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Roxbury Community College offers a spring semester with classes beginning Wednesday, January 17, 2018. Register now by visiting the Enrollment Center, which is located on the first floor of Building #2. To view the spring 2018 schedule, click here.... Read more
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Human Resources Contact List

Shannon Duarte
HR Benefits & Compensation Specialist
Email:  sduarte@rcc.mass.edu
Phone:  (617) 541-5302

Carl Marcelin
Assistant Director of Human Resources and Affirmative Action
Email: cdmarcelin@rcc.mass.edu
Phone: (617) 541 5378

Belma Mendez
HR Assistant
Email:  bmendez@rcc.mass.edu
Phone:  (617) 541-5337

Patricia West, CCP
Chief Human Resources & Affirmative Action Officer
Email: PWest@rcc.mass.edu
Phone: 617-541-5386

Human Resources Policies and Procedures

Union Contracts and HR Policy Manual
Adobe Acrobat Reader is required to view PDF pdf icon1 files.

Roxbury Community College Employee Affirmative Action, Diversity and Equal Employment Opportunity
Roxbury Community College is an Affirmative Action/Equal Opportunity employer and does not discriminate on the basis of race, creed, religion, color, gender, sexual orientation, age, disability, genetic information, maternity leave, national origin, or gender identity in its education programs or employment pursuant to the following: Massachusetts General Laws, Chapters 151B and 151C; Title VI of The Civil Rights Act of 1964; Title IX of the Education Amendments of 1972; Section 504 of the Rehabilitation Act of 1973; The Americans with Disabilities Act, and regulations promulgated thereunder; Code of Federal Regulations: 34 C.F.R. Part 100 (Title VI), Part 106 (Title IX) and Part 104 (Section 504).  All inquiries concerning application of the above should be directed to the College's Affirmative Action Officer, Coordinator of Title IX, and/or the Section 504 Coordinator.

Contact: Patricia West, Chief Human Resources/Affirmative Action Officer & Title IX Coordinator, at 857-701-1294, Administration Building Room 313.

Please note that the RCC policy on Affirmative Action, Equal Opportunity & Diversity may be found here.

Anti-Sexual Harassment Policy:
Sexual harassment is a form of sex discrimination and a violation of Title VII of the Civil Rights Act of 1964 and Title IX of the Educational Amendments of 1972. In 2004, the Commonwealth of Massachusetts Board of Higher Education – Massachusetts Community Colleges implemented a Policy on Affirmative Action which is the guideline for the fifteen (15) Community Colleges. This Plan contains a specific policy statement regarding sexual harassment which reads: Sexual harassment of a student, an employee, or any other person in the College is unacceptable, impermissible, and intolerable. Sexual harassment is a form of sex discrimination. It occurs in a variety of situations which share a common element: the inappropriate introduction of sexual activities or comments into the work or leaning environment. Often, sexual harassment involves relationships of unequal power and contains elements of coercion, as when compliance with requests for sexual favors becomes a criterion for granting work, study, or grading benefits. However, sexual harassment may also involve relationships among equals, as when repeated sexual advances or demeaning verbal behaviors have a harmful effect on a person’s ability to study or work in the academic setting.

For general purposes, sexual harassment may be described as unwelcome advances, requests for sexual favors, and other physical conduct and expressive behavior of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting that individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual’s academic or professional performance and creating an intimidating, hostile, or demeaning employment or educational environment.

In addition to sexual harassment being unlawful, it is also unlawful to retaliate against a student, employee, or any other person in the College for filing a complaint of sexual harassment or for cooperating in an investigation of sexual harassment.

A student, employee, or any other person in the College who is found to have engaged in sexual harassment is subject to discipline up to and including, termination of employment or expulsion.  All disciplinary proceedings will be conducted in accordance with applicable collective bargaining agreements and/or personnel policies.

In keeping with these regulations, a concerted effort will be made to protect employees, students, and others from sexual harassment as defined. The final authority and ultimate responsibility for the prevention of sexual harassment will rest with the President of each Community College. The President or his/her designee will take all reasonable measures to prevent sexual harassment and will act positively to investigate alleged harassment and to affect a remedy when an allegation is determined to be valid, whether or not a formal grievance has been filed. However, the Affirmative Action & Title IX Officer will have the responsibility for the overall development, administration, and monitoring of all programs, policies, procedures, and regulations related to sexual harassment. Complaints about sexual harassment should be registered with P. Paul Alexander, Chief Human Resources and Affirmative Action Officer, and Title IX Coordinator for employees.  The College’s Dean of Enrollment Management and Student Affairs is the Title IX Coordinator for students.

The Affirmative Action Plan also contains a grievance process which is available to any college employee who believes that he/she has been subjected to discriminatory employment practices including, e.g., sexual harassment. An employee who believes that he/she has been subjected to sexual harassment may therefore utilize the process to discuss the problem with an appropriate college official of the same sex, if desired. A complete copy of the Affirmative Action Plan and Grievance Procedure is available on request, from the College’s Human Resources Department.

