A Guidebook for Instructors at the32BJTraining Fund: Policy & Program Standards
Thomas Shortman Training, Scholarship & Safety Fund
Thomas Shortman Training, Scholarship & Safety Fund
25 West 18th Street, 2nd Floor
New York, NY 10036
Permission granted for educators to use this guidebook with due acknowledgment.
The 32BJ Training Fund .....................................................................
32BJ Training Fund Pledge of Professionalism.................................................
General Policies of the 32BJ Training Fund .............................
The Creation of the 32BJ Training Fund............................................
The Growth and Evolution of the 32BJ Training Fund.......................
Our Educational Philosophy ........................................................................................................................
The Teaching and Student Learning Process.............................................................................................
Curricula and Best Practices.......................................................................................................................
Our Program Standards...............................................................................................................................
Table of Contents
This guide will acquaint you with the policies, procedures, and forms needed to fulfill your responsibilities as an instructor for the 32BJ Training Fund. As an employee of the Training Fund, you are expected to follow all Fund policies and procedures.
We hope this guide will help acquaint you with the procedures and forms needed to fulfill your instructional responsibilities.
32 BJ Benefits Fund Description and Structure
The 32BJ Benefit Funds (Benefit Funds) is the umbrella organization of the five following funds:
•Supplemental Retirement Savings Plan (SRSP)
•Legal Services Fund
Under federal law, all five funds within the Benefit Funds are multi-employer funds that are an employee pension or welfare benefit plan to which more than one employer contributes and which is maintained pursuant to collective bargaining or participation agreements between unions and employers. These funds provide benefits bargained between employers and SEIU Local 32BJ, the union representing property service workers from Connecticut through northern Virginia, with small numbers of members in other locations. Most of the employers are represented by the Realty Advisory Board (RAB), while others are independent.
The 32BJ Training Fund
The Training Fund is a 501(c) (3) joint labor-management partnership between SEIU Local 32BJ and the Realty Advisory Board of New York City. We offer industry, academic, and computer training to over 54,000 eligible building service workers (porters, maintenance workers, security officers, cleaners, superintendents, doormen) throughout the metropolitan area. Our mission is to train members, skilled or unskilled, to grow to the next level.We want all eligible members to have the tools they need for a bright future and, by doing so, continually raise the standards of our industry. Over 6,000 students attend 100 courses and seminars at 40 locations throughout the New York metropolitan area.
The training program runs on a trimester basis. Classes begin in September, January & April of each year.Each trimester is 11 weeks in length. Classes meet once or twice a week in 2, 3, 4 or 6-hour sessions, depending on the type of course.Eligible members who wish to attend classes may sign up during a registration period that proceeds each trimester (see a current class catalog for exact time & dates). Registrations for popular courses are done on a lottery basis so that every member has an equal chance of getting the course of their choosing.
All initial training textbooks and supplies are provided free of charge to enrolled members, generally during the second week of classes. Members are expected to attend classes on a regular basis and maintain an attendance rate of 80% or better. Grades and certificates of completion are issued for each member who successfully meets the requirements of the course. Members who follow and successfully complete a series of prescribed courses in a particular area of concentration are granted a diploma. These diplomas are awarded to members in our annual Graduation ceremony. (See the “Career Tracks” portion of the Course Catalog.)
We at the Training Fund strive to create a positive and professional learning environment for all members.
To accomplish this, we will provide:
Members who feel they have constructive criticism to offer, have been treated improperly, or experienced or witnessed unprofessionalism at school should feel free to contact us to discuss their concerns.
All conversations will remain confidential.
In Person:4th Floor Administrative Office
By Mail: Director, Training Fund
25 West 18th Street, 4th Floor
New York, NY10011
Linda Nelson, Director
Jim Leggio and Mike Green, Deputy Directors
James Barry, Fred Terry, and Amy Martinez, Managers
GENERAL POLICIES OF THE 32BJ BENEFIT FUNDS
This section of the Instructor Manual covers policies of the 32BJ Benefit Funds that are relevant to all Training Fund instructors. As an employee of the Training Fund, you are expected to follow all policies outlined in this manual, as well as the relevant policies contained in the 32BJ Benefit Funds Employee Policy & Procedures Manual. A copy of the manual will be provided to all instructors in addition to this Instructor Manual.
