faculty/staff handbook - ebetec.miami · - 6 - ebetec faculty handbook 2019-2020 both the means and...

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EBETEC FACULTY HANDBOOK 2019-2020

FACULTY/STAFF HANDBOOK

2019-2020

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TABLE OF CONTENTS

1. INTRODUCTION 5

a. Welcome & Mission Statement

b. EBETEC’s History

c. Methodology

d. Policy Changes

e. Copyright Policy

2. EMPLOYEE CATEGORIZATION 6

a. Categorization

b. Probationary Employment Cycle

3. EMPLOYMENT POLICIES 7

a. Equal Opportunity Employment

b. Qualifications for Employment

c. Proficiency in Target Language

d. Teaching Assignments

e. Hiring Policy

f. Affirmative Action Policy

g. Immigration Law Conformity

h. Employee Background Checks & Criminal Records

i. New Hire Employee Orientation

j. Probationary & Observational Evaluation Period

i. Faculty Performance Evaluation Process

ii. Academic Supervisor Evaluation Process

iii. Yearly Evaluation Process

k. Personnel Administration & Record Keeping

l. Changing/Updating Personal Information

m. Safety

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n. School Security

o. Personal Property

p. Personal Health Concerns & Medical Attention

q. Visitors in the Workplace

r. School Closings

s. Extracurricular Participation

4. STANDARDS OF CONDUCT 15

a. Guidelines

b. Attendance & Punctuality

c. Schedule

d. Absence & Tardiness

e. Scheduled & Unscheduled Absence

f. Break Policy

g. Harassment Policy

h. Sexual Harassment Policy

i. Violence at Work

j. Confidential Information & Nondisclosures

k. Ethical Standards

l. Dress Code

m. Internet, Computer, Phone, and Email Use

n. Software Use

o. Smoking Policy

p. Alcohol & Substance Abuse

q. Solicitations

r. Complaint Policy & Procedure

s. Employment Termination or Resignation

t. Company Property

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5. COMPENSATION 19

a. Base Compensation

b. Time-Card Policy

c. Payroll & Paydays

d. Employee Evaluations

e. Progression & Promotional Opportunities

6. GROUP BENEFITS 20

a. Worker’s Compensation

b. Unemployment Compensation

c. Social Security

d. Professional Development & Training

7. TIME-OFF BENEFITS 22

a. Vacation & Holiday Policy

b. Sick Leave

c. Jury Duty

d. Military Reserves or National Guard

e. Medical Leave

f. Disability Leave

g. Personal Leave/Days

8. EMPLOYEE COMMUNICATION POLICY 23

a. Staff & Faculty Meetings

b. Suggestions, Feedback, and Complaints

9. IN CLOSING 24

10. ACCEPTANCE 25

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1. INTRODUCTION

a. WELCOME & MISSION STATEMENT

Welcome to EBETEC Language Academy! This faculty handbook was created

to provide our faculty members information, policies, procedures, support,

and guidelines pertaining to the school. All faculty members are required to

familiarize themselves with all the material herein.

It is our pleasure to welcome you to the EBETEC family, and we hope that you

will have a rewarding and memorable experience working with us.

“Our mission is to promote excellence in the English language

by providing opportunities for students to explore, discover, and

learn English at all levels. Our goal is to guide students in

developing the skills required to effectively communicate and

interact in their day-to-day lives.”

b. EBETEC’S HISTORY Since 2018 EBETEC has been welcoming students from around the world onto

our wide range of English language programs. We are proud on the quality of

course provision and strive to offer only the best to our students. Our stated

aim is to help our students improve their English learning skills in a friendly

and stimulating atmosphere by providing an extensive educational, cultural

and technological program, and by ensuring that their needs are always

clearly understood and met.

c. METHODOLOGY We use the Communicative Language Teaching (CLT) which is an approach to

the teaching of second and foreign languages that emphasizes interaction as

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both the means and the ultimate goal of learning a language. Authentic

materials, such as current news articles, songs, and video clips, are used along

with formal curricular materials to link classroom language learning to

situations in students’ everyday lives.

d. POLICY CHANGES This handbook supersedes all previous employee handbooks and memos.

