New-Hire Probationary Period
All staff will be hired under a probationary period. The "probation" will be defined by your supervisor and is within the period of your first semester of work. During this time, the staff may be evaluated. Employees in compliance with department and unit policy and procedure and who meet standards set forth by the supervisor will remain employed. Employees not meeting these standards may be 'suspended' and will receive counseling from their supervisor.
All part-time staff members are employed on a semester basis. Employees are expected to honor their job commitment for the entire semester. The manager decides if a staff member's employment will be renewed for the following semester.
The most important characteristic of a successful RecWell employee is his/her attitude towards the job responsibility and towards the participants. All employees should exhibit a positive attitude, a high level of enthusiasm, and a genuine interest in each participant's safety, health, wellness, and enjoyment of our programming. Your dealings with our patrons and co-workers should always be professional.
Respect toward Management & RecWell Resources
You will be expected to give respect to management in all areas of RecWell. You will be expected to be respectful of RecWell resources. As a staff member, you have access to facilities and equipment within the department. You are expected to only access facilities (rooms and spaces) that pertain to your job scope while on duty. You are expected to only use equipment that you are trained to use within the scope of your position and while on duty. Access to any RecWell facility outside of operating hours should only be done with supervisor permission. Under no circumstances should a RecWell staff member bring a non-staff member into staff spaces or areas otherwise limited to RecWell staff, or into a facility during non-operational hours.
Any occurrences of disrespect in the spirit of this policy could result in disciplinary action.
Every employee is expected to present a clean, well-groomed appearance. Many units provide staff members with a shirt or other uniform items relating to the position. Wear your staff uniform as listed in your unit's training manual.
Your appearance represents the department of Recreation and Wellness, Student Affairs and the University of North Florida; therefore, employees observed wearing their uniform (or any other apparel that represents RecWell) at events or places that reflect poorly on the department will result in disciplinary action.
Drugs, Alcohol, Tobacco
As an employee of the Department of Recreation and Wellness, you are not allowed at any time to possess any drugs, alcohol, or tobacco while you are at work. Nor are you allowed to be under the influence of any drugs, alcohol, or tobacco while you are at work.
Note: being "under the influence" also includes being hungover. Being under the influence of any of these while at work is unsafe and you will not be able to perform your best. If you are caught with any of these, you will be sent home and disciplinary action will follow. Violation of this policy is grounds for termination.
The use of University property or equipment for personal reasons is not appropriate. This include the use of University computers unrelated to University business; the use of University copiers, fax machines, postage service etc. for personal items; the use of tools, furniture, or any other University facilities or equipment for purposes unrelated to business necessity. Inappropriate use of University property may result in disciplinary action.
Uniform & Key:
- If you are issued a UNF Intelikey, you are responsible for the key. If it is lost, stolen, or if you do not return it upon completion of your employment, your final paycheck may be withheld.
- If your unit issues staff uniforms, you will be required to turn it in upon completion of your employment.
Non-Discrimination, Equal Opportunity, Diversity & Title IX Statement
The University of North Florida (UNF) is committed to providing an inclusive and welcoming environment for all who interact in our community. In building this environment, we strive to attract students, faculty and staff from a variety of cultures, backgrounds and life experiences. While embracing these concepts, including our obligations under federal, state and local law, UNF is equally committed to ensuring that educational and employment decisions, including but not limited to recruitment, admission, hiring, compensation and promotion, are based on the qualifications, skills and abilities of those desiring to work, study, and participate in our community.
To accomplish this intent, UNF shall not commit or permit discrimination or harassment on the basis of genetic information, race, color, religion, age, sex, disability, gender identity/expression, sexual orientation, marital status, national origin or veteran status in any educational, employment, social or recreational program or activity it offers. Similarly, UNF will not commit or permit retaliation against an individual who complains of discrimination or harassment or an individual who cooperates in an investigation of an alleged violation of University Regulation. In exercising these standards, the University will not abridge either free speech or academic freedom based on its context.
The UNF President has delegated to the Office of Equal Opportunity and Inclusion (EOI) the authority and responsibility to receive, investigate, and, where appropriate, attempt to conciliate complaints, or investigate situations or conduct alleged to be in violation of the University's Non-Discrimination, Equal Opportunity and Diversity Regulation and Sexual Misconduct Regulation. Accordingly, any member of the UNF community who believes that they have been subjected to discrimination, discriminatory harassment, retaliation, or sexual misconduct may seek guidance, counseling and/or file a complaint by contacting EOI and Title IX Coordinator, located at Building One, J.J. Daniel Hall, Suite 1201, 1 UNF Drive, Jacksonville, Florida 32224-7699, or call (904) 620-2507 or via 711 Florida Relay for persons who are deaf or hard of hearing or those with speech impairments and/or limitations.
