Employee PEP Toolkits
The Employee PEP Toolkit was created as a resource for full-time, benefits eligible employees in order to aid in the completion of their PEP.
Out of Unit Employee PEP Toolkit
PEP Instructions for Employees
Out of Unit PEP Rating Scale and Competencies
Clearing Cache on all Browsers
PBA Employee PEP Toolkit
FNA Employee PEP Toolkit
Regulations
Federal
- Employee Rights (Workers with Disabilities)
- Equal Employment Opportunity is the Law
- eVerify (English and Spanish)
- Fair Labor Standards Act Minimum Wage
- Family and Medical Leave Act (FMLA)
- Employee Rights on Government Contracts
- Recovery Act Fraud Hotline
- U.S. Department of Agriculture (USDA) Justice for All
- USERRA Notice
- You Have the Right to Work
Classification Structure
Compensation Philosophy
FIU’s total compensation program (inclusive of base pay, incentives, rewards, and benefits) is designed to attract and recruit a talented and diverse workforce as well as reward and retain faculty and staff for their outstanding contributions to the university. The program is grounded in the following guiding principles:
Mission Driven: FIU’s total compensation program aligns with its overall mission, strategies, and plans. Compensation policies and procedures will support the university’s long-term direction.
Fair/Objective: FIU’s total compensation program recognizes the dignity of each person. Related policies and procedures will employ equity when recognizing the relative value of each function and reward individual performance.
Sustainable: FIU designs and administers compensation in a manner that is financially responsible and sustainable to ensure FIU’s goal of good stewardship over entrusted funds.
Competitive: FIU’s compensation policies and procedures are continuously reviewed for competitiveness with institutions of similar size, scope, and complexity within higher education and appropriate external markets.
Compliant: FIU complies with all applicable laws including equal pay laws, equal employment opportunity laws, benefits regulations, and the U.S. Department of Labor legislation including, but not limited, to the Fair Labor Standards Act.
Adherence to this philosophy ensures that FIU faculty and staff are appropriately compensated in alignment with our mission as a public research university. Ultimately these principles are designed to recruit, retain, and reward a workforce that will guide our Worlds Ahead vision.
Compensation Structure
This structure organizes all the non-faculty jobs at the university outlining career paths that support career development. Further, the job specifications explain what qualifications and skills each job requires. Exploring these resources will provide a way to plan and prepare for ‘next steps’ in FIU careers.
Career Ladders & Subfamilies
- General Administration
- Academic Services
- Advancement
- Athletics
- Business and Finance Operations
- Communications and External Relations
- Continuing Education
- Engineering
- Enrollment Services
- Human Resources
- Information Technology
- Learning Management
- Legal and Compliance
- Library Services
- Medicine and Health
- Museum Operations
- Physical Facilities
- Research Administration
- Safety and Security
- Services Operations
- Student Affairs
Career Level Guide
Collective Bargaining Agreements
FIU & PBA Bargaining Session
Date: September 20, 2024
Time: 11:30 AM – 2:30 PM
Location: CAMPUS SUPPORT COMPLEX BLDG (CSC)
ROOM 1144-A
11600 SW 17th St, Miami, FL 33199
University Police Officers (Rank & File excluding Lieutenants):
Dade County Police Benevolent Association – Law Enforcement Bargaining Unit (PBA)
University Police Officers (Lieutenants only):
Dade County Police Benevolent Association – Law Enforcement Bargaining Unit (PBA)
Nurses:
Florida Nurses Association (FNA)
Faculty:
United Faculty of Florida (UFF)
Outside Activity/Conflict of Interest
Outside Activity/Conflict of Interest (OA/COI) disclosures are required by state and federal law and ensure conflicts of interests are appropriately addressed by the university. By reporting your outside activity, you help to ensure that our academic, research, and administrative affairs are conducted with utmost integrity and in compliance with all legal requirements.
Therefore, the reporting requirement must be completed by all FIU faculty and staff members on an annual basis, regardless of whether or not you have an activity to report.
