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Stephen F. Austin State University Minutes of the Board of Regents Nacogdoches, Texas April 23 and 24,2007 (Volume 236) BOARD MINUTES FOR APRIL 23 AND 24, 2007 VOLUME 236 Page Executive Session Legal Advice and Report on Pending Litigation 1 Real Estate Purchase 2 Gifts and Donations 2 Personnel Matters Regarding Specific University Employees ...2 Deliberations Regarding Security Matters 2 Special Recognitions 3 07-17 Naming of Baker Pattillo Student Center 3 Approval of Minutes 07-18 Approval of January 29 and 30, 2007 and April 9, 2007 Minutes 4 Personnel 07-19 Approval of Personnel items 5 Faculty Appointments for 2007-2008 5 Staff Appointments for 2007-2008 6 Changes of Status for 2007-2008 7 Retirements 9 Promotions 9 Tenure 10 Faculty Development Leave for 2007-2008 10 Regents Professorship for 2007-2008 11 Faculty Leave of Absence with Pay 11 Staff Leave of Absence without Pay 11 Faculty Leave of Absence without Pay 11 Academic and Student Affairs 07-20 Approval of Academic and Student Affairs Items 11 Curriculum Changes 11 Small-Size Classes Spring 2007 11 Approval of Name Change from Master of Science in Family and Consumer Sciences to Master of Science in Human Sciences 12 Approval to Move the Division of Environmental Science to the Arthur Temple College of Forestry and Agriculture 12 Proposal to Offer Online the RN-BSN Transition Program 12 Financial Affairs 07-21 Adoption of Summer 2007 Budget 12 07-22 Payment of Housing Debt Service with Housing Phase I Bond Proceeds 13 Building and Grounds 07-23 Approval of Building and Grounds Items 13 Gift of Real Estate and Naming of Jimmy Hinds Park 13 Contracting with Architect/Engineer for Education Research Center 13 Contracting with Construction Manager at Risk for Education Research Center. 14 Gerald W. Schlief Department of Accounting Renovations 14 Electricity Purchasing Authorization 14 Comprehensive Study - Student Housing (DEFERRED) 14 07-24 Approval of Building and Grounds Items 15 Authorization for Campus Way-Finding Signage Project 15 Deferred Maintenance - Griffith Hall (15); Steen Hall (17); Kerr Hall (18) 15 07-25 Request for Qualifications and Submission of Proposals- Phase III of Student Housing 16 University Policies and Procedures 07-26 Approval of Policy Revisions 17 Academic Accommodation of Students with Disabilities (F-33) Academic Freedom and Responsibility (A-2.5) Advanced Placement (A-7) Affirmative Action (E-4) Allowable Credit Hours and Completion Time for Doctoral Students (A-7.5) Animals on University Property (D-3) Dead Week (A-l5) Discrimination Complaints/Sexual Harassment (E-46) Distribution of Payroll (C-12) Educator Preparation (A-6) Employee Enrolling for Courses (E-16) Family and Medical Leave (E-58) Final Examinations (A-19) Gifts, Loans, Endowments, and Bequests(C-16) Grievance and Appeals (E-25N) Library Faculty (E-31A) Parking and Traffic Regulations (D-24) Reasonable Workplace Accommodation for Disabilities (E-67) Skating (D-32) Student Media (D-44) Student Organization Formation and Recognition (F-14) Vacation/Sick Leave (E-54) Reports 17 President Audit Services Faculty Senate Student Government Association Election of Officers 18 07-27 Election of Officers for 2007-2008 Appendices Appendix 1 - Undergraduate and Graduate Curriculum Changes Appendix 2 - Spring 2007 Small-Size Class List Appendix 3 - Policies for Board Review Stephen F. Austin State University Minutes of the Meeting of the Board of Regents Nacogdoches, Texas April 23 and 24, 2007 Austin Building 307 Monday, April 23,2007 The regular meeting of the Board of Regents was called to order at 7:30 a.m., Monday, April 23, 2007, by Chair Valerie Ertz. PRESENT: Board Members: Ms. Valerie Ertz, Chair Mr. Richard Boyer Dr. Margarita de la Garza-Grahm (joined the meeting at 11:45 a.m.) Mr. Joe Max Green Mr. Kenneth James Mr. Paul Pond Mr. James Thompson Ms. Stephanie Tracy Mr. Melvin White Mr. Fred Wulf President: Dr. Baker Pattillo Vice-Presidents: Ms. Debbie Baisden Mr. Steve Westbrook Dr. Marlin Young General Counsel: Ms. Yvette Clark Other SFA administrators, staff, and visitors The Building and Grounds Committee convened at 7:30 a.m. Following a lunch recess during which the board members and administrators toured the Athletic Field House, the Building and Grounds Committee adjourned at 2:30 p. m. The Academic and Student Affairs Committee convened at 2:30p.m. and adjourned at 3:40p.m. The Finance/Audit Committee convened at 3:55 p. m. and adjourned at 4:35 p. m. The chair called for an executive session at 4:45 p.m. to consider the following items: LEGAL ADVICE AND REPORT ON PENDING LITIGATION Consultation with Attorney Regarding Legal Advice on Tuition and Fee Legislation or Pending and/or Contemplated Litigation or Settlement Offers, including but not -1- limited to EEOC/TCEQ Matters and Flynn vs. SFASU (Texas Government Code Section 551.071) REAL ESTATE Deliberations Regarding the Purchase, Exchange, Lease, Sale or Value of Real Property (Texas Government Code, Section 551.072) GIFTS AND DONATIONS Deliberations Regarding Negotiated Contracts for Prospective Gifts or Donations (Texas Government Code, Section 551.073) PERSONNEL MATTERS REGARDING SPECIFIC UNIVERSITY EMPLOYEES Consideration of Individual Personnel Matters Relating to Appointment, Employment, Evaluation, Assignment, Duties, Discipline, or Dismissal of an Officer or Employee, including but not limited to Chief Information Officer, Political Science, Basketball Coaches, Associate Vice President for Alumni Affairs, Government Information Officer, the President and the Vice Presidents (Texas Government Code, Section 551.074) DELIBERATIONS CONCERNING SECURITY PERSONNEL AND DEVICES Discussion of security personnel and devices (Texas Government Code, Section 551.076) • Information Technology Services • Campus Security The executive session ended at 8:40 p.m. and the board recessed for the day, with no further action. Tuesday, April 24,2007 The chair reconvened the board meeting in open session at 9:05 a.m. on Tuesday April 24. PRESENT: Board Members: Ms. Valerie Ertz, Chair Mr. Richard Boyer Dr. Margarita de la Garza-Grahm Mr. Joe Max Green Mr. Kenneth James Mr. Paul Pond Mr. James Thompson Ms. Stephanie Tracy Mr. Melvin White Mr. Fred Wulf -2- President: Dr. Baker Pattillo Vice-Presidents: Ms. Debbie Baisden Mr. Steve Westbrook Dr. Marlin Young General Counsel: Ms. Yvette Clark Other SFA administrators, staff, and visitors The chair welcomed guests to the board meeting and called upon Regent de la Garza- Grahm to lead the pledge to the flags. Regent Wulf provided the invocation. SPECIAL RECOGNITIONS Dr. Marlin Young introduced those faculty members who were being recommended for promotion to the rank of Professor, Dr. Brent Burt, Dr. Michele Harris, Dr. Lynda Martin, Dr. Dixie Mercer, and Dr. Kandy Stahl. He introduced Dr. Mingteh Chang, recommended for Professor Emeritus, and Dr. Leon Young, named as Regents Professor for 2007-2008. Dr. John Jacobson introduced representatives from the site visit team of the National Council for Accreditation of Teacher Education (NCATE), Dr. Arlinda Eaton, NCATE Board of Examiners Chair for SFASU and Dr. Karen Loonam, Director of Educator Standards for the Texas Education Agency. He also introduced the Outstanding Student Teacher of the Year for SFA, James Daniel Hobbs, and the supervising teacher who nominated him, Mrs. Carolyn Matthews. The SFA Moot Court Team was recognized for their Ail-American awards at the National Moot Court Competition. Dr. Ric Berry introduced Mr. Paul Davis, Interim Director for Information Technology Services. Mr. Steve Westbrook introduced the Advisor and Staff for the Pine Log, named the best Division Two college newspaper in the state at a recent conference of the Texas Intercollegiate Press Association. Regent Green, on behalf of the board, recognized President Pattillo for being named to the Arp, Texas, Hall of Fame and presented him with a framed copy of the newspaper article covering the event. Board Order 07-17 NAMING OF BAKER PATTILLO STUDENT CENTER -3- Regent James, on behalf of the board, presented the following resolution: It was the unanimous decision of the Board of Regents at its January 30, 2007, meeting to name Dr. Baker Pattillo as the eighth president of Stephen F. Austin State University. Dr. Pattillo graduated from SFA in 1965 with a B.S. degree in English and History and earned his Master's degree in Guidance from SFA in 1966. He then immediately began his employment at SFA as Assistant Director of Placement and Financial Aid. He became the Director of Placement and Financial Aid in 1970, continuing his doctoral work concurrently. He received a Ph.D. in Educational Administration from Texas A&M in 1971. Dr. Pattillo was named the Dean of Student Services at SFA in 1972, Vice President for Student Affairs in 1979, Vice President for University Affairs in 1982, and Interim President in July, 2006. In 41 years of distinguished service to SFA, Dr. Pattillo's first priority has always been the students. In his role as Vice President for University Affairs he worked closely with student leadership and tirelessly with our elected officials to guide our newest building on campus through the legislative process to make this building a reality. The Board of Regents wishes to honor him for his loving dedication to this university and could find no finer tribute to him than the magnificent student center that opened this week. Upon motion by Regent Ertz, seconded by Regent Wulf, with all members voting aye, it was ordered that the SFA Student Center be named the Baker Pattillo Student Center. APPROVAL OF MINUTES Board Order 07-18 Upon motion by Regent Pond, seconded by Regent de la Garza-Grahm, with all members voting aye, it was ordered that the minutes of the January 29 and 30, 2007 and the April 9, 2007 meetings be approved. -4- PERSONNEL Board Order 07-19 Upon motion by Regent Pond, seconded by Regent de la Garza-Grahm, with all members voting aye, it was ordered that the following personnel items be approved. FACULTY APPOINTMENTS FOR 2007 - 2008 Education Parrel Kniss, Assistant Professor of Kinesiology and Health Science, M.A. (University of Kansas) at a salary of $47,500 for 100 percent time for nine months, effective August 22, 2007, contingent upon completion of doctorate by August 31, 2007. Barry Stafford, Assistant Professor of Human Services, M.A. (Stephen F. Austin State University) at a salary of $47,000 for 100 percent time for nine months, effective September 1,2007. Liberal And Applied Arts Jeff Bremen Assistant Professor of History, Ph.D. (University of Kansas) at a salary of $43,000 for 100 percent time for nine months, effective September 1, 2007. Leslie Cecil Assistant Professor of Sociology, Ph.D. (Southern Illinois University) at a salary of $43,000 for 100 percent time for nine months, effective August 27, 2007. Dana Magill Cooper, Assistant Professor of History, Ph.D. (Texas Christian University) at a salary of $43,000 for 100 percent time for nine months, effective September 1, 2007. Haskell Stephen Cooper, Assistant Professor of Social Work, M.S.W. (Stephen. F. Austin State University) at a salary of $45,000 for 100 percent time for nine months, effective January 19, 2007. Jason Dormady, Assistant Professor of History, M.A. (University of California) at a salary of $43,000 for 100 percent time for nine months, effective September 1, 2007, contingent upon completion of doctorate by June 30, 2007. Lee Payne, Visiting Lecturer of Political Science, Geography and Public Administration, M.S.(University of Houston) at a salary of $18,000 for 100 percent time for four and a half months, effective January 17, 2007. Walter H. Scalen, Assistant Professor of Criminal Justice, Ph.D. (University of Sarasota) at a salary of $43,000 for 100 percent time for nine months, effective August 24, 2007. -5- Elizabeth Spradley, Lecturer of Communication, M.A. (Stephen F. Austin State University) at a salary of $26,000 for 100 percent time for nine months, effective January 17,2007. Juan Carlos Urena. Instructor of Modern Languages, M.A. (Stephen F. Austin State University) at a salary of $40,000 for 100 percent time for nine months, effective August 27, 2007, contingent upon completion of doctorate by December 31,2008. Sciences and Mathematics Kent Riggs, Assistant Professor of Mathematics and Statistics, Ph.D. (Baylor University) at a salary of $47,000 for 100 percent time for nine months, effective August 22, 2007. STAFF APPOINTMENTS FOR 2007 - 2008 Admissions Ryan A. Home, Admissions Counselor at a salary of $28,000 for 100 percent time for 12 months, effective February 12, 2007. Rachel Jennifer Lambert, Admissions Counselor at a salary of $28,000 for 100 percent time for 12 months, effective February 12, 2007 Information Technology Services Stephen D. Rasmussen, Network Support Specialist III at a salary of $46,519 for 100 percent time for 12 months, effective March 26, 2007. Marketing Emily Louise Taravella, Editorial Coordinator for Public Affairs at a salary of $34,000 for 100 percent time for 12 months, effective February 19, 2007. President's Office Charlotte Ann Sullivan, Government Information Officer at a salary of $17,000 for 49 percent time for 4 months, effective February 1, 2007. University Affairs Jennifer L. Davis, Outreach Coordinator for Counseling and Career Services at a salary of $30,000 for 100 percent time for 12 months, effective February 5, 2007. -6- Jonathan M, Elder, Student Organizations/Greek Life Coordinator for Student Affairs at a salary of $35,000 for 100 percent time for 12 months, effective February 26, 2007. Amanda P. Home (Windham), Student Activities Association Coordinator for Student Affairs at a salary of $35,000 for 100 percent time for 12 months, effective February 5, 2007. Marie E. Quaresima, Aquatic/Safety/Camp Coordinator for Campus Recreation at a salary of $33,000 for 100 percent time for 12 months, effective March 5, 2007. CHANGES OF STATUS FOR 2007 - 2008 Admissions Tiffany G. Gauntt from Admissions Specialist at a salary of $19,813 effective January 1, 2007 for 100 percent time for 12 months, to Admissions Counselor at a salary of $28,240 for 100 percent time for 12 months, effective March 19, 2007. College of Forestry and Agriculture Debrah G. Corbin, from Accountant I at a salary of $35,732 for 100 percent time for 12 months to Assistant to Director Business Ops CRGSC at a salary of $45,000 for 100 percent time for 12 months, effective January 1, 2007. College of Liberal and Applied Arts Charles F. Abel, from Associate Professor of Political Science, Geography and Public Administration at a salary of $52,017 for 100 percent time for nine months to Associate Professor and Chair of Political Science, Geography and Public Administration Department at a salary of $90,000 for 100 percent time for 11 months, effective September 1, 2007. Becky Price-Mayo, from Lecturer/Interim Child Welfare Project Director at a salary of $47,337 for 100 percent for time for 12 months to Lecturer/Director, Child Welfare Professional Development Project at a salary of $52,365 for 100 percent time for 12 months, effective February 1, 2007. College of Sciences and mathematics Robert S. Stewart, from Associate Professor of Biology at salary of $59,573 for 100 percent time for 12 months to Director/Associate Professor of Biotechnology at a salary of $73,031 for 100 percent time for 12 months, effective September 1, 2006. -7- Information Technology Services Richard M. Kennedy, from Network Support Specialist III at a salary of $46,519 for 100 percent time for 12 months to Network Services Manager a salary $57,000 for 100 percent time for 12 months, effective January 15, 2007. Paul T. Davis, from Assistant Director for Information Technology Services at a salary of $58,630 for 100 percent time for 12 months to Interim Director for Information Technology Services at a salary of $82,630 for 100 percent time for 12 months, effective March 8, 2007. Library Rachel B. Galan, from Librarian II at a salary of $47,193 for 100 percent time for 12 months to Interim Associate Director at a salary of $47,193 for 100 percent time for 12 months and an additional salary of $500 stipend per month until the Associate Library Director returns to her position, effective February 5, 2007. Marketing Andy R. Kesling, Executive Director of Marketing, from a salary of $96,000 for 100 percent time for 12 months to a salary of $104,400 for 100 percent time for 12 months, effective February 1, 2007, to compensate for additional responsibilities of maintaining the SFA website. Registrar Donna J. Burkett from Degree Audit Coordinator at a salary of $26,050 for 100 percent time for 12 months to Assistant Registrar at a salary of $34,950 for 100 percent time for 12 months, effective March 1, 2007. University Affairs Steve Westbrook, from Interim Vice President for University Affairs a salary of $101,814 for 100 percent time for 12 months, to Vice President for University Affairs at a salary of $133,000 for 100 percent time for 12 months, effective April 24, 2007. This appointment is contingent upon completion of a doctoral degree by December 31, 2012. Michele D'Nese Haddox, from Associate Director of Housing at a salary of $59,699 for 100 percent time for 12 months to Interim Director of Housing at an annual salary of $65,699 for 100 percent time for 7 months, effective February 1, 2007. -8- RETIREMENTS John Anson, Professor of Psychology, effective May 31, 2007. Donald E. Bowen, Professor of Physics and Astronomy, effective March 31, 2007. Ronald G. Claunch, Chair of Political Science, Geography and Public Administration Department, effective July 31, 2007. Linda Morales, Director of School of Social Work, effective July 31, 2007. Robert T. Ramsey, Chair of Communication Department, effective July 31, 2007. William M. Wagner, Director of Information Technology Services, effective April 30, 2007. PROMOTIONS The following individuals were granted promotion to the academic rank indicated, effective fall semester, 2007. To Assistant Professor: Dr. Carolyn Davis Dr. Mark Seaman Elementary Education Secondary Education & Educational Leadership To Associate Professor: Dr. Charlotte Allen Dr. Lesa Beverly Dr. Deborah Buswell Dr. Philip Catton Dr. Warren Conway Ms. Amy George Dr. Marlene Kahla Dr. Jeana Paul-Urena Dr. Garland Simmons Dr. Gary Wurtz To Professor: Dr. Brent Burt Dr. Michele Harris Dr. Lynda Martin Dr. Dixie Mercer Dr. Kandy Stahl Management, Marketing & International Business Mathematics & Statistics Kinesiology History Forestry Art Management, Marketing & International Business Modern Languages Economics & Finance Music Biology Chemistry Human Sciences Human Services Psychology -9- To Professor Emeritus: Dr. Mingteh Chang To Librarian II: Ms. Susan Clarke Ms. Priscilla Coulter Forestry TENURE Academic tenure was awarded to the following individuals, effective fall semester, 2007. Dr. Charlotte Allen Dr. Lesa Beverly Dr. Philip Catton Dr. Warren Conway Dr. Carolyn Davis Ms. Amy George Dr. Jeana Paul-Urena Dr. Kelly Salsbery Dr. Peter Simbi Dr. Brian Utley Management, Marketing & International Business Mathematics & Statistics History Forestry Elementary Education Art Modern Languages English Social Work Music FACULTY DEVELOPMENT LEAVE FOR 2007-2008 The faculty members listed below were awarded Faculty Development Leave for the semester indicated. Fall 2007 Dr. Kathleen Belanger Dr. Sam Copeland Dr. Warren Fisher Mr. Robert Kinsell Dr. Mark Turner Spring 2008 Dr. Gregory Miller Dr. Mark Turner Social Work Social Work Management, Marketing & International Business Art Music Mathematics & Statistics Music -10- REGENTS PROFESSORSHIP FOR 2007-2008 Dr. Leon Young, Professor of Agriculture, was awarded a Regents Professorship for 2007-2008. FACULTY LEAVE OF ABSENCE WITH PAY The requested faculty leave of absence was approved for Dr. Larry H. Chasteen, Assistant Professor of Management, Marketing, and International Business, effective June 1, 2007, for one year as a William C. Foster Fellow Visiting Scholar with the U.S. Department of State in Washington, D.C. Dr. Chasteen will receive each month his regular SFA paycheck. His salary and benefits will be reimbursed to SFA from the Department of State on a quarterly basis. STAFF LEAVE OF ABSENCE WITHOUT PAY Mrs. Robin Redmon Wright, Director, Academic Assistance and Resource Center, was granted a leave of absence without pay, effective March 27-April 10 for two weeks, to complete the requirements of writing her dissertation on adult education. FACULTY LEAVE OF ABSENCE WITHOUT PAY Dr. Tracy Johnson, Associate Professor of English and Philosophy, was granted a leave of absence without pay, effective fall 2007 for one year to pursue a Master of Arts in Theological Studies. ACADEMIC AND STUDENT AFFAIRS Board Order 07-20 Upon motion by Regent James, seconded by Regent Boyer, with all members voting aye, it was ordered that the following academic and student affairs items be approved. CURRICULUM CHANGES The undergraduate and graduate curriculum changes listed in Appendix 1 were approved. SMALL-SIZE CLASSES SPRING 2007 The Spring 2007 small-size class list was approved as shown in Appendix 2. -11- APPROVAL OF NAME CHANGE FROM MASTER OF SCIENCE IN FAMILY AND CONSUMER SCIENCES TO MASTER OF SCIENCE IN HUMAN SCIENCES The name change requested by the Department of Human Sciences was approved from Master of Science in Family and Consumer Sciences to Master of Science in Human Sciences. The program will have the following specialization areas: • Child Development/Family • Family & Consumer Sciences • Fashion Merchandising • Food, Nutrition & Dietetics • Hospitality Administration • Interior Design • Interior Merchandising APPROVAL TO MOVE THE DIVISION OF ENVIRONMENTAL SCIENCE TO THE ARTHUR TEMPLE COLLEGE OF FORESTRY AND AGRICULTURE It was approved that the entire Division of Environmental Science be moved from the College of Sciences and Mathematics to the Arthur Temple College of Forestry and Agriculture. It was additionally approved that he B.S. program in Environmental Science be moved from the Department of Forestry to the Division of Environmental Science. This change will be effective for Spring 2008. PROPOSAL TO OFFER ONLINE THE RN-BSN TRANSITION PROGRAM Approval was given to offer the on-line RN-BSN Training Program in the School of Nursing starting Summer 2007. FINANCIAL AFFAIRS Board Order 07-21 Upon motion by Regent Thompson, seconded by Regent White, it was ordered that the following financial affairs item be approved. ADOPTION OF SUMMER 2007 BUDGET The FY 2007 annual budget includes $4,011,932 for summer school academic salaries and benefits. It was approved that academic and summer school support salaries and benefits included in the annual budget be increased by $295,128 to provide funding for the education and general salaries of the 2007 summer budget. Student wages of $30,000 are funded from designated funds and salaries and benefits of $258,488 are funded from -12- restricted contract and grant funds. The total summer budget of $4,595,548 was approved as presented. Board Order 07-22 Upon motion by Regent Thompson, seconded by Regent White, with all members voting aye, it was ordered that the following financial affairs item be approved: PAYMENT OF HOUSING DEBT SERVICE WITH HOUSING PHASE I BOND PROCEEDS It was approved that the residual balance of $ 1,161,243 in the Housing Phase I Bond Proceeds be used to reimburse that amount of debt service for Fiscal year 2007. BUILDING AND GROUNDS Board Order 07-23 Upon recommendation of the Building and Grounds Committee, with all members voting aye on all items, with the exception of the item concerning the construction manager at risk for the EDC, for which Joe Max Green recused himself from discussion and voting, it was ordered that the following building and grounds items be approved. GIFT OF REAL ESTATE AND NAMING OF JIMMY HINDS PARK The Board of Regents approved the proposed gift of property from the Jimmy Hinds family, namely Barbara Finney, Patricia Spearman, Susan Knox and Dan H. Hinds, Jr. This property adjoins the SFA Pineywoods Native Plant Center and is approximately 2.5 acres located on East Austin and Lanana Creek, legally described as Lots 25-B-2 and 25- A-l of Block 50, Nacogdoches, Texas. The property was accepted for use by the university as a park for the period of the life of the donors plus 21 years, contingent upon final agreement on deed restrictions. Upon acceptance of the gift and all final approvals, it was approved that the 2.5 acre park area be named the Jimmy Hinds Park and that the President be authorized to sign any gift and or deed documents relating to the property transfer. CONTRACTING WITH ARCHITECT/ENGINEER FOR EDUCATION RESEARCH CENTER The Board of Regents selected 3D/International as the architect/engineering firm for the design of the Education Research Center. The board based its selection upon the recommendation of the Building and Grounds Committee; committee members had interviewed each of the finalists in the selection of the architect/engineer for the Education Research Center at its meeting on April 23, 2007. The interviewed firms included: HOK, Page-Southerland-Page, HKS and 3D/I. -13- Major discussion issues in the recommendation of 3D/I as the contracted Architect for the Education Research Center, with HKS selected as the second choice firm, included: • firm's ability to deliver programmatically what is needed to blend a research program with an early childhood lab, charter school, and teaching facility; • firm's ability to design both outside and inside space that meets the needs of the above programs; • firm's ability to meet a fast-track timeline targeted at opening the facility Fall, 2009 • successful completion of Human Services/Telecommunications Building on our campus by 3D/I • broad experiences 3D/I had in developing the construction manager at risk process and associated legislation • unique expertise that Dr. Strickland on 3D/I team brought to the project with his background in early childhood education Only if a contract cannot be successfully negotiated with 3D/International, authorization was given to begin negotiations with HKS, as the second choice firm. Authorization was given, subject to effective status for the legislation, to seek Coordinating Board approval of the Education Research Center project not to exceed $28,000,000. The president was authorized to sign any documents or contracts necessary to complete the work. CONTRACTING WITH CONSTRUCTION MANAGER AT RISK FOR EDUCATION RESEARCH CENTER J.E. Kingham Construction Company was selected as the construction manager at risk for the Education Research Center project and the president was authorized to sign any contracts necessary to complete the work. GERALD W. SCHLIEF DEPARTMENT OF ACCOUNTING RENOVATION The university was authorized to renovate the Gerald W. Schlief Department of Accounting lobby and office suite. The renovation will include electrical, lighting, ceiling, wall, and floor treatments as considered necessary. Furniture and built-in cabinets will also be included. The physical plant will act as general contractor for the project. The cost will not exceed $175,000 and will be paid from funds generously donated by Mr. and Mrs. Gerald Schlief. ELECTRICITY PURCHASING AUTHORIZATION The current electricity provider for the university, Texas Utilities, was selected by an RFP process in cooperation with Texas A&M University. The current contract expires September 1, 2007. SFA will again work with Texas A&M in the selection process for an electricity provider. The university was authorized to finalize the contract on behalf of the board when the best and final price is provided. The university was authorized to enter into a one or two year contract depending on the offer made by the provider and, with the approval of the president, the vice president for finance and administration was -14- authorized to sign the necessary contracts or other documents permitting the A&M System to commit SFA to an electric utility purchase deemed to be the best option for SFA. The following item was deferred: COMPREHENSIVE STUDY - STUDENT HOUSING (DEFERRED) The administration recommends that the Housing Department be authorized to solicit proposals from firms that specialize in comprehensive higher education housing plans for conducting a comprehensive student housing study at SFA that will include the following elements: A. Market Analysis B. Facility Assessment C. Residential Program Analysis D. Plan Development/Cost Models E. Final Report The proposals submitted will be evaluated by representatives of the Housing Department and the Physical Plant. The administration further recommends that the president be authorized to sign the contract with the firm selected through this evaluation process with the cost not to exceed $85,000. The funds for this expenditure will be the funds made available within the Housing budget when the allocation of the remaining bond proceeds in the Phase I Housing project is applied to Phase I debt service. Board Order 07-24 Upon motion by Regent Green, seconded by Regent Thompson, with all members voting aye, it was ordered that the following items be approved: AUTHORIZATION FOR CAMPUS WAY-FINDING SIGNAGE PROJECT The executive director of marketing and the director of physical plant will further collaborate on this signage project, obtaining samples of proposed signage. The board authorized the Buildings and Grounds Committee to meet before the next scheduled board meeting and give final approval for the pedestrian and driving signs, which will be in place on campus by Fall 2007. This project will have a cost not to exceed $125,000 to be paid from funds previously authorized and set aside by the board of regents for such purpose. DEFERRED MAINTENANCE - GRIFFITH HALL (15); STEEN HALL (17): KERR HALL (18) -15- Approval was given to authorize payment for the maintenance and upgrade items in student housing as detailed below: 1. Repair, upgrade and make ADA modifications to elevators in Griffith Hall (15) with costs not to exceed $ 109,200. 