College Assistants/Tutors Handbook
- Equal Employment Opportunities/Affirmative Action Policy
- No Smoking Policy
- Sexual Harassment Policy
- Right to Know
- Hourly Employment Work Limits
- Appointment Start Date
- Fingerprint Filing Fee
- New York State Labor Law Compliance
- Time Sheets for Payment
- Late Time Sheet Submissions
- Shift Differential
- Benefits Eligibility
- Use of Annual and Sick Leave
- Jury Duty Service
- Separation from Service
- Right to Review
- Annual (Vacation) Leave
- Sick Leave
- Health Plan Coverage
- Special Leave of Absence Coverage (SLOAC)
- Pension Option
- Union Welfare Benefits
- Agency Shop Fee Refund
- Workers' Compensation
- Unemployment Insurance Rules Applicable to College Assistant/Tutors
- Direct Deposit
This College Assistant Handbook is for informational purposes to give part-time employees and their supervisors an overview of the personnel policies, procedures, and guidelines by which we work. They are based upon Federal and State Labor Laws and CUNY Personnel Rules and Regulations. It describes conditions of employment, the procedure for being placed on the payroll and the benefits available to College Assistants. Most of the information in this handbook is summarized for general guidance and may not cover every item which may be of interest to you. If you have unanswered questions, please call the Department of Human Resources, South Hall, Room 106 Extension 5119.
Your first responsibility is to know your own duties and how to execute them effectively, efficiently and pleasantly. Secondly, you are expected to cooperate with management and your fellow employees and maintain a good team attitude. How you interact with fellow employees, those whom Bronx Community College serves, and how you accept direction can affect your success and the success of your department. In turn, the performance of one department can impact the entire service offered by Bronx Community College. Consequently, whatever your position, you have an important assignment: perform every task to the very best of your ability. The result will be better performance for The College and personal satisfaction for you. You are encouraged to take advantage of opportunities for personal development that are offered to you. This Handbook offers insight on how you can positively perform duties to the best of your ability to meet and exceed Bronx Community College's expectations.
We strongly believe you should have the right to make your own choices in matters that concern and control your life. We believe in direct access to administration, and we are dedicated to making Bronx Community College a place of employment where you can communicate with your supervisor, or any member of administration, to discuss any problem or question. We expect you to voice your opinions and contribute your suggestions to improve the quality of work life at Bronx Community College.
We hope you will read this Handbook carefully and retain it for future reference.
EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION POLICY (Top)
Bronx Community College is an Equal Opportunity and Affirmative Action Institution. The College does not discriminate on the basis of age, sex, sexual orientation, alienage, or citizenship, religion, race, color, national or ethnic origin, disability, marital status, or status as a disabled or Vietnam era veteran, in its student admissions, employment, access to programs, and administration of educational policies.
In order to ensure equal opportunity for all qualified persons in deed as well as intent, the College will continue to engage in a positive and on-going compliance with the requirements of Federal Executive Order 11246, as amended by 11375 and 12086, The Equal Pay Act of 1963, Titles VII and IX of the Civil Rights Act of 1964, The Age Discrimination in Employment Act of 1967, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act (ADA) of 1990 and Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 as well as with the policies of the Board of Trustees with respect to affirmative action for equal employment in The City University of New York. The Affirmative Action program is designed to increase the employment opportunities at the College for all designated groups, and to assure more effective realization and utilization of their talents and skills.
Pursuant to the Chancellor's mandate of 1976, Italian-Americans are also designated as an affirmative action category in CUNY.
As an employer acting in conformity with federal legislation and as an educational institution, Bronx Community College believes in a policy on nondiscrimination and recognizes its obligation to maintain an environment free of sexual harassment for its students, faculty, and staff.
The College Affirmative Action Officer and Coordinator for Title IX, which prohibits sex discrimination in federally assisted education programs, also serves as the College Section 504 Coordinator for the Disabled. The office is located in Language Hall, Room 27 phone # 289-5151.