To facilitate the reporting of your activity, you can access the PantherSoft HR System. If you are an approver, please use the “Approval Tile” you normally use to approve other PantherSoft transactions.
If you have a question that is not answered by one of the FAQs (linked below), faculty may contact ProvostHR@fiu.edu and staff may contact the Division of Human Resources Service Center at 305.348.2181. Faculty and staff with research-related questions should contact research@fiu.edu.
Outside Activity/Conflict of Interest Frequently Asked Questions (FAQs)
Nepotism/Intimate Relationship Disclosure
Overview and Definition
FIU is a vibrant, student-centered public research university with a diverse faculty and staff. We strive to hire top notch employees to serve and support our students, which means on occasion, a family member or any other related individual may be considered for a position at the university.
Relationship to another employee of the university shall not constitute a bar to hiring or internal movement (promotions, demotions, laterals, reclassifications) as long as an employee will not be under the direct or indirect supervision of a related individual.
A new hire must disclose any relationship(s) during the application and interview process. The already existing employee should also disclose the relationship to their supervisor upon learning that their family member or any other individual is going to be hired by the university regardless as to whether or not the hire is in the same department or elsewhere.
The intent of reviewing hiring decisions is to ensure that no preferential treatment will be afforded to individuals based on relationships that may place undue or inappropriate influence on terms and conditions of employment as a result of the hire. It is important to note that FIU has an expanded definition of a relationship as outlined in the Nepotism/Intimate Relationship Disclosure Policy which is as follows:
“Relationship” is defined as individuals related by blood, marriage, adoption [e.g., father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half-brother, or half-sister, Florida Statute Section 112.3135(1)(d)]; a person a public employee intends to marry, or with whom the public employee intends to form a household, or any other natural person having the same legal residence as the public employee, Florida Statute Section 112.312, Code of Ethics; domestic partnership, dating, or other personal relationship in which objectivity might be impaired.
Individuals should not be employed in a department or unit which will result in a subordinate-supervisor relationship between such individuals and any related individual as defined above through any “line of authority.” “Line of authority” is defined as authority extending vertically through one or more organizational levels of supervision or management.
The university retains the right to refuse to appoint a person to a position in the same department, division, or facility, whereby their relationship to another employee can create an adverse impact on supervision, safety, security, morale, or involves a potential conflict of interest.
“Intimate Relationship” is defined as any relationship that may reasonably be described as including, but not limited to, sexual, romantic, amorous, and/or dating or the pursuit thereof. Physical contact is not a required element of such relationships. An Intimate Relationship may exist on the basis of a single interaction.
The Intimate Relationship regulation works in conjunction with the University’s Nepotism Policy 1710.205 and Nepotism in Research Policy and Procedure 2320.060, to further Florida International University’s commitment to maintaining an educational and workplace environment that is inclusive and free from abuse of authority, conflict of interest, coercion, sexual harassment, and favoritism.
For more information, please refer to the Nepotism Policy via the university’s Policies and Procedures Library – policies.fiu.edu.
For more information on the Intimate Relationship Regulation, please refer to the Intimate Relationship Policy.
Procedures and Guidelines
Related individuals, as defined by this policy, may not be supervised or work in the same division, department, or unit without prior approval from the Vice President of the Division of Human Resources or designee.
Recruitment of New Hire
If a candidate has disclosed on the employment application that he/she has a relationship based on the definition outlined above, the department is required to complete and submit a Nepotism/Intimate Relationship Disclosure Form to Talent Acquisition and Management in PC-234 or by email to the Recruiter for review and approval prior to the hire. The Nepotism/Intimate Relationship Disclosure form can be found in PantherSoft HR > Employee Resources > Employee Forms > Employee Labor Relations Forms > Admin/Staff Nepotism/Intimate Relationship Form. If the Nepotism/Intimate Relationship Disclosure is approved and the candidate is hired, it is the employee’s responsibility to submit an electronic Nepotism/Intimate Relationship Disclosure form.
