Learn more about our efforts to support Rollins employees.
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:
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.
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.
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:
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:
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