2. Repair, upgrade and make ADA modifications to elevators in Steen Hall (17) with costs not to exceed $407,400. 3. Repair, upgrade and make ADA modifications to elevators in Kerr Hall (18) with costs not to exceed $109,200. The funds for these expenditures will be the funds made available within the Housing budget when the allocation of the remaining bond proceeds in the Phase I Housing project is applied to Phase I debt service. The president was authorized to sign any contracts necessary to complete the work. Board Motion A motion was made by Regent Wulf and seconded by Regent Thompson to accept the following recommendation: REQUEST FOR QUALIFICATIONS AND SUBMISSION OF PROPOSALS - PHASE HI OF STUDENT HOUSING (AMENDED) The administration requests authorization to develop a list of qualified design/build firms to be considered for the Phase HI project by issuing a Request for Qualifications (RFQ). The RFQs submitted will be evaluated by representatives from the Housing Department and the Physical Plant along with a representative of the Board of Regents appointed by the Chair of the Board. The firms selected through this initial evaluation process will be asked to submit design/build proposals for the project to the Board's Buildings and Grounds Committee at the regularly scheduled July 2007 meeting. The Building and Grounds Committee will interview respondents for recommendation to the full Board for approval. The Building and Grounds Committee adds to this recommendation that the timeline be shortened to allow or tear down of Halls 9, 10, 11, and 12 during Fall 2007 to allow for completion of the Phase III residence hall by Fall 2008. The motion failed by a vote of 5 to 4. Board Order 07-25 Upon motion by Regent Green, seconded by Regent White, with five regents voting aye and three regents voting nay, it was ordered that the following item be approved: -16- REQUEST FOR QUALIFICATIONS AND SUBMISSION OF PROPOSALS - PHASE III OF STUDENT HOUSING Authorization was given to develop a list of qualified design/build firms to be considered for the Phase HI project by issuing a Request for Qualifications (RFQ). The RFQs submitted will be evaluated by representatives from the Housing Department and the Physical Plant along with a representative of the Board of Regents appointed by the Chair of the Board. The firms selected through this initial evaluation process will be asked to submit design/build proposals for the project to the Board's Buildings and Grounds Committee. The Building and Grounds Committee will interview respondents for recommendation to the full Board for approval. UNIVERSITY POLICIES AND PROCEDURES Board Order 07-26 Upon motion by Regent Boyer, seconded by Regent Green, with all members voting aye, the Board of Regents adopted the policy revisions as presented in Appendix 3. REPORTS President Pattillo presented comments on the following topics: • Legislative Update • Student Center • May 12th Commencement • Student Recreation Center Opening • Strategic Plan Gina Oglesbee, Director of Audit Services, presented a report on the audit plan. Chris Barker, the Faculty Senate chair, reported on the following topics: • Faculty concerns Brittany Scott, president of the Student Government Association, reported on the following: SGA President/Vice President Elections Spirit Rock update SC Opening • Sunday night meal options • Legislation update • Driving Jacks update • General overview of year and thank you's -17- ELECTION OF OFFICERS Board Order 07-27 Joe Max Green, Chair of the Nominating Committee, reported to the board on behalf of the committee, which included Kenneth James, and James Thompson. Upon motion by Regent Green, seconded by Regent James, with all members voting aye, it was ordered that Valerie Ertz be elected Chair, James Thompson Vice Chair, and Joe Max Green Secretary. The board chair recognized the three outgoing board members, Dr. Margarita de la Garza-Grahm, Kenneth James, and Fred Wulf, and presented them with a portrait and a commemorative Lumberjack Axe. The meeting was adjourned at 10:55 a.m. -18- Appendix 1 Undergraduate New Course Proposals Appendix 1 Appendix 1 Undergraduate Course Change Proposals Appendix 1 Appendix 1 Appendix 1 Undergraduate Course Deletions Appendix 1 Undergraduate Program Change Proposals Appendix 1 SPRING 2007 GRADUATE COURSE PROPOSALS New Courses Appendix 1 Course Deletions Appendix 2 Texas Higher Education Coordinating Board Rules Currently in Effect (9-2006) Chapter 5. Rules Applying to Public Universities and/or Health-Related Institutions of Higher Education in Texas Subchapter B. Role and Mission, Tables of Programs, Course Inventory §5.23 Definitions §5.23.5 Organized classes—Classes whose primary mode of instruction is lecture, laboratory, or seminar. §5.23.8 Small classes-Undergraduate level classes with less than 10 registrations, and graduate level classes with less than five registrations. §5.26 Offering of Small Classes by Public Universities In accordance with Texas Education Code, §51.403(d), public universities may offer organized small classes which: §51.403(d.l) have been approved by the governing board of the university; §51.403(d.2) is a required course for graduation (the course is not offered each semester or term, and, if canceled, may affect the date of graduation of those enrolled); §51.403(d.3) is a required course for majors in this field and should be completed this semester (or term) to keep proper sequence in courses; §51.403(d.4) is a course in a newly established degree program, concentration, or support area; §51.403(d.5) is part of an interdepartmental (cross-listed) course taught as a single class by the same faculty at the same station, provided that the combined enrollments do not constitute a small class; §51.403(d.6) is a first-time offering of the course; §51.403(d.7) is class size-limited by accreditation or state licensing standards; §51.403(d.8) is class size-limited by availability of laboratory or clinical facilities; or §51.403(d.9) is voluntarily offered by a faculty member in excess of the institutional teaching load requirement and for which the faculty member receives no additional compensation. Source Note: The provisions of this §5,26 adopted to be effective May 28, 2003, 28 TexReg 4124 SMALL CLASSES Spring 2007 Appendix 2 Total Estimated Credit Hours in Small Classes Total Estimated SFA Credit Hours Spring 2007 Estimated Small Class Credit Hours as a Percentage of SFA Total Credit Hours 548 133,961 .41% Appendix 3 Policies for Board Review April 24,2007 p-l Appendix 3 P-2 Appendix 3 Academic Accommodation of Students with Disabilities (F-33) Original Implementation: July 14, 1998 Last Revision: April 20, 2004April 24, 2007 The Law: It is the policy of Stephen F. Austin State University to comply with the fundamental principles of nondiscrimination and accommodation in academic programs set forth in the implementing regulations for Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990; these regulations provide that: No qualified student with a disability shall, on the basis of disability, be excluded from participation in, be denied the benefits of, or otherwise be subjected to discrimination under any ... postsecondary education program or activity ... [Federal Rehabilitation Act of 1973, Section 504, 84.43] and An institution shall make such modifications to its academic requirements as are necessary to ensure that such requirements do not discriminate or have the effect of discrimination on the basis of handicap, against a qualified handicapped applicant or student... Modifications may include changes in the length of time permitted for the completion of degree requirements, substitution of specific courses required for the completion of degree requirements, and adaptation of the manner in which specific courses are conducted. [Federal Rehabilitation Act of 1973, Section 504, 84.44] The Americans with Disabilities Act of 1990 extends the provisions of the 1973 Rehabilitation Act to private institutions. It also puts in place more effective means for enforcing the law. Neither Section 504 nor the ADA requires universities to lower their academic standards or substantially alter the essential elements of their courses or programs to accommodate students with disabilities. The requirement to provide reasonable accommodations is designed to afford an equal opportunity for students with disabilities. Achieving reasonable accommodations for a student with a disability involves shared responsibility among students, faculty and staff. Should a university deny a requested accommodation it must be prepared to show very clearly that complying with the request would constitute a fundamental alteration; the unsubstantiated opinion of a faculty member or administrator may not be sufficient for that purpose. Moreover, the cost of the proposed modification is not usually sufficient reason for denying a requested accommodation. P-3 Appendix 3 The following accommodations are very widely accepted in higher education: • Providing services such as readers, interpreters, and note-takers. • Allowing extra time for examinations, assignments and projects. • Permitting exams to be individually proctored, read orally, dictated, or typed. • Tape-recording lectures. • Using computer software for assistance in studying and on tests. • Using alternative testing formats to demonstrate course mastery. • Changing classrooms as needed for accessibility. Who must be accommodated? Students who are requesting support services from SFA are required to submit documentation through the Office of Disability Services to verify eligibility for reasonable accommodations; the institution must review and evaluate that documentation. Students are not required to assume the responsibility for securing a necessary accommodation. The University is required to provide reasonable accommodations for a student's known disability so that the student has an equal opportunity to participate in the courses, activities or programs. When additional expertise beyond that of the staff of the Office of Disability Services is needed to assess a student's documentation, the Academic Assessment Committee, consisting of four members of the faculty who are knowledgeable about disabilities, and three staff members, including the ADA Coordinator, evaluates the documentation, requests additional information if, in their judgment, it is required, and makes a recommendation to the Office of Disability Services. Documentation must validate the need for services based on the individual's current level of functioning in an educational setting. If the documentation is found to be insufficient the institution is not obliged to provide accommodations. If the documentation is found to be sufficient, appropriate accommodations are recommended. All levels of academic organization, the college, the department, and the individual faculty member, are required to provide all qualified students with disabilities with appropriate, reasonable accommodations. What accommodations must be provided? Students with disabilities may be accorded two types of accommodation: They may be permitted to substitute particular courses for some of those required under their degree requirements, or they may be afforded approved accommodations within the courses they take. If a course substitution is requested, the request must be received by the academic department that teaches the course to be deleted from the student's requirements no later than the semester prior to one in which the student proposes to take one or more of the P-4 Appendix 3 substitute courses. Ordinarily the request should arrive at the department office before the 12th day of classes of a long semester, or the 4th day of classes of a summer session, Once received by the department, the course substitution request is considered by the department chair, who consults with the Office of Disability Services before making a recommendation. The chair's recommendation regarding substitution is forwarded to the dean of that college. Employing the college's usual procedures for decisions about curricula, and consulting with other colleges as necessary, the dean makes the final determination about whether the requested substitution may be allowed, or does, in fact, represent a fundamental modification of the program in question. Before a course substitution is considered there should be evidence that even with reasonable accommodation the student cannot succeed in the required course. Requests for accommodation within a particular course should, when possible, be received by the Office of Disability Services before the beginning of the semester in which the student with a disability is to enroll in the course. Once received, the accommodation request is considered by Disability Services and, if required, by the Academic Assessment Committee. If the decision is to recommend against providing the requested accommodation, the student is informed. If it is decided that accommodation is to be provided, a record of that recommendation, together with a recommendation of the general type of accommodation to be provided is sent to the instructor of the subject course, with a copy to the department chair. In consultation with the chair, the instructor then meets with the disabled student to work out precisely how the recommended accommodations are to be implemented in the context of the particular course. To make provision of appropriate accommodations as effective as possible, students with disabilities are to meet with instructors from whom accommodations are requested as early in the semester as possible. It is expected that the student, the Office of Disability Services, the Academic Assessment Committee, the department chair, and the course instructor will cooperate to identify accommodations that meet the student's documented need without fundamentally altering the course. Who must provide approved accommodations in a particular course? Accommodations most commonly requested may include providing services such as readers, interpreters, and note-takers; allowing extra time for examinations; using alternate forms of examinations; tape-recording lectures; using computer software for assistance in studying and on tests; and, on rare occasions, relocating the classroom. It is the responsibility of the Office of Disability Services to provide readers, interpreters, and note-takers when needed. The instructor is expected, however, to cooperate with Disability Services in accommodating these service providers in the classroom. It is the responsibility of the instructor to organize examinations so students with disabilities may be accorded extra time and special testing conditions. When possible, P-5 Appendix 3 special testing will be done within the offices of the academic department. When testing cannot be done in the department, however, Disability Services will provide secure facilities and supervision. When special materials (e.g. Braille transcripts or audio tape recordings of course materials) are required, it is the joint responsibility of Office of Disability Services and the instructor to arrange to make these materials available to the student. Such materials must be made available to students with disabilities at the same time that their equivalents are given to other students. It is the responsibility of the department chair, in cooperation with the instructor and the dean, to relocate courses when required. How are disagreements to be resolved? Disagreements will be resolved according to the provisions of Policy F-34. Appeal Procedure Relating to the Provision of Accommodations for Students with Disabilities. Source of Authority: Section 501 of the Rehabilitation Act of 1973 and tho Americans with Disabilities Act of 1990 Cross Reference: Section 504 of the Rehabilitation Act 0/1973, Public Law 93-112, Title 29 U.S. C. 794 et seq.; and the Americans with Disabilities Act of1990, Public Law 101-336, 42 U.S.C. 12101 et seq.; Appeal Procedure Relating to the Provision of Accommodations for Students with Disabilities F-34; Accessibility for Persons with Disabilities F-16, Animals on University Property D-3 Responsible for Implementation: Vice President for Academic Affairs, Director of Disability Services Vice President for University Affairs Contact for Revision: Director of Disability Services Forms: None P-6 Appendix 3 Academic Freedom and Responsibility (A-2.5) Original Implementation: August 1, 2000 Last Revision: No&eApril 24, 2007 Institutions of higher education are conducted for the common good. The common good depends upon an uninhibited search for truth and its open expression. Hence, it is essential that each faculty member be free to pursue scholarly inquiry without undue restriction, and to voice and publish individual conclusions concerning the significance of evidence that he or she considers relevant. Each faculty member must be free from the corrosive fear that others, inside or outside the University community, because their vision may differ, may threaten his or her professional career or the material benefits accruing from it. Each faculty member is entitled to Ml-freedom in the classroom in discussing the subject which he/she teaches but is expected not to introduce into his or her teachings controversial matters which have no relation to the classroom subject. Each faculty member also serves the nation, state, and community, and when speaking, writing or acting as such, must be free from institutional censorship or discipline, subject to academic responsibility as hereinafter set out, and the faculty member should make it clear that he or she is not speaking for the institution. Academic Responsibility The concept of academic freedom for faculty must be accompanied by an equally demanding concept of academic responsibility of faculty. A faculty member has a responsibility to the institution, his or her profession, his or her students, and to society-at- large. The rights and privileges of faculty members extended by society and protected by governing boards and administrators through written policies and procedures on academic freedom and tenure, and as further protected by the courts, require reciprocally the assumption of certain responsibilities by faculty members. Some of these follow below. 1. The fundamental responsibilities of a faculty member as a teacher and scholar include maintenance of competence in his or her field of specialization and the exhibition of such professional competence in the classroom, studio or laboratory, and in the public arena by such activities as discussions, lectures, consulting, publications, or participation in professional organizations and meetings. 2. The exercise of professional integrity by a faculty member includes recognition that the public will judge his or her profession and institution by his or her statements. Therefore, the faculty member should strive to be accurate, to exercise proper restraint, to be willing to listen to and show respect to others expressing different opinions, and to avoid creating the impression that the faculty member speaks or acts for his or her college or university when speaking or acting as a private person. P-7 Appendix 3 3. The constitutionally protected right of the faculty member, as a citizen, to freedom of expression must be balanced with the interest of the State, as an employer, in promoting the efficiency of the educational services it performs through its employees. A faculty member's comments are protected even though they may be highly critical in tone or content, or erroneous, but such statements are not protected free speech if they either substantially impede the faculty member's performance of his or her daily duties or materially and substantially interfere with the regular operation of the institution. 4. A faculty member should be judicious in the use of controversial material in the classroom and should introduce such material only as it has clear relationship to his or her subject field. 5. A faculty member should be professional in his or her conduct in the classroom and in his or her relationships with students. The faculty member should maintain respect for the student and for the student's posture as a learner. The faculty member should make himself or herself appropriately available to the student for consultation on course work. 6. A faculty member has the responsibility to provide timely and adequate notice of his or her intention to interrupt or terminate institutional services. Source of Authority: Vice President for Academic Affairs Cross Reference: None Responsible for Implementation: Provost and Vice President for Academic Affairs Contact for Revision: Provost and Vice President for Academic Affairs Forms: None P-8 Appendix 3 Advanced Placement (A-7) Original Implementation: September 4,1979 Last Revision: January 28, 2003April 24, 2007 Stephen F. Austin State University offers several options for students to earn college credit through various placement programs and national examinations. Students can receive college credit through the College Level Examination Program (CLEP), Advanced Placement Program (AP) of the College Board, International Baccalaureate Program, and SFA departmental examinations. The responsibility of initiating a departmental advanced placement program (system that allows students to by-pass certain courses) or internally administered examinations rests with the individual department. A request to offer a departmental advanced placement program must be submitted by the department chair through the dean of the college to the Academic Affairs Council for review and approval. Departments shall review and update their programs as part of the university's general bulletin revision process. Criteria governing the Advanced Placement Program of the College Board and the College Level Examination Program and the International Baccalaureate shall be reviewed by the academic departments with recommendations for course credit submitted through the dean of the college to the Academic Affairs Council for review and approval. The review of the criteria will be initiated by the Office of Admissions on a periodic basis dependent upon the receipt of test and resource material from the College Board and the International Baccalaureate Organization.- The University's General Bulletin shall communicate the current regulations governing the Credit by Examination and Advanced Placement Program. Source of Authority: Vice President for Academic Affairs Cross Reference: General Bulletin, Student Handbook and Activities Calendar Responsible for Implementation: Provost and Vice President for Academic Affairs Contact for Revision: Provost and Vice President for Academic Affairs Forms: None P-9 Appendix 3 Affirmative Action (E-4) Original Implementation: Unpublished Last Revision: April 20, 2004April 24, 2007 Stephen F. Austin State University is fully committed to the national and state goal of affording equal employment opportunity to all persons without regard to race, color, sex, religion, age, national origin, veteran status, or physical or mental disability. The University's fundamental policy will be to provide equal employment opportunity in all of its operations and in all areas of employment practices and to assure that there shall be no discrimination against any employee or applicant for employment on the grounds of race, color, sex, religion, age, national origin, veteran status, or physical or mental disability. The University policy extends to recruiting, hiring, training, compensation, overtime, job classifications, work conditions, promotions, transfers, employee treatment, suspensions, terminations, layoffs, return from layoffs, tuition aid, recreational programs, and all other terms, conditions, and privileges of employment. The following special guidelines apply to University employment practices. 1. Provide equal pay for equal work. 2. Provide hiring standards that do not discriminate on the basis of race, color, national origin, religion, sex, age, disability, and Vietnam Era veterans. 3. Take affirmative action that will open up job opportunities on all levels to women, to minorities, to disabled individuals, and to Vietnam era veterans. In general, an employer may hire the individual best qualified to perform a particular job. Federal regulations require proof that the search for the best qualified applicant was conducted actively among those groups usually discriminated against and that a major effort was made to find the best qualified individual by actively seeking applications from such groups. 4. Requirements must be job related and qualifications must be the minimum needed for entrance to a given job, not the maximum expected after experience is acquired. 5. Recruiting efforts must reach minority and women applicants. 6. Selections must be made following strict guidelines that prevent discrimination in all phases of the selection process: job analysis, uniform classification, retention and maintenance of applications, interview practices, and notification of results of the selection process. Appointments must be made considering only job related factors. Additional information concerning the University's affirmative action policy, guidelines for recruiting, screening, interviewing, employee selection, record keeping, employee training, performance management and new employee orientation can be obtained from the Director of Human Resources. Source of Authority: U.S. Constitution, Amendment XIV; 8 U.S.C., sec. 1321a et seq.; 20 U.S.C., sec. 1681 et seq.; 29 U.S.C., sec. 206, sec. 621 et soq.; 29 U.S.C., sees. 793 and 791; U.S.C., sec. 1500 et seq.; 12 U.S.C., sec. 2000d ot seq., sec. 2000e et seq., soc. P-10 Appendix 3 6101 et seq.; Texas Civil Practice and Remedies Code, Chapter 106; Texas Human Resources Code, sec. 121,001 et soq,; V.T.C.S., art. 1113(31) and art, 5221K; Texas Constitution Article I, sec. 3a; General Appropriations Act; President; Vice President for Business Affairs Cross Reference: None US. Constitution, AmendmentXIV; 8 U.S.C, sec. 1324a et seq.; 20 U.S.C, sec. 1681 etseq.; 29 U.S.C, sec. 206, sec. 621 et seq.; 29 U.S.C, sees. 793 and 794; 42 U.S.C, sec. 2000detseq., sec. 2000e etseq., sec. 6101 etseq.; Texas Civil Practice and Remedies Code, Chapter 106; Texas Human Resources Code, sec. 121.001 et seq.; Texas Government Code Sec. 657.002 etseq.; Texas Labor Code Sec. 21.101 et seq.; Texas Constitution Article I, sec. 3a; General Appropriations Act Responsible for Implementation: Vice President for Finance and Administration Contact for Revision: Director of Human Resources and General Counsel Forms: None P-ll Appendix 3 Doctoral Students: Allowable Credit Hours and Completion Time for Doctoral Students (A-7.5) Original Implementation: April 21, 1998 Revision Date: April 30, 2001 April 24, 2007 1. The doctoral degree typically requires a minimum number of credit hours above those required to obtain a master }s degree. Those students who have reached a total of 99 or more credit hours above those required for a master's degree doctoral hours will be disallowed student employment by Stephen F. Austin State University. 2. Those students who have completed a total of 99 or more credit hours above those required for a master's degree doctoral hours will be subject to paying tuition and fees in an amount to be commensurate with the current out-of-state tuition and fees, or the equivalent of full-cost-of-education as determined by Stephen F. Austin State University. 3. Every academic year, a formal review of each doctoral student's academic progress will be conducted subsequent to three years of full-time enrollment by the appointed graduate program advisor within the department and/or respective college. In all cases, the review process will be initiated within the program/department and follow the guidelines set forward in the most current Graduate Bulletin and/or the most current guidelines as recorded in the Office of the Associate Vice President for Graduate Studies and Research. Each review will result in a progress profile to be shared with the student, major professor, graduate program advisor, department chair, and dean of the college, and placed on record with the Graduate School. Subsequent to the three-year review, a doctoral student must file a progress report signed by the major professor with the graduate program advisor. Accumulation of credit hours in excess of 99 above those required to obtain a master's degree doctoral hours in excess of 99 while failing to complete the degree will constitute unsatisfactory progress and vAti-may result in the termination of the student's degree program. In the case when a student's program is terminated she/he may request a Post-Termination Review to be conducted by the department chair, graduate program advisor, and dean of the college. The Post-Termination Review may result in a recommendation for reinstatement to the Associate Vice President for Graduate Studies and Research. 