Current Employees
We are pleased to announce the launch of the electronic Nepotism/Intimate Relationship Disclosure process to replace the manual self-disclosure process previously established. This user-friendly feature allows for a paperless and seamless electronic approval process. Due to this system enhancement, an electronic Nepotism/Intimate Relationship Disclosure is required for all employees who previously disclosed a relationship. Please log into myhr.fiu.edu to submit a new electronic form if you have a relationship to disclose.
Resources and Training
The Division of Human Resources is offering a variety of resources to assist you through the new electronic Nepotism/Intimate Relationship Disclosure process.
Toolkits
- Disclosing a Relationship as an Employee
- Acknowledging a Disclosed Relationship as a Related Employee
- Nepotism/Intimate Relationship Annual Certification Toolkit
- Reviewing and Approving a Disclosed Relationship as a Reviewer
- Reviewing and Approving a Disclosed Relationship as a Department Manager
- Reviewing and Approving a Disclosed Relationship as a Business Unit Head
Webinar
- Managers/Supervisors/Approvers:
- Webinar Recording: https://mediaweb.fiu.edu/Mediasite/Play/6a91680d5b8843ffaab79b8016e24ccf1d
- Webinar Recording: https://mediaweb.fiu.edu/Mediasite/Play/6a91680d5b8843ffaab79b8016e24ccf1d
Employee Self-Service
The Employee Self Service feature within PantherSoft HR empowers employees by enabling them to execute common HR tasks. It facilitates the submission of online transactions such as tuition waiver requests, system access requests, view paychecks, or consent to receive electronic W-2s.
Time/Leave Entry Process
- Time/Leave Entry Guidelines
- Non-Exempt Employees Enter/Report Time
- Reporting Compensatory Time in Lieu of Overtime
- Non-Exempt Temporary Employees Enter/Report Time
- Exempt Employees Enter/Report Time
- Initiating eLeave Request Quick Reference Guide
- Cancelling Full eLeave Request Quick Reference Guide
- Cancelling Partially Processed eLeave Request Quick Reference Guide
ADA Accommodation
FIU is committed to ensuring equal access to educational and employment opportunities for qualified individuals with disabilities in compliance with the Americans with Disabilities Act (ADA) of 1990, Americans with Disabilities Amendments Act of 2008, and Section 504 of the Rehabilitation Act of 1973, as well as other applicable state and local laws and university policy. Under the ADA, qualified individuals with disabilities are protected from discrimination and may be entitled to reasonable accommodations and/or equal access to programs and services.
FIU has a long standing policy of employing qualified persons with disabilities in a broad range of positions across the institution. On occasion, the nature of an individual’s disability may require them to receive a work-site accommodation. Office of Civil Rights Compliance and Accessibility serves as a resource for employees who have documented a qualified disability and need reasonable accommodations to perform essential job functions.
Employees should direct their requests for accommodations to CRCA. Employees who wish to request accommodations for a disability must submit the following forms along with supporting documentation to CRCA:
- Employee Accommodation Request Form (to be completed by the Employee)
- Release of Information Form (to be completed by the Employee)
- Physician Verification of Accommodation Form (to be completed by the Employee’s Treating Physician)
- Physician Letter (to be completed by the Employee)
Reasonable accommodations are determined on a case-by-case basis and are based on the documentation provided. The university’s ADA Coordinator will meet individually with the employee who is seeking accommodations to discuss needs and options. Once all required documentation has been submitted, verified, and reviewed, CRCA will coordinate efforts with the appropriate parties to ensure the approved accommodation is provided to the employee.
If you are seeking accommodations for a university program offered to the public both on and/or off campus, please complete Public Event Accommodation Request form .