- President David Szymanski
[For full text of the Regulation please visit the regulations webpage]
Updated Statement August 2020:
The University of North Florida
does not discriminate on the basis of sex in the University’s educational
programs and activities, and the University is required by Title IX and its
implementing federal regulations to not discriminate on that basis. The
requirement not to discriminate also extends to admissions and
employment. Inquiries about the application of Title IX and its
implementing federal regulations may referred to the University’s Title IX
Coordinator, the Assistant Secretary for Civil Rights for the U.S. Department
of Education, or both. UNF’s Title IX Coordinator, Marlynn Jones, may be
contacted at 1 UNF Drive, Building 1, Suite 1200, Jacksonville, FL 32224, email@example.com, 904-620-2507.
REPORTING: Any RecWell staff member (part-time, student, professional staff) who believes that they have been subjected to discrimination, discriminatory harassment, retaliation, or sexual misconduct may seek guidance, counseling and/or file a complaint by contacting EOI and Title IX Coordinator, located at Building One, J.J. Daniel Hall, Suite 1201, 1 UNF Drive, Jacksonville, Florida 32224-7699, or call (904) 620-2507 or via 711 Florida Relay for persons who are deaf or hard of hearing or those with speech impairments and/or limitations. Chain of command reporting does not apply to these instances.
Sexual Misconduct Policy
The University of North Florida is committed to providing all members of the University community, including students, faculty, staff, vendors, visitors, or others, an environment where they can work, study, and interact with each other free from any form of sexual misconduct.
For the purposes of this regulation, sexual misconduct is defined as unwelcome sexual advances, requests for sexual favors, or other verbal (including written and electronic communications) or physical conduct of a sexual nature from any person when:
- Submission to such conduct or request is made either explicitly or implicitly a term or condition of a student's status in a course, program, or activity; or of academic achievement;
- Submission to such conduct or request is made either explicitly or implicitly a term or condition of an individual's employment, salary increase, position advancement, or other employment-related benefits;
- Submission to or rejection of such conduct or request by an individual is used as the basis for an academic decision or employment decision affecting such individuals;
- Such conduct is sufficiently serious (i.e., severe, persistent or pervasive) to deny or limit a student's ability to participate in or benefit from the University's educational programs or activities or such conduct is sufficiently severe or pervasive so as to alter the conditions of, or have the purpose and effect of substantially interfering with, a faculty or staff member's employment by creating an intimidating, hostile or offensive working environment.
In determining whether alleged conduct constitutes sexual misconduct in violation of this regulation, the conduct will be evaluated from the perspective of a reasonable person in the alleged victim's position considering the totality of the circumstances, such as the nature of the alleged conduct and the context in which the alleged conduct occurred. Accordingly, consideration will be given to free speech and academic freedom within an academic context. For example, expression that is intended to facilitate discourse or debate in a classroom setting or open debate forum may be considered appropriate, but similar expression in the workplace may be unwelcome and inappropriate in the context of communications between employees.
All members of the University community are responsible for ensuring that their conduct does not sexually harass any other member of the University community. This same responsibility extends to, vendors, contractors (including the employees of third parties), visitors, or others on the University's campus or at any University sponsored or University related function or activity.
REPORTING POSSIBLE HARASSMENT: Any RecWell staff member (part-time, student, professional staff) that may have observed or experienced sexual misconduct in the workplace may seek guidance, counseling and/or file a complaint by contacting EOI and Title IX Coordinator, located at Building One, J.J. Daniel Hall, Suite 1201, 1 UNF Drive, Jacksonville, Florida 32224-7699, or call (904) 620-2507 or via 711 Florida Relay for persons who are deaf or hard of hearing or those with speech impairments and/or limitations. Chain of command reporting does not apply to these instances.
Human Resources has guidance for what to
do if a student, faculty, or staff member is experiencing symptoms or has
possibly been exposed to someone with COVID-19. RecWell supervisors and staff are expected to self-orient to the information on their page. These online resources include:
It is important for staff members to self-report online to allow for proper contact-tracing and follow-up care.