EBETEC Language Academy reserves the right to modify, suspend, or

terminate any of the policies, procedures, and/or benefits described in the

manual with or without prior notice to faculty.

e. COPYRIGHT POLICY EBETEC’s faculty, students and employees must comply with the United

States Copyright Law, 17 U.S.C. § 101 et seq. In short, this means that you

may not make unauthorized copies or distribute, display, or perform without

permission, any work that is covered by copyright. These extends to

software, digital works, and unpublished works including the digital

transmission and subsequent use.

2. EMPLOYEE CATEGORIZATION Any individual who regularly works for EBETEC Language Academy on an hourly

or salary wage basis, including part-time and full-time, is considered an

“employee”. EBETEC reserves the right to discontinue any position and/or

terminate your employment for any reason. a. CATEGORIZATION

All employees at EBETEC will be either categorized as “regular full-time”,

“regular part-time”, “temporary”, or “sub”. In addition, employees will also

be categorized as being “exempt” or “non-exempt” as well as designated as

“faculty”, or “staff” as this is required by law because certain jobs have

“overtime” or “extra time” wages for all hours worked in excess of 40 hours

per week.

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EBETEC employees are generally classified as either faculty or staff. The

faculty consists of the teachers whether they are teaching specifically or

categorized further with a specialized skillset. The staff consists of support

positions that exist to support the mission of the School. These will include,

but are not limited to, receptionist, cleaning staff, and DSO. Policies

described in this Handbook and communicated by the School apply to all

faculty and staff unless specifically noted otherwise.

b. PROBATIONARY EMPLOYMENT CYCLE EBETEC Language Academy has implemented a 3-month probationary period

in order to determine whether new employees fit with and follow our

protocols and procedures in order to determine if further employment will

be granted.

3. EMPLOYMENT POLICIES

a. EQUAL OPPORTUNITY EMPLOYMENT (EEOE) EBETEC Language Academy is an equal employment opportunity employer

(EEOE). We do not discriminate against color, origin, ancestry, gender, sexual

orientation, age, weight, religion, physical or mental disability, marital status,

veteran status, political affiliation, or any other factor governed by law.

b. QUALIFICATIONS FOR EMPLOYMENT All full-time and part-time faculty are required to have the minimum

qualifications as set out by EBETEC Language Academy and the CEA

Accreditation guidelines: language teaching methodology, the nature of

languages, the structure of English, second language acquisition,

intercultural communication, and a practicum experience. All full-time and

part-time faculty must have a BS degree in a related field, and if not, a BS

degree and a valid TESL/TEFL Certification from an accredited body with at

least 130 classroom hours, and at least two years of ESL teaching experience.

EBETEC prefers faculty with the first-hand experience of living in a culture

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other than the United States to establish understanding and empathy for the

daily experience of international students living in a foreign culture.

c. PROFICIENCY IN TARGET LANGUAGE

EBETEC’s policies and procedures to establish that faculty are appropriately

proficient users of the target language starts with their applications for

employment. All résumés and cover letters that accompany the initial

application are evaluated for language skills as well as suitability for teaching in

our school. Any applicant who initially meets the requirements for employment

is then phoned for the first-phase phone interview. This step is to ensure that all

primary details of the job position are shared with the candidate and that they

agree with our preliminary requirements as well as terms and conditions for

employment. Any applicant who has met these requirements will then be

scheduled and invited to come to our campus for an on-site interview with the

Academic Supervisor or Director of Operations. During this interview, language

ability is assessed as part of the interview process as well as having to

demonstrate their teaching ability by teaching in a “mock-class” for 15 minutes

with the Academic Supervisor and School Manager in attendance. During the

“mock-class,” proficiency and fluency in the English language and in employing

suitable English as a teaching medium to non-native speakers are also assessed.