NO SMOKING POLICY (Top)
The Surgeon General of the United States has determined that smoking is the largest preventable cause of illness and premature death in the United States. Smoking is associated with the unnecessary death of more than 350,000 Americans a year. Moreover, research findings now indicate that exposure to Environmental Tobacco Smoke (ETS), also known as second-hand smoke and officially classified as an EPA Group A carcinogen, is linked to a variety of negative health consequences and is responsible for approximately 3,000 lung cancer deaths annually among non-smokers in the United States.
It is the intent of this policy to promote a more healthful environment for all members of Bronx Community College community at all locations, and concomitantly, to protect the health of non-smokers. The implementation of this policy signifies our full compliance with the New York State and New York City Clean Indoor Air Acts and the Smoking Policy of The City University of New York.
Smoking includes the inhaling, exhaling and carrying of any lighted cigarettes, cigars, or pipes.
As of November 18, 1993, smoking is prohibited inside all facilities or vehicles owned, leased, or operated by The City University of New York.
Responsibility & Enforcement:
While responsibility for the implementation and effectiveness of the policy lies with all Bronx Community College faculty, staff, students and guests, ultimate administrative responsibility to achieve college-wide compliance rests with deans, directors, and senior staff member in charge of the various divisions, units, offices and facilities. To effect adherence, members of Bronx Community College community must be willing to directly and politely inform those unaware of the policy, and remind those who disregard it. If this approach and effort is unsuccessful, the individual in violation of this policy will be brought to the attention of the dean, director, senior staff member or other person in charge for further discussion and progressive counseling. Those who still do not comply will face corrective action consistent with the nature and seriousness of the continuing violation.
Disputes arising under this policy involving employees covered by collective
bargaining agreements shall be resolved under the complaints and grievance
procedures of their respective collective bargaining agreements.
Complaints and disputes involving excluded employees shall be resolved
under The City
University of New York Smoking Dispute and Complaint Resolution Procedure.
SEXUAL HARASSMENT POLICY (Top)
Sexual harassment is against the law and is not tolerated at Bronx Community College. The college has responsibility for investigating complaints of sexual harassment brought by students or employees on campus or at field placement assignments outside of the college's premises. Student or employee complaints should be directed to the Sexual Harassment Panel. The City University of New York issued an updated policy in 1995 that prohibits sexual harassment of faculty, staff, and students as stated below:
"It is the policy of The City University of New York to promote a cooperative work and academic environment in which there exists mutual respect for all University students, faculty, and staff. Harassment of employees or students based upon sex is inconsistent with this objective and contrary to the University policy of equal employment and academic opportunity without regard to age, sex, sexual orientation alienage or citizenship, religion, race, color, national or ethnic origin, handicap, and veteran or marital status. Sexual harassment is illegal under Federal, State, and City laws, and will not be tolerated within the University.
"The University, through its colleges, will disseminate this policy and take other steps to educate the University community about sexual harassment. The University will establish procedures to ensure that investigations of allegations of sexual harassment are conducted in a manner that is prompt, fair, thorough, and as confidential as possible under the circumstances, and that appropriate corrective and/or disciplinary action is taken as warranted by the circumstances when sexual harassment is determined to have occurred. Members of the University community who believe themselves to be aggrieved under this policy are strongly encouraged to report the sexual harassment as promptly as possible. Delay in making a complaint of sexual harassment may make it more difficult for the college to investigate the allegations.
A. Prohibited Conduct
It is a violation of University policy for any member of the University community to engage in sexual harassment or to retaliate against any member of the University community for raising an allegation of sexual harassment, for filing a complaint alleging sexual harassment, or for participating in any proceeding to determine if sexual harassment has occurred.
B. Definition of Sexual Harassment
For purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other oral or written communications or physical conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic standing;
- Submission to or rejection of such conduct by an individual is used as basis for employment or academic decisions affecting such individual; or
- Such conduct has the purpose or effect of unreasonably interfering with an individual's Work or academic performance, or creating an intimidating, hostile, or abusive work or academic environment.
Sexual harassment can occur between individuals of different sexes or of the same sex. Although sexual harassment most often exploits a relationship between individuals of unequal power (such as between faculty/staff member and student, supervisor and employee, or tenured and untenured faculty members), it may also occur between fellow students or co-workers), or in some circumstances even where it appears that the harasser has less power than the individual harassed (for example, a student sexually harassing a faculty member). A lack of intent to harass may be relevant to, but will not be determinative of, whether sexual harassment has occurred.