All forms and documentation must be submitted via email to ocrca@fiu.edu, via fax to (305)348-2872, in person, or by mail to:
11200 SW 8th Street
Modesto A. Maidique Campus, PC-220
Miami, Florida 33199
Foreign Nationals
ASL – Political Asylum and Refugees
I-9 Eligibility Requirements – The employee satisfies I-9 requirements by providing the following original documents:
- I-94 Form or I-94A with a stamp or notation indicating asylee status (considered List C)
- List B Identity document
- Employment Authorization Document or I766 Form – not all asylum’s have an EAD
Other documents required for employment eligibility with a Political Asylum:
- Instructions for completing form W-4 and certification
- Foreign National Information Form (Section 11 must be completed)
C1 – Conditional Permanent Resident
I-9 Eligibility Requirements – The employee satisfies I-9 requirements by providing the following original documents:
- Permanent Resident Card
- A lawful permanent resident who presented a Form I-551, and/or Permanent Resident or Alien Registration Receipt card for Section 2 including conditional residents, do not need to be re-verified
Deferred Action for Childhood Arrivals (DACA)
EA: I-9 Eligibility Requirements – The employee satisfies I-9 requirements by providing the following original document:
- Employment Authorization Document (EAD)
Other documents required for employment eligibility with an EAD:
- Passport
- Visa
- I-94 Form
- I-20, DS2019 or I-797 Form
- Foreign National Information Form (Section 11 must be completed)
- Employment Authorization Document (EAD)
- I-797 Notice of Approval
- Foreign National Information Form (Section 11 must be completed)
E3 – Temporary Worker (National of Australia)
I-9 Eligibility Requirements – The employee satisfies I-9 requirements by providing the following original documents:
- Unexpired foreign passport
- I-94 Form
- I-797 Notice of Approval
Other documents required for employment eligibility with an E3:
- Instructions for completing form W-4 and certification
- Foreign National Information Form (Section 11 must be completed)
- I-94 Form
- I-797 Notice of Approval
- Unexpired foreign passport
- Foreign National Information Form (Section 11 must be completed)
EA – Employment Authorization
EA: I-9 Eligibility Requirements – The employee satisfies I-9 requirements by providing the following original document:
- Employment Authorization Document (EAD)
Other documents required for employment eligibility with an EAD:
- I-94 Form
- I-797 Notice of Approval
- Unexpired foreign passport
- Visa
- Instructions for completing form W-4 and certification
- Foreign National Information Form (Section 11 must be completed)
- Employment Authorization Document (EAD)
- I-797 Notice of Approval
- Foreign National Information Form (Section 11 must be completed)
F1 – F1 Student
I-9 Eligibility Requirements – The student satisfies I-9 requirements by providing the following original documents:
- Unexpired foreign passport
- I-94 Form
- I-20 Form issued by FIU with a future graduation date
Other documents required for F1 student employment eligibility:
- F1 Visa
- Instructions for completing form W-4 and certification
- Foreign National Information Form (Section 11 must be completed)
- On-Campus Employment Form
- Unexpired Foreign Passport
- I-20 Form issued by FIU with a future graduation date
- F1 visa
- I-94 Form
- Foreign National Information Form (Section 11 must be completed)
CPT – Curricular Practical Training
CPT: I-9 Eligibility Requirements – An F1 visa holder with an approved CPT satisfies I-9 requirements by providing the following original documents:
- Unexpired foreign passport
- I-94 Form
- I-20 Form issued by FIU, with CPT authorization identified on Page 3
Other documents required for an F1 student with approved CPT employment eligibility:
- F1 visa
- Instructions for completing form W-4 and certification
- Foreign National Information Form (Section 11 must be completed)
- Unexpired foreign passport
- I-20 Form issued by FIU, with CPT authorization identified on Page 3
- F1 visa
- I-94 Form
- Foreign National Information Form (Section 11 must be completed)
OPT – Optional Practical Training
OPT: I-9 Eligibility Requirements – An F1 visa holder with an approved OPT satisfies I-9 requirements by providing the following original documents:
- Valid Employment Authorization Document (EAD)
Other documents required for F1 student with approved OPT employment eligibility:
- F1 Visa
- Unexpired foreign passport
- I-20 Form issued by FIU with a future graduation date
- I-94 Form
- Instructions for completing form W-4 and certification
- Foreign National Information Form (Section 11 must be completed)
- Valid Employment Authorization Document (EAD)
- I-20 Form issued by FIU with a future graduation date
- Foreign National Information Form (Section 11 must be completed)
OPT STEM-OPT (Science, Technology, Engineering or Mathematics) Extension
OPT STEM: I-9 Eligibility Requirements – A student on an F1 OPT STEM satisfies I-9 requirements by providing the following original documents:
- Unexpired foreign passport
- I-94 Form
- I-20 Form issued by FIU with a future graduation date
- Valid Employment Authorization Document (EAD) or I-766 Form
- Expired EAD because the STEM extension application is still pending:
- Must be presented with Form I-20 endorsed by FIU recommending the STEM extension.