d. TEACHING ASSIGNMENTS EBETEC Language Academy has established that instructors’ teaching

experience and professional development undertaken through EBETEC, are

relevant to and support our mission. When considering requests for

assignments, the Academic Supervisor reviews the availability of courses,

reviews instructor’s preparation in their education, past teaching schedules,

and experiences, as well as classroom observations. The courses regularly

assigned to faculty members are based on these considerations and the

suitability of any assignment requests made by individual instructors based

on training and experience. Instructor preparation is guided by the minimum

CEA requirements for full-time instructors, and their relevance to skill areas,

and courses completed in their degree program or certification that is

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relevant to the skill subject matter. If an instructor has taken it upon

themselves to seek training for another skill area, such as an accent reduction

course for pronunciation, they are considered suitable for that skill area.

e. AFFIRMATIVE ACTION POLICY EBETEC Language Academy is committed to follow all affirmative action

policies in order to enhance the diversity of our school.

f. HIRING POLICY EBETEC employees are generally classified as either faculty or staff. The

faculty consists of the Academic Supervisor and teachers. The staff consists

of support positions that exist to support the mission of the School. These

will include, but are not limited to, receptionist, cleaning staff, and DSO.

Policies described in this Handbook and communicated by the School apply

to all faculty and staff unless specifically noted otherwise.

The process is best described in terms of the following steps:

Step 1: The Academic Supervisor or the School Manager request and

justify to the Director of Operations the vacant job. Advertisements are

placed in order to publicize these openings.

Step 2: The responsible department start their review of applicants.

Step 3: The interviews are made of a short- listed candidates.

Step 4: The interviews are based on the selection criteria to ascertain

language proficiency, experience, quality of teaching and preparation, ability

to complete administrative duties, and willingness to participate in

professional development. The applicant also signs the job description of his

role.

Step 5: The applicant fills a hiring form, brings documents and two written

references.

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Step 6: Approved applicants are invited to a last conversation, and better

understanding of the procedures and policies of the school. And at which

point, possible candidates will perform a 15-minute demo class for review.

All EBETEC applicants and employees are informed that work assignments

are hourly based and there is no contract, our hiring prosses is based on

enrollment.

The faculty can teach minimum one or more classes and it is based on a

program that consists of minimum 6 (six) hours per week, Monday through

Friday for (16) sixteen weeks and we also offer an intensive program that

consist of a (18) eighteen-hour per week course, 4 (four) days a week for 12

(twelve) weeks.

g. TERMS & CONDITIONS Employees are expected to know and support the mission and the

philosophy of the School. Teachers’ first responsibility is to develop the

academic potential and personal character of the students.

Employees are expected to abide by the School’s policies and procedures.

Employees are always expected to be collegial and professional.

Employees are encouraged to pursue opportunities for professional

development. Violations of policies and procedures could lead to

disciplinary action, up to and including immediate termination.

Employees are expected to model the School’s core virtues, which are

courage, courtesy, honesty, perseverance, responsibility, organization and

service.

h. IMMIGRATION LAW CONFORMITY All employment contracts are heavily based on verification of the employee’s

right to work in the United States. All new-hires will be asked to provide

original documents verifying their right to work and, as required by federal

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law, to sign Federal Form I-9, Employment Eligibility Verification Form.

i. EMPLOYEE BACKGROUND CHECKS & CRIMINAL RECORDS Before making a job offer for employment, EBETEC Language Academy may

conduct a job-related background check which may consist of prior

employment verification, professional reference checks, education

confirmation, and credit check.