Discrimination and Harassment
Building Service 32BJ Benefit Funds (“The Funds”) is committed to providing all employees with a workplace free from discrimination and harassment. The Funds does not discriminate against or tolerate harassment of any employee because of race, religion, color, sex, age, national origin, sexual orientation, disability, or any other basis prohibited by law or protected activity under the anti-discrimination statutes.
This policy covers discrimination and harassment by anyone in the workplace – supervisors, employees, customers, vendors, visitors and other outsiders.
Discrimination – It is discrimination if an employer bases any decision regarding the terms or conditions of employment on an employee’s race, religion, color, sex, age, national origin, sexual orientation, disability, or any other characteristic protected by law.
Harassment – Harassment consists of unwelcome verbal, visual or physical conduct that is based on an individual’s race, religion, color, sex, age, national origin, sexual orientation, disability, or any other characteristic protected by law. It may include, but is not limited to, actions such as the use of epithets, slurs, negative stereotyping, jokes, or threatening, intimidating or hostile acts that relate to sex, race, age, disability or other protected categories. Harassment may also include written or graphic material that denigrates or shows hostility toward an individual or group, whether that material is sent by e-mail, placed on walls, bulletin boards, computer screens, or elsewhere on Funds’ premises or circulated in the workplace.
Unwelcome conduct can constitute harassment if:
•it has the purpose or effect of unreasonably interfering with an individual’s work performance;
•creates an intimidating, hostile or offensive working environment; or
•submitting to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment.
Sexual harassment – Sexual harassment can involve unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature. It can involve conduct by a person of either gender toward a person of the same or opposite gender.
The following is only a partial list of sexually harassing conduct:
• explicit sexual propositions
• offering employment benefits in exchange for sexual favors
• making threats or retaliating after a negative response to sexual advances
• sexual innuendo or sexually suggestive or degrading comments about a person’s body, sex life, sexual prowess or sexual deficiencies
• sexually-oriented jokes, derogatory comments, epithets, slurs or catcalls
• obscene language, letters, notes or invitations (including e-mail)
• physical contact such as touching or impeding movements
• leering, making sexual gestures or displaying or distributing sexually-suggestive objects or pictures, cartoons or posters (including e-mail)
Unwelcome conduct can constitute sexual harassment if:
• it has the purpose or effect of unreasonably interfering with an individual’s work performance,
• it creates an intimidating, hostile or offensive working environment,
• submission to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or
• submission to or rejection of the conduct by an individual is used as the basis for tangible employment actions taken toward her or him.
Complaint and Investigation Procedure
The Funds strongly encourages you to come forward with a complaint before discrimination or harassment becomes severe and pervasive.
The Funds is committed to stopping discrimination and harassment even if the conduct has not risen to the level of a violation of the law.
If you are subject to harassing conduct and feel comfortable doing so, you should respond to that conduct in a way that demonstrates that the conduct is unwelcome. However, you are not required to complain directly to the offending individual. Efforts will be made to investigate and resolve complaints promptly, thoroughly and impartially, and in as confidential a manner as is possible consistent with a proper investigation of the complaint. If an individual is accused of discrimination or harassment, he or she shall not play any role in administering or making decisions under this procedure.
It is the responsibility of all management employees who learn of, receive a complaint of, or witness possible discrimination or harassment to report this information to the Funds’ Human Resources Director. Failure by a management employee to so report is itself a serious matter and may be grounds for discipline, up to and including termination. There will be no retaliation or other adverse action taken against an individual who makes a good faith complaint, reports an incident of apparent discrimination or harassment, or who in good faith provides information in the course of the investigation of such a complaint or report. Such retaliation against an individual for having complained of discrimination or harassment, reported an incident of apparent discrimination or harassment, or provided information during the investigation, can also be the subject of a complaint under this procedure. If such retaliation in fact occurred, prompt and appropriate corrective action will be taken and appropriate sanctions imposed, up to and including termination. If an individual is determined to have engaged in discrimination or harassment, appropriate corrective action will be taken promptly, and appropriate sanctions will be imposed, up to and including termination.