4. An appeal for reinstatement beyond the Post-Termination Review may be made in writing to the University Graduate Council. Source of Authority; Texas Education Code 61.059 (1); Vice President for Academic A TT O t t»P 1 V.11CU.13 Cross Reference: Graduate Bulletin, Texas Education Code 61.059 (1) P-12 Appendix 3 Responsible for Implementation: Provost and Vice President for Academic Affairs Contact for Revision: Provost and Vice President for Academic Affairs Forms: None P-13 Appendix 3 Animals on University Property (D-3) Original Implementation: Unpublished Last Revision: April 20, 200AApril 24, 2007 Service animals are welcome in all buildings on campus and may attend any class, meeting, or other event. Reasonable behavior is expected from the animals while on campus. If the animal exhibits unacceptable behavior, the handler is expected to employ the proper training techniques to correct the situation. Consideration of others must be taken into account when providing maintenance and hygiene of service animals. Additionally, specific guidelines have been established concerning service animals living in a campus residency environment. Definitions: 1. Handler: Is a person with a disability using a service animal. 2. Service Animal: Is an animal specially trained to assist a person with a disability and: a. is used by a person with a disability who has completed a training program, and b. animal has been trained by an organization recognized by rehabilitation agencies as qualified. Service animals may include: • guide dogs, • hearing dogs, • attendant animals, or • seizure response animals. The animal must have had specific training to work the handler's disability. 3. Pet: A domestic animal housed for sport, companionship, or other non-service functions. Pets are not allowed within university facilities. An exception would be small birds in cages and fish in a 10 gallon or less aquarium. 4. Unauthorized Animal: A pet or any animal that is neither a service animal, nor that is on campus for the specified limited use of classroom education or research. Faculty, Staff, and Student Responsibility • Permit service animals to accompany the handler to all areas of the facility were the handler is normally allowed to go. A handler may not be segregated from P-14 Appendix 3 other similar members of the campus community, except where there is real danger to the animal or where the natural organisms carried by the service animal would adversely affect research. Exceptions to the exclusions will be reviewed on a case-by-case basis. • Do not pet, feed, or deliberately startle/disturb a service animal. • Do not separate, or attempt to separate, service animals from their handlers. • Provide handlers living in campus housing with an area for relieving and grooming the animals. Documentation and Animal Owner's Responsibility • For classroom or campus housing settings, handlers must provide appropriate documentation of a disability to either the department of housing or disability services. Documentation for use of services animals should include diagnosis, need for service animal, and how the service animal specifically meets the needs of the handler's disability. • The animal must have specific training to work the handler's disability. • Handlers must abide by all state laws, Nacogdoches city ordinances, and SFA guidelines related to animals in the city of Nacogdoches, including: • All animals in the city must have a valid license and tag issued by the city of Nacogdoches. The license and tag must be renewed annually. • The handler is required to provide a collar or harness for the license and vaccination tags to be affixed. Handler shall see that the animal wears the collar and tags at all times. • Handler is liable for damages done by service animal. • Handler must have full control of the animal at all times. Animals are expected not to run at large, a leash or harness is required. • Observe housing and food service establishment guidelines. • Animal's Heath/Cleanliness: All service animals must have an annual clean bill of health from a licensed veterinarian. Also, cleanliness is mandatory in the campus situation. • Vaccination must be current, and based on the veterinarian's recommendations. • Daily grooming and occasional baths (at a vet or a family home) should keep the service animal's odor to a minimum. • Flea control is essential, and adequate preventative measures must be taken. If a flea problem develops, it should be dealt with immediately and in an effective manner. In the event a flea problem is not eliminated by the handler, the housing department will exterminate the property and assess the student the standard extermination fee. Housing and Food Service Guidelines: • Service animals will always be kept under control; and will always be on a leash except in the student's room with the door closed. • Disturbing animal vocalization will be kept to an absolute minimum. • Handlers must relieve animals in designated locations. P-15 Appendix 3 • Animal food should be kept in a covered storage container to deter pests. • Animal's paws must be kept off tables, trays and food service counters at all times. Unauthorized Animals: The University Police Department should be notified of any unauthorized animal discovered on, or in, university property. Upon receipt of a report, an officer will be dispatched to take appropriate action. Occupants of university housing are not permitted to keep pets except small birds in cages and small fish in aquariums. For specific information regarding accessibility, refer to Policy F-16, Accessibility for Persons with Disabilities. For specific information regarding resolution of disagreements, refer to Policy F-34, Appeal Procedure Relating to the Provision of Accommodations for Students with Disabilities. Issues related to Discrimination or Harassment refer to Policy E-46, Discrimination Complaints/ Sexual Harassment. Source of Authority: Vice President for University Affairs Cross Reference: Accessibility for Persons with Disabilities F-16, Appeal Procedure Relating to the Provision of Accommodations for Students with Disabilities F-34, Discrimination Complaints/ Sexual Harassment E-46. Responsible for Implementation: Vice President for University Affairs Contact For Revision: Chief of University Police and Director of Disability Services Forms: None P-16 Appendix 3 Dead Week (A-15) Original Implementation: June 16, 1982 Last Revision: February 3, 2005April 24, 2007 Dead week is an established tradition in higher education to allow students the necessary time to prepare for final examinations. During the last five class days of each long semester, written examinations (except to cover daily assignments) and themes or assignments beyond normal daily requirements are not to be assigned without written notification to the students prior to the twelfth class day. The Division of University Affairs and major student groups (SGA, RHA, IFC, Panhellenic, UC Programs) of the University shall observe dead week by refraining from sponsoring on-campus student social activities (parties, dances, films, concerts, banquets). On-campus advertising for any social activity sponsored off-campus by a student group during dead week will not be approved. Source Of Authority: Vice President for Academic Affairs, Vice President for University Affairs Cross Reference: Faculty Handbook Responsible for Implementation: Provost and Vice President for Academic Affairs, Vice President for University Affairs Contact For Revision: Provost and Vice President for Academic Affairs, Vice President for University Affairs Forms: None P-17 Appendix 3 Discrimination Complaints/Sexual Harassment (E-46) Original Implementation: September 1990/February 2, 1982 Last Revision: April 20, 200<\ApriI 24, 2007 1. Purpose: To provide a working environment of nondiscrimination, equal employment opportunity, affirmative action, protection from retaliation for members of classes protected by law, and to comply with Federal and State equal opportunity employment regulations. 2. Non-discrimination Policy: It is the policy of Stephen F. Austin State University not to discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, disability, or disabled veteran status. Unlawful discrimination based on sex includes discrimination defined as sexual harassment. Stephen F. Austin State University is committed to the principles of Equal Employment Opportunity (EEO) law. An employee who violates this policy is subject to disciplinary action up to and including termination. A supervisor or employee commits unlawful employment practice if the supervisor or employee retaliates or discriminates against a person, who (a) opposes a discriminatory practice, (b) makes or files a complaint alleging employment discrimination, (c) or testifies, assists or participates in any manner in an investigation, proceeding or hearing. Any employee who retaliates against another employee who opposes alleged employment discrimination violates the university's policies and procedures and may be subject to disciplinary action up to and including termination. This policy applies to student complaints that might involve peer to peer discrimination/harassment and also student employment discrimination/harassment. The President or designee will be responsible for overseeing the Discrimination Complaint/Sexual Harassment Policy and procedures and for ensuring compliance with EEO laws. All employment decisions will be based on objective, job related, and measurable criteria that can be consistently applied. Human Resources or designee will review all employment actions and decisions, to include, but not limited to, recruitment, selection, promotion, assignment, training, evaluations, discipline, restructuring, workplace accommodations, and compensation to ensure consistency of application. Human Resources or designee will annually review all personnel policies and procedures to ensure compliance with EEO laws and present any recommendations for updating to the President. All employment related documents will be maintained in accordance with the university's Texas State Record Retention Schedule. 3. Definitions: 1. Unlawful Discrimination: Based upon a variety of statutes, both on the federal and state levels, unlawful discrimination may affect terms and conditions of the employment or the educational setting and is based upon P-18 Appendix 3 race, color, religion, sex, age, national origin, disability, or disabled veteran status. Applicable statutes include: Title VII of the Civil Rights Act of 1964, Civil Rights Act of 1991, Title IX of the Education Amendments of 1972, Age Discrimination in Employment Act, Americans with Disabilities Act, Section 504 of the Rehabilitation Act, Equal Pay Act, Immigration Reform and Control Act of 1986, and Article 5221k, V.T.C.S. The totality of the facts and circumstances will have a bearing on whether unlawful discrimination has occurred. 2. Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, even if carried out under the guise of humor, constitute sexual harassment when: 1. Submission to or tolerance of such conduct is made either explicitly or implicitly a term or condition of an individual's employment or education; or 2. Submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions (including admissions and hiring) affecting that individual; or 3. Such conduct has the purpose or effect of substantially interfering with an individual's academic or professional performance or creating an intimidating, hostile or offensive employment, educational or living environment The university will not tolerate sexual harassment of any employee or student by another employee, supervisor, or other person with whom an employee or student may have contact with as part of his or her duties. The totality of facts and circumstances in any given situation will have a bearing upon whether unlawful discrimination or sexual harassment has occurred. Required Equal Employment Opportunity (EEO) Training: The University is required by the Texas Labor Code 21.010 to provide training to each new employee on policies regarding discrimination and harassment no later than 30 days after the date of hire. In addition, supplemental training is required every two years. All employees will receive a copy of the University's Discrimination Complaint/Sexual Harassment Policy and procedures within 30 days of employment. A signed statement verifying attendance is required to be maintained in the employee's personnel file. Management and Supervisory Responsibilities: Vice Presidents, Deans, Directors and Department Chairs shall take appropriate steps to disseminate this policy statement and to inform employees and students of procedures for lodging complaints. Vice Presidents, Deans, Directors, and Department Chairs are required and students are urged to notify the Director of Human Resources, ADA Coordinator or the appropriate Dean, Director, or Department Chair for the area involved when they learn of an instance of unlawful discrimination or sexual harassment. P-19 Appendix 3 6. Employee Responsibilities and Student Responsibilities: While not required, all employees are urged to contact the Director of Human Resources or the appropriate Dean, Director, or Department Chair for the area involved when they learn of an instance of employee related unlawful discrimination or sexual harassment. Students are urged to contact the Director of Human Resources, ADA Coordinator or the appropriate Dean, Director, or Department Chair for the area involved regarding employee related unlawful discrimination or sexual harassment. Student to student infractions should be reported to the Office of Student Development. 7. Complaint Procedure: Employees may report a discrimination or sexual harassment complaint without fear of retaliation. All university employees are responsible for immediately reporting discrimination or sexual harassment complaints to the Director of Human Resources, or ADA Coordinator (as applicable), or may additionally be reported to a Vice President, Dean, Director or Department Chair for the area involved. Student to student complaints should be reported to the Judicial Officer, or the ADA Coordinator (if applicable). Complaints should be filed as soon as possible after any incident, but no later than 180 days from the incident involving unlawful discrimination or sexual harassment Complaints must be made in writing and signed by the individual submitting the complaint. While investigators will attempt to maintain as much confidentiality as possible, complete anonymity may give way to the University's obligation to investigate and take appropriate action. If a pattern of harassment appears to exist but no complainant files charges, the University may file a third-party charge against an individual. Such charges will be handled with as much care and control as any other complaint so as to avoid acting on rumor or unjustified accusation. 8. Investigative Process: 1. Employee Related Complaints Once a complaint has been brought to the attention of a Supervisor, Department Chair, or other individual in a management level position, that person must report the complaint to the Director of Human Resources as soon as possible. Every attempt should be made to keep the information confidential and restricted to only those who have an absolute need to know. As there may be more than one complainant in an unlawful discrimination or sexual harassment case, the term "complainant" as used herein shall refer to one or more complainants. The Dean or Director (or other appropriate administrator) for the area involved will normally begin the investigation of the charges within 10 working days from when it was received, not as a representative of the complainant, but as an impartial party. If the Director is the direct P-20 Appendix 3 supervisor of the accused, the Vice President will assign an alternative director from within their division so the investigator is not investigating his or her own department. The investigation shall normally be conducted within 45 working days thereafter the letter of finding will be forwarded to the Director of Human Resources and the General Counsel at the end of the investigation. Case complexity will vary and the termination of the investigation will depend on case circumstances; however, the investigation will commence within the designated time and will conclude under normal circumstances within 45 working days. It is incumbent upon the investigating official to document a reasonable justification for extending an investigation beyond 45 working days. Investigation of a complaint normally will include conferring with the parties involved and may proceed as necessary with examination of relevant documentation and interviews with other employees or students. Discretion should be exercised in determining which witnesses are indeed necessary to the investigation. The Dean or Director conducting the investigation may also consult with appropriate management personnel, including the Director of Human Resources, the ADA Coordinator, and the General Counsel for advice and guidance as applicable. After investigating the allegations, the Dean or Director will meet with the accused employee, provide the accused with the allegations and an opportunity to respond to the allegations. The investigator is responsible for responding to each allegation that the complainant has made. This response should be in the form of a memo describing the investigator's findings and conclusions. The memo summary should include a brief overview of the investigative process including the categories and numbers of individuals interviewed (excluding names), timelines, a summary of each allegation, a summary of the findings by the investigator, and a summary of the investigator's conclusions and recommendations. This memo should be addressed to both the complainant and the accused with copies provided to the appropriate Vice President, the General Counsel, and the Director of Human Resources. If the complainant or the accused are not satisfied with the results of the investigation as presented in the memo from the investigator, they may appeal in writing to the appropriate Vice President within 30 days of the date of the memo. If the complaint cannot be resolved to the satisfaction of all parties, the Dean or Director, working with the Director of Human Resources and the General Counsel, will make a recommendation, normally within 20 days of receipt of the complaint to the appropriate Vice President as to whether any disciplinary action should be taken. A summary of the case will be provided to the Vice President. Recommendations of the Dean or Director to the Vice President may include dismissing of the charges; warning, suspension or termination of the accused; allowing the parties to sign a written statement of agreement resolving the differences between them; counseling; or other appropriate disciplinary action. A general status P-21 Appendix 3 report of the investigation should be provided to the complainant and the accused upon completion of this investigative phase. 2. Student to Student Complaints: The Judicial Officer shall investigate student to student complaints and follow the timeframes described in the preceding guidelines for employees. If student discipline is recommended, the Rules of Procedure in Student Disciplinary Matters will guide the proceedings. Said rules are located on the SFA Web Page for student policies and procedures or may be obtained from the Office of Student Affairs. Informal and formal disposition procedures are outlined within the policy; and, it contains full due process procedures. 9. Review by the Appropriate Vice President for Employee Related Complaints: After the Vice President has offered to meet with the accused and if necessary, to meet with the complainant and witnesses, he/she will accept, modify or reject the recommendation of the Dean or Director. If the Vice President concludes that the charges are serious enough to require termination or suspension, the faculty member or staff member may be placed on a leave of absence with pay, pending a hearing by the review board and action by the President. The Vice President's review should generally be completed within 10 days from receipt of the matter, unless additional time is required in fairness to the parties. A general status report should be forwarded to the complainant and the accused at the conclusion of the Vice President's review. 10. Review by the Employee Discrimination Complaint Review Board: If the decision of the Vice President is not satisfactory to either party (complainant or accused), that individual(s) has 5 days in which to request a formal hearing of the Discrimination Complaint Review Board ("Review Board"). The request must be put in writing to the Vice President issuing the decision. The Review Board of three individuals will be selected from a panel of 20 pre selected faculty members and 20 pre-selected staff members to be appointed by the President. If the accused is a faculty member, the Review Board will be composed of at least two faculty members. If the accused is a staff member, the review board will be composed of at least two staff members. The complainant will select one member and the accused will select one member from the applicable panel. The two selected members will choose a third person from the panel. None of these individual review board members shall be from the department of the accused or the complainant (if applicable). These three individuals will comprise the Review Board and will elect a Chair from among themselves. The University President may remove any selected Review Board member if substantial proof of bias exists. The Chair of the Review Committee is responsible for coordinating the hearing. The complainant, the accused, and the University all have the right to be advised by counsel, but lawyers will not be allowed to conduct or participate in the P-22 Appendix 3 hearing. The day prior to the scheduled Review Committee hearing, each side shall submit a list of its witnesses and copies of its documentary evidence to the Chair. A list of witnesses and a summary list of the evidence will be provided to each side. The rest of the Review Committee will not receive the material until the time of the hearing. All materials presented must be maintained in a confidential manner by all parties involved. The Dean or Director who conducted the investigation will apprise the Review Board of the charges and will normally present all relevant evidence. Both parties will have an opportunity to respond to the charges and present evidence. Each party may make a 5 minute opening statement prior to presentation of the evidence. The burden will be on the complainant to prove by the greater weight of the credible evidence that the accused has committed an act of sexual harassment and/or unlawful discrimination. Cross examination of the witnesses is allowed by all parties. Each party may make a 5 minute closing statement. The Chair of the Review Board will conduct a fair hearing before the complainant and the accused and shall allow relevant witnesses and evidence from both parties. The hearing shall be closed to the public. The General Counsel may and/or the Director of Human Resources may be consulted in procedural matters of the review board and may be present at meetings. All information presented in the hearing is confidential and restricted to only those who have an absolute need to know. The Review Board will normally have 5 days after the completion of the hearing to summarize its findings and make a written recommendation to the President. 11. Review by the President for Employee Related Complaints: The President may accept, reject, or modify the decision of the Review Board and will have access to all evidence, both parties, and witnesses as deemed appropriate. In all instances except where a faculty member's tenure is revoked or a faculty member is being terminated during the term of their employment, the decision of the President is final. In cases where tenure is being revoked or a faculty member is being terminated during the term of employment, the case will be forwarded to the Board of Regents for a final determination. Pending action by the Board of Regents, the faculty or staff member may be suspended without pay and removed from the University or assigned to other duties with pay at the President's discretion. Final disposition of the case will be communicated to the accused employee and the complainant. 12. Employee Sanctions: 1. University imposed: University sanctions for violations of this policy may include any disciplinary action, up to and including termination of employment for faculty or staff. Such activities may be viewed as constituting moral turpitude or substantial neglect of academic responsibilities under the Faculty Handbook and a major work rule violation under the Staff Discipline and Discharge Policy. P-23 Appendix 3 2. Civil: Unlawful discrimination and sexual harassment are illegal under state and federal law. Official governmental investigations by the Equal Employment Opportunity Commission, the Texas Commission on Human Rights, and/or the Office of Civil Rights of the Department of Education may result in civil lawsuits against any person guilty of unlawful discrimination or sexual harassment. 3. Criminal: Sexual harassment by a public servant is a criminal offense under 39.02 of the Texas Penal Code. Depending on the severity of the acts, sexual harassment may also specifically include indecent exposure, public lewdness, assault, or sexual assault under Chapter 21 and 22 of the Texas Penal Code. 4. False charges may result in disciplinary action against the complainant by the University or civil charges against the complainant by the accused. An unsubstantiated charge is not considered "false" unless it is found to be made with the knowledge of it being false. 13. Student Sanctions: Disciplinary action for student to student related complaints may range from sensitivity counseling to suspension or dismissal. False charges may also result in disciplinary action. An unsubstantiated charge is not considered "false" unless it is found to be made with knowledge of it being false. 14. The Dean/Director (or other appropriate administrator) who investigated the complaint will be responsible for monitoring the circumstances surrounding the complaint to insure the situation has been remedied. 