When needed, a criminal background check may be performed to protect

EBETEC Language Academy’s interests and that of its faculty and students.

j. NEW HIRE EMPLOYEE ORIENTATION All new employees at EBETEC Language Academy will be required to attend

a faculty orientation presentation that will be conducted by the Academic

Supervisor. The faculty orientation will include an overview of our school,

along with any material related to job duties and responsibilities. Training

will last one week and will be supervised by the Academic Supervisor. At

the conclusion of the training period, the new employee, and Academic

Supervisor will sign the completed training form and the complete copy will

be filed in the employee file.

k. PROBATIONARY & OBSERVATIONAL EVALUATION PERIOD The purpose of the class observation is for quality control - EBETEC Language

Academy conducts regular evaluations both to ensure the faculty members

provide the best quality of teaching and services to its student body and to

help guide faculty in their professional development and ethical conduct of

business. In addition, this review helps identify the areas where the faculty

member needs to improve.

Classrooms observations are conducted by an Academic Supervisor that

schedules formal classroom observation twice a year for faculty evaluation

purposes. Three skills are measured: instructional, organizational and

classroom management.

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After the observation the Academic Supervisor will meet with the teacher to

arrange a time to give oral feedback. During the oral feedback session, the

observer will guide the teacher to a self- evaluation of the lesson, using the

observation criteria to elicit how the teacher felt the lesson went. The

observer will then make recommendations as appropriate, depending on the

purpose of the observation. A written feedback will be provided within five

working days of the observation taking place. The written feedback will be

signed and dated by both the Academic Supervisor and the observed

teacher. A copy will be given to the teacher and another will be kept on file

by Academic Supervisor.

All new employees will have to go through an initial period called the 3-

month probationary period. This period provides the company with

information as well as visual confirmation that the employee is capable of

understanding and supporting our mission and goals. This period will also

allow the new employee to demonstrate their skills, and abilities as well as

their professionalism in the workplace. At the end of the probationary

period, the Academic Supervisor will prepare the 3-month completion form.

i. FACULTY PERFORMANCE EVALUATION PROCESS

Once hired, new employees will be on a 3-month probationary

period where specific data will be collected, recorded, and

filed for employee performance evaluation purposes. The

following data will be included in the faculty evaluation

process:

* Completed and signed 3-month evaluation form, reviewed

and approved by the academic supervisor

* Classroom Feedback Audits

* Classroom Observations

* Overall Duties and Responsibilities

ii. ACADEMIC SUPERVISOR EVALUATION PROCESS

Once hired, new employees will be on a 3-month probationary

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period where specific data will be collected, recorded, and filed

for employee performance evaluation purposes. The following

data will be included in the academic supervisor evaluation

process:

* Completed and signed 3-month evaluation form, reviewed

and approved by the school manager/director of operations

* Peer Surveys

* Overall Duties and Responsibilities

iii. YEARLY EVALUATION PROCESS All employees will have a yearly evaluation to take place on the

one-year hired-date. The yearly evaluations will include and

follow the same procedures and forms as the 3-month

evaluation.

l. PERSONNEL & STUDENT ADMINISTRATION & RECORD KEEPING All of EBETEC School’s personnel, and record keeping will be handled by our

School Manager. All personnel, and student files will always be kept secure

and confidential. Students, and faculty can request copies of any of their files

or records any time.

m. CHANGING/UPDATING PERSONAL INFORMATION Any change in an employee’s personal information including name, address,

contact number, marital status, dependents, insurance beneficiaries, or

change in the number of tax withholdings, need to be provided to EBETEC,

in writing, to the School Manager.

n. SAFETY

EBETEC strictly follows all federal and state workplace safety regulations in

order to provide a safe working and learning environment for all faculty and

students. EBETEC’s safety regulations include:

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* NO weapons or firearms are allowed on or near school grounds and

property

* NO explosive devices or fireworks on or near school grounds and property

* NO sharp or flammable objects on or near school grounds and property

* NO children or pets at any time on school grounds

o. SCHOOL SECURITY

EBETEC has implemented the following school security rules, to be followed

by every employee and student:

* DO NOT tamper with fire alarms, fire extinguishers, or smoke detectors

on school property

* DO NOT tamper with any video surveillance or recording devices

p. PERSONAL PROPERTY

EBETEC is not responsible for any loss or damage to personal property left at

the office or in classrooms. If property was left at the school, we will place it

in our lost and found bin where they may be retrieved.