Sexual Violence – Victim’s Rights and Information pdf icon

CORI/SORI Policy:
Students and employees participating in an academic, community or clinical program that involves the potential for unsupervised contact with children, the disabled, or the elderly, are required to undergo a Criminal Offender Record Information (CORI) check and/or a Sex Offender Registry Information (SORI) check. Students found to have certain criminal convictions or pending criminal actions will be presumed ineligible to participate in such activities. Applicants with CORI and/or SORI records may be denied college employment under certain circumstances. The College's access to CORI and SORI records is authorized by the Commonwealth's Criminal History Systems Board pursuant to Massachusetts General Laws, and regulations issued by the Executive Office of Health and Human Services.

For more information regarding the College's CORI/SORI process, please contact Faye Naderi, Assistant Director of Human Resources and Affirmative Action, at 617-541-5378.

Employee Benefits and Compensation

Medical, Dental, Life Insurance, and Flexible Spending Accounts
With a wide variety of choices available, RCC offers a comprehensive package to protect the health and welfare of you and your family.  Many choices are available for your health and welfare coverage.  The Group Insurance Commission (GIC) administers health insurance for eligible state employees, retirees, and their dependents and survivors.  An employee may enroll in GIC health insurance if the employee is on the state payroll and the employee's regular work schedule is at least 50% of full-time hours.  Available plans include the Commonwealth Indemnity Plan, Fallon Community Health Plan, Harvard Pilgrim Health Care, Health New England, Neighborhood Health Plan and Tufts Navigator Health Plan.  The Commonwealth contributes the largest portion of the premium; the employee contributes the balance through payroll deductions.  Coverage begins on the first of the month following 60 days of employment.

Dental Insurance
Dental insurance is offered to all eligible employees. The cost, waiting period and insurance carrier vary based on the employee’s work group.

Life Insurance
The Commonwealth provides $5,000 of Basic Life Insurance for all active eligible state employees and retirees who have health coverage. Optional life insurance is also available, to a maximum of eight times the employee’s salary. The premium cost is based on the employee’s age and salary.

Flexible Spending Accounts
The GIC’s Flexible Spending Accounts (FSAs), administered by Benefits Strategies, help you save money on out-of-pocket health care costs and/or dependent care expenses.  By participating in an FSA, you will reduce your gross income and save on both federal and state taxes.

Long Term Disability
Long Term Disability Insurance is an income replacement program providing tax-free benefit of up to 55%of the eligible employee’s gross monthly salary if an illness or injury renders him or her unable to work longer than 90 days. The premium cost is based on the employee’s age and salary.

State Retirement Plans
Each pay period, 9% of the employee’s salary (plus an additional 2% of any earnings over $30,000) will be deducted from his or her pay and contributed to the State Employees Retirement System. Each year, employees will receive a statement from the Massachusetts State Board of Retirement showing the contributions, interest earned and balance in their account. State employees do not contribute to social security retirement. Employees may not access these funds until they retire or leave the Commonwealth of Massachusetts employment.  Eligible employees may enroll in an Optional Retirement Program as an alternative to the State Employees Retirement System.

Holidays
The College observes eleven (11) paid legal holidays in a calendar year.

Tuition Remission
The Tuition Remission Program provides tuition remission benefits for full-time employees, their spouses and dependent children at Massachusetts public college and universities. New full-time employees are eligible for tuition remission six months after their date of employment. Details regarding this program are available from the Human Resources Department.

How to find out about Employment Opportunities
Click here for available positions or visit the RCC Human Resources Office, in the Administration Building (Building 2), 3rd Floor, for a complete listing.  Be a part of unlocking the potential of countless numbers of students, serving our community and our future. Come join us at RCC!

About RCC
Roxbury Community College is an Affirmative Action/Equal Opportunity organization and does not discriminate on the basis of race, creed, religion, color, gender, sexual orientation, age, disability, genetic information, maternity leave, national origin, or gender identity in its education programs or employment pursuant to Massachusetts General Laws, Chapter 151B and 151C, Title VI, Civil Rights Act of 1964; Title IX, Education Amendments of 1972; Section 504, Rehabilitation Act of 1973; Americans with Disabilities Act, and regulations promulgated thereunder, 34 C.F.R. Part 100 (Title VI), Part 106 (Title IX) and Part 104 (Section 504). All inquiries concerning application of the above should be directed to the College's Affirmative Action Officer, College's Coordinator of Title IX or Section 504 Coordinator. Contact: Affirmative Action Officer & Title IX Coordinator at 617-541-5386, Administration Building Room 313. Coordinator Disability Services (Section 504) 617-427-0060 ext. 5006, Building #3, Room 207.

Human Resources Web Site: Please visit the “Human Resources Mission” page for additional information.

 

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