C. Examples of Sexual Harassment
Sexual harassment may take different forms. Using a person's response to a request for sexual favors as a basis for an academic or employment decision is one form of sexual harassment. Examples of this type of sexual harassment (known as quid pro quo harassment) include, but are not limited to, the following:
- Requesting or demanding sexual favors in exchange for employment or academic opportunities (such as hiring, promotions, grades, or recommendations);
- Submitting unfair or inaccurate job or academic evaluations or grades, or denying training, promotion, or access to any other employment or academic opportunity, because sexual advances have been rejected.
Other types of unwelcome conduct of a sexual nature can also constitute sexual harassment, if sufficiently severe or pervasive that the target does find, and a reasonable person would find, that an intimidating, hostile or abusive work or academic environment has been created. Examples of this kind of sexual harassment (known as hostile environment harassment) include, but are not limited to, the following:
- sexual comments, teasing, or jokes;
- Sexual slurs, demeaning epithets, derogatory statements, or other verbal abuse;
- Graphic or sexually suggestive comments about an individual's attire or body;
- Inquiries or discussions about sexual activities;
- Pressure to accept social invitations, to meet privately, to date, or to have sexual relations;
- Sexually suggestive letters or other written materials;
- Sexual touching, brushing up against another in a sexual manner, graphic or sexually suggestive gestures, cornering, pinching, grabbing, kissing, or fondling;
- coerced sexual intercourse or sexual assault.
D. Consensual Relationships
Amorous dating or sexual relationships that might be appropriate in
other circumstances have inherent dangers when they occur between
a faculty member, supervisor, or other member of the University community
and any person for whom he or she has a professional responsibility.
These dangers can include; that a student or employee may feel coerced
into an unwanted relationship because he or she fears that refusal
to enter into the relationship will adversely affect his or her education
or employment; that conflicts of interest may arise when a faculty
member, supervisor, or other member of the University community is
required to evaluate the work or make personnel or academic decisions
with respect to an individual with whom he or she is having a romantic
relationship; that students or employees may perceive that a fellow
student or co-worker who is involved in a romantic relationship will
receive an unfair advantage; and that if the relationship ends in
a way that is not amicable, either
or both of the parties may wish to take action to injure the other
Faculty members, supervisors, and other members of the University community who have professional responsibility for other individuals, accordingly, should be aware that any romantic or sexual involvement with a student or employee for whom they have such a responsibility may raise questions as to the mutuality of the relationship and may lead to charges of sexual harassment. For the reasons stated above, such relationships are strongly discouraged.
For purposes of this section, an individual has "professional responsibility' for another individual at the University if he or she performs functions including, but not limited to, teaching, counseling, grading, advising, evaluating, hiring, supervising, or making decisions or recommendations that confer benefits such as promotions, financial aid or awards or other remuneration, or that may impact upon other academic or employment opportunities.
E. Academic Freedom
This policy shall not be interpreted to constitute interference with academic freedom.
F. False and Malicious Accusations
Members of the University community who make false and malicious complaints of sexual harassment, as opposed to complaints which, even if erroneous, are made in good faith, will be subject to disciplinary actions.
The University shall develop procedures to implement this policy. The President of each constituent college of the University, the Deputy Chancellor at the Central Office, and the Dean of the Law School shall have ultimate responsibility for overseeing compliance with this policy at his or her respective unit of the University. In addition, each dean, director, department chairperson, executive officer, administrator, or other person with supervisory responsibility shall be required to report any complaint of sexual harassment to an individual or individuals to be designated in the procedures. All members of the University community are required to cooperate in any investigation of a sexual harassment complaint.
There is a range of corrective actions and penalties available to the University for violations of this policy. Students, faculty, or staff who are found, following applicable disciplinary proceedings, to have violated this Policy are subject to various penalties, including termination of employment and permanent dismissal.