q. PERSONAL HEALTH CONCERNS & MEDICAL ATTENTION

EBETEC cares about the health concerns of our faculty. Employees who

become aware of any health-related issue should notify the Academic

Supervisor, or School Manager of their status as soon as possible. Employees

should also report all work-related injuries and accidents immediately to the

academic supervisor, or school manager and/or call 911.

r. VISITORS IN THE WORKPLACE

EBETEC cares about the safety and well-being of our faculty and students and

therefore have implemented the following rules regarding visitors:

* ONLY students and faculty are permitted on school grounds.

* ANY visitor must receive approval from the School Manager, or Director

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of Operations a minimum of 24 hours prior to the visit and cannot stay in

excess of one hour.

n. EMERGENCY SCHOOL CLOSINGS

EBETEC will decide on the closing status of the school based

on any emergency that will affect the day-to-day operations,

as well as the safety of our students and faculty. All faculty

and students will be notified of all emergency closings. The

school website and any relevant social media sites will also be

updated with any pertinent updates or information.

(www.ebetec.miami)

4. STANDARDS OF CONDUCT

a. GUIDELINES

All employees are expected to familiarize themselves with the EBETEC

School rules and standards of conduct and are expected to follow these

rules and standards day-to-day.

b. ATTENDANCE & PUNCTUALITY

At EBETEC, we expect employees to be ready to work at the beginning of

their teaching shift, and realistically complete their responsibilities by the

end of the assigned shift.

c. SCHEDULE

All our regular full-time employees are expected to work at least thirty

(30) hours per workweek (M-FR).

d. ABSENCE & TARDINESS

EBETEC is aware that emergencies, illnesses, or personal issues may come-

up from time-to-time that cannot be scheduled outside working hours. It

is the responsibility of all employees to contact all affected parties

including their immediate supervisor if they will be absent or late. EBETEC

http://www.ebetec.miami/

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School must also receive at least a 1 week notice so rescheduling may take

place.

e. SCHEDULED & UNSCHEDULED ABSENCES

All scheduled absences must be submitted a minimum of three days prior

to the date of the absence. Any unscheduled absences that occur for 3

consecutive days without notifying the Academic Supervisor or

management, will be considered a voluntary termination.

f. BREAK POLICY

All two-hour classes will not have any breaks. Any class that is more than

two hours will have one 15-minute break per extra hour of class. For

example, if your class is 9 AM – 1 PM, you will have two 15-minute breaks

in that timeframe for a total of 30 minutes of break time.

g. HARASSMENT POLICY

EBETEC does not tolerate or condone workplace harassment. Harassment

includes, but is not limited to, words, signs, offensive jokes, cartoons,

pictures, posters, email jokes or statements, pranks, intimidation, physical

assaults or contact, or violence.

EBETEC believes in a good environment where the student can feel

comfortable. An environment that respects the contributions of all the

individuals comprising its community, that encourages intellectual and

personal development, and that promotes the free exchange of ideas.

Any behavior, including verbal or physical conduct, that constitutes

discrimination against or harassment of any student, faculty, or staff

member of the EBETEC Language Academy community in any form is

prohibited. Retaliation will not be accepted in any form to any person.

h. SEXUAL HARASSMENT POLICY

EBETEC does not tolerate or condone sexual harassment in the workplace.

Sexual harassment may include unwelcome sexual advances, requests for

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sexual favors, or other unwelcome verbal or physical contact of a sexual

nature when such conduct creates an offensive, hostile, and intimidating

working environment and prevents an individual from effectively

performing the duties of their position.

i. VIOLENCE AT WORK

EBETEC has a very strict policy prohibiting workplace violence. Consistent

with this policy, acts or threats of physical violence, including intimidation,

harassment, and any act which involves or directly affects EBETEC

Language Academy, faculty, students or school property, will not be

tolerated.

j. CONFIDENTIAL INFORMATION & NON-DISCLOSURES

All employees agree that they will not disclose or use any of EBETEC’s

confidential information, either during or after their employment.