- Acceptable for 180 days from the expiration date on the card.
- Must be re-verified after 180 days.
Other documents required for F1 student with approved OPT STEM employment eligibility:
- F1 visa
- I-94 Form
- Unexpired foreign passport
- I-20 Form issued by FIU with a future graduation date
- Instructions for completing form W-4 and certification
- Foreign National Information Form (Section 11 must be completed)
- Valid Employment Authorization Document (EAD)
- I-20 Form issued by FIU with a future graduation date
- Foreign National Information Form (Section 11 must be completed)
H-1B – Distinguished Temporary Worker
H-1B: I-9 Eligibility Requirements – the employee satisfies I-9 requirements by providing the following original documents:
- Unexpired foreign passport
- I-94 Form
- I-797 Notice of Approval
Other documents required for an individual with an approved H-1B employment eligibility:
- Foreign National Information Form (Section 11 must be completed)
240-Day Rule: For an H-1B employee to continue working at FIU beyond the expiration of their current H-1B status, which is indicated by their I-94/I-94A, a request for an extension of stay must be filed before their H-1B status expires. Once the submission of the timely filed petition has been submitted to USCIS, the employee is authorized to continue working while the petition is being processed for a period not to exceed 240 days or until USCIS denies the petition, whichever comes first.
- I-797 Notice of Approval
- I-94 Form
- Unexpired foreign passport
- Foreign National Information Form (Section 11 must be completed)
H3 – Nonimmigrant Trainee or Special Education Exchange Visitor
H-3: I-9 Eligibility Requirements – the employee satisfies I-9 requirements by providing the following original documents:
- Unexpired Foreign Passport
- I-94 Form
- I-797 Notice of Approval
Other documents required for an individual with an approved H-1B employment eligibility at FIU:
- Foreign National Information Form (Section 11 must be completed).
- I-797 Notice of Approval
- I-94 Form
J-1 – Exchange Visitors
J-1: I-9 Eligibility Requirements – The employee satisfies I-9 requirements by providing the following original documents:
- Unexpired foreign passport
- I-94 Form
- DS-2019 Form
Other documents required for an individual with an approved J-1 employment eligibility:
- Foreign National Information Form (Section 11 must be completed)
- Instructions for completing form W-4 and certification
- Unexpired foreign passport
- I-94 Form
- DS-2019 Form
- On-Campus Employment Form if employed as a student
- J-1 visa
- Foreign National Information Form (Section 11 must be completed)
J-2 – Spouse/Child of J-1
I-9 Eligibility Requirements – The employee satisfies I-9 requirements by providing the following original documents:
- Employment Authorization Document (EAD)
- I-766 Form
Other documents required for employment eligibility with a J2:
- I-94 Form
- I-797 Form
- Unexpired foreign passport
- Visa
- Instructions for completing form W-4 and certification
- Foreign National Information Form (Section 11 must be completed)
- Employment Authorization Document (EAD)
- Foreign National Information Form (Section 11 must be completed)
Permanent Resident
*If you are updating from a visa to a permanent resident, a reverification is required.*
- Permanent Resident Card
O-1 – Workers of Extraordinary Skill
O1: I-9 Eligibility Requirements – The employee satisfies I-9 requirements by providing the following original documents:
- Unexpired foreign passport
- I-94 card stamped O-1 and D/S (Duration of Status) and
- I-797 Notice of Approval
Other documents required for an individual with an approved O-1 employment eligibility:
- Visa
- Foreign National Information Form (Section 11 must be completed)
- Instructions for completing form W-4 and certification
- Unexpired foreign passport
- I-94 Form
- I-797 Notice Approval
- O-1 visa