Any student or employee of the College may contact members of the Sexual Harassment Panel or the Affirmative Action Officer to discuss complaints of harassment or for information about procedures for informal and formal resolutions of the problem. Information about the Panel is available from members of the Panel and in the following places:
Affirmative Action Office, Language Hall, Room 27 (718) 289-5151
Department of Human Resources, South Hall, Room 106, (718) 589-5119
Vice President of Students Office, Loew Hall, Room 201, (718) 289-5864
RIGHT TO KNOW (Top)
According to law, your employer must inform you of the health effects
and hazards of toxic substances at your worksite. Bronx Community
College has an Occupational Safety and Health Officer to oversee environmental
and safety issues and compliance with related regulations. The
Office of Safety and Health addresses asbestos concerns, indoor air
quality, chemical, biological and radiation safety, laboratory safety,
biological and chemical waste handling, etc. The office conducts
OSHA mandated training including Right to Know, laboratory safety,
handling of infectious body fluids, and other programs for employees
involved in hazardous operations. The OSHA Officer is Prof Martin
Pulver. He may be contacted at (718) 289-5555.
TERMS AND CONDITIONS OF EMPLOYMENT (Top)
College Assistants/Tutors are classified as hourly employees of the CUNY Civil Service and subject to the terms and conditions of employment under the Collective Bargaining Agreement (White Collar) between DC 37 and CUNY. In addition, as a public employer, Bronx Community College must comply with Federal, State and Local Laws and Regulations with respect to our employment practices. The Department of Human Resources has overall responsibility for the employment of College Assistants and Tutors. College Assistants, Tutors and your supervisors should familiarize yourselves with the following:
College Assistants, Tutors, Supervisors: please familiarize yourselves with the following:
Hourly Employee Work Limits (Top)
As a College Assistant/Tutor, you are limited to a maximum of 1040 working hours between July 1st and June 30th of the budget year. This maximum is determined by contractual agreement and any work hours exceeding this maximum will not be paid. All appointments will be terminated upon the expiration date. Multiple appointments within CUNY may not exceed 1040 hours when combined.
Appointment Start Date (Top)
College Assistants/Tutors may not begin any work assignment until your appointment has been authorized by the Department of Human Resources. Authorization requires that temporary service funds have been allocated, the Personnel Action Form- (PAF-CA) has been completed and approved, and you have submitted all required documents and fees to the Department of Human Resources. When the appointment of a College Assistant/Tutor is approved, the department receives the signed, approved departmental copy of the PAF-C. Any College Assistant/Tutor assigned to work without authorization will not be paid. Do not submit time sheets to the Payroll Office prior to receipt of authorization to work.
Fingerprint Filing Fee (Top)
As an employee in the classified service, tax levy College Assistants/Tutors are fingerprinted the first time they are placed on a CUNY payroll, except for student aides and full-time students employed in the same college that they attend as students.
New York State Labor Law Compliance (Top)
As for all employees, New York State Labor Law prevails; an employee may not work more than five (5) hours without taking a meal period. The meal period, which must be a minimum of thirty (30) minutes, is unpaid.
Time Sheets for Payment (Top)
To be paid, College Assistants/Tutors must sign in, sign out and initial your time sheet each day you work. Your supervisor is responsible for signing your time sheet at the end of each work period and submitting it to the Payroll Office according to the Payroll Schedule.
Late Time Sheet Submissions (Top)
Because the City generates the payroll checks, late submissions of time sheets to the Payroll Office will result in a delay of payment to the College Assistant/Tutor. Time Sheets submitted two (2) pay periods late jeopardize the College Assistant's/Tutor's health and welfare benefits. No salary advances will be authorized due to late submission of time sheets to the Payroll Office.
Shift Differential (Top)
College Assistants/Tutors are entitled to a shift differential for scheduled hours worked between 6:00 pm and 8:00 am with more than one hour of work between 6:00 pm and 8:00 am. The shift differential equals your hourly rate plus 10% of your hourly rate.
Benefits Eligibility (Top)
In order to be eligible for welfare benefits, a College Assistant/Tutor must work 17½ hours per week. In order to be eligible for health insurance, a College Assistant/Tutor must work 20 hours per week. It is the supervisor's responsibility to notify College Assistants/Tutors to contact the Department of Human Resources when benefit eligibility begins and ends.