Employment with EBETEC assumes an obligation to maintain

confidentiality, even after an employee is no longer under EBETEC’s

employ.

k. ETHICAL STANDARDS

When faced with ethical issues, employees are expected to make the

right professional decisions consistent with EBETEC’s principles and

standards.

l. DRESS CODES All employees are expected to present a clean, comfortable, and

professional appearance while conducting business.

EBETEC is a “business casual” dress environment. Employees are expected

to wear clothing appropriate to their job. Clothing that reveals a person’s

chest, cleavage, upper or lower back, abdomen, thighs, or undergarments

is never appropriate for this workplace. Shorts, tank tops, athletic/exercise

wear and flip-flops are not permitted. A very nice and clean appearance is

essential, professional and appropriate to attend the school.

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m. INTERNET, COMPUTER, PHONE, AND EMAIL USE

All EBETEC property, including internet, computers, phones, and emails

should only be used for conducting company business. All information,

data, and communications prepared or stored in the computer system

are assumed to be business-related.

n. SOFTWARE USE

EBETEC Academy does not approve of or condone the illegal duplication

and distribution of copyrighted software.

o. SMOKING POLICY

No smoking of any kind is permitted inside EBETEC Academy grounds and

campus. Smoking may only take place in designated outdoor smoking

areas.

p. ALCOHOL & SUBSTANCE ABUSE

EBETEC is a zero-tolerance workplace to be free of illicit drugs and

alcoholic beverages, and free of their use. If you feel you may have a

substance abuse problem, please let the Academic Supervisor or

management know. What you say will be kept in the highest level of

confidentiality.

q. SOLICITING

Solicitation for any cause during working time and in working areas is

strictly prohibited without prior management approval.

r. EMPLOYMENT TERMINATION OR RESIGNATION

If it is determined by management that an employee’s performance, or if

the employee is in violation of EBETEC’s policies, performance standards,

rules, or standards of conduct, employment with EBETEC will be

terminated.

s. COMPANY PROPERTY

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Any EBETEC property issued to employees must be returned at the time of

termination. Any lost or damaged item value will be deducted from

employees’ final payment.

5. COMPENSATION

a. BASE COMPENSATION

Compensation may vary based on roles and responsibilities, individual,

and company performance, and in compliance with all applicable laws.

b. TIMECARD POLICY Each employee must fill out their appropriate time-card weekly. One

timecard is to be filled-out per week for a total of four timecards per

month.

c. PAYROLL & PAYDAY All employees are paid every two weeks. You will receive your pay every

two Fridays. Please make sure that your timecard is completely, and

accurately filled-out in order to alleviate any pay issues.

d. EMPLOYEE EVALUATIONS In an effort to support employment growth and success, EBETEC has

implemented the following evaluations:

* 3-Month Evaluations

* Yearly Evaluations

Faculty members’ evaluation standards are different from administration

staff evaluations. Faculty members should review their evaluation

standards in the faculty handbook. Any additional shifts, employment

status changes, or wage changes (if applicable) will occur after the 3-

month evaluation or the yearly evaluation.

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e. PROMOTIONAL OPPORTUNITIES Approval of promotions depends largely upon training, experience, work

record, evaluations, time with EBETEC, and our needs.

6. GROUP BENEFITS

a. WORKER’S COMPENSATION

All employees are entitled to Workers’ Compensation benefits paid by

EBETEC. This coverage is automatic and immediate and protects

employees from work-related injury or illness. If an employee cannot work

due to a work-related injury or illness, Workers’ Compensation insurance

pays his or her medical bills and provides a portion of their income until

they can return to work.

b. UNEMPLOYMENT COMPENSATION Unemployment compensation is designed to provide temporary income

for those who are out of work through no fault of their own. Depending

upon the circumstances, employees may be eligible for Unemployment

Compensation upon termination of employment.

