Resources

Go to People First and click "Forgot Password" to reset your password and for more information.

Your health insurance only may commence as early as the first of the month following your date of hire (you may be required to pay out of pocket for the first month’s premiums as insurance premiums are paid one month in advance). All supplemental plans (dental, vision etc.) can begin after one full month’s premiums can be payroll deducted.

You can only change to another insurance plan during Open Enrollment which is held each fall for coverage changes beginning January 1 of the upcoming calendar year.

Held each fall, Open Enrollment gives you an opportunity to review benefit plan options and make changes for the next plan year, which is January 1 through December 31. All benefits chosen during open enrollment take effect on January 1 of the next calendar year. Any changes you make will remain in effect for the entire calendar year if your premiums are paid on time and you remain eligible, unless you make changes because of a Qualifying Status Change (QSC) event.

A Qualifying Status Change event (QSC) is when you experience a life changing event that may impact your health insurance options and requirements. QSC events include; marriage, divorce, birth or adoption, death of a spouse or dependent, loss of coverage, etc. In the event you experience a Qualifying Status Change event, you have 60 calendar days following your event to contact People First by website https://peoplefirst.myflorida.com/logon.htm or phone (866) 663-4735.

FMLA stands for the Family and Medical Leave Act which provides eligible employees up to 12 work weeks of unpaid leave a year, and requires group health benefits to be maintained during the leave as if the employee continued to work.  Employees are also entitled to return to their same or equivalent job at the end of the FMLA leave. It also provides certain military family leave entitlements.  FGCU requires that eligible employees use their accrued sick and annual leave while exercising their right to FMLA. More information can be found in our FMLA Policy.

The circumstances listed below are events for which an employee qualifies for the use of FMLA:

• Birth of the employee's child, or to care for a newborn child. Placement of a child with the employee for adoption or foster care,
• Care for the employee's spouse, other qualified adult, child, sibling, parent, grandparent, or other relative whose care is the responsibility of the employee, spouse, or other qualified adult with a serious health condition,
• Serious health condition of employee, and
• Call to Active Duty of child, spouse or parent.

Contact the leave coordinator at (239) 590-1410.

You may request a withdrawal of the account balance of your 401(a) FICA Alternative plan by contacting the carrier, AIG Retirement Services (VALIC) at (800) 448-2542. Once you complete the form please fax it to (239) 590-1431. The Plan Adminstrator will sign your form and send it directly to AIG for processing.

In addition to your required participation in one of the retirement programs (FRS Pension, FRS Investment or the SUSORP) all employees are eligible to participate in the voluntary 403(b) program. This plan allows employees to save on a pre-tax or after-tax (Roth) basis through payroll deduction.  Deductions can be made to any of the 3 providers currently offered to FGCU employees. 

Employees also have the opportunity to save through the Florida Deferred Compensation Plan which is another voluntary pre-tax savings program. 

More information is available on the Retirement webpage.  

For a complete list of employment opportunities, please visit our Job Search page.

Florida Gulf Coast University is a community committed to ensuring equity and fairness in employment. By cultivating diversity, we ensure an inclusive learning environment that contributes to student success. FGCU is an EOE AA M/F/Vet/Disability Employer.

The easiest way to check the status of an application is to log in to Workday. You can review each employment application submitted and see the status. 

All employment applications must be submitted by the close date (if applicable) on the posting.  If you are having technical issues, please call Human Resources at 239-590-1400 for troubleshooting assistance.

Once your application has been submitted, you cannot make any changes. 

The Fair Labor Standards Act provides an employee who is required to remain on-call on the employer's premises or so close thereto that he or she cannot use the time effectively for his or her own purposes, is considered to be working while on-call. An employee who is not required to remain on the employer's premises, but is merely required to leave word at his/her home or with the University official where he or she may be reached is not considered to be working while on-call.

Sleep Time:

An employee who is required to be on duty for less than 24 hours is working even though he/she is permitted to sleep or engage in other personal activities when not busy. An employee may be instructed verbally to be on-call for up to twenty-four (24) consecutive hours.  However, no employee shall be required to be on-call for more than twenty-four (24) consecutive hours unless such instructions are in writing.

Compensation:

An employee shall be compensated by payment of $2.00 per hour for each hour the employee is on call.

Call Back: If an employee is called back to work beyond the employee’s scheduled hours of work for that day, the employee shall be credited for the actual time worked, as well as the time to and from the employee’s home or a minimum of two (2) hours, whichever is greater.

For more details, please refer to the link to the FLSA guidelines: Fair Labor Standards Act

Please note that employees covered under a collective bargaining agreement (CBA), should refer to the current Collective Bargaining Agreement.

For any questions regarding these guidelines, please reach out to the Classification/Compensation Team in the Human Resources Department.

Rest periods of short duration, usually 20 minutes or less, are common in industry (and promote the efficiency of the employee) and are customarily paid for as working time.

Bona fide meal periods (typically 30 minutes or more) generally need not be compensated as work time. The employee must be completely relieved from duty for the purpose of eating regular meals. The employee is not relieved if he/she is required to perform any duties, whether active or inactive, while eating.

For more details, please refer to the link to the FLSA guidelines: Fair Labor Standards Act

Please note that employees covered under a collective bargaining agreement (CBA), should refer to the current Collective Bargaining Agreement.    

For any questions regarding these guidelines, please reach out to the Classification/Compensation Team in the Human Resources Department.

Attendance at lectures, meetings, training programs and similar activities need not be counted as working time only if four criteria are met, namely: it is outside normal hours, it is voluntary, not job related, and no other work is concurrently performed.

For more details, please refer to the link to the FLSA guidelines: Fair Labor Standards Act

Please note that employees covered under a collective bargaining agreement (CBA), should refer to the current Collective Bargaining Agreement.    

For any questions regarding these guidelines, please reach out to the Classification/Compensation Team in the Human Resources Department.

Special One Day Assignment in Another City: The time spent in traveling to and returning from the other city is work time, except that the employer may deduct/not count that time the employee would normally spend commuting to the regular work site.

Travel Away From Home Community: The time is not only hours worked on regular working days during normal working hours but also during corresponding hours on nonworking days. As an enforcement policy the Division of Labor will not consider as work time that time spent in travel away from home outside of regular working hours as a passenger on an airplane, train, boat, bus, or automobile.

For more details, please refer to the link to the FLSA guidelines: Fair Labor Standards Act

Please note that employees covered under a collective bargaining agreement (CBA), should refer to the current Collective Bargaining Agreement.    

For any questions regarding these guidelines, please reach out to the Classification/Compensation Team in the Human Resources Department.

Yes, there are no exceptions. All work above 40 hours for non-exempt employees must be approved in advance by the supervisor and budget manager.

Promotion is a move to a new position that is at a higher classification. This can be either in the same department or to another department. A promotion requires the department to conduct a competitive search and an employee to compete for the new job.  Typically, with a promotion, the employee is moving into a vacant position and the vacated position will also be filled through a search.

A reclassification is the assignment of a new job profile resulting from an ongoing and substantial change in a position’s duties, but not a change in the volume of the work.  With a reclassification, there is no competitive search because the employee remains in the same position and department. 

The Department Head, Dean or higher level position should initiate a job evaluation/reclassification.  HR cannot evaluate positions without the appropriate approvals.