- Access to Personal Information
- ADA Accommodations
- Change of Address, Telephone, Marital Status
- Drug Free Workplace Policy
- Smoke-free Policy
- Employee Assistance Program
- Equal Employment Opportunity Policy
- Harassment Prevention
- Inclement Weather
- Official Documentation
- Payment Schedules
- Salary Scale
- Standards of Conduct
- Worker's Compensation
- General Information for All Employees
- Family and Medical Leave Act
- Sabbatical Leave
ACC is governed by the rules and regulations of the Texas Open Records Act that calls for public access to the records of the College, including personnel information.
If a faculty member chooses NOT to allow public access to personnel information (home address and phone number), the information will not be given out. If a faculty member does not indicate a choice, the information is subject to public access.
To restrict distribution of personal information faculty must log into Employee Online Services and complete the Change of Information form.
ACC is required to make an accommodation to an applicant or employee who has been certified by a physician to have a disability affecting a life activity or ability to work.
Faculty who become disabled may contact the Dean’s Office or Vice President of Human Resources,
223-7572 for assistance.
For further information, refer to the policy and guidelines located at: http://www.austincc.edu/admrule/6.01.003Guideline.htm, Employment of Individuals Under the Americans With Disabilities Act 6.01.003.
To report any change of address, telephone, and/or marital status, go online to the ACC website at http://www.austincc.edu/ and click on “Faculty and Staff Login” on the bottom right hand corner. For assistance contact HR Records, 223-7571.
Faculty should update any personal information with the Employee Retirement System (ERS) at www.ers.state.tx.us.
The Austin Community College District (ACCD) maintains a drug free workplace policy, which all ACCD employees must comply with as a condition of employment. Activities prohibited by this policy shall be considered good cause, as that term is defined in Administrative Rule 6.08.001, for discipline, including, but not limited to suspension, non-renewal or immediate termination of employment. Please refer to the related Administrative Rule 3.03.003, Drug Free Workplace & Drug Free Schools & Communities Act.
As of January 2012, all Austin Community College District campuses and facilities became smoke-free. The new policy, approved by the Board of Trustees in October 2011, also prohibits the use of smoke-producing tobacco on college grounds and in ACC-owned vehicles. Please refer to Administrative Rule 3.01.001, Smoke-free Environment.
ACC offers an Employee Assistance Program, commonly known as EAP, to help employees cope with a wide range of personal problems which may adversely affect work performance. The EAP provides assessment and short-term counseling for employees and their families in many areas, including, but not limited to, marital and relationship issues, parenting issues, substance abuse, and legal and financial counseling. The EAP also provides counseling and coaching regarding workplace issues such as job- related stress, burnout and motivation issues, on-the-job conflicts, harassment, or other personal
matters that affect work performance.
Faculty who experience work related performance problems may be required to attend EAP on a condition of continued employment. The faculty member will be required to provide EAP notification that information be shared with the appropriate college official. If the faculty member refuses to attend EAP as a mandatory requirement, disciplinary action may be taken, depending upon the severity of the performance problem.
All contact with the Employee Assistance Program is strictly confidential. Supervisors, coworkers or family will not have any knowledge of a faculty member's use of the program. This benefit has been prepaid by ACC; there is no cost to faculty for using the EAP. ACC employees and their families may call 866-327-2400 for more information.
Board Policy F-1 states the Austin Community College District is an Equal Employment Opportunity employer. Admissions, employment and program policies of Austin Community College are nondiscriminatory in regard to race, color, gender, religion, age, national origin, disability, veteran status or sexual orientation.
Direct inquiries regarding ACC’s compliance with the Americans with Disabilities Act (ADA) or discrimination issues should be directed to Human Resources. The College will comply with all applicable College policies and state and federal legislation. The College shall actively seek to increase the number of minority personnel through affirmative actions.
Read the full board policy at http://www.austincc.edu/board/policies/F1.htm
Austin Community College, as outlined in Board Policy F-2 and Administrative Rule 6.02.001, does not tolerate harassment by any person, in College facilities or activities. Possible harassment should be reported immediately to a counselor, supervisor or Human Resources. All complaints filed are "taken seriously and investigated promptly, impartially, and with due respect for confidentiality." Anyone who is found to have engaged in harassment shall be subject to disciplinary action, which may include a warning, suspension, probation or termination.