Use of Annual and Sick Leave (Top)
Upon eligibility, College Assistants/Tutors accrue annual and sick leave. Annual leave requires prior approval of your supervisor and can be taken in units of one hour or multiples thereof. Your supervisor may request documentation from you for use of sick leave. All annual leave or sick leave used must be entered into the appropriate section of the time sheet.
Jury Duty Service(Top)
College Assistants/Tutors, serving on juries in New York State in New
York State Courts, are eligible to be paid the juror fee for the first
three days of service by the College. You are eligible to be
paid only if you are scheduled to work on the days you
serve. If you are not scheduled to work, you are not to be paid.
You may, however, request use of annual leave if you have a leave
balance and are eligible to use it. The current juror's fee
is $40.00 per day. If your daily rate is less than $40.00, you
will receive the amount of your daily wages for the first three days.
College Assistants/Tutors who receive a notice to serve on jury duty should present a copy of the notice to both your Department Head and to the Department of Human Resources who will give you a Jury Duty form to fill out. The Director of Human Resources will make determination of paid jury duty service. A copy of the receipt for serving as a juror must be submitted to the Department of Human Resources upon return from jury duty service in order to be processed for payment.
Separation from Service (Top)
When a College Assistant/Tutor separates service, the supervisor must notify the Department of Human Resources by submitting a completed PAF- (CA).
Right to Review (Top)
Any College Assistant/Tutor whose employment is terminated for a stated reason relating to his or her misconduct shall have the right to a review of the decision to terminate, provided he or she makes such a request, in writing, within ten (10) work days of becoming aware of such decision. The review shall be conducted by the College Director of Human Resources unless another person, other than the employee's supervisor, has been designated by the president as the review officer.
A College Assistant/Tutor whose appointment or reappointment is terminated
for a reason other than lack of work or lack of funds, and who has
worked 500 or more hours in each of the preceding nine (9) contract
years, shall have the right to a review by the College Director of
Human Resources of the decision to terminate. The College Assistant/Tutor
shall be entitled to representation by a respective Union representative
and shall have the right to bring witnesses.
There shall be no appeal from the decision of the review officer. Unless the employee has been advised in writing of a reason for termination related to misconduct, any College response to a request for reference or unemployment information shall contain no negative information.
- Processing Fees, payable to the City University of New York, are required for all College Assistants/Tutors.
- The "appointment year" beginning July
1 and ending on June 30 as follows:
Appointee's Hourly Rate Processing Fee From $8.47 to $15.07 $10.00 15.08 and over 15.00
Fingerprint Processing Fees are required for all appointed College Assistants/Tutors.
The fee is $50.00, payable to the New York State Division of Criminal
Justice Services; however, full-time CUNY students may be excused from the fingerprinting by the Director of Human Resources
provided the appointee presents a validated CUNY Student Registration
and Bursar indicating 12 or more credits for the current semester.
BENEFITS INFORMATION (Top)
NOTE: EXCEPT FOR UNEMPLOYMENT INSURANCE, THESE BENEFITS APPLY TO TAX LEVY COLLEGE ASSISTANTS/TUTORS ONLY.
Annual (Vacation) Leave (Top)
You are entitled to receive annual leave if you work 500 or more hours in a fiscal year (July 1 - June 30). You will be credited with one hour of annual leave for every 15 hours worked during the year of employment. Annual leave may be taken at any point after you have accrued it, with your supervisor's prior approval; or it will be paid to you after you have worked the number of hours allotted to you.
Sick Leave (Top)
You are entitled to receive sick leave if you work 500 or more hours in a fiscal year. You will be credited with one hour of sick leave for every 20 hours worked. Sick leave may be used only for your personal illness. Excessive use of sick leave will be reviewed by the Department of Human Resources. Unused sick leave may be accrued from year to year without limitation. A physician's certificate is required for illness extending for three or more consecutive working days, and for each month in the case of prolonged illness.