The procedure for dealing with complaints of discrimination or harassment is outlined below:
1. If you believe that you have been the target of discrimination or harassment, the Funds encourages you to report the alleged incident(s) as soon after the incident occurs as possible to the Training Fund Director, Deputy Director or Night & Evening Manager, or to the Human Resources Director or the Executive Director. Failure to report claims of harassment hampers the Funds’ ability to take necessary steps to remedy such situations. You are not required under this procedure to complain directly to the offending individual. It is the responsibility of any management employee who receives a complaint to inform the Human Resources Director of the allegations so that an investigation may be conducted.
2. When discrimination or harassment is alleged, the Human Resources Director, or his/her designee, will attempt to resolve the matter informally, if appropriate.
3. If the nature of the allegations makes such informal investigation inappropriate, or if such informal efforts do not resolve the matter, the Human Resources Director, or his/her designee, will ask the individual making the complaint (“complainant”) to promptly file a written complaint. That complaint should describe the alleged discrimination or harassment in as much detail as possible, including a description of what occurred and the dates, times and places of the incident(s). the complainant should also submit the names of individuals who he or she believes have information relevant to the investigation.
4. The Human Resources Director, or his/her designee, will then inform the individual alleged to have engaged in discrimination or harassment of the complaint and will give him/her the opportunity to respond to the allegation and to submit the names of individuals who he/she believes have information relevant to the investigation.
5. The Human Resources Director, or his/her designee, will conduct an investigation to determine whether or not discrimination or harassment has occurred. That investigation may include meeting with the complainant, the accused and other individuals who may have relevant information. Relevant documents may also be reviewed. The investigation will be conducted promptly, thoroughly and impartially, and in as confidential a manner as is possible consistent with a proper investigation of the complaint.
6. If necessary, the Funds will take steps to ensure that discrimination or harassment does not occur during the period of investigation.
7. At the conclusion of the investigation, the Human Resources Director or her/his designee will submit findings to the Executive Director.
8. If the investigation establishes that discrimination or harassment has occurred, the Funds will take prompt and appropriate action. This may include corrective action designed to end and to remedy the discrimination or harassment and to prevent it from recurring. Action may include discipline up to and including discharge and/or reassignment. The Funds will inform in general terms both the complainant and the accused of the measures taken to correct the discrimination or harassment.
9. If the investigation establishes that discrimination or harassment has occurred, the Human Resources Director or his/her designee will make follow-up inquiries to ensure that the discrimination or harassment has not resumed and that neither the complainant nor any other individual has been subjected to any retaliation for having complained of the discrimination or harassment, reported an incident of apparent discrimination or harassment or provided information during the investigation. This policy and procedure apply to all employees.
If you have any questions about this policy and its procedures, or if you want additional information concerning complaints of discrimination or harassment, the Funds encourage you to contact the Human Resources Director. If you believe you are the target of discrimination or harassment, you also have a right to file a charge under Title VII of the Civil Rights Act of 1964 the Age Discrimination in Employment Act, the Americans with Disabilities Act, the New York State Human Rights Law, the New York City Human Rights Law or other applicable state or municipal fair employment practices law. There are deadlines for filing charges of discrimination or harassment with the EEOC or state or municipal fair employment practices agencies. Those deadlines generally run from the last date of discrimination or harassment, not from the date that the complaint to the Funds is resolved. Contact the EEOC, the New York State Division of Human Rights, or the New York City Commission on Human Rights if you want more information about filing deadlines.
The Building Service 32BJ Benefit Funds (the Funds) has a responsibility to provide high-quality service to our participants. The continued success of the Funds is dependent upon maintaining the trust of 32BJ members and other participants, beneficiaries, trustees, union representatives and contributing employers. The Funds’ integrity and reputation require careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.