15. The Human Resources Director or designee will be responsible for maintaining a log of all formal complaints and the results of such complaints. Source of Authority: President Cross Reference: Faculty Handbook, Non-Academic Employee Handbook; 42 U.S.C. 2000e; 42 U.S.C 1981; 20 U.S.C 1681-1688; 29 U.S.C 621 etseq.; 29 U.S.C 794 et seq.; 29 U.S.C 206(d); 8 U.S.C 1101; Texas Labor Code Sec. 21.101 etseq.; Texas Penal Code, Sec. 39.02 Responsible for Implementation: President Contact for Revision: Director of Human Resources and General Counsel Forms: None P-24 Appendix 3 Distribution of Payroll (C-12) Original Implementation: Unpublished Last Revision: April 20, 200<\April 24, 2007 University employees are paid monthly or semi-monthly for work done in the previous month. Salaried employees are paid on the 1st of the month. Hourly employees are paid on the 1st and 15th of the month. If the 1st or 15th falls on a weekend or holiday, employees are paid on the first working day following the weekend or holiday. It is SFA's intent to pay all employees by direct deposit. Employees must complete a direct deposit authorization form, which is available in the payroll department of the Controller's Office. Direct deposits can be made electronically to any financial institution that accepts electronic transfers. It is the employee's responsibility to insure verify that their pay has been deposited into their account. If an employee has not authorized direct deposit, a payroll check will be produced. Payroll checks are released at the Business Office at 11:00 a.m. on paydays. Picture identification is required of each person picking up a payroll check. Release of payroll check to another person An employee wishing to have his/her payroll check released to another individual must provide that individual with signed authorization. The authorization must be presented to the Business Office, along with picture identification of both the employee and the person obtaining the check. The employee's identification must also include a sample of the employee's signature, which can be compared with the signed authorization (e.g., a state driver's license). Mailing of payroll check An employee wishing to have his/her payroll check mailed must provide a signed authorization and self-addressed stamped envelope to the Business Office. The check will be mailed on the payday. Source of Authority: Vice President for Business Affairs Cross Reference: None Responsible for Implementation: Vice President for Finance and Administration Contact for Revision: Controller Forms: NemDirect Deposit Authorization form, available in the Payroll Office P-25 Appendix 3 Educator Teacher Preparation fA-6) Original Implementation: September 1, 1987 Last Revision: July 25, 2002April 24, 2007 Since its establishment in 1923 as a teachers college, Stephen F. Austin State University has played a leading role in preparing professional personnel for the public schools of Texas. The preparation of highly competent teachers, principals, superintendents, and other school personnel to staff the schools of the State continues to be a major function of the University. TeacherEducvAov preparation is a University-wide function governed by policies developed by the Teacher Education Council. In developing and executing policies, the Council gives due consideration to relevant State and Federal law, to University Policies and Procedures, to recommendations from appropriate advisory committees, to guidelines of the Texas Higher Education Coordinating Board, to rules of the Texas Education Agency (TEA)/State Board for Educator Certification (SBEC), and to the program standards of the National Council for Accreditation of Teacher Education (NCATE) and its professional organization affiliates. Accreditation by SBEC and NCATE assures program quality. The Council review? proposals for changes in teaching field programs and in professional education programs to assure appropriate curricula. Also, it establishes criteria for program admission and retention and for recommendation for educator certification or licensing. The Council is chaired by the Dean of the College of Education and is composed of faculty members appointed by the Provost and Vice President for Academic Affairs from nominees submitted by the Dean of Education after consultation with the deans of other colleges offering the various teaching fields. Other members of the Council include the Associate Dean of Education, who serves as Council Secretary, and two representatives of the Texas Student Education Association appointed by its president. Source of Authority: Texas Education Code, Title II, Sub Title D, Chapter 21, Subchaptor B, soc 21.011, President, Provost and Vice President for Academic Affairs Cross Reference: General Bulletin, Graduate Bulletin, Texas Education Code, Title II, Sub Title D, Chapter 21, Subchapter B, sec. 21.044 Responsible for Implementation: Provost and Vice President for Academic Affairs Contact for Revision: Provost and Vice President for Academic Affairs Forms: None P-26 Appendix 3 Employee Enrolling for Courses (E-16) Original Implementation: Unpublished Last Revision: April 20, 200<\April 24, 2007 If departmental workloads permit, full-time employees may take one course per semester of either three or four semester credit hours during working hours. Approval of the employee's supervisor must be obtained in advance, and arrangements must be made with the supervisor to schedule make-up time for work missed. Exceptions to this policy will be considered, but approval must be obtained in writing from the employee's supervisor and the appropriate vice president. Source of Authority: Vice President for Business Affairs Cross Reference: Non-Academic Employee Handbook Responsible for Implementation: Vice President for Finance and Administration Contact for Revision: Vice President for Business AffairsFinance and Administration Forms: None P-27 Appendix 3 Family and Medical Leave (E-58) Original Implementation: August 5, 1993 Last Revision: April 28, 2005April 24, 2007 Employees are eligible to take up to twelve (12) weeks of family/medical leave within any 12 month period and be restored to the same or an equivalent position upon return from leave, provided that the employee has worked for the State of Texas for at least twelve (12) continuous months and for at least 1,250 hours within thate previous twelve (12) month period. Leave without pay may begin after all available applicable paid leave has been exhausted and will be included in the twelve (12) weeks of Family and Medical Leave Act (FMLA). Applicable Sick Leave Pool benefits and leave resulting from Workers' Compensation claims (See Workers Compensation Coverage Policy E-55 for more details) will be included in the twelve (12) week period. For purposes of the FMLA, a rolling twelve (12) month period will be measured backward from the date leave begins. Reasons For Family/Medical Leave: Eligible faculty and staff may take family/medical leave for any of the following reasons: 1. the birth of a child and in order to care for such child; 2. the placement of a child with the employee for adoption or foster care; 3. to care for a spouse, son, daughter, or parent with a serious health condition; or, 4. because of the employee's own serious health condition which renders the employee unable to perform the job functions essential to the employee's position. Leave because of reasons (1) or (2) must be completed within the twelve (12) month period beginning on the date of birth or placement. An employee is allowed to use sick leave for the period of time that is certified by the physician to recover from childbirth. While an employee may take additional time off under FMLA (including annual leave, or leave without pay), the employee may not use sick leave for this additional time unless the employee or the infant is actually sick. In addition, spouses, employed by Stephen F. Austin State University who request leave because of reasons (1) or (2) or to care for an ill parent may only take a combined total of twelve (12) weeks during any twelve (12) month period. Employees with less than 12 months of state service and/or less than 1,250 hours of work in the 12 months immediately preceding the start of leave are entitled to a parental leave of absence, not to exceed 12 weeks (480 hours), if the employee uses all available and appropriate paid vacation and sick leave while taking the parental leave. Such parental leave may only be taken for the birth of a natural child or the adoption or foster care placement with the employee of a child under three years of age. The leave period begins with the date of birth or the adoption or foster care placement. P-28 Appendix 3 Sick leave may be used in conjunction with FMLA leave when a child under the age of three is adopted regardless of whether the child is actually sick at the time of adoption. Furthermore, an employee, who is the father of a child, may use his sick leave in conjunction with the child's birth only if the child is actually ill, or to care for his spouse while she is recovering from labor and delivery. Notice of Leave: If the need for family/medical leave is foreseeable, the employee must give thirty (30) days prior written notice. If this is not possible, the employee must give notice within one to two working days of learning of the need for leave or as soon as practicable. Failure to provide such notice may be grounds for delay of leave. Where the need for leave is not foreseeable, the employee is expected to notify the supervisor and Human Resources within 1 to 2 working days of learning of the need for leave, except in extraordinary circumstances. Requests for Family/Medical Leave forms are available from Human Resources. Employees should use these forms when requesting leave. Medical Certification: If an employee is requesting leave because of their own or a covered relation's serious health condition, the employee and the relevant health care provider must supply appropriate medical certification. Medical Certification Forms may be obtained from Human Resources. The form must be returned to the Director of Human Resources within fifteen (15) days after the date leave is requested. Failure to provide requested medical certification in a timely manner may result in denial of leave until the certification is provided. The University, at its expense, may require an examination by a second health care provider designated by the University. If the second health care provider's opinion conflicts with the original medical certification, the University, at its expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion. The University may require subsequent medical re-certification on a reasonable basis. Reporting While On Leave: If an employee takes FMLA because of a personal serious health condition or to care for a covered relation, the employee must contact the supervisor at least once each week, or as often as requested by the supervisor, regarding the status of the condition and the intention to return to work. The supervisor is responsible for reporting this information to the Director of Human Resources. Additionally, you are required to call Human Resources on the 1st and 3rd Monday of each month during your leave to report your leave and/or return to work status. Leave Is Unpaid: Family/medical leave is unpaid leave after applicable vacation leave and sick leave have been exhausted. Employees may apply for sick leave from the Sick Leave Pool which, if approved, will be included within the FMLA period. Employees may be eligible for short or long-term disability payments and/or workers' compensation benefits under the provisions of those plans. This leave time will also be included in the twelve (12) week period of FMLA. The use of paid leave time does not extend the twelve (12) week leave period. Medical And Other Benefits: During an approved family/medical leave, the University will maintain the State contribution for the employee's health benefits as if the employee P-29 Appendix 3 continues to be actively employed. During periods of paid FMLA leave the University will deduct the employee's portion of the insurance premiums as a regular payroll deduction. If the employee's FMLA leave is unpaid, the employee portion of the premium must be paid by the employee through the Benefits Manager in Human Resources. The employee's insurance coverage will cease if the premium payment is more than thirty (30) days late. If the employee elects not to return to work at the end of the FMLA leave period, the employee will be required to reimburse the University for the cost of the premiums paid by the University for maintaining coverage during the leave, unless the employee cannot return to work because of a serious health condition or other circumstances beyond the employee's control. An employee on FMLA is not entitled to accrue state service credit for any full calendar months of leave without pay taken while on FMLA and does not accrue vacation or sick leave for such months of leave without pay. Intermittent And Reduced Schedule Leave: Leave because of a serious health condition may be taken intermittently (in separate blocks of time due to a single health condition) or on a reduced leave schedule (reducing the usual number of hours worked per work week or work day), if medically necessary. A reduced schedule is subject to availability depending on the business need of the department or the University. If leave is unpaid, the University will reduce the employee's salary based on the amount of time actually worked. In addition, while the employee is on an intermittent leave or reduced schedule, the University may temporarily transfer the employee to an alternative position which better accommodates recurring leave and which has equivalent pay and benefits. Returning From Leave: If the employee takes leave because of a personal serious health condition, the employee is required to provide medical certification that the employee is fit to resume work. Return to Work Medical Certification Forms (Attachment C) may be obtained from Human Resources. Employees failing to provide the Return to Work Medical Certification Form will not be permitted to resume work until it is provided. Extended Leave For Serious Health Conditions: Leave taken because of the employee's personal serious health condition may be extended on a month-to-month basis for a maximum of an additional twelve (12) weeks upon: (1) written request to the University; (2) proof that the serious health condition has continued; and, (3) approval by the University, subject to the department's business needs. If the employee does not return to work on the originally scheduled return date nor request in advance an extension of the agreed upon leave with appropriate documentation, the employee will be deemed to have voluntarily terminated employment with the University. If the employee requests an extension of leave beyond the initial twelve (12) week period, he/she must submit medical certification of continued serious health condition in advance for each month of extended leave. Reinstatement is not guaranteed on an extended leave and will depend on University needs. If the employee's cumulative leave for any reason extends beyond twenty-four (24) weeks in any two-year period, the employee automatically will be deemed terminated, but may be entitled to disability payments in accordance with the University's disability insurance and/or workers' compensation plans, if applicable. P-30 Appendix 3 Definitions: For the purpose of this policy, the following definitions apply. Applicable Paid Leave - Sick leave and vacation accruals. Spouse - Those recognized as spouses by the State of Texas. Parent - Parent includes biological parents and individuals who acted as the employee's parents, but does not include parents-in-law. Son or Daughter - Son or daughter, legally recognized, includes biological, adopted, foster children, stepchildren, and legal wards, who are under eighteen (18) years of ago but incapable of caring for themselvos.are under eighteen (18) years of age or eighteen (18) years of age or older and incapable of self care because of mental or physical disability. Serious Health Condition - A serious health condition means any illness, injury, impairment, or physical or mental condition that involves: (1) any incapacity or treatment in connection with inpatient care; (2) an incapacity requiring absence of more than three calendar days and continuing treatment by a health care provider; or, (3) continuing treatment by a health care provider of a chronic or long-term condition that is incurable or will likely result in incapacity of more than three days if not treated. Continuing Treatment - Continuing treatment means: (1) two or more treatments by a health care provider; (2) two or more treatments by a provider of health care services (i.e., physical therapist) on referral by or under orders of a health care provider; (3) at least one treatment by a health care provider which results in a regimen of continuing treatment under the supervision of the health care provider (i.e., a program of medication or therapy); or, (4) under the supervision of, although not actively treated by, a health care provider for a serious long-term or chronic condition or disability which cannot be cured (i.e., Alzheimer's or severe stroke). Health Care Provider - Health care provider includes: licensed medical (MD) and osteopathic (OD) doctors, podiatrists, dentists, clinical psychologists, optometrists, chiropractors authorized to practice in the State, nurse practitioners and nurse-midwives authorized under State law, and Christian Science practitioners. "Needed To Care For" - "Needed to care for" a family member encompasses: (1) physical and psychological care; and, (2) where the employee is needed to fill in for others providing care or to arrange for third party care of the family member. "Unable To Perform The Functions Of The Employee's Job" - The phrase "unable to perform the functions of the employee's job" means an employee is (1) unable to work at all; or, (2) unable to perform any of the essential functions of their position. The term "essential functions" is borrowed from the Americans with Disabilities Act (ADA) to mean "the fundamental job duties of the employment position," and does not include the marginal functions of the position. P-31 Appendix 3 Source of Authority: United States Department of Labor, Title 29, Part 825, Code of Federal Regulations, The Family and Medical Leave Act of 1993; Texas Government Code Sec. 661.912 Cross Reference: Neae United States Department of Labor, Title 29, Part 825, Code of Federal Regulations, The Family and Medical Leave Act of 1993; Texas Government Code Sec. 661.912 Responsible for Implementation: Vice President for Finance and Administration Contact for Revision: Director of Human Resources and General Counsel Forms: Family/Medical Leave Request for Leave Form, Certification of Physician or Practitioner Form, Family/Medical Leave Return to Work Medical Certification Form P-32 Appendix 3 Final Examinations (A-19) Original Implementation: June 16, 1982 Last Revision: April 22, 2003Apri! 24, 2007 Faculty members conducting classes shall adhere to the official schedule for administering final examinations published in the Schedule of Classes and distributed to the faculty by the Provost and Vice President for Academic Affairs. Final examinations for any course not listed in the Schedule of Classes, including but not limited to distance education courses, internet courses, evening or weekend courses, should be scheduled in consideration of resource availability. No final examination may be administered after 5 pm on the last day of the semester. Exceptions may be made by the appropriate academic dean. Source of Authority: Provost and Vice President for Academic Affairs Cross Reference: Faculty Handbook Responsible for Implementation: Provost and Vice President for Academic Affairs Contact for Revision: Provost and Vice President for Academic Affairs Forms: None P-33 Appendix 3 Gifts, Loans, Endowments, and Bequests (C-16) Original Implementation: July 18, 1981 Last Revision: October 19, 2006April 24, 2007 Authority to accept gifts, loans, endowments and bequests made to Stephen F. Austin State University is vested in the President of the University by the Board of Regents. Gifts, loans, endowments and bequests to any entity of the University should be reported through normal administrative channels. The President of the University has been authorized to accept gifts under the following conditions: 1. A gift, loan, endowment or bequest which may require commitment of funds, personnel, space or other resources shall be approved by the President prior to any commitment of action on behalf of the University. 2. The University is authorized, with prior approval of the President and ratification by the Board of Regents, to accept gifts or devises of real property for the establishment of scholarships, professorships and other trusts for educational purposes provided such property will not require appropriations by the Legislature for operation, maintenance, repair or construction of buildings. 3. Privacy of donor identity may be granted by the University with the exceptions noted by the Open Records Act or the Internal Revenue Service when public recognition is not desired by the donor. The terms under which any loan, endowment or bequest is offered and accepted shall be provided in a written agreement between the donor and the University. The General Counsel of the University shall review any bequests made to the University prior to acceptance by the President. All original deeds of trust, wills, endowments, original records, etc., should be forwarded to the Vice President for University Advancement for safekeeping. The Vice President for University Advancement is the primary source of contact with people in the private sector for purposes of soliciting private funds. No individual or company may be solicited for any gift, loan, endowment, or bequest by any member of the faculty or staff of the University until that individual has presented the Vice President for University Advancement with a copy of the proposal or request for funds. Research grants or performance contracts which are privately funded are administered through the Office of Research Services, and are not under the provisions of this policy. Acknowledgment of Gifts In order to insure accurate recording of all private support for the institution and to properly acknowledge private donors' gifts, the Vice President for University Advancement will coordinate the acknowledgment of gifts. P-34 Appendix 3 Use of Gifts, Loans, Endowments and Bequests Gifts, loans, endowments and bequests made to Stephen F. Austin State University shall be used for the purpose designated by the donor. If a purpose is not specified by the donor, and the amount of the gift is $50,000 or more, utilization shall be as directed by the Board of Regents after consideration of recommendations by the President and the Vice President for University Advancement. If a purpose is not designated, and the amount of the gift is less than $50,000, utilization shall be as directed and approved by the President of the University. Gifts received by the University and made payable to the Stephen F. Austin State University Foundation, Incorporated, should be forwarded to the Office of Development for transfer and deposit to the Foundation. No gifts or bequests to the University may be transferred to the Stephen F. Austin State University Foundation, Inc., the Stephen F. Austin State University Alumni Association, Inc., or the Stephen F. Austin Alumni Foundation, Inc. unless the transfer of funds is approved in writing by the donor and the University President. In such cases the recipient shall use the funds in accordance with instructions given by the donor and the University President. An account of all letters of written permission by donors and transfers of gifts and bequests shall be kept by the University and shall be reported to the State Auditor, without petitioning a court of competent jurisdiction, as outlined under state law. Funds gifted to the University for a restricted purpose are considered a charitable trust. Legal title to such funds cannot be transferred to other entities, except as noted above. Under the authority of the Board of Regents, the President of Stephen F. Austin State University is empowered to negotiate and execute the sale of marketable securities donated to the University when such sale is directed or allowed by the donor of said securities. The proceeds of such sale shall be promptly deposited into a University account, to be used as indicated by the donor, and the details of the sale shall be reported to the Board of Regents at its next regular meeting. All in-kind or real estate gifts would require specific approval by the Board of Regents for liquidation to a University cash account. Restrictions on the expenditure of gift funds generally reside within the following three criteria: 1. A gift must be expended in accordance with the donor's wishes. 2. The expenditure of the gift funds must be for the demonstrable good of the institution. 3. The expenditure must provide no private gain to either the donor or the person controlling the expenditure of the funds. The use of gift funds must meet all three criteria collectively. Some specific examples of expenditures from unrestricted gifts that may be for the demonstrable good of the institution, without private gain for the individual expending the funds, are as follows: P-35 Appendix 3 1. awards that recognize or promote faculty development, excellence in teaching, academic achievement, athletic achievement, scholarship, or service; 2. costs related to the promotion of the communication of intellectual ideas among students, faculty, staff and administrators of the University; 3. support of student events and activities sponsored by the University; 4. the recruitment of highly qualified students, faculty and staff; 5. costs related to the promotion of the exchange of ideas with community leaders regarding the role of the University and its programs in the community; 6. costs related to the conduct of accrediting agency visits, visits by other officials from other institutions or representatives outside higher education; 7. costs related to the support of continuing education activities. Examples of expenditures which may not meet the criteria established are as follows: 1. any expenditure that violates the restriction placed on the gift by the donor; 2. the procurement of private property for the personal, unofficial use of any faculty or staff member; 3. donations or other payments to a political party; 4. any other expenditure expressly prohibited by state statute. Questions concerning an expenditure meeting these criteria should be referred to the Vice President for University Advancement. Real or personal property acquired through gifts, loans, endowments or bequests is subject to the same management requirements as other State property. Disposal of any property acquired through gifts, loans, endowments or bequests shall be handled in accordance with State law and applicable University policies and procedures. Property acquired through gifts, loans, endowment or bequest can not be disposed of, sold, or transferred without written permission from the Vice President for University Advancement and the President. Publicity The Vice President for University Advancement, in coordination with the faculty/staff contact person, the donor, and the Office of Public Affairs, is responsible for coordinating all publicity related to gifts. Matching Gifts Certain foundations and companies provide gifts to the University which match contributions made by their employees. For tax purposes, certification is required from the University that the gift of the employee has been received. The matching gift forms, which certify receipt of the gift, require the signature of the Vice President for Finance and Administration or the Vice President for University Advancement or the President. P-36 Appendix 3 Foundation Support The Office of Development has the responsibility of performing certain support functions for the Stephen F. Austin State University Foundation, Inc. This includes receiving, receipting, acknowledging, and reporting gifts received by the Foundation, as provided in the Agreement between Stephen F. Austin State University and the Stephen F. Austin State University Foundation, Inc. Library Unrestricted gifts of books and other library related materials to Stephen F. Austin State University, not to include equipment such as tape recorders, etc., will not require the usual approval process as authorized in this policy. Definitions: 1. Gift. A gift includes the gratuitous transfer of cash, cash equivalents such as securities and negotiable instruments, and real or personal property which generates income or may be sold for cash, for the purpose of enhancing the • university and its programs, without expectation of specific benefit by the donor. 2. Loan. Real or personal property furnished for the temporary use of the University. 