- Foreign National Information Form (Section 11 must be completed)
TN – NAFTA Professionals
- TN1 – Canadian (do not get visa stamp)
- TN2 – Mexican
TN: I-9 Eligibility Requirements – The employee satisfies I-9 requirements by providing the following original documents:
- Unexpired foreign passport
- I-94 card with TN notation and D/S (Duration of Status) and
- I-797 Notice of Approval (not required for Canadian citizens)
Other documents required for an individual with an approved TN employment eligibility:
- Visa
- Foreign National Information Form (Section 11 must be completed)
- I-94 Form
- I-797 Notice of Approval
- Unexpired foreign passport
- Foreign National Information Form (Section 11 must be completed)
Smoke & Tobacco Free Campus
FIU and its leaders value the personal health and well-being of our students, faculty, staff, and community. As such, in January 2011, FIU proudly became a smoke and tobacco-free campus. Under this initiative, smoking and the use of tobacco products (including electronic cigarettes) have been prohibited in all areas of FIU’s campuses. This initiative was welcomed with an overwhelming positive response from our faculty, staff, and students. Below are some frequently asked questions along with a link to Regulation 113-2010-11-17 for further information.
Why did FIU go smoke-free and tobacco-free? It was about creating healthier campus environments for our students, faculty, staff, and visitors. It is intended to foster greater respect for one another and improve the health of the FIU family. Additionally, adopting smoke-free and tobacco-free aligns with FIU’s growing commitment to environmental sustainability.
What areas of campus does the smoke-free and tobacco-free regulation cover? Smoking and the use of tobacco products is prohibited on all university-owned properties, including the Modesto A. Maidique Campus, Biscayne Bay Campus, Engineering Campus, recreational facilities, residential facilities, parking lots, and garages.
Can I smoke in my car? Tobacco use in vehicles that are on FIU-owned properties is prohibited.
Does FIU offer resources for students, faculty, and staff who want to quit using tobacco? Yes. FIU is committed to helping students, faculty, and staff manage or overcome their tobacco use. Nicotine replacement therapies are available on our campuses. The following resources are available to students, faculty, and staff:
- Individual free counseling sessions are available through FIU Student Health. For more information or to schedule an appointment, please call BBC at (305) 919-5620 ext. 4, or MMC at (305) 348-2401 ext. 5. Low-cost nicotine replacement therapy and pharmacotherapy also are available for order and purchase at the MMC Student Health Pharmacy.
- The Florida Department of Health offers a toll-free quit line, 1-888-U-CAN-NOW (1-877-822-6669), with free resources in English and Spanish. Counselors are available 24 hours a day.
- The National Cancer Institute offers a toll-free phone line, 1-877-44U-QUIT (1-877-448-7848), with access to English and Spanish speaking counselors.
- The American Cancer Society offers a toll-free phone line, 1-800-QUIT-NOW (1-800-784-8669).
- The Miami Dade Area Health Education Center (AHEC) offers free tobacco-cessation classes. Call (305) 597-3640 for more information.
- Visit Smokefree.gov for additional resources.
- For individuals who want to quit “cold turkey” without medical treatment of their nicotine addiction, go to www.whyquit.com.
Why doesn’t FIU provide designated smoking areas on campus? Providing a place to smoke does not support the university’s goal of creating a healthier environment. In an effort to support all members of the university community, Student Health Services has expanded its tobacco cessation programs as well as its nicotine withdrawal support (NWS) programs for tobacco users who are not ready to quit and wish to use nicotine replacement therapies while at work.