Health Plan Coverage (Top)
You are entitled to join one of the City Health Insurance plans if you meet two criteria: you are scheduled to work 20 or more hours per week, and your appointment is expected to last more than six months. There is no cost to you to enroll in a basic city Health Plan but there is a charge for additional benefits. If you are a new appointee, you must be employed for 90 days before you are eligible to join a City Health Plan. Applications are available from the Department of Human Resources, South Hall, Room 106.
Paid City Health Plan coverage continues for as long as you work 20 hours per week with no break in service greater than 30 days.
Special Leave of Absence Coverage (SLOAC) (Top)
College Assistants/Tutors, who are members of one of the City Health Insurance plans, and who are temporarily disabled or ill, are eligible for Special Leave of Absence Coverage (SLOAC) which continues health coverage for nine payroll periods after receipt of the last paycheck.
Pension Option (Top)
If you wish to participate in a pension plan, you may join the New York City Employees' Retirement System (NYCERS). NYCERS membership forms are available in the Department of Human Resources.
Union Welfare Benefits (Top)
You are eligible to receive union welfare benefits if you are appointed for at least 500 hours and work 17½ hours or more per week. There is a waiting period of 90 days of credible employment. Local 2054 of District Council 37, the Union that represents College Assistants/Tutors, offers you a health benefit package and a tuition reimbursement program. Certain longtime College Assistants/Tutors may also be eligible to receive health and security benefits after leaving Bronx Community College. Contact the DC 37 Union at 125 Barclay Street, New York, NY 10007, (212) 815-1000 for details. Membership in the Union is not mandatory in order to receive these benefits.
Agency Shop Fee Refund (Top)
Under an act passed by the New York State Legislature, and by agreement between City and municipal employee unions, employees in the title of College Assistant who are represented in collective bargaining, and who are not union members are subject to a deduction from their salary in an amount equal to the dues payable by a union member. This deduction is called an agency shop fee. College Assistants/Tutors who regularly work less than 17½ hours a week may apply for a quarterly refund of the agency shop fee by submitting copies of pay stubs to the DC 37 Accounting Office at the above address.
Workers' Compensation (Top)
College Assistants/Tutors are covered by Workers' Compensation. If you are injured in the performance of your college duties, you must report to the Department of Human Resources in order to complete required forms. The Workers' Compensation Division of the Law Department of the City of New York will notify you if your injury is covered. Additional Workers' Compensation information may be obtained from the Department of Human Resources.
Unemployment Insurance Rules Applicable to College Assistants/Tutors (Top)
In order to comply with Federal guidelines, and under an amendment to the New York State Labor Law, College Assistants/Tutors are not eligible to collect Unemployment Insurance Benefits during the summer if there is reasonable assurance of employment in a similar capacity in the next fiscal year or term. Nationwide, no part-time public or private institutional employee is paid unemployment insurance if he/she will be reappointed.
In June of each year, College Assistants/Tutors will receive a letter informing them whether the College intends to reemploy them. If you are not reemployed after the summer, you are entitled to retroactive unemployment insurance benefits, except if you are also a student.
If you are covered under one of the College Health Insurance Plans and will be off the payroll, you are entitled to self-paid health benefits under COBRA. If you are reemployed, resumption of University paid benefits will begin immediately with no new waiting period.
Direct Deposit (Top)
College Assistants/Tutors are eligible for direct deposit of paychecks
after receipt of your first paycheck. Forms are available in
the Office of Human Resources, South Hall, Room 106. They are
to be returned to the Payroll Office in Colston Hall Room 820
SAFETY AND SECURITY (Top)
The Campus Security Office is located in Loew Hall on the 5th Floor. The Security Office is open 24 hours a day, 7 days a week. Special telephone numbers to the Security Department are reserved for emergencies and non-emergencies.
Emergency - 289-5911 Non-Emergency - 289-5923
Please report emergencies or unusual activities immediately to the main office, (extension 5911) or to the Security station closest to you. All security officers have radios, which may be used to call for assistance.
Campus Wide Emergency Telephone System
In an emergency, go to the nearest Emergency Telephone. Most
of the College Emergency Telephones are enclosed in a bright yellow
case. Inside, there is a single button. Press it firmly
and then release it. The telephone will automatically dial a
preset number that rings on a special display telephone in the Security
Office. It will automatically indicate your location.
