HR, administrative policies and procedures that have general applicability throughout the College are listed here. The full policy details are available as PDF documents attached to each article below.
This link redirects you to the Office of Institutional Research which provides a repository for College policies and statements of principle and demonstrates Rollins’ compliance with regional accreditation requirements.
This policy applies to all students, faculty, and staff.
Supervisors are expressly prohibited from engaging in amorous relationships with employees under their supervision.
Faculty and Staff are discouraged from engaging in romantic or amorous relationships with students and are expressly prohibited from engaging in such relationships in circumstances in which they exercise power or influence over a student.
Facilities Services is responsible for all College asbestos abatement activities and represents the College on matters of regulatory compliance.
These guidelines are intended to provide a process for review and approval of position budget requests and other non-routine appointment and position change transactions.
This policy applies to all staff who are scheduled to work at least 1,000 hours.
This policy is intended to limit the risk of occupational exposure to viruses carried in human blood, especially the AIDS virus and the hepatitis B virus.
This policy applies to all hourly service personnel within Facilities Services, including but not limited to all classifications of trades: mechanics, electricians, plumbers, carpenters, HVACR mechanics, grounds and custodians.
This policy applies to all faculty, staff, students, contractors, visitors and vendors.
This policy is to ensure the health, safety, and well‐being of all children who come to the Rollins campus and of those children with whom our students and employees interact in other locations.
This policy defines the guidelines to be followed in determining appropriate compensation adjustments when employees move from one position to another.
This policy applies to all trustees; officers, faculty members, and employees of Rollins College and is intended to serve for the guidance of members and their immediate families.
This policy applies to casual, temporary employees who are subsequently appointed to regular positions of 1,000 hours or more per year without a break in service.
Rollins College will make reasonable accommodations for any individual with a documented disability on a case-by-case basis.
This policy is intended only as a guideline to the commonly accepted steps a supervisor should take in correcting employee behavior.
For purposes of this policy, a discrimination grievance is a complaint or report of an injury, injustice or wrong in which the grounds for the complaint are based on sex, disability, race, age, religion, color, national or ethnic origin, ancestry, marital status, veteran status, sexual orientation, gender identity, gender expression, or genetic information.
All students may use this procedure for discrimination related grievances against faculty or staff members.
This policy is intended to ensure the equitable availability of family benefits and privileges among both married employees and those employees living in certified domestic partnerships.
In accordance with the Florida law, Rollins College provides leave to victims of domestic violence to take time off for the following covered reasons:
The illegal and/or abusive use of drugs or alcohol by any member of the academic community adversely affects the educational environment. Rollins College is therefore committed to having a campus that is free of illegal drug use and drug or alcohol abuse.
It is the policy of Rollins College that the unlawful manufacture, distribution, dispensation, possession or use of controlled substances is prohibited at the workplace.
This policy addresses the pay practices that may result from an unexpected closure of the College. This policy applies to regular, benefit eligible employees of the College.
This policy defines the steps to be followed in cases where emergency conditions may warrant the evacuation of office or work space.
This policy establishes guidelines governing allowable employee entertainment and employee gift expenses paid with College funds.
An ERG is a network of Rollins College employees who voluntarily come together to provide support, engagement and create connections based on shared interests, experiences, and/or identities. ERGs help to enrich and foster a workplace culture of inclusion, belonging, innovation, and mattering.
The purpose of this policy is to define the parameters under which the College will permit the hiring of relatives.
This policy applies to all faculty members.
This policy is to provide faculty and staff members with a general description of the Family Medical Leave Act (FMLA) and its associated leave rights and benefits.
All regular exempt and non-exempt staff are eligible to make a request for a flexible schedule under these guidelines.
This policy covers all regular benefit eligible employees at the College.
All regular exempt and non-exempt staff members with an active employment status may use this procedure.
This policy is intended to delineate workplace guidelines for supporting and addressing the needs of transgender and gender non-conforming employees.
This policy outlines the hiring procedures to be followed when filling vacancies for regular staff positions.
The purpose of this policy is to list the holidays that are officially recognized by the College and to define pay practices.
This policy applies to all non-exempt hourly and salaried employees.
This policy is to establish an Identity Theft Prevention Program under the Red Flag Rules designed to detect, prevent and mitigate identity theft.
This policy provides guidance for making instructional teaching appointments for full-time staff members.
This policy facilitates recruitment efforts and promotes outreach in the College's selection and hiring process, and to provide staff with an avenue for pursuing promotional opportunities within the College.