Does the tobacco-free and smoke-free regulation extend to vendors, contracted workers, etc.? Yes. All visitors, including vendors, contract workers, etc., will be required to refrain from using tobacco products on our campuses.
What happens if I violate the regulation and use tobacco on campus? First time offenders will receive a warning. The Notice of Violation will provide you with information on resources available to help you manage your tobacco use and/or resources if you are to quit.
What happens if I violate the regulation after I have been issued a warning? Students, faculty, and staff who violate the regulation a second time will be required to attend two smoking/tobacco management/dependence consultations with Student Health. These classes are intended to help you manage your tobacco use. You may sign up for these classes with Student Health by calling their office at BBC at (305) 919-5620 ext. 4, or MMC at (305) 348-2401, ext. 5. You must register for these classes within 14 days of receiving this notice and complete all classes within 45 calendar days of the notice. Failure to comply will result in this automatically becoming a third violation.
What happens if I violate the regulation a third time? Faculty and staff will be referred to the appropriate area to begin the progressive disciplinary process. Students will be referred to the Office of Student Conduct and Conflict Resolution for appropriate discipline.
What should I do if I see someone smoking and/or using tobacco products?
You can provide them with education. As you approach the user, you can inform them that we are proud to be a Smoke-Free/Tobacco-Free Campus and to please put out the tobacco product. If they refuse to cease smoking and/or the tobacco use, just walk away; do not get into a confrontational situation. The enforcement will be conducted by members of the University Police Department.
Ignite: Annual Faculty & Staff Giving
Driven by our pride, our spirit, and the needs of our community
The Ignite Campaign celebrates ten years of
outstanding faculty & staff philanthropy
As a faculty and staff member at FIU, your gift to Ignite creativity, discovery, and innovation, demonstrates that we are united in a common goal: making FIU the best it can be, now and in the future.
Faculty and staff contributions do more than provide funds for programs and scholarships. Our Ignite giving rate is an impressive statement to alumni, corporations, and foundations that FIU depends on for large gifts and grants.
You can designate your gift to any college, school or program and you may conveniently choose to divide your gift over time through payroll deduction. To donate via payroll or credit card visit ignite.fiu.edu/give-now and explore the funds to make your selection.
Please consider donating to the Human Resources funding opportunities:
Berta D. Villares Book Scholarship Award
The Berta D. Villares Book Scholarship Award is in honor of Berta D. Villares, former Associate Director of Benefits Administration. Berta served our FIU community with relentless dedication and passion, helping many faculty and staff members make sound decisions with important benefit options. The Berta D. Villares Book Scholarship Award will provide eligible faculty and staff currently using the FIU Tuition Waiver Policy, with a one-time cash award. The award is designed to help offset the expenses associated with the purchase of required course textbooks.
Student Employee of the Year Scholarship
Approximately 35% of our FIU workforce is comprised of student employees. They are often the first faces our future and new students see. There are also many who are behind the scenes supporting faculty, research, and staff.
Celebrating our student employees is the culmination of a week of recognition for student employees who have demonstrated service excellence in their respective departments, while maintaining a strong academic record and gaining job experience that is valued by future employers looking to build a pipeline of talent in their organizations.
This project will help to fund the Student Employee Scholarship for the winner of the Student Employee of the Year (SEOTY) Awards.
University Hardship Fund
The TLC University Hardship Fund is sponsored by the Tender Loving Care (TLC) Brigade and coordinated through the Office of Employee Assistance (OEA). We recognize that faculty and staff may experience hardships that require emergency financial assistance.
The Hardship Fund is not a loan, rather it is a program available to assist eligible faculty and staff (Full-time benefits-earning, faculty [9 month or 12 month] or staff, who have worked at FIU for at least one year) who are experiencing a “qualified” emergency and who have exhausted all avenues for obtaining assistance.