Holidays which the College observes for employees and students will be listed in the Board approved calendar of the current College Catalog. Paid holidays are applicable only to employees holding staffing table positions.
Austin Community College permits students to be absent from classes for the observances of a religious holy day. Students are permitted to be absent, without penalty, from an examination or from submitting an assignment scheduled for that day. Students are responsible for notifying professors in writing prior to the absence, but no later than the 15th day after the first day of the semester, of the religious holy day(s) that will be missed. Students must complete required assignments within two (2) days following the religious holy day on which the absence occurred.
Classes at ACC may be canceled due to inclement weather. If classes are in session, the President or the designated site supervisor notifies employees and students. If classes are not in session, notification will be via ACC’s website at http://www.austincc.edu and ACC’s Channel 19, as well as via local radio and television stations.
In meeting its standards for accreditation, Austin Community College is required to maintain files that document academic preparation of faculty, including official transcripts. An official transcript is an original document imprinted or embossed with a college seal or signature submitted directly to ACC by the sending institution of higher education. Faculty who teach in technical and applied programs may also be required to document work experience or professional competence. All faculty must have a
completed ACC application, W-4, and I-9 form on file. In addition, faculty teaching in academic areas must submit an official transcript.
The Office of Human Resources maintains lists of payment dates for each category of employee. The lists are available online at http://www.austincc.edu/hr/payroll/schedulepaymayments.php.
Any faculty member whose paycheck does not reflect the faculty member’s assignments should contact the department chair responsible for reporting course assignments the department chair will contact to HR Records for payroll purposes or adjustments.
The salary scale is available through the Office of Human Resources and online at http://www.austincc.edu/hr/compensation/salaryscales.php.
Please refer to the Employee Handbook for the most up-to-date information, http://www.austincc.edu/hr/employeehandbook/compliancepolicies.php#conduct.
To learn more information about workers’ compensation in Texas, please refer to the “Notice to Employees Concerning Workers’ Compensation in Texas” form - http://www3.austincc.edu/it/eforms//frontpage.php?ID=HURE.083.
Workers’ Compensation Insurance carriers - http://www.austincc.edu/ehs/Insurance.php.
Faculty who must resign their workers’ compensation rights must complete the “Employee Election Concerning Workers’ Compensation in Texas” form - http://www3.austincc.edu/it/eforms//frontpage.php?ID=HURE.084.
For more information about workers’ compensation, please see the Employee Handbook - http://www.austincc.edu/hr/employeehandbook/groupinsurance.php#otherbenefits.
Human Resources maintains an Employee Handbook for staffing table employees. Below are a few of the topics of particular interest to instructors where information does not differ between staffing table employees and full-time/adjunct faculty. Additional topics are available in the full Employee Handbook at the Office of Human Resources web site.
ACC provides family and medical leave to employees in accordance with the Family and Medical Leave Act of 1993. Eligible employees who have worked at least 1250 hours for the previous twelve (12) consecutive month period may take up to twelve (12) weeks of Family and Medical Leave for any of the following reasons:
- A serious health condition of an employee that renders the employee unable to perform the essential job functions as defined in the employee’s job description
- The care of a spouse, parent, or child with a serious health condition
- The birth, adoption or foster care placement of a child (leave cannot extend beyond twelve months of the birth or placement date)
FMLA- Dual Spouse Employment
Spouses who are both employed by the College are entitled to a combined total of twelve (12) weeks for the birth, adoption or state-approved foster care or to care for a sick parent (not parent-in-law).
Absences must be approved by each supervisor.
Intermittent (Reduced Or Interrupted) FMLA Leave
Intermittent FMLA leave or a reduced schedule may be requested, if medically necessary for specific medical schedules (recovery or otherwise).The employee must clearly indicate the specific dates and duration times of the leave clearly in a letter to the supervisor. Intermittent or reduced schedule leave taken for the birth placement or adoption of a child must be approved by the supervisor for scheduling purposes.