The Funds expect directors, managers, supervisors and all other employees to conduct business in accordance with all relevant laws and Funds policies and procedures, and to refrain from any illegal, dishonest or unethical conduct or even the appearance of a conflict of interest. To that end, this policy, detailing the ethical standards to which all employees must adhere, has been developed.
In general, the use of good judgment will guide you, but you must also maintain familiarity with Funds policies and procedures, relevant law and other relevant material. If a situation arises in which it is difficult to determine the proper course of action, you should seek guidance from your immediate supervisor, director, the Director of Human Resources, the Director of Compliance, and/or the Executive Director. Compliance with this Code of Ethical Conduct is the responsibility of every Funds employee. Disregarding or failing to comply with this policy could lead to disciplinary action, up to and including termination of employment.
1. All employees of the Funds are under a duty and trust to honestly and faithfully serve the best interests of the participants and their families.
2. “Private advantage” or “private interest” means something that benefits you personally, or that benefits a member of your family or a friend or anyone else with whom you have a personal relationship. The only interests that can be served by the Funds are the interests of Funds’ participants and beneficiaries in receiving the benefits that they are entitled to receive under the official rules of the Funds.
3. Employees of the Funds shall not convert or divert any funds or other property belonging to the Funds to private advantage. Employees are expected to safeguard the Funds’ property, including cash, equipment, records, etc. Employees shall not remove any property belonging to the Funds from the Funds' premises, even to borrow it. If you have a job-related need to take Funds' property to another location, you must have the advance permission of your supervisor or director before you take the property out of the building.
4. Employees Who Procure Goods or Services – An employee who purchases goods or services for the Funds, or who is otherwise involved in the procurement process, must treat all vendors uniformly and fairly. In deciding among competing vendors, the employee must objectively and impartially weigh all facts, avoiding even the appearance of favoritism. Established routines and procedures should be followed in the procurement of all goods and services.
5. Meals – Although an employee may not use his or her position to foster obtaining business courtesies, it is permissible to accept unsolicited meals from vendors on an occasional basis, provided:
a. The meal is primarily for business purposes
b. The meals are not lavish or extravagant under the circumstances
c. The meals are not frequent and do not reflect a pattern or the appearance of a pattern of frequent acceptance of courtesies from the same entities or person
d. There is no possibility that any of the business meals would influence or could reasonably be perceived to influence the employee’s objectivity, judgment, independence or integrity or create an actual or potential conflict of interest.
The Funds may provide meals to vendors or business associates of the Funds in the course of doing business. However, such provision of meals must be pre-approved, wherever possible, by the Executive Director.
6. Government Officials, Auditors, etc – Employees are prohibited from paying or reimbursing the expenses of or providing gifts or any other thing of value to, a government official.
7. Honesty and Integrity – Unless otherwise provided for in applicable law, no person shall serve as an employee of the Funds who has been convicted of any felony involving the infliction of grievous bodily injury, any crime of dishonesty, or any crime involving misuse or abuse of such person’s power as an employee.
a. Employees are expected to deal honestly with everyone involved with the Funds and avoid misleading, by deliberate omission or commission, anyone, including, but not limited to, participants, beneficiaries, the Trustees, and /or Fund professionals on matters relating to the Funds.
b. Employees must administer the benefit plans established by the Funds strictly in compliance with the terms of the applicable Plan documents and policies and procedures established by the Trustees and the executive staff, and must not show any favoritism or preferential treatment to any participant or beneficiary in the administration of the plans.
The Funds will not tolerate knowingly false or misleading statements made by employees to any government agency or representative.
11. Reporting Ethics Violations – Allegations that an employee has violated this Code of Ethical Conduct should be brought to the attention of the Director of Human Resources or the Director of Compliance for the Funds, who shall conduct a detailed investigation, report to the Executive Director, and recommend appropriate action. Management employees are expected to report any violation, or reasonable suspicion of a violation of this Code of Ethical Conduct, immediately upon detection.