This policy defines the steps to be followed in order to take time off with pay when an employee is called to serve on a jury or subpoenaed as a witness.
The College's position regarding Labor Unions.
This policy defines the re-employment rights of employees after a leave of absence caused by entry into extended United States military service (or public health service), whether voluntary or otherwise.
This policy provides a procedure for the reporting of incidents that could lead to potential claims arising by the actions of employees in the performance of their duties.
This policy provides income protection to eligible faculty and staff during periods of prolonged incapacity (extending beyond 180 days) which are attributable to non-occupational illnesses or injury.
Rollins College not to discriminate on the basis of sex, disability, race, age, religion, color, national or ethnic origin, ancestry, marital status, veteran status, sexual orientation, gender identity, gender expression, genetic information, physical characteristics, or any other category protected by federal, state, or local law.
This policy applies to all College faculty, staff, students, visitors, and contractors. It is the responsibility of the College community to be in compliance with this policy.
For safety and privacy reasons, Rollins employees are expressly prohibited from soliciting students for any activity or organization not sponsored or sanctioned by the College.
This policy applies to all faculty, exempt and non-exempt staff and students who are working for the College either through financial aid or through the regular College payroll system.
Rollins College permits employees to hold outside employment, subject to certain restrictions as outlined in the policy.
PTO is an inclusive time off program intended for use in connection with vacations, short-term illnesses of 5 days or less, personal business, family care, and other needs which may require time off from work.
Paid leave will be granted to a full time faculty member who temporarily relinquishes the duties of their position following childbirth or adoption.
To be eligible for paid leave under this policy, staff members must hold a regular, full-time appointment (1,462 hours per year or greater) and must have completed 90 days of service.
This policy defines appropriate compensation for holiday pay for employees who work non-traditional and/or non-typical work schedules.
It is the policy of the College to grant faculty and regular full and part-time staff a personal leave of absence without pay where it is deemed by the College to be in the best interests of both the College and the faculty/staff member.
This policy defines the College's position with regard to personal belongings that employees may have at the workplace.
The policy defines the steps to be taken in order to provide work assignments to employees who typically work outdoors when weather conditions prohibit work being accomplished.
It is Rollins College policy to prohibit the carrying of firearms on campus and/or the transporting of firearms to/from the campus.
This policy is only intended to provide adjusted service credit for purposes of calculating eligibility for College benefits.
This policy is intended to enable those who have good-faith serious concerns regarding observed or suspected violations of College policies or unethical or unlawful activities to raise them with appropriate College officials before seeking external resolution.
This policy is intended to convey a summary of retiree benefit coverage provisions.
Rollins College provides a safe work environment free from recognized hazards and to comply with all federal, state and local regulations in accomplishing this goal.
This policy provides guidance for compensating staff who may be called upon to temporarily assume the responsibilities of a position at a higher level for a period of 30 days or longer.
This policy outlines income protection to eligible faculty and staff during periods of prolonged incapacity (more than 5 consecutive days) that is not work related.
As part of its commitment to providing a safe and welcoming campus and in compliance with Title IX, VAWA, and guidance from the Office of Civil Rights at the U.S. Department of Education, Rollins College has established this policy related to misconduct including sexual violence, interpersonal violence, and stalking.
It is the policy of Rollins College to promote a cooperative work and academic environment in which there exists mutual respect for all College students, faculty, and staff.
Rollins College may supplement the regular work force with temporary employees when needed because of periods of peak workload, employee absences or other situations as may be determined by the College.
This policy defines the terms and conditions under which a 9, 10, or 11 month employee may work during their non-working summer months.
Regular full-time (those working 1,462 hours or more annually) faculty and staff with one (1) year of continuous service are eligible to apply.
The Tuition Grant Program is to provide financial assistance to benefits eligible Rollins employees with children of college age, who wish to attend a college other than Rollins.
This benefit provides educational opportunities and financial assistance for Rollins College courses to employees for their spouses, domestic partners, children, and children of domestic partners.
This benefit is to provide educational opportunities for employees who wish to gain and/or enhance their knowledge in a field of study through courses at Rollins College.
Rollins strictly prohibits the use of camera phones and other recording devices in any manner which violates or compromises academic integrity, norms of personal conduct, or the expectation of privacy that individuals have a reasonable right to assume on campus.
This policy provides guidelines for employees to view the contents of their personnel files.
All employees of the College are expected to conduct themselves appropriately, and in accordance with all local, state and federal laws, both while at work and outside of work.
Volunteers are persons doing Rollins College work/activities under the direction and control of a Rollins College authorized official and are not being paid.