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Human Resources Contact List

P. Paul Alexander
Chief Human Resources and Affirmative Action Officer
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Phone:  (617) 541-5386

Faye Naderi
Assistant Director of Human Resources and Affirmative Action
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Phone:  (617) 541 5378

Gretchen Jones
HR Benefits & Compensation Specialist
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Phone:  (617) 541-5378

Belma Mendez
HR Assistant
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Phone:  (617) 541-5337

Employee Benefits Information

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.

Human Resources Web Site

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

About RCC

Roxbury Community College (RCC) employs over 400 people in full-time, part-time, faculty, professional, administrative, and support positions at campuses in Boston, MA.  RCC is a dynamic institution, that is proud of its commitment to its Community as well as the diversity of its programs. 
Roxbury Community College is an Affirmative Action/Equal Opportunity Employer that does not discriminate on the basis of race, creed, religion, color, gender, sexual orientation, age, disability, genetic information, maternity leave, gender identity, or national origin in its education programs or employment pursuant to Massachusetts General Laws, Chapter 151B and 151C, Title VI, Civil Rights Act of 1964; Title IX, Educational 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 and/or the College’s Coordinator of Title IX and Section 504.

How to find out about Employment Opportunities

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! 

Human Resources Policies and Procedures

Union Contracts and HR Policy Manual

Reasonable Accommodation Policy

Employee Rights and Responsibilities Under the Family and Medical Leave Act (FMLA)

Click here to download FMLA Forms from RCC FX with your RCC username/password

Roxbury Community College Employee Affirmative Action, Diversity and Equal Employment Opportunity
Roxbury Community College is an Affirmative Action/Equal Opportunity Employer. We encourage applications from candidates who will enrich and contribute to the cultural and ethnic diversity of our College and do not discriminate on the basis of age, race, creed, color, religion,marital status, gender, sexual orientation, veteran status, national origin or disability status in its education programs or in admissions to, access to, treatment in, or employment in its programs or activities as required by the Title VI Civil Rights Act of 1964, Title IX, Education Amendments of 1972; Section 504 of the Rehabilitation Act of 1973; and regulations promulgated thereunder; 34 C.F.R. Part 100 (Title VI), Part 106 (Title IX), and Part 104 (Section 504); and the Americans with Disabilities Act of 1990. RCC is committed not only to meeting the requirements of laws, but also to creating an atmosphere of civility, collegiality, mutual respect, and inclusion that stimulates and supports all employees in their work at RCC. The equal employment opportunity and anti-discrimination laws informing RCC's policies and procedures include: Title VII of the Civil Rights Act of 1964 Civil Rights Act of 1991 Equal Pay Act of 1963 Age Discrimination in Employment Act of 1967 Rehabilitation Act of 1973 Americans with Disabilities Act of 1990 Chapter 151B of the General Laws of Massachusetts.

All inquiries concerning application of the above and inquiries concerning the College Sexual Harassment Title IX Policy should be directed to P. Paul Alexander, Chief Human Resources and Affirmative Action Officer, at 617-541-5386.

For RCC's Complete Affirmative Action Policy, click 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.

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.

Positions Available

Employment @ RCC
If you're talented and energetic, dedicated and creative, and have the drive to make a difference, then consider a career at Roxbury Community College.RCC, a state-supported 2 year academic institution located in Boston, Massachusetts is continually searching for qualified and goal oriented individuals to join our dynamic team. Roxbury Community College is situated on a beautiful urban campus, with easy access to a range of educational and cultural activities. RCC offers excellent healthcare and tuition benefits for you and your family. We are a diverse, multicultural learning community, and are at the cutting edge in nursing and instructional technology. RCC also offers broad professional development opportunities and flexible work options.

Roxbury Community College is an equal opportunity employer and does not discriminate on the basis of race, sex, sexual orientation, gender identity,religion, color, national or ethnic origin, age, disability, or status as a Vietnam Era veteran or disabled veteran.

Available Full-Time Positions


Available Part-Time Positions

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  1. Human Resources Mission