c. SOCIAL SECURITY The United States Government operates a system of mandated insurance

known as Social Security. As a wage earner, employees are required by law

to contribute a set amount of weekly wages to the trust fund from which

benefits are paid. EBETEC is required to deduct this amount from each

paycheck an employee receives. In addition, EBETEC matches employee

contribution dollar for dollar, thereby paying one-half of the cost of

employee Social Security benefits.

d. PROFESSIONAL DEVELOPMENT & TRAINING

EBETEC Language Academy recognizes the value of on-going professional

development. Therefore, we have established three avenues to ensure

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that our administrators, faculty, and staff receive and participate in

continuous, on-going professional development practices. Firstly, EBETEC

holds professional development meetings on Fridays, when scheduled, in

which attendance is highly encouraged for all personnel, as outlined in the

Faculty Handbook. This is done to ensure that all personnel will be able to

attend and participate in these meetings. The first part of the day is

conducted as a regular faculty meeting. However, the second portion of

the day is an intensive workshop dedicated to a specific aspect of

instruction. EBETEC, when possible, invites an ESL Professional, Civil

Professional, or Education Professional from the outside to come and

conduct the workshop.

Recent workshops included:

• The CEA Accreditation Workshop

• Learning Taxonomies

• Thinking and Problem-Solving Skills

• Online E-Learning

Secondly, as outlined in the Faculty Handbook, all teaching personnel are

required to complete a Personal Development Plan. Results of the

individual faculty plans provide data for the following year’s summary

evaluation, documented by evidence that the previously agreed-upon

goals and objectives have been accomplished. Faculty meet with the

Academic Supervisor to assist in developing their plan, and to set

professional development goals and objectives. The Academic Supervisor

then maintains the file, along with a documentation in the faculty

personnel file. Documentation includes college transcripts, course or

workshop certificates, state licenses copies, test completion results for

professional licenses or certificates, letters or certificates recognizing

participation, and in-house workshop attendance.

Professional development refers to activities to attain and improve the

skills and knowledge that directly or indirectly relate to an employee’s

duties and responsibilities. All faculty and staff are required to fill-out a

personal development plan within their first two weeks of employment.

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This will better assist EBETEC in providing the best and most relevant PDPR

experiences for all. It is very important that all faculty and staff participate

in the PDPR opportunities offered by EBETEC. Professional development

activities include but are not limited to:

* All types of in-house training and coaching, classroom observations,

team-teaching as applicable, in house workshops and seminars, webinars,

industry-related external workshops and seminars.

EBETEC’s policy for professional development is as follows:

Administration Staff: All full-time administration staff including, directors,

managers, school representatives, and any other administrative personnel

are required to take at least 2 training courses per year.

Responsible Party: The Academic Supervisor will be responsible for

helping find appropriate/relevant training according to specific positions

and job duties.

Methods of Training: Workshops, seminars, webinars, trainings, and

online courses.

Faculty: All full-time and part-time faculty including, academic

supervisors, are required to take at least 4 (four) paid, in-house

workshops/seminars per year.

Responsible Party: The Academic Supervisor will be responsible for

creating a yearly calendar. Workshop/seminar topics will be determined

according to teachers’ feedback, personal development plans, curricula,

school policies and industry trends.

Methods of Training: Workshops, seminars, webinars, guest speakers

from the field, and publisher-presented seminars.

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Online professional development activities are encouraged such as

webinars, memberships and online discussion groups as available on

TESOL.org, NAFSA.org and other wonderful organizations.

7. TIME-OFF BENEFITS

a. VACATION & HOLIDAY POLICY

Holiday and vacation benefits are explained in your Job Offer Letter and is

also available at the school. Your holiday or vacation pay will be paid out

at your regular base rate of pay.

b. SICK LEAVE Your sick leave benefits are explained in your individual Job Offer Letter.