If you report an alleged violation:
a. Confidentiality shall be maintained, to the extent possible. You are not required to identify yourself.
b . Any concern reported will be seriously addressed and, if not immediately resolved, you will be informed of the outcome, if you choose to identify yourself.
c. If you are acting in “good faith” in reporting detected or suspected violations, you will not be subject to reprisals, retaliation, threats, coercion, or similar acts of having disclosed such activity. In fact, retaliation of any kind is in and of itself an ethical violation. If, however, an employee knowingly makes false or malicious reports or statements, relative to an ethics violation or investigation, he/she will be subject to severe disciplinary action, up to and including termination of employment.
If for any reason, you do not feel comfortable speaking to the Director of Human Resources and/or the Director of Compliance, or if you feel they have not adequately addressed your situation, you should report the alleged violation of ethics directly to the Executive Director.
The Funds’ financial statements and the records on which they are based must completely disclose, and accurately reflect certain material transactions. Therefore, employees shall not engage in any direct or indirect transaction, agreement, or arrangement that results in false, artificial or misleading entries being made in any record.
8. Confidentiality – Employees are expected to maintain all Funds’ information in strict confidence, except on a “need to know” basis, where required for a business purpose of the Funds. This includes information about participants, beneficiaries, employees, contributing employers and Funds’ operations. (The Funds adheres to all applicable HIPAA privacy regulations.)
a.No documents, files, records, computer files or similar materials (except in the ordinary course of performing duties on behalf of the Funds) may be removed from the Funds’ premises. (See the Funds’ Information Communication Systems Policy.)
b.The Funds’ information must not be used to private advantage. It is to be used solely for the Funds’ official purposes.
9. Conflicts of Interest – Funds employees are obligated to place the interest of the Funds ahead of any private interest or private advantage in any transaction involving the Funds. Furthermore, Funds employees are also required to disclose to the Executive Director all facts in any situation where a potential conflict of interest may arise. In all matters involving the Funds, the lawful and legitimate interest of the Funds’ participants must be the sole and exclusive basis for decision-making and action. No employee may use his or her position with the Funds, or information acquired through his/her status as an employee of the Funds, in a manner that may create a conflict, or the appearance of a conflict, between the employee’s personal interests and those of the Funds. No employee of the Funds shall have a personal or other financial interest that is inconsistent with said employee’s duties. In particular, it shall not be permissible for any employee of Funds to:
a.have a financial interest in any firm that engages in or seeks to do business with the Funds, without disclosing such interest to the Executive Director, or
b. make or participate in any way in a decision concerning a Funds’ relationship with a firm in which the employee’s parent, spouse, spousal equivalent, dependent child, grandparent, grandchild, brother, sister, first or second cousin, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, step-parent, step-sibling, foster parent, foster child or business partner has a significant financial interest.
10. Litigation, Government Audits/Reports – When litigation, an audit, or investigation by a governmental or other legal authority is pending or reasonably foreseeable, all relevant paper and electronic records, including current, archived and “back-up” e-mail, must be preserved and cannot be destroyed until the matter is closed and approval has been received from the Funds' counsel. Employees who prepare government reports and participate in the Funds’ audits must be very careful in their preparation.
This policy is not intended to preclude employees of the Funds from owning publicly-traded shares of any firm that engages in business with the Funds through a mutual fund or other similar investment vehicle or from owning not more than 5% of the equity of any company, provided that the employee has informed the Funds of such ownership and received the Funds’ consent.
Employees are hired and continue in the Funds’ employ with the understanding that the Funds are their primary employer and that other employment or commercial involvement that is in conflict with the interests of the Funds is prohibited.
If you have a doubt in your mind regarding a possible conflict of interest, consult with your immediate Supervisor or Director, the Director of Human Resources, the Director of Compliance, or the Executive Director of the Funds.
POLICIES AND PROCEDURES OF THE 32BJ TRAINING FUND
The following policies and procedures are important to the day-to-day operation of the Training Fund. They apply to instructors at all Training Fund sites, except where noted.