This telephone is staffed 24 hours a day. You can then talk,
hands free, to the Security Dispatcher. Please speak loudly
These telephones are for EMERGENCY USE ONLY!
Continuous Patrol Coverage
Security officers, uniformed supervisors and/or college staff supervisors provide security presence and patrols on campus 24 hours a day, seven days a week. Car, bicycle and foot patrol are utilized to patrol the campus and surrounding area. When calling Security for assistance at extension 5911, please give as much information as possible to the dispatcher. The nature of the problem, physical descriptions of any suspicious persons and other relevant information increase the Security Department's effectiveness. Leave a telephone number where you can be reached if more information is required.
Security is an important concern for all of us in every aspect of our lives, including home, work and travel. Bronx Community College is a reasonably safe place in which to work and study. The College works in close collaboration with our local Police Precincts so that all members of the College Community and our visitors can enjoy campus life without unreasonable preoccupation with their own safety or that of their possessions.
A critical component of the College's security program is the requirement
that all faculty, staff and students wear their ID cards at all times
when they are inside College buildings. Easy identification
of all people who belong inside of the College enables the Security
staff to do their job more effectively and contributes to the safety
of the entire College community.
Everyone is required to produce a valid ID card to enter all College buildings.
The following are a few reminders to assist members of the College Community in developing greater security and safety awareness. Please note that the list is not all-inclusive but represents several common-sense ideas to keep in mind. Even in this high-tech age, our personal security still greatly depends on common-sense precautions that do not require a lot of electronic wizardry to implement. It is important that every one of us becomes conscious of these precautions and incorporates them into our daily routines.
TO AND FROM WORK
- Travel in groups during dark hours. Do not take shortcuts through deserted streets, parks and playgrounds that do not have adequate lighting. Avoid areas where loiterers congregate.
- When walking to your car or upon arriving home, have your keys ready in your hand.
- Do not enter an elevator with a stranger.
- Know the location of public telephones in your area.
- Be alert while walking. Observe your surroundings.
IN THE OFFICE AND CLASSROOM
- Handbags are most commonly left unattended in the bottom drawers of desks, and thieves are aware of this. Secure your valuables. Do not leave book bags unattended for any period of time, even if it is just to get a cup of coffee or to use the restroom.
- Do not hang up your jackets or coats with valuables in the pockets.
- Always lock doors when offices and laboratories are unattended, no matter how brief the period may be.
- Do not leave keys where they are visible. Label them with codes, not location numbers.
- Report suspicious persons immediately to the Security Office.
- Do not tempt the potential thief by presenting an opportunity for crime.
IF YOU FEEL THREATENED OR HAVE WITNESSED A CRIME
- Dial the police (911) on any public phone. Police calls do not require a coin.
- If no phone is available, enter a store or ring the doorbell of a nearby resident for assistance.
- If you feel a car is following you while walking, run in the opposite direction. The car will have to turn around in order to continue following you.
- Remember as many details as you can and report them to the police or security.
IMPORTANT: STAY ALERT! MAKE MENTAL NOTES OF YOUR SURROUNDINGS and DON'T TAKE FOOLISH CHANCES!!!
Operation Identification is a program that allows members of The College
Community to register their property with the Security Department.
Items such as typewriters, computers, calculators, cameras and personal
property are marked with special engraving tools, making the property
less attractive to others.
EMERGENCY CLOSING (Top)
The University/College is open unless a specific announcement is made to the contrary. If weather conditions or other emergencies (e.g. major public transportation problems, utility or power disruption, campus disturbance, health emergency, or damage to facilities, etc.) arises that causes the school to be closed, notifications are broadcast on the following radio stations:
Physical Plant Services and Public Safety and Security staff members who are designated "essential staff," and are notified of this designation, are required to report to work in these situations since they are considered emergency employees. Their attendance is essential during emergency situations. Those employees who do not report for work will have deductions made from either their salary or leave balances. If only a portion of the campus is closed, all employees should report to work and they will be assigned to perform their duties in facilities and offices that are open at the college. Your department head will inform you beforehand where to report if such a situation occurs.