3. Endowment. An endowment is comprised of a gift, in which the donors have stipulated that the principal must be invested and only the income used to fund a project or need. The principal remains intact in perpetuity, thereby continuing to generate income to be used by the university. Endowment funds are classified into four different categories: Sa. Permanent Endowments. These endowments are sometimes referred to as "true" or "pure" endowments and are assets designated by the donor to be held in perpetuity. If specifically stated in writing by the donor, ffhe corpus assets of this category of endowments may never be spent and income derived must be expended in accordance with the written terms and conditions established by the donor and the university. Otherwise, the governing board may appropriate for expenditure, for the uses and purposes for which the fund is established, the net appropriationappreciation, realized and unrealized, in the fair market value of the assets of an endowment fund over the historic dollar value of the fund to the extent allowed under the University Management of Institutional Funds Act or other applicable law. &b. Term Endowment. In this category of endowments, the donor has specified that following a particular date or event, the assets of the endowment may be expended in accordance with the terms and conditions as specified. Until the passage of the specific date or event, this type of endowment will operate in a manner similar to the permanent endowment with the income used in accordance with the written terms and conditions established by the donor and the university. P-37 Appendix 3 -Be. Quasi-Endowments or Quasi-Funds. The Board of Regents may, with formal action, set aside certain institutional funds to be maintained as endowments. The formal action by the Board of Regents will specify the use of the assets and income derived, and set other terms and conditions relating to the fund. The Board of Regents may, with formal action, change the terms and conditions of the endowment including cessation of the endowment and the return of the assets to the original source of funding, or change the use or purpose as may be appropriate and authorized by law. ■Ek/. Funds Held in Trust by Others. Some donors may choose to make income from endowment-type funds available to the university, but will leave the possession of the assets in trust with a third party. In this case, the endowment is not recorded as an asset of the university. In accordance with the Generally Accepted Accounting Principles (GAAP), the existence of the trust must be disclosed in the notes to the university's financial statements. A minimum gift of $10,000 shall be required to establish any endowment. An endowment can be initiated with an amount less than the stated minimum with the understanding that all future gifts and all income must become part of the endowment to assist in bringing the endowment assets to the $10,000 level, and if after five years from the date of the original gift, the value of the assets has not reached $10,000, the endowment may cease and the existing assets of the fund shall be transferred to a separately established Restricted Fund and expended consistent with the terms and conditions of the original gift. Specific minimum endowment levels for academic positions are established as follows: $1,000,000 - Endowed Chair or equivalent title, depending upon the area; $250,000 - Endowed Distinguished Professorship or equivalent title, depending upon the area; and $100,000 - Endowed Professorship or equivalent title, depending upon the area. Source of Authority: Board of Regents, President Cross Reference: None Texas Education Code Chapters 101 & 95.34, Chapter 51, Subchapter A; Uniform Management of Institutional Funds Act, Texas Property Code, Chapter 163; Texas Public Funds Investment Act, Texas Government Code, Chapter 2256; Uniform Prudent Investor Act, Texas Property Code Chapter 117 Responsible for Implementation: Vice President for University Advancement Contact for Revision: Vice President for University Advancement Forms: None P-38 Appendix 3 Grievance and Appeals (E-25N) Original Implementation: Unpublished Last Revision: April 20, 2004April 24, 2007 It is the policy of the University to seek fair and equitable solutions to grievances arising from the employment relationship. This policy applies to all non-academic staff employees. Grievances have been divided into two categories. A five-step grievance procedure for Category I grievances has been established to assure prompt and thorough consideration of employee grievances and to ensure due process of law. A shorter two-step procedure is provided for Category II grievances. Category I grievances consist of disciplinary actions resulting in involuntary terminations, demotions, decreases in salary, or suspensions without pay and in allegations of discrimination prohibited by law. Category II grievances consist of issues pertaining to wages, hours, working conditions, performance evaluations, merit raises, job assignments, interpretation of the official personnel or administrative policies of the University as applied to the grievant, oral or written reprimands, or similar matters involving management decisions concerning the grievant. Each employee may, without prejudice or fear of retaliation, express his/her grievance through the channels outlined in this procedure with the assurance of timely and thorough consideration. Each employee is assured freedom from interference, coercion, discrimination and reprisal in filing grievances. No substantive action results from action not taken within the specified time periods. These time periods are intended as aids to the execution of the grievance. The failure of the employee to process the grievance in a timely manner to the next level may constitute a withdrawal of the grievance. The failure of supervisory or administrative personnel to timely respond to a grievance may constitute authorization for the employee to process the grievance to the next step. 1. Category I Grievances a. Each grievance shall be submitted in writing using the grievance form. A written grievance shall contain a clear and concise statement of the grievance which refers to the applicable policy alleged to have been violated, the date the incident took place, the issue involved and the specific relief sought by the grievant. The grievance should include any additional information to be considered in its support. Once a grievance has been submitted in writing, it may not be changed or amended after the expiration of the ten (10) day period set out in Step One of the Grievance Procedure. b. All matters pertaining to a grievance shall be treated as part of the official personnel file of the grievant. P-39 Appendix 3 c. A probationary employee may not file a grievance under Category I unless: (a) the action involves allegations of a health or safety hazard; or (b) the action involves allegations of unlawful discrimination or of a violation of constitutional rights. When a grievance involves alleged retaliation for the exercise of constitutional rights or discrimination prohibited by law, the burden of proof is upon the grievant to establish by a preponderance of the evidence that the decision or action placed in question by the grievance was intended to discriminate against the grievant or that the decision or action was intended as retaliation for the lawful exercise of constitutional rights by the grievant. d. The grievant may present his/her grievance individually, through legal counsel or through a representative of an organization that does not claim the right to strike. Fees or charges (if any) to the grievant for such representation must be paid by the grievant since University monies are not authorized for such use. The Director of Human Resources has the obligation to assist the grievant, upon request, by explaining this grievance procedure in detail. e. Procedure for Category I Grievances Step One (First-Line Supervisor). The grievant shall use the grievance form to present the grievance in writing to the first-line supervisor within ten (10) working days from the date of the alleged action or condition giving rise to the grievance. A copy of the grievance shall be sent to the Director of Human Resources by the first-line supervisor. Within five (5) working days, the supervisor shall inform the grievant of the decision in writing. A copy of the decision shall be sent to the Director of Human Resources. Step Two (Department Chair or Administrative Equivalent). Grievances not satisfactorily resolved in Step One may be appealed by the employee in writing to the employee's department chair or administrative equivalent. The appeal must be made within five (5) working days following the date of the first-line supervisor's decision in Step One. Within five (5) working days, the department chairman shall inform the grievant of the decision in writing. Copies of the decision shall be sent to: (1) the first-line supervisor; and (2) the Director of Human Resources. Step Three (Dean or Director). Grievances not satisfactorily resolved in Step Two may be appealed in writing to the appropriate dean or director. The appeal must be made within five (5) working days following the date of the Step Two decision. Within five (5) working days, the dean or director shall inform the grievant of the decision in writing. Copies of the decision shall be sent to: (1) the department chair or administrative equivalent; and (2) the Director of Human Resources. Step Four (Vice President). G
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Title | Minutes of Board of Regents of Stephen F. Austin State University. 2007, Volume No. 236 |
Subject |
Meetings Universities & colleges Stephen F. Austin State University |
Description | April 23-24, 2007, Volume No. 236 |
Date | 2007-04-23 |
Contributors | Ms. Valerie Ertz, Chair Mr. Richard Boyer Dr. Margarita de la Garza-Grahm Mr. Joe Max Green Mr. Kenneth James Mr. Paul Pond Mr. James Thompson Ms. Stephanie Tracy Mr. Melvin White Mr. Fred Wulf Dr. Baker Pattillo Ms. Debbie Baisden Mr. Steve Westbrook Dr. Marlin Young Ms. Yvette Clark |
Repository | East Texas Research Center |
Repository Link | http://library.sfasu.edu/etrc |
Location |
Nacogdoches County Texas |
Associated Dates | 2000-2009 |
Type | Publication |
Format | |
Rights | This item may be protected under Title 17 of the U.S. Copyright Law. It is available for non-commercial research and education. For permission to publish or reproduce, please contact the East Texas Research Center at asketrc@sfasu.edu |
Transcript | Stephen F. Austin State University Minutes of the Board of Regents Nacogdoches, Texas April 23 and 24,2007 (Volume 236) BOARD MINUTES FOR APRIL 23 AND 24, 2007 VOLUME 236 Page Executive Session Legal Advice and Report on Pending Litigation 1 Real Estate Purchase 2 Gifts and Donations 2 Personnel Matters Regarding Specific University Employees ...2 Deliberations Regarding Security Matters 2 Special Recognitions 3 07-17 Naming of Baker Pattillo Student Center 3 Approval of Minutes 07-18 Approval of January 29 and 30, 2007 and April 9, 2007 Minutes 4 Personnel 07-19 Approval of Personnel items 5 Faculty Appointments for 2007-2008 5 Staff Appointments for 2007-2008 6 Changes of Status for 2007-2008 7 Retirements 9 Promotions 9 Tenure 10 Faculty Development Leave for 2007-2008 10 Regents Professorship for 2007-2008 11 Faculty Leave of Absence with Pay 11 Staff Leave of Absence without Pay 11 Faculty Leave of Absence without Pay 11 Academic and Student Affairs 07-20 Approval of Academic and Student Affairs Items 11 Curriculum Changes 11 Small-Size Classes Spring 2007 11 Approval of Name Change from Master of Science in Family and Consumer Sciences to Master of Science in Human Sciences 12 Approval to Move the Division of Environmental Science to the Arthur Temple College of Forestry and Agriculture 12 Proposal to Offer Online the RN-BSN Transition Program 12 Financial Affairs 07-21 Adoption of Summer 2007 Budget 12 07-22 Payment of Housing Debt Service with Housing Phase I Bond Proceeds 13 Building and Grounds 07-23 Approval of Building and Grounds Items 13 Gift of Real Estate and Naming of Jimmy Hinds Park 13 Contracting with Architect/Engineer for Education Research Center 13 Contracting with Construction Manager at Risk for Education Research Center. 14 Gerald W. Schlief Department of Accounting Renovations 14 Electricity Purchasing Authorization 14 Comprehensive Study - Student Housing (DEFERRED) 14 07-24 Approval of Building and Grounds Items 15 Authorization for Campus Way-Finding Signage Project 15 Deferred Maintenance - Griffith Hall (15); Steen Hall (17); Kerr Hall (18) 15 07-25 Request for Qualifications and Submission of Proposals- Phase III of Student Housing 16 University Policies and Procedures 07-26 Approval of Policy Revisions 17 Academic Accommodation of Students with Disabilities (F-33) Academic Freedom and Responsibility (A-2.5) Advanced Placement (A-7) Affirmative Action (E-4) Allowable Credit Hours and Completion Time for Doctoral Students (A-7.5) Animals on University Property (D-3) Dead Week (A-l5) Discrimination Complaints/Sexual Harassment (E-46) Distribution of Payroll (C-12) Educator Preparation (A-6) Employee Enrolling for Courses (E-16) Family and Medical Leave (E-58) Final Examinations (A-19) Gifts, Loans, Endowments, and Bequests(C-16) Grievance and Appeals (E-25N) Library Faculty (E-31A) Parking and Traffic Regulations (D-24) Reasonable Workplace Accommodation for Disabilities (E-67) Skating (D-32) Student Media (D-44) Student Organization Formation and Recognition (F-14) Vacation/Sick Leave (E-54) Reports 17 President Audit Services Faculty Senate Student Government Association Election of Officers 18 07-27 Election of Officers for 2007-2008 Appendices Appendix 1 - Undergraduate and Graduate Curriculum Changes Appendix 2 - Spring 2007 Small-Size Class List Appendix 3 - Policies for Board Review Stephen F. Austin State University Minutes of the Meeting of the Board of Regents Nacogdoches, Texas April 23 and 24, 2007 Austin Building 307 Monday, April 23,2007 The regular meeting of the Board of Regents was called to order at 7:30 a.m., Monday, April 23, 2007, by Chair Valerie Ertz. PRESENT: Board Members: Ms. Valerie Ertz, Chair Mr. Richard Boyer Dr. Margarita de la Garza-Grahm (joined the meeting at 11:45 a.m.) Mr. Joe Max Green Mr. Kenneth James Mr. Paul Pond Mr. James Thompson Ms. Stephanie Tracy Mr. Melvin White Mr. Fred Wulf President: Dr. Baker Pattillo Vice-Presidents: Ms. Debbie Baisden Mr. Steve Westbrook Dr. Marlin Young General Counsel: Ms. Yvette Clark Other SFA administrators, staff, and visitors The Building and Grounds Committee convened at 7:30 a.m. Following a lunch recess during which the board members and administrators toured the Athletic Field House, the Building and Grounds Committee adjourned at 2:30 p. m. The Academic and Student Affairs Committee convened at 2:30p.m. and adjourned at 3:40p.m. The Finance/Audit Committee convened at 3:55 p. m. and adjourned at 4:35 p. m. The chair called for an executive session at 4:45 p.m. to consider the following items: LEGAL ADVICE AND REPORT ON PENDING LITIGATION Consultation with Attorney Regarding Legal Advice on Tuition and Fee Legislation or Pending and/or Contemplated Litigation or Settlement Offers, including but not -1- limited to EEOC/TCEQ Matters and Flynn vs. SFASU (Texas Government Code Section 551.071) REAL ESTATE Deliberations Regarding the Purchase, Exchange, Lease, Sale or Value of Real Property (Texas Government Code, Section 551.072) GIFTS AND DONATIONS Deliberations Regarding Negotiated Contracts for Prospective Gifts or Donations (Texas Government Code, Section 551.073) PERSONNEL MATTERS REGARDING SPECIFIC UNIVERSITY EMPLOYEES Consideration of Individual Personnel Matters Relating to Appointment, Employment, Evaluation, Assignment, Duties, Discipline, or Dismissal of an Officer or Employee, including but not limited to Chief Information Officer, Political Science, Basketball Coaches, Associate Vice President for Alumni Affairs, Government Information Officer, the President and the Vice Presidents (Texas Government Code, Section 551.074) DELIBERATIONS CONCERNING SECURITY PERSONNEL AND DEVICES Discussion of security personnel and devices (Texas Government Code, Section 551.076) • Information Technology Services • Campus Security The executive session ended at 8:40 p.m. and the board recessed for the day, with no further action. Tuesday, April 24,2007 The chair reconvened the board meeting in open session at 9:05 a.m. on Tuesday April 24. PRESENT: Board Members: Ms. Valerie Ertz, Chair Mr. Richard Boyer Dr. Margarita de la Garza-Grahm Mr. Joe Max Green Mr. Kenneth James Mr. Paul Pond Mr. James Thompson Ms. Stephanie Tracy Mr. Melvin White Mr. Fred Wulf -2- President: Dr. Baker Pattillo Vice-Presidents: Ms. Debbie Baisden Mr. Steve Westbrook Dr. Marlin Young General Counsel: Ms. Yvette Clark Other SFA administrators, staff, and visitors The chair welcomed guests to the board meeting and called upon Regent de la Garza- Grahm to lead the pledge to the flags. Regent Wulf provided the invocation. SPECIAL RECOGNITIONS Dr. Marlin Young introduced those faculty members who were being recommended for promotion to the rank of Professor, Dr. Brent Burt, Dr. Michele Harris, Dr. Lynda Martin, Dr. Dixie Mercer, and Dr. Kandy Stahl. He introduced Dr. Mingteh Chang, recommended for Professor Emeritus, and Dr. Leon Young, named as Regents Professor for 2007-2008. Dr. John Jacobson introduced representatives from the site visit team of the National Council for Accreditation of Teacher Education (NCATE), Dr. Arlinda Eaton, NCATE Board of Examiners Chair for SFASU and Dr. Karen Loonam, Director of Educator Standards for the Texas Education Agency. He also introduced the Outstanding Student Teacher of the Year for SFA, James Daniel Hobbs, and the supervising teacher who nominated him, Mrs. Carolyn Matthews. The SFA Moot Court Team was recognized for their Ail-American awards at the National Moot Court Competition. Dr. Ric Berry introduced Mr. Paul Davis, Interim Director for Information Technology Services. Mr. Steve Westbrook introduced the Advisor and Staff for the Pine Log, named the best Division Two college newspaper in the state at a recent conference of the Texas Intercollegiate Press Association. Regent Green, on behalf of the board, recognized President Pattillo for being named to the Arp, Texas, Hall of Fame and presented him with a framed copy of the newspaper article covering the event. Board Order 07-17 NAMING OF BAKER PATTILLO STUDENT CENTER -3- Regent James, on behalf of the board, presented the following resolution: It was the unanimous decision of the Board of Regents at its January 30, 2007, meeting to name Dr. Baker Pattillo as the eighth president of Stephen F. Austin State University. Dr. Pattillo graduated from SFA in 1965 with a B.S. degree in English and History and earned his Master's degree in Guidance from SFA in 1966. He then immediately began his employment at SFA as Assistant Director of Placement and Financial Aid. He became the Director of Placement and Financial Aid in 1970, continuing his doctoral work concurrently. He received a Ph.D. in Educational Administration from Texas A&M in 1971. Dr. Pattillo was named the Dean of Student Services at SFA in 1972, Vice President for Student Affairs in 1979, Vice President for University Affairs in 1982, and Interim President in July, 2006. In 41 years of distinguished service to SFA, Dr. Pattillo's first priority has always been the students. In his role as Vice President for University Affairs he worked closely with student leadership and tirelessly with our elected officials to guide our newest building on campus through the legislative process to make this building a reality. The Board of Regents wishes to honor him for his loving dedication to this university and could find no finer tribute to him than the magnificent student center that opened this week. Upon motion by Regent Ertz, seconded by Regent Wulf, with all members voting aye, it was ordered that the SFA Student Center be named the Baker Pattillo Student Center. APPROVAL OF MINUTES Board Order 07-18 Upon motion by Regent Pond, seconded by Regent de la Garza-Grahm, with all members voting aye, it was ordered that the minutes of the January 29 and 30, 2007 and the April 9, 2007 meetings be approved. -4- PERSONNEL Board Order 07-19 Upon motion by Regent Pond, seconded by Regent de la Garza-Grahm, with all members voting aye, it was ordered that the following personnel items be approved. FACULTY APPOINTMENTS FOR 2007 - 2008 Education Parrel Kniss, Assistant Professor of Kinesiology and Health Science, M.A. (University of Kansas) at a salary of $47,500 for 100 percent time for nine months, effective August 22, 2007, contingent upon completion of doctorate by August 31, 2007. Barry Stafford, Assistant Professor of Human Services, M.A. (Stephen F. Austin State University) at a salary of $47,000 for 100 percent time for nine months, effective September 1,2007. Liberal And Applied Arts Jeff Bremen Assistant Professor of History, Ph.D. (University of Kansas) at a salary of $43,000 for 100 percent time for nine months, effective September 1, 2007. Leslie Cecil Assistant Professor of Sociology, Ph.D. (Southern Illinois University) at a salary of $43,000 for 100 percent time for nine months, effective August 27, 2007. Dana Magill Cooper, Assistant Professor of History, Ph.D. (Texas Christian University) at a salary of $43,000 for 100 percent time for nine months, effective September 1, 2007. Haskell Stephen Cooper, Assistant Professor of Social Work, M.S.W. (Stephen. F. Austin State University) at a salary of $45,000 for 100 percent time for nine months, effective January 19, 2007. Jason Dormady, Assistant Professor of History, M.A. (University of California) at a salary of $43,000 for 100 percent time for nine months, effective September 1, 2007, contingent upon completion of doctorate by June 30, 2007. Lee Payne, Visiting Lecturer of Political Science, Geography and Public Administration, M.S.(University of Houston) at a salary of $18,000 for 100 percent time for four and a half months, effective January 17, 2007. Walter H. Scalen, Assistant Professor of Criminal Justice, Ph.D. (University of Sarasota) at a salary of $43,000 for 100 percent time for nine months, effective August 24, 2007. -5- Elizabeth Spradley, Lecturer of Communication, M.A. (Stephen F. Austin State University) at a salary of $26,000 for 100 percent time for nine months, effective January 17,2007. Juan Carlos Urena. Instructor of Modern Languages, M.A. (Stephen F. Austin State University) at a salary of $40,000 for 100 percent time for nine months, effective August 27, 2007, contingent upon completion of doctorate by December 31,2008. Sciences and Mathematics Kent Riggs, Assistant Professor of Mathematics and Statistics, Ph.D. (Baylor University) at a salary of $47,000 for 100 percent time for nine months, effective August 22, 2007. STAFF APPOINTMENTS FOR 2007 - 2008 Admissions Ryan A. Home, Admissions Counselor at a salary of $28,000 for 100 percent time for 12 months, effective February 12, 2007. Rachel Jennifer Lambert, Admissions Counselor at a salary of $28,000 for 100 percent time for 12 months, effective February 12, 2007 Information Technology Services Stephen D. Rasmussen, Network Support Specialist III at a salary of $46,519 for 100 percent time for 12 months, effective March 26, 2007. Marketing Emily Louise Taravella, Editorial Coordinator for Public Affairs at a salary of $34,000 for 100 percent time for 12 months, effective February 19, 2007. President's Office Charlotte Ann Sullivan, Government Information Officer at a salary of $17,000 for 49 percent time for 4 months, effective February 1, 2007. University Affairs Jennifer L. Davis, Outreach Coordinator for Counseling and Career Services at a salary of $30,000 for 100 percent time for 12 months, effective February 5, 2007. -6- Jonathan M, Elder, Student Organizations/Greek Life Coordinator for Student Affairs at a salary of $35,000 for 100 percent time for 12 months, effective February 26, 2007. Amanda P. Home (Windham), Student Activities Association Coordinator for Student Affairs at a salary of $35,000 for 100 percent time for 12 months, effective February 5, 2007. Marie E. Quaresima, Aquatic/Safety/Camp Coordinator for Campus Recreation at a salary of $33,000 for 100 percent time for 12 months, effective March 5, 2007. CHANGES OF STATUS FOR 2007 - 2008 Admissions Tiffany G. Gauntt from Admissions Specialist at a salary of $19,813 effective January 1, 2007 for 100 percent time for 12 months, to Admissions Counselor at a salary of $28,240 for 100 percent time for 12 months, effective March 19, 2007. College of Forestry and Agriculture Debrah G. Corbin, from Accountant I at a salary of $35,732 for 100 percent time for 12 months to Assistant to Director Business Ops CRGSC at a salary of $45,000 for 100 percent time for 12 months, effective January 1, 2007. College of Liberal and Applied Arts Charles F. Abel, from Associate Professor of Political Science, Geography and Public Administration at a salary of $52,017 for 100 percent time for nine months to Associate Professor and Chair of Political Science, Geography and Public Administration Department at a salary of $90,000 for 100 percent time for 11 months, effective September 1, 2007. Becky Price-Mayo, from Lecturer/Interim Child Welfare Project Director at a salary of $47,337 for 100 percent for time for 12 months to Lecturer/Director, Child Welfare Professional Development Project at a salary of $52,365 for 100 percent time for 12 months, effective February 1, 2007. College of Sciences and mathematics Robert S. Stewart, from Associate Professor of Biology at salary of $59,573 for 100 percent time for 12 months to Director/Associate Professor of Biotechnology at a salary of $73,031 for 100 percent time for 12 months, effective September 1, 2006. -7- Information Technology Services Richard M. Kennedy, from Network Support Specialist III at a salary of $46,519 for 100 percent time for 12 months to Network Services Manager a salary $57,000 for 100 percent time for 12 months, effective January 15, 2007. Paul T. Davis, from Assistant Director for Information Technology Services at a salary of $58,630 for 100 percent time for 12 months to Interim Director for Information Technology Services at a salary of $82,630 for 100 percent time for 12 months, effective March 8, 2007. Library Rachel B. Galan, from Librarian II at a salary of $47,193 for 100 percent time for 12 months to Interim Associate Director at a salary of $47,193 for 100 percent time for 12 months and an additional salary of $500 stipend per month until the Associate Library Director returns to her position, effective February 5, 2007. Marketing Andy R. Kesling, Executive Director of Marketing, from a salary of $96,000 for 100 percent time for 12 months to a salary of $104,400 for 100 percent time for 12 months, effective February 1, 2007, to compensate for additional responsibilities of maintaining the SFA website. Registrar Donna J. Burkett from Degree Audit Coordinator at a salary of $26,050 for 100 percent time for 12 months to Assistant Registrar at a salary of $34,950 for 100 percent time for 12 months, effective March 1, 2007. University Affairs Steve Westbrook, from Interim Vice President for University Affairs a salary of $101,814 for 100 percent time for 12 months, to Vice President for University Affairs at a salary of $133,000 for 100 percent time for 12 months, effective April 24, 2007. This appointment is contingent upon completion of a doctoral degree by December 31, 2012. Michele D'Nese Haddox, from Associate Director of Housing at a salary of $59,699 for 100 percent time for 12 months to Interim Director of Housing at an annual salary of $65,699 for 100 percent time for 7 months, effective February 1, 2007. -8- RETIREMENTS John Anson, Professor of Psychology, effective May 31, 2007. Donald E. Bowen, Professor of Physics and Astronomy, effective March 31, 2007. Ronald G. Claunch, Chair of Political Science, Geography and Public Administration Department, effective July 31, 2007. Linda Morales, Director of School of Social Work, effective July 31, 2007. Robert T. Ramsey, Chair of Communication Department, effective July 31, 2007. William M. Wagner, Director of Information Technology Services, effective April 30, 2007. PROMOTIONS The following individuals were granted promotion to the academic rank indicated, effective fall semester, 2007. To Assistant Professor: Dr. Carolyn Davis Dr. Mark Seaman Elementary Education Secondary Education & Educational Leadership To Associate Professor: Dr. Charlotte Allen Dr. Lesa Beverly Dr. Deborah Buswell Dr. Philip Catton Dr. Warren Conway Ms. Amy George Dr. Marlene Kahla Dr. Jeana Paul-Urena Dr. Garland Simmons Dr. Gary Wurtz To Professor: Dr. Brent Burt Dr. Michele Harris Dr. Lynda Martin Dr. Dixie Mercer Dr. Kandy Stahl Management, Marketing & International Business Mathematics & Statistics Kinesiology History Forestry Art Management, Marketing & International Business Modern Languages Economics & Finance Music Biology Chemistry Human Sciences Human Services Psychology -9- To Professor Emeritus: Dr. Mingteh Chang To Librarian II: Ms. Susan Clarke Ms. Priscilla Coulter Forestry TENURE Academic tenure was awarded to the following individuals, effective fall semester, 2007. Dr. Charlotte Allen Dr. Lesa Beverly Dr. Philip Catton Dr. Warren Conway Dr. Carolyn Davis Ms. Amy George Dr. Jeana Paul-Urena Dr. Kelly Salsbery Dr. Peter Simbi Dr. Brian Utley Management, Marketing & International Business Mathematics & Statistics History Forestry Elementary Education Art Modern Languages English Social Work Music FACULTY DEVELOPMENT LEAVE FOR 2007-2008 The faculty members listed below were awarded Faculty Development Leave for the semester indicated. Fall 2007 Dr. Kathleen Belanger Dr. Sam Copeland Dr. Warren Fisher Mr. Robert Kinsell Dr. Mark Turner Spring 2008 Dr. Gregory Miller Dr. Mark Turner Social Work Social Work Management, Marketing & International Business Art Music Mathematics & Statistics Music -10- REGENTS PROFESSORSHIP FOR 2007-2008 Dr. Leon Young, Professor of Agriculture, was awarded a Regents Professorship for 2007-2008. FACULTY LEAVE OF ABSENCE WITH PAY The requested faculty leave of absence was approved for Dr. Larry H. Chasteen, Assistant Professor of Management, Marketing, and International Business, effective June 1, 2007, for one year as a William C. Foster Fellow Visiting Scholar with the U.S. Department of State in Washington, D.C. Dr. Chasteen will receive each month his regular SFA paycheck. His salary and benefits will be reimbursed to SFA from the Department of State on a quarterly basis. STAFF LEAVE OF ABSENCE WITHOUT PAY Mrs. Robin Redmon Wright, Director, Academic Assistance and Resource Center, was granted a leave of absence without pay, effective March 27-April 10 for two weeks, to complete the requirements of writing her dissertation on adult education. FACULTY LEAVE OF ABSENCE WITHOUT PAY Dr. Tracy Johnson, Associate Professor of English and Philosophy, was granted a leave of absence without pay, effective fall 2007 for one year to pursue a Master of Arts in Theological Studies. ACADEMIC AND STUDENT AFFAIRS Board Order 07-20 Upon motion by Regent James, seconded by Regent Boyer, with all members voting aye, it was ordered that the following academic and student affairs items be approved. CURRICULUM CHANGES The undergraduate and graduate curriculum changes listed in Appendix 1 were approved. SMALL-SIZE CLASSES SPRING 2007 The Spring 2007 small-size class list was approved as shown in Appendix 2. -11- APPROVAL OF NAME CHANGE FROM MASTER OF SCIENCE IN FAMILY AND CONSUMER SCIENCES TO MASTER OF SCIENCE IN HUMAN SCIENCES The name change requested by the Department of Human Sciences was approved from Master of Science in Family and Consumer Sciences to Master of Science in Human Sciences. The program will have the following specialization areas: • Child Development/Family • Family & Consumer Sciences • Fashion Merchandising • Food, Nutrition & Dietetics • Hospitality Administration • Interior Design • Interior Merchandising APPROVAL TO MOVE THE DIVISION OF ENVIRONMENTAL SCIENCE TO THE ARTHUR TEMPLE COLLEGE OF FORESTRY AND AGRICULTURE It was approved that the entire Division of Environmental Science be moved from the College of Sciences and Mathematics to the Arthur Temple College of Forestry and Agriculture. It was additionally approved that he B.S. program in Environmental Science be moved from the Department of Forestry to the Division of Environmental Science. This change will be effective for Spring 2008. PROPOSAL TO OFFER ONLINE THE RN-BSN TRANSITION PROGRAM Approval was given to offer the on-line RN-BSN Training Program in the School of Nursing starting Summer 2007. FINANCIAL AFFAIRS Board Order 07-21 Upon motion by Regent Thompson, seconded by Regent White, it was ordered that the following financial affairs item be approved. ADOPTION OF SUMMER 2007 BUDGET The FY 2007 annual budget includes $4,011,932 for summer school academic salaries and benefits. It was approved that academic and summer school support salaries and benefits included in the annual budget be increased by $295,128 to provide funding for the education and general salaries of the 2007 summer budget. Student wages of $30,000 are funded from designated funds and salaries and benefits of $258,488 are funded from -12- restricted contract and grant funds. The total summer budget of $4,595,548 was approved as presented. Board Order 07-22 Upon motion by Regent Thompson, seconded by Regent White, with all members voting aye, it was ordered that the following financial affairs item be approved: PAYMENT OF HOUSING DEBT SERVICE WITH HOUSING PHASE I BOND PROCEEDS It was approved that the residual balance of $ 1,161,243 in the Housing Phase I Bond Proceeds be used to reimburse that amount of debt service for Fiscal year 2007. BUILDING AND GROUNDS Board Order 07-23 Upon recommendation of the Building and Grounds Committee, with all members voting aye on all items, with the exception of the item concerning the construction manager at risk