical or pictorial, shall constitute sexual harassment when:

  • Submission to such conduct is made either implicitly or explicitly a term or condition of an individual's employment, academic status or participation in College-sponsored activities;
  • Rejection of such conduct is used as the basis, implicitly or explicitly, for imposing adverse terms and conditions of employment, academic status or participation in College-sponsored events; or
  • Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working or learning environment.


Sexual Harassment can occur between individuals of different sexes or of the same sex. Although sexual harassment most often exploits a relationship between individuals of unequal power (such as between faculty/staff member and student, supervisor and employee, or tenured and untenured faculty members), it may also occur between individuals of equal power (such as between fellow students or co-workers), or in some circumstances even where it appears that the harasser has less power than the individual harassed (for example, a student sexually harassing a faculty member). A lack of intent to harass may be relevant.

Examples of Sexual Harassment Sexual harassment may take different forms. Using a person's response to a request for sexual favors as a basis for an academic or employment decision is one form of sexual harassment. Examples this type of sexual harassment (known as quid pro quo harassment) include, but are not limited to, the following:

  • requesting or demanding sexual favors in exchange for employment or academic opportunities (such as hiring, promotions, grades, or recommendations);
  • submitting unfair or inaccurate job or academic evaluations or grades, or denying training, promotion, or access to any other employment or academic opportunity, because sexual advances have been rejected.
  • Other types of unwelcome conduct of a sexual nature can also constitute sexual harassment, if sufficiently severe or pervasive that the target does find, and a reasonable person would find, that an intimidating, hostile, offensive or abusive work or academic environment has been created. Examples of this kind of sexual harassment (known as hostile environment harassment) include, but are not limited to, the following:
  • sexual comments, teasing, or jokes;
  • sexual slurs, demeaning epithets, derogatory statements, or other verbal abuse;
  • graphic or sexually suggestive comments about an individual's attire or body;
  • inquiries or discussions about sexual activities;
  • pressure to accept social invitations, to meet privately, to date, or to have sexual relations;
  • sexually suggestive letters or other written materials;
  • sexual touching, brushing up against another in a sexual manner, graphic or sexually suggestive gestures, cornering, pinching, grabbing, kissing, or fondling;
  • coerced sexual intercourse or sexual assault.

How Do I Report Harassment? If you, or any employee, feels that sexual harassment has occurred, or if you have observed harassing behavior, please contact the Human Resources Department at 407-646-2369. 

If you believe that you have been harassed on any basis other than sexual harassment, you should immediately discuss the circumstances of the harassment with the Human Resources Department. The College will promptly handle each complaint with discretion and, where necessary, appropriate action will be taken.  

For additional information, please see Policy 050.00