You will be notified of the courses you will be teaching following the completion of the registration period for each term. Occasionally, sections with low enrollment are canceled or combined with another section. Whenever practical, the decision to cancel or combine will be made before the start of the term. However, a decision to cancel or combine a class with low or declining enrollment may be made after the class has begun. Instructors will be notified of changes to their schedule as they are made throughout the year.
Timesheets and Paychecks
Instructors submit their work hours electronically through the ADP system (https://portal.adp.com). Periodic refresher training may be offered to instructors throughout the year, including during the Welcome Back and instructor meetings. Instructors who do not use ADP to submit work hours should follow the agreed-upon policies and procedures for their work location.
Newly-hired instructors will have their hours entered into the Training Fund’s budget and reporting analyst for their first pay period. After receiving their first paycheck, they will be responsible for entering their own time each payroll period. Training on the system is provided to newly-hired instructors after they receive their first paycheck.
Paychecks are distributed weekly on Thursday for the pay period ending the previous Sunday. When a holiday falls on a Thursday, checks will be distributed on Wednesday instead. If there is an error in your check, you should report it to the budget, analyst or site manager.
Instructors who teach a minimum of 20 hours in a trimester, or 60 hours over the course of the school year, are eligible for an increase in pay after teaching three consecutive trimesters. Instructors who teach more than 20 hours per trimester, but whose course does not run for 3 consecutive trimesters, will receive an increase on the first day of the fourth trimester in which they teach after their anniversary date. Annual increases are awarded in $5.00 increments to eligible instructors on the first day of the trimester following their anniversary date. Hourly compensation is capped at $50.00 ($75.00 for Green Industry instructors.)
Instructors are not reimbursed for any expenses they incur in their teaching capacity at the Training Fund. The one exception to this rule is 1) paid travel time and 2) transportation expenses for mandatory meetings that do not occur at their regular teaching locations. This applies only to instructors who are paid directly from the Training Fund.
The only reimbursable expenses will be transportation related, including mileage, parking, public transportation, and bus/train/plane tickets. Instructors must make all reasonable effort to find the most economical means of transportation and will only be reimbursed for the estimated cost. In certain circumstances, the Training Fund may provide a bus to transport instructors to a meeting from the regular teaching location. In these cases, no travel reimbursement will be provided. Receipts required.
Paid travel time will be based on a Training Fund estimate of the length of time it takes to make a round trip from the regular teaching location to the mandatory meeting.
Instructors will be provided the curriculum for the course(s) they teach. Most of the curriculum, approved quizzes, final exams and any accompanying presentations for courses/seminars is available through DropBox. Any additional materials can be obtained through the administration office or from your Site Manager. As curricula and supporting materials are adopted, they will be added to DropBox. You will receive an email with a link to the DropBox folder for the curricula you teach. If you do not have access to the necessary curriculum, contact James Barry (firstname.lastname@example.org) or Kenneth Fobi (email@example.com).
Using the adopted curriculum, you will be able to plan your lessons. Although curriculums are living documents with room for Instructor improvisation, it is important to cover all adopted learning objectives for the course/seminar and present the material in the order provided in the curriculum. We encourage you to bring your creativity, energy and life experience into the classroom within the guidelines of the curriculum. Any other materials you wish to use in the classroom (handouts, articles from the industry, videos/DVDs, Internet sites, etc.) are subject to approval by the Curriculum Coordinator or a curriculum review team. It is essential that instructors stay on topic and not provide guidance or express personal views on topics that are not relevant to the curriculum.
Grades should not be determined by a single factor. Grades should be weighted to include all areas of study. The weightings used to determine grades at the Training Fund should be a combination of tests, quizzes, class work, homework and hands-on projects. The grading system is outlined below.
• Academic, Computer, Green, and Window Cleaning classes issue a Completed status for members who successfully complete all class requirements.
• Students who do not meet one or more of the class requirements receive an Incomplete status. No letter or numeric grades are to be issued in these classes.