Your sick leave may be used during an illness or for an illness in the

immediate family.

c. JURY DUTY When an employee receives notification regarding upcoming jury duty, it

is their responsibility to notify their direct supervisor and Human

Resources personnel within one business day of receiving the notice in

order to properly schedule for a substitute if needed.

d. MILITARY RESERVES OR NATIONAL GUARD Employees who serve in U.S. military organizations or state militia groups

such as the National Guard may take the necessary time off to fulfill this

obligation and will retain all their legal rights for continued employment

under existing laws.

e. MEDICAL LEAVE Employees may need to be temporarily released from the duties of their

job due to a medical situation. It is EBETEC policy to allow its employees

to apply for and be considered for specific medical leaves of absence. All

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requests for medical leave must be submitted in writing to management

within a reasonable timeframe.

f. DISABILITY LEAVE If an employee’s disability leave period continues beyond the 12 weeks

provided for within the Family/Medical Leaves of Absence section, an

employee may apply (in writing) for an extension.

g. PERSONAL LEAVE In certain circumstances, EBETEC may grant personal leave. Personal

leaves of absence must be requested in writing and are subject to the

discretion of management.

8. EMPLOYEE COMMUNICATION POLICY

a. STAFF & FACULTY MEETINGS

In order to keep communication fluid, EBETEC has implemented a

consistent faculty meeting and training workshop schedule. Please speak

to your supervisor and/or school manager for more information.

b. SUGGESTIONS, FEEDBACK, AND COMPLAINTS EBETEC encourages all employees to bring forward their suggestions and

good ideas about making our school a better place to work and enhancing

our services. Any employee who sees an opportunity for improvement is

encouraged to talk it over with management.

c. COMPLAINT POLICY & PROCEDURES

Students and all employees (including administrative staff) who have

concerns, dissatisfactions, or complaints are encouraged to bring them to

EBETEC Language Academy's attention as promptly as possible using the

provided Complaint Form. Problems involving classroom matters should

first be discussed directly with the faculty member involved. Questions

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about administrative policies or non-academic matters should be

discussed with the Academic Supervisor or School Manager.

Remaining issues may be submitted in writing to the Academic Supervisor.

The submission should describe the problem in detail, including any

available documentation, and signed by the student or employee. We will

make appropriate inquiries and recommend a resolution within five (5)

days of receiving the written concern and will notify the student or

employee of those findings.

At no time shall a final determination be made by a person or persons

directly involved in the complaint itself. Students and employees are

assured that no adverse action will be taken against anyone expressing

concern through this system.

All formal complaint records are kept in both the locked Academic

Supervisor’s office and digitally on EBETEC’s Dropbox account.

EBETEC encourages all employees to contact the Academic Supervisor for

any formal complaints. Employees who suspect a violation of the

Standards of Conduct at EBETEC Academy should immediately report the

violation in accordance with the following procedures:

1. Gather as many facts as possible and document them.

2. Prepare an email detailing the nature of your complaint and send to the

Academic Supervisor.

3. Fill-out the school complaint form.

4. All emails will be treated with the highest level of confidentiality.

9. IN CLOSING

Successful working conditions and relationships depend upon successful

communication. It is important that employees stay aware of changes in

procedures, policies, and general information. It is also important to

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communicate ideas, suggestions, personal goals, or problems as they affect

work at EBETEC School.

10. ACCEPTANCE I have read and understand all the policies mentioned herein as it applies to

my employment and professional relationship with EBETEC Language

Academy.

Printed Name: _________________ Signature: __________________

Date: _________________

Prepared By:

DOCUMENT OWNER ORGANIZATION ROLE ROLAND SOLIMAN ACADEMIC SUPERVISOR

Employment Handbook Version Log:

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VERSION DATE AUTHOR DESCRIPTION 001 01/01/2020 ROLAND SOLIMAN FACULTY/STAFF

HANDBOOK

* The content of this handbook does not constitute, nor should it be construed as

a promise of employment or as a contract between EBETEC LANGUAGE ACADEMY

and any of its employees.

faculty/staff handbook - ebetec.miami · - 6 - ebetec faculty handbook 2019-2020 both the means and...

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