for the EDC, for which Joe Max Green recused himself from discussion and voting, it was ordered that the following building and grounds items be approved. GIFT OF REAL ESTATE AND NAMING OF JIMMY HINDS PARK The Board of Regents approved the proposed gift of property from the Jimmy Hinds family, namely Barbara Finney, Patricia Spearman, Susan Knox and Dan H. Hinds, Jr. This property adjoins the SFA Pineywoods Native Plant Center and is approximately 2.5 acres located on East Austin and Lanana Creek, legally described as Lots 25-B-2 and 25- A-l of Block 50, Nacogdoches, Texas. The property was accepted for use by the university as a park for the period of the life of the donors plus 21 years, contingent upon final agreement on deed restrictions. Upon acceptance of the gift and all final approvals, it was approved that the 2.5 acre park area be named the Jimmy Hinds Park and that the President be authorized to sign any gift and or deed documents relating to the property transfer. CONTRACTING WITH ARCHITECT/ENGINEER FOR EDUCATION RESEARCH CENTER The Board of Regents selected 3D/International as the architect/engineering firm for the design of the Education Research Center. The board based its selection upon the recommendation of the Building and Grounds Committee; committee members had interviewed each of the finalists in the selection of the architect/engineer for the Education Research Center at its meeting on April 23, 2007. The interviewed firms included: HOK, Page-Southerland-Page, HKS and 3D/I. -13- Major discussion issues in the recommendation of 3D/I as the contracted Architect for the Education Research Center, with HKS selected as the second choice firm, included: • firm's ability to deliver programmatically what is needed to blend a research program with an early childhood lab, charter school, and teaching facility; • firm's ability to design both outside and inside space that meets the needs of the above programs; • firm's ability to meet a fast-track timeline targeted at opening the facility Fall, 2009 • successful completion of Human Services/Telecommunications Building on our campus by 3D/I • broad experiences 3D/I had in developing the construction manager at risk process and associated legislation • unique expertise that Dr. Strickland on 3D/I team brought to the project with his background in early childhood education Only if a contract cannot be successfully negotiated with 3D/International, authorization was given to begin negotiations with HKS, as the second choice firm. Authorization was given, subject to effective status for the legislation, to seek Coordinating Board approval of the Education Research Center project not to exceed $28,000,000. The president was authorized to sign any documents or contracts necessary to complete the work. CONTRACTING WITH CONSTRUCTION MANAGER AT RISK FOR EDUCATION RESEARCH CENTER J.E. Kingham Construction Company was selected as the construction manager at risk for the Education Research Center project and the president was authorized to sign any contracts necessary to complete the work. GERALD W. SCHLIEF DEPARTMENT OF ACCOUNTING RENOVATION The university was authorized to renovate the Gerald W. Schlief Department of Accounting lobby and office suite. The renovation will include electrical, lighting, ceiling, wall, and floor treatments as considered necessary. Furniture and built-in cabinets will also be included. The physical plant will act as general contractor for the project. The cost will not exceed $175,000 and will be paid from funds generously donated by Mr. and Mrs. Gerald Schlief. ELECTRICITY PURCHASING AUTHORIZATION The current electricity provider for the university, Texas Utilities, was selected by an RFP process in cooperation with Texas A&M University. The current contract expires September 1, 2007. SFA will again work with Texas A&M in the selection process for an electricity provider. The university was authorized to finalize the contract on behalf of the board when the best and final price is provided. The university was authorized to enter into a one or two year contract depending on the offer made by the provider and, with the approval of the president, the vice president for finance and administration was -14- authorized to sign the necessary contracts or other documents permitting the A&M System to commit SFA to an electric utility purchase deemed to be the best option for SFA. The following item was deferred: COMPREHENSIVE STUDY - STUDENT HOUSING (DEFERRED) The administration recommends that the Housing Department be authorized to solicit proposals from firms that specialize in comprehensive higher education housing plans for conducting a comprehensive student housing study at SFA that will include the following elements: A. Market Analysis B. Facility Assessment C. Residential Program Analysis D. Plan Development/Cost Models E. Final Report The proposals submitted will be evaluated by representatives of the Housing Department and the Physical Plant. The administration further recommends that the president be authorized to sign the contract with the firm selected through this evaluation process with the cost not to exceed $85,000. The funds for this expenditure will be the funds made available within the Housing budget when the allocation of the remaining bond proceeds in the Phase I Housing project is applied to Phase I debt service. Board Order 07-24 Upon motion by Regent Green, seconded by Regent Thompson, with all members voting aye, it was ordered that the following items be approved: AUTHORIZATION FOR CAMPUS WAY-FINDING SIGNAGE PROJECT The executive director of marketing and the director of physical plant will further collaborate on this signage project, obtaining samples of proposed signage. The board authorized the Buildings and Grounds Committee to meet before the next scheduled board meeting and give final approval for the pedestrian and driving signs, which will be in place on campus by Fall 2007. This project will have a cost not to exceed $125,000 to be paid from funds previously authorized and set aside by the board of regents for such purpose. DEFERRED MAINTENANCE - GRIFFITH HALL (15); STEEN HALL (17): KERR HALL (18) -15- Approval was given to authorize payment for the maintenance and upgrade items in student housing as detailed below: 1. Repair, upgrade and make ADA modifications to elevators in Griffith Hall (15) with costs not to exceed $ 109,200. 2. Repair, upgrade and make ADA modifications to elevators in Steen Hall (17) with costs not to exceed $407,400. 3. Repair, upgrade and make ADA modifications to elevators in Kerr Hall (18) with costs not to exceed $109,200. The funds for these expenditures will be the funds made available within the Housing budget when the allocation of the remaining bond proceeds in the Phase I Housing project is applied to Phase I debt service. The president was authorized to sign any contracts necessary to complete the work. Board Motion A motion was made by Regent Wulf and seconded by Regent Thompson to accept the following recommendation: REQUEST FOR QUALIFICATIONS AND SUBMISSION OF PROPOSALS - PHASE HI OF STUDENT HOUSING (AMENDED) The administration requests authorization to develop a list of qualified design/build firms to be considered for the Phase HI project by issuing a Request for Qualifications (RFQ). The RFQs submitted will be evaluated by representatives from the Housing Department and the Physical Plant along with a representative of the Board of Regents appointed by the Chair of the Board. The firms selected through this initial evaluation process will be asked to submit design/build proposals for the project to the Board's Buildings and Grounds Committee at the regularly scheduled July 2007 meeting. The Building and Grounds Committee will interview respondents for recommendation to the full Board for approval. The Building and Grounds Committee adds to this recommendation that the timeline be shortened to allow or tear down of Halls 9, 10, 11, and 12 during Fall 2007 to allow for completion of the Phase III residence hall by Fall 2008. The motion failed by a vote of 5 to 4. Board Order 07-25 Upon motion by Regent Green, seconded by Regent White, with five regents voting aye and three regents voting nay, it was ordered that the following item be approved: -16- REQUEST FOR QUALIFICATIONS AND SUBMISSION OF PROPOSALS - PHASE III OF STUDENT HOUSING Authorization was given to develop a list of qualified design/build firms to be considered for the Phase HI project by issuing a Request for Qualifications (RFQ). The RFQs submitted will be evaluated by representatives from the Housing Department and the Physical Plant along with a representative of the Board of Regents appointed by the Chair of the Board. The firms selected through this initial evaluation process will be asked to submit design/build proposals for the project to the Board's Buildings and Grounds Committee. The Building and Grounds Committee will interview respondents for recommendation to the full Board for approval. UNIVERSITY POLICIES AND PROCEDURES Board Order 07-26 Upon motion by Regent Boyer, seconded by Regent Green, with all members voting aye, the Board of Regents adopted the policy revisions as presented in Appendix 3. REPORTS President Pattillo presented comments on the following topics: • Legislative Update • Student Center • May 12th Commencement • Student Recreation Center Opening • Strategic Plan Gina Oglesbee, Director of Audit Services, presented a report on the audit plan. Chris Barker, the Faculty Senate chair, reported on the following topics: • Faculty concerns Brittany Scott, president of the Student Government Association, reported on the following: SGA President/Vice President Elections Spirit Rock update SC Opening • Sunday night meal options • Legislation update • Driving Jacks update • General overview of year and thank you's -17- ELECTION OF OFFICERS Board Order 07-27 Joe Max Green, Chair of the Nominating Committee, reported to the board on behalf of the committee, which included Kenneth James, and James Thompson. Upon motion by Regent Green, seconded by Regent James, with all members voting aye, it was ordered that Valerie Ertz be elected Chair, James Thompson Vice Chair, and Joe Max Green Secretary. The board chair recognized the three outgoing board members, Dr. Margarita de la Garza-Grahm, Kenneth James, and Fred Wulf, and presented them with a portrait and a commemorative Lumberjack Axe. The meeting was adjourned at 10:55 a.m. -18- Appendix 1 Undergraduate New Course Proposals Appendix 1 Appendix 1 Undergraduate Course Change Proposals Appendix 1 Appendix 1 Appendix 1 Undergraduate Course Deletions Appendix 1 Undergraduate Program Change Proposals Appendix 1 SPRING 2007 GRADUATE COURSE PROPOSALS New Courses Appendix 1 Course Deletions Appendix 2 Texas Higher Education Coordinating Board Rules Currently in Effect (9-2006) Chapter 5. Rules Applying to Public Universities and/or Health-Related Institutions of Higher Education in Texas Subchapter B. Role and Mission, Tables of Programs, Course Inventory §5.23 Definitions §5.23.5 Organized classes—Classes whose primary mode of instruction is lecture, laboratory, or seminar. §5.23.8 Small classes-Undergraduate level classes with less than 10 registrations, and graduate level classes with less than five registrations. §5.26 Offering of Small Classes by Public Universities In accordance with Texas Education Code, §51.403(d), public universities may offer organized small classes which: §51.403(d.l) have been approved by the governing board of the university; §51.403(d.2) is a required course for graduation (the course is not offered each semester or term, and, if canceled, may affect the date of graduation of those enrolled); §51.403(d.3) is a required course for majors in this field and should be completed this semester (or term) to keep proper sequence in courses; §51.403(d.4) is a course in a newly established degree program, concentration, or support area; §51.403(d.5) is part of an interdepartmental (cross-listed) course taught as a single class by the same faculty at the same station, provided that the combined enrollments do not constitute a small class; §51.403(d.6) is a first-time offering of the course; §51.403(d.7) is class size-limited by accreditation or state licensing standards; §51.403(d.8) is class size-limited by availability of laboratory or clinical facilities; or §51.403(d.9) is voluntarily offered by a faculty member in excess of the institutional teaching load requirement and for which the faculty member receives no additional compensation. Source Note: The provisions of this §5,26 adopted to be effective May 28, 2003, 28 TexReg 4124 SMALL CLASSES Spring 2007 Appendix 2 Total Estimated Credit Hours in Small Classes Total Estimated SFA Credit Hours Spring 2007 Estimated Small Class Credit Hours as a Percentage of SFA Total Credit Hours 548 133,961 .41% Appendix 3 Policies for Board Review April 24,2007 p-l Appendix 3 P-2 Appendix 3 Academic Accommodation of Students with Disabilities (F-33) Original Implementation: July 14, 1998 Last Revision: April 20, 2004April 24, 2007 The Law: It is the policy of Stephen F. Austin State University to comply with the fundamental principles of nondiscrimination and accommodation in academic programs set forth in the implementing regulations for Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990; these regulations provide that: No qualified student with a disability shall, on the basis of disability, be excluded from participation in, be denied the benefits of, or otherwise be subjected to discrimination under any ... postsecondary education program or activity ... [Federal Rehabilitation Act of 1973, Section 504, 84.43] and An institution shall make such modifications to its academic requirements as are necessary to ensure that such requirements do not discriminate or have the effect of discrimination on the basis of handicap, against a qualified handicapped applicant or student... Modifications may include changes in the length of time permitted for the completion of degree requirements, substitution of specific courses required for the completion of degree requirements, and adaptation of the manner in which specific courses are conducted. [Federal Rehabilitation Act of 1973, Section 504, 84.44] The Americans with Disabilities Act of 1990 extends the provisions of the 1973 Rehabilitation Act to private institutions. It also puts in place more effective means for enforcing the law. Neither Section 504 nor the ADA requires universities to lower their academic standards or substantially alter the essential elements of their courses or programs to accommodate students with disabilities. The requirement to provide reasonable accommodations is designed to afford an equal opportunity for students with disabilities. Achieving reasonable accommodations for a student with a disability involves shared responsibility among students, faculty and staff. Should a university deny a requested accommodation it must be prepared to show very clearly that complying with the request would constitute a fundamental alteration; the unsubstantiated opinion of a faculty member or administrator may not be sufficient for that purpose. Moreover, the cost of the proposed modification is not usually sufficient reason for denying a requested accommodation. P-3 Appendix 3 The following accommodations are very widely accepted in higher education: • Providing services such as readers, interpreters, and note-takers. • Allowing extra time for examinations, assignments and projects. • Permitting exams to be individually proctored, read orally, dictated, or typed. • Tape-recording lectures. • Using computer software for assistance in studying and on tests. • Using alternative testing formats to demonstrate course mastery. • Changing classrooms as needed for accessibility. Who must be accommodated? Students who are requesting support services from SFA are required to submit documentation through the Office of Disability Services to verify eligibility for reasonable accommodations; the institution must review and evaluate that documentation. Students are not required to assume the responsibility for securing a necessary accommodation. The University is required to provide reasonable accommodations for a student's known disability so that the student has an equal opportunity to participate in the courses, activities or programs. When additional expertise beyond that of the staff of the Office of Disability Services is needed to assess a student's documentation, the Academic Assessment Committee, consisting of four members of the faculty who are knowledgeable about disabilities, and three staff members, including the ADA Coordinator, evaluates the documentation, requests additional information if, in their judgment, it is required, and makes a recommendation to the Office of Disability Services. Documentation must validate the need for services based on the individual's current level of functioning in an educational setting. If the documentation is found to be insufficient the institution is not obliged to provide accommodations. If the documentation is found to be sufficient, appropriate accommodations are recommended. All levels of academic organization, the college, the department, and the individual faculty member, are required to provide all qualified students with disabilities with appropriate, reasonable accommodations. What accommodations must be provided? Students with disabilities may be accorded two types of accommodation: They may be permitted to substitute particular courses for some of those required under their degree requirements, or they may be afforded approved accommodations within the courses they take. If a course substitution is requested, the request must be received by the academic department that teaches the course to be deleted from the student's requirements no later than the semester prior to one in which the student proposes to take one or more of the P-4 Appendix 3 substitute courses. Ordinarily the request should arrive at the department office before the 12th day of classes of a long semester, or the 4th day of classes of a summer session, Once received by the department, the course substitution request is considered by the department chair, who consults with the Office of Disability Services before making a recommendation. The chair's recommendation regarding substitution is forwarded to the dean of that college. Employing the college's usual procedures for decisions about curricula, and consulting with other colleges as necessary, the dean makes the final determination about whether the requested substitution may be allowed, or does, in fact, represent a fundamental modification of the program in question. Before a course substitution is considered there should be evidence that even with reasonable accommodation the student cannot succeed in the required course. Requests for accommodation within a particular course should, when possible, be received by the Office of Disability Services before the beginning of the semester in which the student with a disability is to enroll in the course. Once received, the accommodation request is considered by Disability Services and, if required, by the Academic Assessment Committee. If the decision is to recommend against providing the requested accommodation, the student is informed. If it is decided that accommodation is to be provided, a record of that recommendation, together with a recommendation of the general type of accommodation to be provided is sent to the instructor of the subject course, with a copy to the department chair. In consultation with the chair, the instructor then meets with the disabled student to work out precisely how the recommended accommodations are to be implemented in the context of the particular course. To make provision of appropriate accommodations as effective as possible, students with disabilities are to meet with instructors from whom accommodations are requested as early in the semester as possible. It is expected that the student, the Office of Disability Services, the Academic Assessment Committee, the department chair, and the course instructor will cooperate to identify accommodations that meet the student's documented need without fundamentally altering the course. Who must provide approved accommodations in a particular course? Accommodations most commonly requested may include providing services such as readers, interpreters, and note-takers; allowing extra time for examinations; using alternate forms of examinations; tape-recording lectures; using computer software for assistance in studying and on tests; and, on rare occasions, relocating the classroom. It is the responsibility of the Office of Disability Services to provide readers, interpreters, and note-takers when needed. The instructor is expected, however, to cooperate with Disability Services in accommodating these service providers in the classroom. It is the responsibility of the instructor to organize examinations so students with disabilities may be accorded extra time and special testing conditions. When possible, P-5 Appendix 3 special testing will be done within the offices of the academic department. When testing cannot be done in the department, however, Disability Services will provide secure facilities and supervision. When special materials (e.g. Braille transcripts or audio tape recordings of course materials) are required, it is the joint responsibility of Office of Disability Services and the instructor to arrange to make these materials available to the student. Such materials must be made available to students with disabilities at the same time that their equivalents are given to other students. It is the responsibility of the department chair, in cooperation with the instructor and the dean, to relocate courses when required. How are disagreements to be resolved? Disagreements will be resolved according to the provisions of Policy F-34. Appeal Procedure Relating to the Provision of Accommodations for Students with Disabilities. Source of Authority: Section 501 of the Rehabilitation Act of 1973 and tho Americans with Disabilities Act of 1990 Cross Reference: Section 504 of the Rehabilitation Act 0/1973, Public Law 93-112, Title 29 U.S. C. 794 et seq.; and the Americans with Disabilities Act of1990, Public Law 101-336, 42 U.S.C. 12101 et seq.; Appeal Procedure Relating to the Provision of Accommodations for Students with Disabilities F-34; Accessibility for Persons with Disabilities F-16, Animals on University Property D-3 Responsible for Implementation: Vice President for Academic Affairs, Director of Disability Services Vice President for University Affairs Contact for Revision: Director of Disability Services Forms: None P-6 Appendix 3 Academic Freedom and Responsibility (A-2.5) Original Implementation: August 1, 2000 Last Revision: No&eApril 24, 2007 Institutions of higher education are conducted for the common good. The common good depends upon an uninhibited search for truth and its open expression. Hence, it is essential that each faculty member be free to pursue scholarly inquiry without undue restriction, and to voice and publish individual conclusions concerning the significance of evidence that he or she considers relevant. Each faculty member must be free from the corrosive fear that others, inside or outside the University community, because their vision may differ, may threaten his or her professional career or the material benefits accruing from it. Each faculty member is entitled to Ml-freedom in the classroom in discussing the subject which he/she teaches but is expected not to introduce into his or her teachings controversial matters which have no relation to the classroom subject. Each faculty member also serves the nation, state, and community, and when speaking, writing or acting as such, must be free from institutional censorship or discipline, subject to academic responsibility as hereinafter set out, and the faculty member should make it clear that he or she is not speaking for the institution. Academic Responsibility The concept of academic freedom for faculty must be accompanied by an equally demanding concept of academic responsibility of faculty. A faculty member has a responsibility to the institution, his or her profession, his or her students, and to society-at- large. The rights and privileges of faculty members extended by society and protected by governing boards and administrators through written policies and procedures on academic freedom and tenure, and as further protected by the courts, require reciprocally the assumption of certain responsibilities by faculty members. Some of these follow below. 1. The fundamental responsibilities of a faculty member as a teacher and scholar include maintenance of competence in his or her field of specialization and the exhibition of such professional competence in the classroom, studio or laboratory, and in the public arena by such activities as discussions, lectures, consulting, publications, or participation in professional organizations and meetings. 2. The exercise of professional integrity by a faculty member includes recognition that the public will judge his or her profession and institution by his or her statements. Therefore, the faculty member should strive to be accurate, to exercise proper restraint, to be willing to listen to and show respect to others expressing different opinions, and to avoid creating the impression that the faculty member speaks or acts for his or her college or university when speaking or acting as a private person. P-7 Appendix 3 3. The constitutionally protected right of the faculty member, as a citizen, to freedom of expression must be balanced with the interest of the State, as an employer, in promoting the efficiency of the educational services it performs through its employees. A faculty member's comments are protected even though they may be highly critical in tone or content, or erroneous, but such statements are not protected free speech if they either substantially impede the faculty member's performance of his or her daily duties or materially and substantially interfere with the regular operation of the institution. 4. A faculty member should be judicious in the use of controversial material in the classroom and should introduce such material only as it has clear relationship to his or her subject field. 5. A faculty member should be professional in his or her conduct in the classroom and in his or her relationships with students. The faculty member should maintain respect for the student and for the student's posture as a learner. The faculty member should make himself or herself appropriately available to the student for consultation on course work. 6. A faculty member has the responsibility to provide timely and adequate notice of his or her intention to interrupt or terminate institutional services. Source of Authority: Vice President for Academic Affairs Cross Reference: None Responsible for Implementation: Provost and Vice President for Academic Affairs Contact for Revision: Provost and Vice President for Academic Affairs Forms: None P-8 Appendix 3 Advanced Placement (A-7) Original Implementation: September 4,1979 Last Revision: January 28, 2003April 24, 2007 Stephen F. Austin State University offers several options for students to earn college credit through various placement programs and national examinations. Students can receive college credit through the College Level Examination Program (CLEP), Advanced Placement Program (AP) of the College Board, International Baccalaureate Program, and SFA departmental examinations. The responsibility of initiating a departmental advanced placement program (system that allows students to by-pass certain courses) or internally administered examinations rests with the individual department. A request to offer a departmental advanced placement program must be submitted by the department chair through the dean of the college to the Academic Affairs Council for review and approval. Departments shall review and update their programs as part of the university's general bulletin revision process. Criteria governing the Advanced Placement Program of the College Board and the College Level Examination Program and the International Baccalaureate shall be reviewed by the academic departments with recommendations for course credit submitted through the dean of the college to the Academic Affairs Council for review and approval. The review of the criteria will be initiated by the Office of Admissions on a periodic basis dependent upon the receipt of test and resource material from the College Board and the International Baccalaureate Organization.- The University's General Bulletin shall communicate the current regulations governing the Credit by Examination and Advanced Placement Program. Source of Authority: Vice President for Academic Affairs Cross Reference: General Bulletin, Student Handbook and Activities Calendar Responsible for Implementation: Provost and Vice President for Academic Affairs Contact for Revision: Provost and Vice President for Academic Affairs Forms: None P-9 Appendix 3 Affirmative Action (E-4) Original Implementation: Unpublished Last Revision: April 20, 2004April 24, 2007 Stephen F. Austin State University is fully committed to the national and state goal of affording equal employment opportunity to all persons without regard to race, color, sex, religion, age, national origin, veteran status, or physical or mental disability. The University's fundamental policy will be to provide equal employment opportunity in all of its operations and in all areas of employment practices and to assure that there shall be no discrimination against any employee or applicant for employment on the grounds of race, color, sex, religion, age, national origin, veteran status, or physical or mental disability. The University policy extends to recruiting, hiring, training, compensation, overtime, job classifications, work conditions, promotions, transfers, employee treatment, suspensions, terminations, layoffs, return from layoffs, tuition aid, recreational programs, and all other terms, conditions, and privileges of employment. The following special guidelines apply to University employment practices. 