• Industry classes issue a Completed, Fail or an Incomplete progress status, along with a numeric or percentage score (70% is the minimum passing grade).
• Students who stop attending should be given an Incomplete at the end of the term. Students who complete the course but did earn the minimum passing score should be given a Fail. Incomplete grades are to be given to students who missed the final exam.
An Incomplete will turn into a non-passing grade if the final is not made up.
•Instructors have the option to provide make-up work to replace absences.
•Instructors are responsible for maintaining student completion status in the LMS system.
The following is a list of all the statuses available and a definition of their uses. These are the only codes that should be used.
|Completed||The student successfully completed the class by meeting academic and attendance requirements. Only use this when you enter final grades at the end of the term.|
|Fail||The student has not met academic requirements. (Industry classes only)|
|Incomplete||The student has not met attendance requirements or has missed a required exam. (See the Attendance & Completion Policy below for further information)|
|No Show||The student has never attended class.|
|Started||The student has attended at least one class. This cannot be used as the student’s final status.|
|Withdrawn||The student has attended at least one class but informs the instructor or administrative office that he/she is withdrawing.|
*Final grades must be entered in the LMS on the last day of classes for each trimester.*
Attendance & Completion Policy
To satisfactorily complete a course a student must meet attendance requirements below and the academic requirements of the class. Typically, the passing score for successful academic completion is 70%.
• 80% or above = Completed
• 70-79% = Incomplete. Make- up work can be assigned at the instructor’s discretion. Assignments must be done on the student’s own time and submitted to the instructor within two weeks.
• 69% or below = Incomplete. No make-up work can be assigned to fulfill the attendance requirement.
exception: Students with less than 80% attendance who pass a City or State licensing exam or Certificate of Fitness Exam can be given credit for meeting the attendance requirement for a course or seminar.
• Students in Industrial classes must maintain a grade of 70% in addition to meeting attendance requirements in order to be given a Completed status at the end of the term. Industry students who meet academic requirements but do not meet attendance requirements should be given an Incomplete.
• Students who are late more than one (1) hour should be marked absent.
exception: Some courses may require 100% attendance, or may have an academic requirement higher than 70%. Instructors of these classes should inform students of the higher requirements.
It is the instructor’s responsibility to maintain adequate student attendance and retention. This means you may need to make phone calls or send emails to students who are absent. Completion of this responsibility is a part of an instructor’s performance evaluation.
Students are expected to attend all classes and to be on time. The attendance policy reflects the attendance expected in any job one may hold. All attendance is recorded. Notifying the school of an absence does not excuse the absence.
Instructors are required to print their own rosters (sign-in sheets) prior to the start of class. Rosters can be printed on all classroom computers, the Instructor’s Lounge, the Computer Lab or from home.
Instructors are required to record attendance on the LMS before midnight the day of the class. We recommend completing this responsibility immediately after class or during a break. After completing attendance, the sign-in sheet must be uploaded to the LMS with the proper naming convention.
Each instructor has a “point person” in the administrative office to whom they will provide their sign-in sheets after upload. If you need assistance with your LMS responsibilities, see your point person (the list is posted on the instructor lounge bulletin board). You will receive a weekly score from your point person if you have errors in your LMS work. (See Appendix A for a sample scorecard.)
Instructors are strongly encouraged to take their classes on field trips (at least one per trimester per class) that will help explain or expand class related subject matter.
Instructors are responsible for student attendance on field trips. Please take a sign-in sheet with you for your students to sign. Upon return from your trip attendance must be entered into the LMS.
A Field Trip Request form must be completed by the instructor and approved by a manager prior to the date of the field trip. You must also have students fill out the Insurance Liability Form and submit it before the trip.
Awards/Incentives for Students
Classroom Recognition Certificates are distributed at the conclusion of each course to provide recognition for students.
Annual Graduation Ceremony
Members who successfully complete a year-long course, or series of courses, are eligible to be invited to graduation. Members who complete a Career Track program are also invited. Certificates and diplomas are awarded. Students may be nominated for special recognition and invited to speak at the Annual Graduation Ceremony; you are encouraged to nominate deserving students.
