|INSURANCE REQUIREMENTS||WBL SUPERVISOR RESPONSIBILITIES||POLICY ON HARASSMENT/DISCRIMINATION|
There are several types of insurance coverage for which students and employers must be provided information before accepting any WBL position.
Accident insurance is included as a Student Activity fee as part of all students' tuition. Coverage begins at the beginning of the term/semester and stops at the end of the term/semester.
Workers' Compensation Insurance
Employers are required to provide Workers' Compensation for paid WBL positions during the entire length of the WBL activity. North Carolina law requires all employers to provide this coverage if employing three (3) or more employees.
By action of the Federal Government and the North Carolina Assembly, WBL students may not apply for unemployment insurance based upon WBL employment. Therefore, unemployment insurance premiums shall not be paid on WBL students working in the state.
Provide a minimum of at least 160, 320, or 480 hours of employment per term/semester depending on course credit assigned.
Assist the student (with guidance from the assigned Faculty Coordinator) in developing and evaluating the three (3) Measurable Learning Objectives that will be related to the student's academic studies.
Permit on-site visits by the WBL Coordinator and/or faculty coordinator.
Notify the WBL office at the College at least one (1) week before any action that might result in the termination or change of employment status of the student.
Evaluate the student's performance during on-site visits and at the end of the term/semester.
Adhere to the Fair Labor Standards Act.
Provide the student with a supervised, progressive, and meaningful learning work experience.
Assure a safe and healthy work environment.
|POLICY ON HARASSMENT/DISCRIMINATION|
Fayetteville Technical Community College is committed to enforcing the practice of equal opportunity and non-discrimination in personnel policies and intends that employees of the College and citizens of its service are made aware of this commitment. FTCC adheres to the Title VII of the Civil Rights Act or 1964 and 1991 and considers sexual harassment an illegal form of discrimination. The Civil Rights Act of 1991 permits victims of intentional discrimination, including sexual harassment to have jury trials and to collect compensatory damages for pain and suffering and punitive damages in cases where the employer acted with "malice or reckless indifference." FTCC also adheres to Title VII of the Civil Rights Act of 1964 which prohibits discrimination in employment on the basis of race, color, national origin, religion, and sex.
Under what conditions may sexual harassment occur?
Sexual harassment has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work/school environment.
When submission to such conduct is made either explicitly as a term or condition of an individual's employment, education decisions, or advancement.
When submission to or rejection of such conduct by an individual is used as the basis for employment, education decisions, or advancement decisions affecting such individual.