1. Provide equal pay for equal work. 2. Provide hiring standards that do not discriminate on the basis of race, color, national origin, religion, sex, age, disability, and Vietnam Era veterans. 3. Take affirmative action that will open up job opportunities on all levels to women, to minorities, to disabled individuals, and to Vietnam era veterans. In general, an employer may hire the individual best qualified to perform a particular job. Federal regulations require proof that the search for the best qualified applicant was conducted actively among those groups usually discriminated against and that a major effort was made to find the best qualified individual by actively seeking applications from such groups. 4. Requirements must be job related and qualifications must be the minimum needed for entrance to a given job, not the maximum expected after experience is acquired. 5. Recruiting efforts must reach minority and women applicants. 6. Selections must be made following strict guidelines that prevent discrimination in all phases of the selection process: job analysis, uniform classification, retention and maintenance of applications, interview practices, and notification of results of the selection process. Appointments must be made considering only job related factors. Additional information concerning the University's affirmative action policy, guidelines for recruiting, screening, interviewing, employee selection, record keeping, employee training, performance management and new employee orientation can be obtained from the Director of Human Resources. Source of Authority: U.S. Constitution, Amendment XIV; 8 U.S.C., sec. 1321a et seq.; 20 U.S.C., sec. 1681 et seq.; 29 U.S.C., sec. 206, sec. 621 et soq.; 29 U.S.C., sees. 793 and 791; U.S.C., sec. 1500 et seq.; 12 U.S.C., sec. 2000d ot seq., sec. 2000e et seq., soc. P-10 Appendix 3 6101 et seq.; Texas Civil Practice and Remedies Code, Chapter 106; Texas Human Resources Code, sec. 121,001 et soq,; V.T.C.S., art. 1113(31) and art, 5221K; Texas Constitution Article I, sec. 3a; General Appropriations Act; President; Vice President for Business Affairs Cross Reference: None US. Constitution, AmendmentXIV; 8 U.S.C, sec. 1324a et seq.; 20 U.S.C, sec. 1681 etseq.; 29 U.S.C, sec. 206, sec. 621 et seq.; 29 U.S.C, sees. 793 and 794; 42 U.S.C, sec. 2000detseq., sec. 2000e etseq., sec. 6101 etseq.; Texas Civil Practice and Remedies Code, Chapter 106; Texas Human Resources Code, sec. 121.001 et seq.; Texas Government Code Sec. 657.002 etseq.; Texas Labor Code Sec. 21.101 et seq.; Texas Constitution Article I, sec. 3a; General Appropriations Act Responsible for Implementation: Vice President for Finance and Administration Contact for Revision: Director of Human Resources and General Counsel Forms: None P-ll Appendix 3 Doctoral Students: Allowable Credit Hours and Completion Time for Doctoral Students (A-7.5) Original Implementation: April 21, 1998 Revision Date: April 30, 2001 April 24, 2007 1. The doctoral degree typically requires a minimum number of credit hours above those required to obtain a master }s degree. Those students who have reached a total of 99 or more credit hours above those required for a master's degree doctoral hours will be disallowed student employment by Stephen F. Austin State University. 2. Those students who have completed a total of 99 or more credit hours above those required for a master's degree doctoral hours will be subject to paying tuition and fees in an amount to be commensurate with the current out-of-state tuition and fees, or the equivalent of full-cost-of-education as determined by Stephen F. Austin State University. 3. Every academic year, a formal review of each doctoral student's academic progress will be conducted subsequent to three years of full-time enrollment by the appointed graduate program advisor within the department and/or respective college. In all cases, the review process will be initiated within the program/department and follow the guidelines set forward in the most current Graduate Bulletin and/or the most current guidelines as recorded in the Office of the Associate Vice President for Graduate Studies and Research. Each review will result in a progress profile to be shared with the student, major professor, graduate program advisor, department chair, and dean of the college, and placed on record with the Graduate School. Subsequent to the three-year review, a doctoral student must file a progress report signed by the major professor with the graduate program advisor. Accumulation of credit hours in excess of 99 above those required to obtain a master's degree doctoral hours in excess of 99 while failing to complete the degree will constitute unsatisfactory progress and vAti-may result in the termination of the student's degree program. In the case when a student's program is terminated she/he may request a Post-Termination Review to be conducted by the department chair, graduate program advisor, and dean of the college. The Post-Termination Review may result in a recommendation for reinstatement to the Associate Vice President for Graduate Studies and Research. 4. An appeal for reinstatement beyond the Post-Termination Review may be made in writing to the University Graduate Council. Source of Authority; Texas Education Code 61.059 (1); Vice President for Academic A TT O t t»P 1 V.11CU.13 Cross Reference: Graduate Bulletin, Texas Education Code 61.059 (1) P-12 Appendix 3 Responsible for Implementation: Provost and Vice President for Academic Affairs Contact for Revision: Provost and Vice President for Academic Affairs Forms: None P-13 Appendix 3 Animals on University Property (D-3) Original Implementation: Unpublished Last Revision: April 20, 200AApril 24, 2007 Service animals are welcome in all buildings on campus and may attend any class, meeting, or other event. Reasonable behavior is expected from the animals while on campus. If the animal exhibits unacceptable behavior, the handler is expected to employ the proper training techniques to correct the situation. Consideration of others must be taken into account when providing maintenance and hygiene of service animals. Additionally, specific guidelines have been established concerning service animals living in a campus residency environment. Definitions: 1. Handler: Is a person with a disability using a service animal. 2. Service Animal: Is an animal specially trained to assist a person with a disability and: a. is used by a person with a disability who has completed a training program, and b. animal has been trained by an organization recognized by rehabilitation agencies as qualified. Service animals may include: • guide dogs, • hearing dogs, • attendant animals, or • seizure response animals. The animal must have had specific training to work the handler's disability. 3. Pet: A domestic animal housed for sport, companionship, or other non-service functions. Pets are not allowed within university facilities. An exception would be small birds in cages and fish in a 10 gallon or less aquarium. 4. Unauthorized Animal: A pet or any animal that is neither a service animal, nor that is on campus for the specified limited use of classroom education or research. Faculty, Staff, and Student Responsibility • Permit service animals to accompany the handler to all areas of the facility were the handler is normally allowed to go. A handler may not be segregated from P-14 Appendix 3 other similar members of the campus community, except where there is real danger to the animal or where the natural organisms carried by the service animal would adversely affect research. Exceptions to the exclusions will be reviewed on a case-by-case basis. • Do not pet, feed, or deliberately startle/disturb a service animal. • Do not separate, or attempt to separate, service animals from their handlers. • Provide handlers living in campus housing with an area for relieving and grooming the animals. Documentation and Animal Owner's Responsibility • For classroom or campus housing settings, handlers must provide appropriate documentation of a disability to either the department of housing or disability services. Documentation for use of services animals should include diagnosis, need for service animal, and how the service animal specifically meets the needs of the handler's disability. • The animal must have specific training to work the handler's disability. • Handlers must abide by all state laws, Nacogdoches city ordinances, and SFA guidelines related to animals in the city of Nacogdoches, including: • All animals in the city must have a valid license and tag issued by the city of Nacogdoches. The license and tag must be renewed annually. • The handler is required to provide a collar or harness for the license and vaccination tags to be affixed. Handler shall see that the animal wears the collar and tags at all times. • Handler is liable for damages done by service animal. • Handler must have full control of the animal at all times. Animals are expected not to run at large, a leash or harness is required. • Observe housing and food service establishment guidelines. • Animal's Heath/Cleanliness: All service animals must have an annual clean bill of health from a licensed veterinarian. Also, cleanliness is mandatory in the campus situation. • Vaccination must be current, and based on the veterinarian's recommendations. • Daily grooming and occasional baths (at a vet or a family home) should keep the service animal's odor to a minimum. • Flea control is essential, and adequate preventative measures must be taken. If a flea problem develops, it should be dealt with immediately and in an effective manner. In the event a flea problem is not eliminated by the handler, the housing department will exterminate the property and assess the student the standard extermination fee. Housing and Food Service Guidelines: • Service animals will always be kept under control; and will always be on a leash except in the student's room with the door closed. • Disturbing animal vocalization will be kept to an absolute minimum. • Handlers must relieve animals in designated locations. P-15 Appendix 3 • Animal food should be kept in a covered storage container to deter pests. • Animal's paws must be kept off tables, trays and food service counters at all times. Unauthorized Animals: The University Police Department should be notified of any unauthorized animal discovered on, or in, university property. Upon receipt of a report, an officer will be dispatched to take appropriate action. Occupants of university housing are not permitted to keep pets except small birds in cages and small fish in aquariums. For specific information regarding accessibility, refer to Policy F-16, Accessibility for Persons with Disabilities. For specific information regarding resolution of disagreements, refer to Policy F-34, Appeal Procedure Relating to the Provision of Accommodations for Students with Disabilities. Issues related to Discrimination or Harassment refer to Policy E-46, Discrimination Complaints/ Sexual Harassment. Source of Authority: Vice President for University Affairs Cross Reference: Accessibility for Persons with Disabilities F-16, Appeal Procedure Relating to the Provision of Accommodations for Students with Disabilities F-34, Discrimination Complaints/ Sexual Harassment E-46. Responsible for Implementation: Vice President for University Affairs Contact For Revision: Chief of University Police and Director of Disability Services Forms: None P-16 Appendix 3 Dead Week (A-15) Original Implementation: June 16, 1982 Last Revision: February 3, 2005April 24, 2007 Dead week is an established tradition in higher education to allow students the necessary time to prepare for final examinations. During the last five class days of each long semester, written examinations (except to cover daily assignments) and themes or assignments beyond normal daily requirements are not to be assigned without written notification to the students prior to the twelfth class day. The Division of University Affairs and major student groups (SGA, RHA, IFC, Panhellenic, UC Programs) of the University shall observe dead week by refraining from sponsoring on-campus student social activities (parties, dances, films, concerts, banquets). On-campus advertising for any social activity sponsored off-campus by a student group during dead week will not be approved. Source Of Authority: Vice President for Academic Affairs, Vice President for University Affairs Cross Reference: Faculty Handbook Responsible for Implementation: Provost and Vice President for Academic Affairs, Vice President for University Affairs Contact For Revision: Provost and Vice President for Academic Affairs, Vice President for University Affairs Forms: None P-17 Appendix 3 Discrimination Complaints/Sexual Harassment (E-46) Original Implementation: September 1990/February 2, 1982 Last Revision: April 20, 200<\ApriI 24, 2007 1. Purpose: To provide a working environment of nondiscrimination, equal employment opportunity, affirmative action, protection from retaliation for members of classes protected by law, and to comply with Federal and State equal opportunity employment regulations. 2. Non-discrimination Policy: It is the policy of Stephen F. Austin State University not to discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, disability, or disabled veteran status. Unlawful discrimination based on sex includes discrimination defined as sexual harassment. Stephen F. Austin State University is committed to the principles of Equal Employment Opportunity (EEO) law. An employee who violates this policy is subject to disciplinary action up to and including termination. A supervisor or employee commits unlawful employment practice if the supervisor or employee retaliates or discriminates against a person, who (a) opposes a discriminatory practice, (b) makes or files a complaint alleging employment discrimination, (c) or testifies, assists or participates in any manner in an investigation, proceeding or hearing. Any employee who retaliates against another employee who opposes alleged employment discrimination violates the university's policies and procedures and may be subject to disciplinary action up to and including termination. This policy applies to student complaints that might involve peer to peer discrimination/harassment and also student employment discrimination/harassment. The President or designee will be responsible for overseeing the Discrimination Complaint/Sexual Harassment Policy and procedures and for ensuring compliance with EEO laws. All employment decisions will be based on objective, job related, and measurable criteria that can be consistently applied. Human Resources or designee will review all employment actions and decisions, to include, but not limited to, recruitment, selection, promotion, assignment, training, evaluations, discipline, restructuring, workplace accommodations, and compensation to ensure consistency of application. Human Resources or designee will annually review all personnel policies and procedures to ensure compliance with EEO laws and present any recommendations for updating to the President. All employment related documents will be maintained in accordance with the university's Texas State Record Retention Schedule. 3. Definitions: 1. Unlawful Discrimination: Based upon a variety of statutes, both on the federal and state levels, unlawful discrimination may affect terms and conditions of the employment or the educational setting and is based upon P-18 Appendix 3 race, color, religion, sex, age, national origin, disability, or disabled veteran status. Applicable statutes include: Title VII of the Civil Rights Act of 1964, Civil Rights Act of 1991, Title IX of the Education Amendments of 1972, Age Discrimination in Employment Act, Americans with Disabilities Act, Section 504 of the Rehabilitation Act, Equal Pay Act, Immigration Reform and Control Act of 1986, and Article 5221k, V.T.C.S. The totality of the facts and circumstances will have a bearing on whether unlawful discrimination has occurred. 2. Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, even if carried out under the guise of humor, constitute sexual harassment when: 1. Submission to or tolerance of such conduct is made either explicitly or implicitly a term or condition of an individual's employment or education; or 2. Submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions (including admissions and hiring) affecting that individual; or 3. Such conduct has the purpose or effect of substantially interfering with an individual's academic or professional performance or creating an intimidating, hostile or offensive employment, educational or living environment The university will not tolerate sexual harassment of any employee or student by another employee, supervisor, or other person with whom an employee or student may have contact with as part of his or her duties. The totality of facts and circumstances in any given situation will have a bearing upon whether unlawful discrimination or sexual harassment has occurred. Required Equal Employment Opportunity (EEO) Training: The University is required by the Texas Labor Code 21.010 to provide training to each new employee on policies regarding discrimination and harassment no later than 30 days after the date of hire. In addition, supplemental training is required every two years. All employees will receive a copy of the University's Discrimination Complaint/Sexual Harassment Policy and procedures within 30 days of employment. A signed statement verifying attendance is required to be maintained in the employee's personnel file. Management and Supervisory Responsibilities: Vice Presidents, Deans, Directors and Department Chairs shall take appropriate steps to disseminate this policy statement and to inform employees and students of procedures for lodging complaints. Vice Presidents, Deans, Directors, and Department Chairs are required and students are urged to notify the Director of Human Resources, ADA Coordinator or the appropriate Dean, Director, or Department Chair for the area involved when they learn of an instance of unlawful discrimination or sexual harassment. P-19 Appendix 3 6. Employee Responsibilities and Student Responsibilities: While not required, all employees are urged to contact the Director of Human Resources or the appropriate Dean, Director, or Department Chair for the area involved when they learn of an instance of employee related unlawful discrimination or sexual harassment. Students are urged to contact the Director of Human Resources, ADA Coordinator or the appropriate Dean, Director, or Department Chair for the area involved regarding employee related unlawful discrimination or sexual harassment. Student to student infractions should be reported to the Office of Student Development. 7. Complaint Procedure: Employees may report a discrimination or sexual harassment complaint without fear of retaliation. All university employees are responsible for immediately reporting discrimination or sexual harassment complaints to the Director of Human Resources, or ADA Coordinator (as applicable), or may additionally be reported to a Vice President, Dean, Director or Department Chair for the area involved. Student to student complaints should be reported to the Judicial Officer, or the ADA Coordinator (if applicable). Complaints should be filed as soon as possible after any incident, but no later than 180 days from the incident involving unlawful discrimination or sexual harassment Complaints must be made in writing and signed by the individual submitting the complaint. While investigators will attempt to maintain as much confidentiality as possible, complete anonymity may give way to the University's obligation to investigate and take appropriate action. If a pattern of harassment appears to exist but no complainant files charges, the University may file a third-party charge against an individual. Such charges will be handled with as much care and control as any other complaint so as to avoid acting on rumor or unjustified accusation. 8. Investigative Process: 1. Employee Related Complaints Once a complaint has been brought to the attention of a Supervisor, Department Chair, or other individual in a management level position, that person must report the complaint to the Director of Human Resources as soon as possible. Every attempt should be made to keep the information confidential and restricted to only those who have an absolute need to know. As there may be more than one complainant in an unlawful discrimination or sexual harassment case, the term "complainant" as used herein shall refer to one or more complainants. The Dean or Director (or other appropriate administrator) for the area involved will normally begin the investigation of the charges within 10 working days from when it was received, not as a representative of the complainant, but as an impartial party. If the Director is the direct P-20 Appendix 3 supervisor of the accused, the Vice President will assign an alternative director from within their division so the investigator is not investigating his or her own department. The investigation shall normally be conducted within 45 working days thereafter the letter of finding will be forwarded to the Director of Human Resources and the General Counsel at the end of the investigation. Case complexity will vary and the termination of the investigation will depend on case circumstances; however, the investigation will commence within the designated time and will conclude under normal circumstances within 45 working days. It is incumbent upon the investigating official to document a reasonable justification for extending an investigation beyond 45 working days. Investigation of a complaint normally will include conferring with the parties involved and may proceed as necessary with examination of relevant documentation and interviews with other employees or students. Discretion should be exercised in determining which witnesses are indeed necessary to the investigation. The Dean or Director conducting the investigation may also consult with appropriate management personnel, including the Director of Human Resources, the ADA Coordinator, and the General Counsel for advice and guidance as applicable. After investigating the allegations, the Dean or Director will meet with the accused employee, provide the accused with the allegations and an opportunity to respond to the allegations. The investigator is responsible for responding to each allegation that the complainant has made. This response should be in the form of a memo describing the investigator's findings and conclusions. The memo summary should include a brief overview of the investigative process including the categories and numbers of individuals interviewed (excluding names), timelines, a summary of each allegation, a summary of the findings by the investigator, and a summary of the investigator's conclusions and recommendations. This memo should be addressed to both the complainant and the accused with copies provided to the appropriate Vice President, the General Counsel, and the Director of Human Resources. If the complainant or the accused are not satisfied with the results of the investigation as presented in the memo from the investigator, they may appeal in writing to the appropriate Vice President within 30 days of the date of the memo. If the complaint cannot be resolved to the satisfaction of all parties, the Dean or Director, working with the Director of Human Resources and the General Counsel, will make a recommendation, normally within 20 days of receipt of the complaint to the appropriate Vice President as to whether any disciplinary action should be taken. A summary of the case will be provided to the Vice President. Recommendations of the Dean or Director to the Vice President may include dismissing of the charges; warning, suspension or termination of the accused; allowing the parties to sign a written statement of agreement resolving the differences between them; counseling; or other appropriate disciplinary action. A general status P-21 Appendix 3 report of the investigation should be provided to the complainant and the accused upon completion of this investigative phase. 2. Student to Student Complaints: The Judicial Officer shall investigate student to student complaints and follow the timeframes described in the preceding guidelines for employees. If student discipline is recommended, the Rules of Procedure in Student Disciplinary Matters will guide the proceedings. Said rules are located on the SFA Web Page for student policies and procedures or may be obtained from the Office of Student Affairs. Informal and formal disposition procedures are outlined within the policy; and, it contains full due process procedures. 9. Review by the Appropriate Vice President for Employee Related Complaints: After the Vice President has offered to meet with the accused and if necessary, to meet with the complainant and witnesses, he/she will accept, modify or reject the recommendation of the Dean or Director. If the Vice President concludes that the charges are serious enough to require termination or suspension, the faculty member or staff member may be placed on a leave of absence with pay, pending a hearing by the review board and action by the President. The Vice President's review should generally be completed within 10 days from receipt of the matter, unless additional time is required in fairness to the parties. A general status report should be forwarded to the complainant and the accused at the conclusion of the Vice President's review. 10. Review by the Employee Discrimination Complaint Review Board: If the decision of the Vice President is not satisfactory to either party (complainant or accused), that individual(s) has 5 days in which to request a formal hearing of the Discrimination Complaint Review Board ("Review Board"). The request must be put in writing to the Vice President issuing the decision. The Review Board of three individuals will be selected from a panel of 20 pre selected faculty members and 20 pre-selected staff members to be appointed by the President. If the accused is a faculty member, the Review Board will be composed of at least two faculty members. If the accused is a staff member, the review board will be composed of at least two staff members. The complainant will select one member and the accused will select one member from the applicable panel. The two selected members will choose a third person from the panel. None of these individual review board members shall be from the department of the accused or the complainant (if applicable). These three individuals will comprise the Review Board and will elect a Chair from among themselves. The University President may remove any selected Review Board member if substantial proof of bias exists. The Chair of the Review Committee is responsible for coordinating the hearing. The complainant, the accused, and the University all have the right to be advised by counsel, but lawyers will not be allowed to conduct or participate in the P-22 Appendix 3 hearing. The day prior to the scheduled Review Committee hearing, each side shall submit a list of its witnesses and copies of its documentary evidence to the Chair. A list of witnesses and a summary list of the evidence will be provided to each side. The rest of the Review Committee will not receive the material until the time of the hearing. All materials presented must be maintained in a confidential manner by all parties involved. The Dean or Director who conducted the investigation will apprise the Review Board of the charges and will normally present all relevant evidence. Both parties will have an opportunity to respond to the charges and present evidence. Each party may make a 5 minute opening statement prior to presentation of the evidence. The burden will be on the complainant to prove by the greater weight of the credible evidence that the accused has committed an act of sexual harassment and/or unlawful discrimination. Cross examination of the witnesses is allowed by all parties. Each party may make a 5 minute closing statement. The Chair of the Review Board will conduct a fair hearing before the complainant and the accused and shall allow relevant witnesses and evidence from both parties. The hearing shall be closed to the public. The General Counsel may and/or the Director of Human Resources may be consulted in procedural matters of the review board and may be present at meetings. All information presented in the hearing is confidential and restricted to only those who have an absolute need to know. The Review Board will normally have 5 days after the completion of the hearing to summarize its findings and make a written recommendation to the President. 11. Review by the President for Employee Related Complaints: The President may accept, reject, or modify the decision of the Review Board and will have access to all evidence, both parties, and witnesses as deemed appropriate. In all instances except where a faculty member's tenure is revoked or a faculty member is being terminated during the term of their employment, the decision of the President is final. In cases where tenure is being revoked or a faculty member is being terminated during the term of employment, the case will be forwarded to the Board of Regents for a final determination. Pending action by the Board of Regents, the faculty or staff member may be suspended without pay and removed from the University or assigned to other duties with pay at the President's discretion. Final disposition of the case will be communicated to the accused employee and the complainant. 