This event is usually held on a Saturday in June each year. Instructors are encouraged to attend and will be paid for their attendance.
Student Rules and Regulations
A copy of the Student Rules and Regulations is distributed to each student and reviewed and reviewed with them on the first day of class. The Rules and Regulations are also posted in each classroom. Instructors are expected to be consistent in their implantation and enforcement of these rules. If necessary, changes may be made to the rules during the training year. A copy of the Student Rules and Regulations for the Fall 2013 Term can be found in the Appendix.
Students are expected to behave in a well-disciplined and courteous manner while in attendance. No eating or drinking is allowed in any of the classrooms or shop areas. Eating is only permitted in the Student Lounge.
The following will not be tolerated under any circumstances and may lead to disciplinary action up to and including termination from the program:
•Verbal or physical threats or physical contact with staff or other students threats or physical contact with staff or other students
•Sale, possession or use of alcohol or illegal substances
•Defacing public or personal property
•Smoking anywhere inside the building (Students who wish to smoke may do so outside the building during the class break)
•Cell phones/pagers/radios not turned off or set on vibrate while in class; students expecting an urgent call must step out of class to complete their call
•Digital video and audio recording of classes, unless otherwise authorized by the 32BJ Training Fund
Instructors are expected to hold their students responsible to the Student Rules & Regulations and generally accepted appropriate classroom behavior. Each instructor is encouraged to establish a classroom management plan that includes standards for behavior and participation and to review these expectations with students clearly on the first day of class. Additionally, instructors are expected to handle routine classroom misconduct in a timely and professional manner prior to referring it to the administrative office.
The following information is intended to provide general suggestions for dealing with classroom misconduct and disruptive students. Along with the Student Rules & Regulations, it should be used as a guide for establishing your classroom management plan and responding to student misconduct.
Dealing with Disruptive Students
(Taken from Discipline in the Philadelphia Public Schools – A Working Document)
Actions taken to quell disturbances and administer correction to offenders are almost as varied as the situations that occur. What follows are some suggested techniques and ideas that or which many instructors have found successful in dealing with disruptive behavior. This list is by no means exhaustive.
1.Use signals or gestures which inform the pupil that the instructor is aware of what is going on should be controlled.
2.Keep students who have difficulty with self-control near the instructor.
3.Use humor to diffuse a tense situation, but not at any one student's expense; avoid sarcasm and ridicule of individuals and groups.
4.Provide students with an opportunity to express dissatisfaction with what is going on.
5.Make the student aware of the instructor's dissatisfaction with what is going on.
6.Stop the lesson and re-emphasize routines and procedures; review the Rules and Regulations, if necessary.
7.Remove the student from the particular situation, but ensure the student's supervision at all times.
8.Be certain the student knows that what has been done is wrong, why it is wrong, and what specific steps to take to correct it.
9.Clearly, define the limits to which a student can go and what the consequences will be for going beyond those limits.
10.Give students insight into the sources of their unacceptable behavior.
11.Reward positive behavior, but do not escalate awards to the degree that they might be considered wages or bribes for acceptable behavior.
12.Withdraw privileges for continued misbehavior.
13.Do not permit a time lag to occur between unacceptable behavior and punishment; the longer the lag, the less effec¬tive the punishment becomes.
14.Solicit assistance in enforcing school and classroom rules.
15.Seek out the causes for disruption and develop strategies to deal with those causes.
16.Seek assistance from Administration and other support personnel. Call the office to make an appointment with Director or Deputy Director (so we have a warning) to send the student down.
17.Refer the student who fails to respond to corrective measures to the Deputy Director.
CAUTION: Care must be exercised in speaking to students about their misbehavior in the presence of others. Students frequently react differently in-group situations than they do in private. Individuals will go to great lengths to "save face" and respond to peer pressure when confronted in a crowd. Privacy is not only an indication of mutual respect when dealing with disruptive behavior, but is also a great ally in having students regain some measure of self-control to make them receptive to suggestions for improving behavior.