New federal regulations regarding FMLA apply to military personnel. In short, the new provisions require covered employers to permit employees already eligible for FMLA leave:
- to use any of their 12 weeks allotment to take leave because of any qualifying exigency (as defined by the Department of Labor at a later date through regulation) arising out of the fact that the spouse, son, daughter or parent of an employee is on active duty or has been notified of an impending call or order to active duty in the Armed Forces in support of a contingency operation;
- to take up to 26 weeks of leave during a single 12-month period to care for a spouse, son, daughter, parent or next of kin with illness or injury incurred in the line of duty while in the Armed Forces or National Guard or Reserves.
While the new law contains some differences with respect to notice and certification requirements, the leave under both provisions may be taken intermittently, and almost all of the other restrictions/ obligations associated with FMLA leave still apply.
FMLA Application Packet
An employee may obtain the application packet from the HR Benefits Office. This packet contains the necessary materials to be completed and returned to HR Benefits prior to starting the FMLA period. Medical confirmation is required by the employee’s doctor, and legal documents are required for adoption before an employee is designated on FMLA leave.
The original FMLA documents must be sent to HR Benefits for review and approval. Employees must provide HR Benefits with completed documents 30 days in advance, when the FMLA leave is foreseeable. If the medical condition is an emergency, the employee can complete the FMLA certification form within (3) three business days from the start of the
emergency. Supervisors, family, or staff may initiate the FMLA process in the employee’s absence. The FMLA leave may be denied and ACC job protection jeopardized if the employee does not provide the required FMLA notification and documentation within a reasonable time period.
Employees are required to provide certification from their family’s health care provider (doctor, medical provider, hospital, etc.) verifying illness (medical document) or legal documentation for absence due to illness, placement of a child for adoption, or state-approved foster care placement. All medical information shall be maintained in confidence (and not released, except to authorized persons) and will be destroyed in accordance with applicable laws.
Employees are required to exhaust all applicable accrued leave (vacation and sick leave) as part of their twelve-week Family Leave or Medical Leave, prior to the utilization of “unpaid leave.”
Employees on FMLA and in a paid status are eligible to use other types of appropriate leave during this FMLA period, such as Parental Leave, provided that ACC’s criteria for such leave are met. Employees on FMLA and in an unpaid status are not eligible to use any other type of incidental leave.
Under the provisions of the FMLA, when the employee is approved for FMLA leave, the College is required to hold the position (or an equivalent position), open for twelve (12) weeks. If the employee is unable to return to work after the FMLA leave is exhausted, the College has no further obligation to hold the employee’s position open, and the employee may be terminated.
If an employee fails to return from FMLA leave, the employee will be required to repay the College for any insurance premiums paid by ACC to maintain coverage during the period of unpaid leave, unless there is a recurrence or continuation of the serious health condition that originally entitled the employee to the leave. The employee is responsible for submitting justification that the failure to return from FMLA leave is based upon a recurrence or continuation of the serious health condition.
Additional information can be found at:
Sabbatical Leave may be granted to Staffing Table employees who have worked full time for ACC for at least six (6) consecutive years. Employees on Sabbatical Leave may be granted sabbaticals of up to one (1) year. Faculty who take a one-year sabbatical will receive pay based on their contract. For all employees, pay will be prorated for sabbaticals of less than one (1) year.
Leave may be granted for the purpose of personal and/or professional improvement which will clearly benefit the College (through activities such as formal or informal study and acquisition of new skills or keeping abreast of new technologies, research, and community service).
Employees must apply for sabbatical leave through appropriate supervisory channels. Applications must be made by the published date of the year preceding the fiscal year for which leave is requested.
Selection will be made by the President upon recommendation of the Sabbatical Review Committee, with the approval of the Board of Trustees. The relative potential benefit of the proposed leave to the College will be considered in the selection process.
In the event that an employee does not return from the leave, the employee shall be required to repay the College all money received from ACC while on Sabbatical. The employee must meet all agreed upon contractual terms and serve for a period of time equal to the length of the leave. An employee on Sabbatical Leave should notify the appropriate Dean or VP of any interruption in the Sabbatical program. All attempts should be made to complete the program in the allotted time for scheduling purposes.
For more specific information on Sabbatical leave and for application deadlines, go to http://www.austincc.edu/hr/profdev/sabbaticals.php or contact HR Professional Development.