If an employee is injured during their working hours, they may qualify for worker's compensation. If this happens to you:
- An incident report documenting the injury needs to be completed by a staff member
- The injury should be reported to your immediate supervisor as soon as possible.
- If the injury requires immediate emergency medical treatment, follow the Emergency Response Plan procedures for your area, which will include calling 911. This is our notification to University Police for EMS. You may be transported to the nearest medical facility. Once your supervisor is informed of the incident, they will call the worker's compensation organization to report the incident.
Refer to the university's human resources website for worker's compensation information and directions.
An additional form called "Report an Accident" also needs to be completed. Speak to your supervisor about this.
Submit your work hours by logging into your MyWings account. Once you've opened your time sheet, you will submit how many hours you worked on the given day that you worked.
Each unit has a unique method for clocking in/out for shifts. Specific policies will be addressed in your unit's employee manual.
Department policy is to submit your time sheet(s) by Friday at 10am every other week. Failure to meet this deadline may result in a delay in your pay.
Falsely submitting time on your time sheet will result in disciplinary action and is grounds for termination.
Recreation and Wellness employees must be First Aid/CPR/AED certified in order to be able to work. The department will provide opportunities at the beginning of each semesters for certification. Certification classes are a combination of online learning on your own and on-site learning that includes skills and testing. Semester training for employees will be posted on our training website.
Staff Meetings and Trainings
All staff meetings or training sessions are required, held on a regular basis, and are paid time. You will be notified in advance of upcoming dates. Absence of meetings or training sessions will result in disciplinary action.
All RecWell employees are subject to the following discipline policies. Disciplinary actions will be handled by the professional staff. RecWell uses a "three-strike" policy. Each incident will be discussed with the employee in private and kept strictly confidential.
The first strike will result in written documentation, verbal warning/acknowledgment and a meeting with the supervisor. This documentation will be placed in the employee's personal file. All first strike offenses are subject to discipline which may include dismissal.
The second strike will result in a written warning, possible suspension of shifts and/or probation. The documentation will be placed in the employee's personal file. All second strike offenses are subject to discipline which may include dismissal.
The third strike will result in a written suspension notice. If this occurs, you will be asked to leave work until further notice.
Inappropriate Behavior: grounds for discipline, up to dismissal:
- Prejudicial/discriminatory behavior; harassment of any kind
- Failure to enforce policies
- No shows (work shift, staff meeting, & training)
- Not informing a supervisor of a substitute need and leaving a shift uncovered
- Unexcused absence from work
- Persistent tardiness
- Missing a mandatory meeting without prior notification to a supervisor
- Poor attitude
- Failure to provide adequate surveillance of users
- Creating a disruption to staff unity and morale
- Failure to provide a safe environment
Your unit may include additional grounds.
Grounds for Immediate Dismissal
- Use of alcohol, or illicit drugs while on duty
- Disrespectful conduct toward your direct management team or any other area of the RecWell Department
- Sleeping while on duty (head on desk is considered sleeping)
- Recording false information on the time sheet or time card
- Charged or conviction of a student conduct violation
Other as deemed necessary by management; your unit may include additional grounds.
Demonstrate personal responsibility through:
- Being on time to your shift, dressed appropriately in the assigned staff uniform.
- Following your unit's "time card" procedures each shift and submitting your MyWings timesheet by the due-date.
Demonstrate time management, communication, and organizational skills through:
- Attending scheduled staff meetings and training sessions.
- Taking responsibility for your assigned shifts and following your unit's policy for covering shifts.
- Reading emails from your supervisor and responding (if necessary) in a timely manner.
Demonstrate your professionalism by:
- Following the rules (employee policies). To follow them, you need to know them. If you know what to do and you don't do it, you are in the wrong. Take responsibility when you are called out and show that you can change and do better.
- Knowing your job (procedures). Performance counts. Make a mistake once and learn from it. Repeat mistakes are evidence of ignorance and carelessness and staff discipline actions may be taken.
- Using positive language (no profanity) and discussion in the workplace (avoid negative talk about work or co-workers; avoid controversial topics).
- Be a team player. Be courteous, respectful, and have an overall positive attitude with your staff team.
Job Specific Training
Your job specific training will be completed with your unit supervisor and staff team. Job specific training varies per staff team and typically includes information specific to your job such as learning standard operating procedures. Additional trainings may also be required such as golf cart safety training for staff teams with access to golf carts.