12. Employee Sanctions: 1. University imposed: University sanctions for violations of this policy may include any disciplinary action, up to and including termination of employment for faculty or staff. Such activities may be viewed as constituting moral turpitude or substantial neglect of academic responsibilities under the Faculty Handbook and a major work rule violation under the Staff Discipline and Discharge Policy. P-23 Appendix 3 2. Civil: Unlawful discrimination and sexual harassment are illegal under state and federal law. Official governmental investigations by the Equal Employment Opportunity Commission, the Texas Commission on Human Rights, and/or the Office of Civil Rights of the Department of Education may result in civil lawsuits against any person guilty of unlawful discrimination or sexual harassment. 3. Criminal: Sexual harassment by a public servant is a criminal offense under 39.02 of the Texas Penal Code. Depending on the severity of the acts, sexual harassment may also specifically include indecent exposure, public lewdness, assault, or sexual assault under Chapter 21 and 22 of the Texas Penal Code. 4. False charges may result in disciplinary action against the complainant by the University or civil charges against the complainant by the accused. An unsubstantiated charge is not considered "false" unless it is found to be made with the knowledge of it being false. 13. Student Sanctions: Disciplinary action for student to student related complaints may range from sensitivity counseling to suspension or dismissal. False charges may also result in disciplinary action. An unsubstantiated charge is not considered "false" unless it is found to be made with knowledge of it being false. 14. The Dean/Director (or other appropriate administrator) who investigated the complaint will be responsible for monitoring the circumstances surrounding the complaint to insure the situation has been remedied. 15. The Human Resources Director or designee will be responsible for maintaining a log of all formal complaints and the results of such complaints. Source of Authority: President Cross Reference: Faculty Handbook, Non-Academic Employee Handbook; 42 U.S.C. 2000e; 42 U.S.C 1981; 20 U.S.C 1681-1688; 29 U.S.C 621 etseq.; 29 U.S.C 794 et seq.; 29 U.S.C 206(d); 8 U.S.C 1101; Texas Labor Code Sec. 21.101 etseq.; Texas Penal Code, Sec. 39.02 Responsible for Implementation: President Contact for Revision: Director of Human Resources and General Counsel Forms: None P-24 Appendix 3 Distribution of Payroll (C-12) Original Implementation: Unpublished Last Revision: April 20, 200<\April 24, 2007 University employees are paid monthly or semi-monthly for work done in the previous month. Salaried employees are paid on the 1st of the month. Hourly employees are paid on the 1st and 15th of the month. If the 1st or 15th falls on a weekend or holiday, employees are paid on the first working day following the weekend or holiday. It is SFA's intent to pay all employees by direct deposit. Employees must complete a direct deposit authorization form, which is available in the payroll department of the Controller's Office. Direct deposits can be made electronically to any financial institution that accepts electronic transfers. It is the employee's responsibility to insure verify that their pay has been deposited into their account. If an employee has not authorized direct deposit, a payroll check will be produced. Payroll checks are released at the Business Office at 11:00 a.m. on paydays. Picture identification is required of each person picking up a payroll check. Release of payroll check to another person An employee wishing to have his/her payroll check released to another individual must provide that individual with signed authorization. The authorization must be presented to the Business Office, along with picture identification of both the employee and the person obtaining the check. The employee's identification must also include a sample of the employee's signature, which can be compared with the signed authorization (e.g., a state driver's license). Mailing of payroll check An employee wishing to have his/her payroll check mailed must provide a signed authorization and self-addressed stamped envelope to the Business Office. The check will be mailed on the payday. Source of Authority: Vice President for Business Affairs Cross Reference: None Responsible for Implementation: Vice President for Finance and Administration Contact for Revision: Controller Forms: NemDirect Deposit Authorization form, available in the Payroll Office P-25 Appendix 3 Educator Teacher Preparation fA-6) Original Implementation: September 1, 1987 Last Revision: July 25, 2002April 24, 2007 Since its establishment in 1923 as a teachers college, Stephen F. Austin State University has played a leading role in preparing professional personnel for the public schools of Texas. The preparation of highly competent teachers, principals, superintendents, and other school personnel to staff the schools of the State continues to be a major function of the University. TeacherEducvAov preparation is a University-wide function governed by policies developed by the Teacher Education Council. In developing and executing policies, the Council gives due consideration to relevant State and Federal law, to University Policies and Procedures, to recommendations from appropriate advisory committees, to guidelines of the Texas Higher Education Coordinating Board, to rules of the Texas Education Agency (TEA)/State Board for Educator Certification (SBEC), and to the program standards of the National Council for Accreditation of Teacher Education (NCATE) and its professional organization affiliates. Accreditation by SBEC and NCATE assures program quality. The Council review? proposals for changes in teaching field programs and in professional education programs to assure appropriate curricula. Also, it establishes criteria for program admission and retention and for recommendation for educator certification or licensing. The Council is chaired by the Dean of the College of Education and is composed of faculty members appointed by the Provost and Vice President for Academic Affairs from nominees submitted by the Dean of Education after consultation with the deans of other colleges offering the various teaching fields. Other members of the Council include the Associate Dean of Education, who serves as Council Secretary, and two representatives of the Texas Student Education Association appointed by its president. Source of Authority: Texas Education Code, Title II, Sub Title D, Chapter 21, Subchaptor B, soc 21.011, President, Provost and Vice President for Academic Affairs Cross Reference: General Bulletin, Graduate Bulletin, Texas Education Code, Title II, Sub Title D, Chapter 21, Subchapter B, sec. 21.044 Responsible for Implementation: Provost and Vice President for Academic Affairs Contact for Revision: Provost and Vice President for Academic Affairs Forms: None P-26 Appendix 3 Employee Enrolling for Courses (E-16) Original Implementation: Unpublished Last Revision: April 20, 200<\April 24, 2007 If departmental workloads permit, full-time employees may take one course per semester of either three or four semester credit hours during working hours. Approval of the employee's supervisor must be obtained in advance, and arrangements must be made with the supervisor to schedule make-up time for work missed. Exceptions to this policy will be considered, but approval must be obtained in writing from the employee's supervisor and the appropriate vice president. Source of Authority: Vice President for Business Affairs Cross Reference: Non-Academic Employee Handbook Responsible for Implementation: Vice President for Finance and Administration Contact for Revision: Vice President for Business AffairsFinance and Administration Forms: None P-27 Appendix 3 Family and Medical Leave (E-58) Original Implementation: August 5, 1993 Last Revision: April 28, 2005April 24, 2007 Employees are eligible to take up to twelve (12) weeks of family/medical leave within any 12 month period and be restored to the same or an equivalent position upon return from leave, provided that the employee has worked for the State of Texas for at least twelve (12) continuous months and for at least 1,250 hours within thate previous twelve (12) month period. Leave without pay may begin after all available applicable paid leave has been exhausted and will be included in the twelve (12) weeks of Family and Medical Leave Act (FMLA). Applicable Sick Leave Pool benefits and leave resulting from Workers' Compensation claims (See Workers Compensation Coverage Policy E-55 for more details) will be included in the twelve (12) week period. For purposes of the FMLA, a rolling twelve (12) month period will be measured backward from the date leave begins. Reasons For Family/Medical Leave: Eligible faculty and staff may take family/medical leave for any of the following reasons: 1. the birth of a child and in order to care for such child; 2. the placement of a child with the employee for adoption or foster care; 3. to care for a spouse, son, daughter, or parent with a serious health condition; or, 4. because of the employee's own serious health condition which renders the employee unable to perform the job functions essential to the employee's position. Leave because of reasons (1) or (2) must be completed within the twelve (12) month period beginning on the date of birth or placement. An employee is allowed to use sick leave for the period of time that is certified by the physician to recover from childbirth. While an employee may take additional time off under FMLA (including annual leave, or leave without pay), the employee may not use sick leave for this additional time unless the employee or the infant is actually sick. In addition, spouses, employed by Stephen F. Austin State University who request leave because of reasons (1) or (2) or to care for an ill parent may only take a combined total of twelve (12) weeks during any twelve (12) month period. Employees with less than 12 months of state service and/or less than 1,250 hours of work in the 12 months immediately preceding the start of leave are entitled to a parental leave of absence, not to exceed 12 weeks (480 hours), if the employee uses all available and appropriate paid vacation and sick leave while taking the parental leave. Such parental leave may only be taken for the birth of a natural child or the adoption or foster care placement with the employee of a child under three years of age. The leave period begins with the date of birth or the adoption or foster care placement. P-28 Appendix 3 Sick leave may be used in conjunction with FMLA leave when a child under the age of three is adopted regardless of whether the child is actually sick at the time of adoption. Furthermore, an employee, who is the father of a child, may use his sick leave in conjunction with the child's birth only if the child is actually ill, or to care for his spouse while she is recovering from labor and delivery. Notice of Leave: If the need for family/medical leave is foreseeable, the employee must give thirty (30) days prior written notice. If this is not possible, the employee must give notice within one to two working days of learning of the need for leave or as soon as practicable. Failure to provide such notice may be grounds for delay of leave. Where the need for leave is not foreseeable, the employee is expected to notify the supervisor and Human Resources within 1 to 2 working days of learning of the need for leave, except in extraordinary circumstances. Requests for Family/Medical Leave forms are available from Human Resources. Employees should use these forms when requesting leave. Medical Certification: If an employee is requesting leave because of their own or a covered relation's serious health condition, the employee and the relevant health care provider must supply appropriate medical certification. Medical Certification Forms may be obtained from Human Resources. The form must be returned to the Director of Human Resources within fifteen (15) days after the date leave is requested. Failure to provide requested medical certification in a timely manner may result in denial of leave until the certification is provided. The University, at its expense, may require an examination by a second health care provider designated by the University. If the second health care provider's opinion conflicts with the original medical certification, the University, at its expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion. The University may require subsequent medical re-certification on a reasonable basis. Reporting While On Leave: If an employee takes FMLA because of a personal serious health condition or to care for a covered relation, the employee must contact the supervisor at least once each week, or as often as requested by the supervisor, regarding the status of the condition and the intention to return to work. The supervisor is responsible for reporting this information to the Director of Human Resources. Additionally, you are required to call Human Resources on the 1st and 3rd Monday of each month during your leave to report your leave and/or return to work status. Leave Is Unpaid: Family/medical leave is unpaid leave after applicable vacation leave and sick leave have been exhausted. Employees may apply for sick leave from the Sick Leave Pool which, if approved, will be included within the FMLA period. Employees may be eligible for short or long-term disability payments and/or workers' compensation benefits under the provisions of those plans. This leave time will also be included in the twelve (12) week period of FMLA. The use of paid leave time does not extend the twelve (12) week leave period. Medical And Other Benefits: During an approved family/medical leave, the University will maintain the State contribution for the employee's health benefits as if the employee P-29 Appendix 3 continues to be actively employed. During periods of paid FMLA leave the University will deduct the employee's portion of the insurance premiums as a regular payroll deduction. If the employee's FMLA leave is unpaid, the employee portion of the premium must be paid by the employee through the Benefits Manager in Human Resources. The employee's insurance coverage will cease if the premium payment is more than thirty (30) days late. If the employee elects not to return to work at the end of the FMLA leave period, the employee will be required to reimburse the University for the cost of the premiums paid by the University for maintaining coverage during the leave, unless the employee cannot return to work because of a serious health condition or other circumstances beyond the employee's control. An employee on FMLA is not entitled to accrue state service credit for any full calendar months of leave without pay taken while on FMLA and does not accrue vacation or sick leave for such months of leave without pay. Intermittent And Reduced Schedule Leave: Leave because of a serious health condition may be taken intermittently (in separate blocks of time due to a single health condition) or on a reduced leave schedule (reducing the usual number of hours worked per work week or work day), if medically necessary. A reduced schedule is subject to availability depending on the business need of the department or the University. If leave is unpaid, the University will reduce the employee's salary based on the amount of time actually worked. In addition, while the employee is on an intermittent leave or reduced schedule, the University may temporarily transfer the employee to an alternative position which better accommodates recurring leave and which has equivalent pay and benefits. Returning From Leave: If the employee takes leave because of a personal serious health condition, the employee is required to provide medical certification that the employee is fit to resume work. Return to Work Medical Certification Forms (Attachment C) may be obtained from Human Resources. Employees failing to provide the Return to Work Medical Certification Form will not be permitted to resume work until it is provided. Extended Leave For Serious Health Conditions: Leave taken because of the employee's personal serious health condition may be extended on a month-to-month basis for a maximum of an additional twelve (12) weeks upon: (1) written request to the University; (2) proof that the serious health condition has continued; and, (3) approval by the University, subject to the department's business needs. If the employee does not return to work on the originally scheduled return date nor request in advance an extension of the agreed upon leave with appropriate documentation, the employee will be deemed to have voluntarily terminated employment with the University. If the employee requests an extension of leave beyond the initial twelve (12) week period, he/she must submit medical certification of continued serious health condition in advance for each month of extended leave. Reinstatement is not guaranteed on an extended leave and will depend on University needs. If the employee's cumulative leave for any reason extends beyond twenty-four (24) weeks in any two-year period, the employee automatically will be deemed terminated, but may be entitled to disability payments in accordance with the University's disability insurance and/or workers' compensation plans, if applicable. P-30 Appendix 3 Definitions: For the purpose of this policy, the following definitions apply. Applicable Paid Leave - Sick leave and vacation accruals. Spouse - Those recognized as spouses by the State of Texas. Parent - Parent includes biological parents and individuals who acted as the employee's parents, but does not include parents-in-law. Son or Daughter - Son or daughter, legally recognized, includes biological, adopted, foster children, stepchildren, and legal wards, who are under eighteen (18) years of ago but incapable of caring for themselvos.are under eighteen (18) years of age or eighteen (18) years of age or older and incapable of self care because of mental or physical disability. Serious Health Condition - A serious health condition means any illness, injury, impairment, or physical or mental condition that involves: (1) any incapacity or treatment in connection with inpatient care; (2) an incapacity requiring absence of more than three calendar days and continuing treatment by a health care provider; or, (3) continuing treatment by a health care provider of a chronic or long-term condition that is incurable or will likely result in incapacity of more than three days if not treated. Continuing Treatment - Continuing treatment means: (1) two or more treatments by a health care provider; (2) two or more treatments by a provider of health care services (i.e., physical therapist) on referral by or under orders of a health care provider; (3) at least one treatment by a health care provider which results in a regimen of continuing treatment under the supervision of the health care provider (i.e., a program of medication or therapy); or, (4) under the supervision of, although not actively treated by, a health care provider for a serious long-term or chronic condition or disability which cannot be cured (i.e., Alzheimer's or severe stroke). Health Care Provider - Health care provider includes: licensed medical (MD) and osteopathic (OD) doctors, podiatrists, dentists, clinical psychologists, optometrists, chiropractors authorized to practice in the State, nurse practitioners and nurse-midwives authorized under State law, and Christian Science practitioners. "Needed To Care For" - "Needed to care for" a family member encompasses: (1) physical and psychological care; and, (2) where the employee is needed to fill in for others providing care or to arrange for third party care of the family member. "Unable To Perform The Functions Of The Employee's Job" - The phrase "unable to perform the functions of the employee's job" means an employee is (1) unable to work at all; or, (2) unable to perform any of the essential functions of their position. The term "essential functions" is borrowed from the Americans with Disabilities Act (ADA) to mean "the fundamental job duties of the employment position," and does not include the marginal functions of the position. P-31 Appendix 3 Source of Authority: United States Department of Labor, Title 29, Part 825, Code of Federal Regulations, The Family and Medical Leave Act of 1993; Texas Government Code Sec. 661.912 Cross Reference: Neae United States Department of Labor, Title 29, Part 825, Code of Federal Regulations, The Family and Medical Leave Act of 1993; Texas Government Code Sec. 661.912 Responsible for Implementation: Vice President for Finance and Administration Contact for Revision: Director of Human Resources and General Counsel Forms: Family/Medical Leave Request for Leave Form, Certification of Physician or Practitioner Form, Family/Medical Leave Return to Work Medical Certification Form P-32 Appendix 3 Final Examinations (A-19) Original Implementation: June 16, 1982 Last Revision: April 22, 2003Apri! 24, 2007 Faculty members conducting classes shall adhere to the official schedule for administering final examinations published in the Schedule of Classes and distributed to the faculty by the Provost and Vice President for Academic Affairs. Final examinations for any course not listed in the Schedule of Classes, including but not limited to distance education courses, internet courses, evening or weekend courses, should be scheduled in consideration of resource availability. No final examination may be administered after 5 pm on the last day of the semester. Exceptions may be made by the appropriate academic dean. Source of Authority: Provost and Vice President for Academic Affairs Cross Reference: Faculty Handbook Responsible for Implementation: Provost and Vice President for Academic Affairs Contact for Revision: Provost and Vice President for Academic Affairs Forms: None P-33 Appendix 3 Gifts, Loans, Endowments, and Bequests (C-16) Original Implementation: July 18, 1981 Last Revision: October 19, 2006April 24, 2007 Authority to accept gifts, loans, endowments and bequests made to Stephen F. Austin State University is vested in the President of the University by the Board of Regents. Gifts, loans, endowments and bequests to any entity of the University should be reported through normal administrative channels. The President of the University has been authorized to accept gifts under the following conditions: 1. A gift, loan, endowment or bequest which may require commitment of funds, personnel, space or other resources shall be approved by the President prior to any commitment of action on behalf of the University. 2. The University is authorized, with prior approval of the President and ratification by the Board of Regents, to accept gifts or devises of real property for the establishment of scholarships, professorships and other trusts for educational purposes provided such property will not require appropriations by the Legislature for operation, maintenance, repair or construction of buildings. 3. Privacy of donor identity may be granted by the University with the exceptions noted by the Open Records Act or the Internal Revenue Service when public recognition is not desired by the donor. The terms under which any loan, endowment or bequest is offered and accepted shall be provided in a written agreement between the donor and the University. The General Counsel of the University shall review any bequests made to the University prior to acceptance by the President. All original deeds of trust, wills, endowments, original records, etc., should be forwarded to the Vice President for University Advancement for safekeeping. The Vice President for University Advancement is the primary source of contact with people in the private sector for purposes of soliciting private funds. No individual or company may be solicited for any gift, loan, endowment, or bequest by any member of the faculty or staff of the University until that individual has presented the Vice President for University Advancement with a copy of the proposal or request for funds. Research grants or performance contracts which are privately funded are administered through the Office of Research Services, and are not under the provisions of this policy. Acknowledgment of Gifts In order to insure accurate recording of all private support for the institution and to properly acknowledge private donors' gifts, the Vice President for University Advancement will coordinate the acknowledgment of gifts. P-34 Appendix 3 Use of Gifts, Loans, Endowments and Bequests Gifts, loans, endowments and bequests made to Stephen F. Austin State University shall be used for the purpose designated by the donor. If a purpose is not specified by the donor, and the amount of the gift is $50,000 or more, utilization shall be as directed by the Board of Regents after consideration of recommendations by the President and the Vice President for University Advancement. If a purpose is not designated, and the amount of the gift is less than $50,000, utilization shall be as directed and approved by the President of the University. Gifts received by the University and made payable to the Stephen F. Austin State University Foundation, Incorporated, should be forwarded to the Office of Development for transfer and deposit to the Foundation. No gifts or bequests to the University may be transferred to the Stephen F. Austin State University Foundation, Inc., the Stephen F. Austin State University Alumni Association, Inc., or the Stephen F. Austin Alumni Foundation, Inc. unless the transfer of funds is approved in writing by the donor and the University President. In such cases the recipient shall use the funds in accordance with instructions given by the donor and the University President. An account of all letters of written permission by donors and transfers of gifts and bequests shall be kept by the University and shall be reported to the State Auditor, without petitioning a court of competent jurisdiction, as outlined under state law. Funds gifted to the University for a restricted purpose are considered a charitable trust. Legal title to such funds cannot be transferred to other entities, except as noted above. Under the authority of the Board of Regents, the President of Stephen F. Austin State University is empowered to negotiate and execute the sale of marketable securities donated to the University when such sale is directed or allowed by the donor of said securities. The proceeds of such sale shall be promptly deposited into a University account, to be used as indicated by the donor, and the details of the sale shall be reported to the Board of Regents at its next regular meeting. All in-kind or real estate gifts would require specific approval by the Board of Regents for liquidation to a University cash account. Restrictions on the expenditure of gift funds generally reside within the following three criteria: 1. A gift must be expended in accordance with the donor's wishes. 2. The expenditure of the gift funds must be for the demonstrable good of the institution. 3. The expenditure must provide no private gain to either the donor or the person controlling the expenditure of the funds. The use of gift funds must meet all three criteria collectively. Some specific examples of expenditures from unrestricted gifts that may be for the demonstrable good of the institution, without private gain for the individual expending the funds, are as follows: P-35 Appendix 3 1. awards that recognize or promote faculty development, excellence in teaching, academic achievement, athletic achievement, scholarship, or service; 2. costs related to the promotion of the communication of intellectual ideas among students, faculty, staff and administrators of the University; 3. support of student events and activities sponsored by the University; 4. the recruitment of highly qualified students, faculty and staff; 5. costs related to the promotion of the exchange of ideas with community leaders regarding the role of the University and its programs in the community; 6. costs related to the conduct of accrediting agency visits, visits by other officials from other institutions or representatives outside higher education; 7. costs related to the support of continuing education activities. Examples of expenditures which may not meet the criteria established are as follows: 1. any expenditure that violates the restriction placed on the gift by the donor; 2. the procurement of private property for the personal, unofficial use of any faculty or staff member; 3. donations or other payments to a political party; 4. any other expenditure expressly prohibited by state statute. Questions concerning an expenditure meeting these criteria should be referred to the Vice President for University Advancement. Real or personal property acquired through gifts, loans, endowments or bequests is subject to the same management requirements as other State property. Disposal of any property acquired through gifts, loans, endowments or bequests shall be handled in accordance with State law and applicable University policies and procedures. Property acquired through gifts, loans, endowment or bequest can not be disposed of, sold, or transferred without written permission from the Vice President for University Advancement and the President. Publicity The Vice President for University Advancement, in coordination with the faculty/staff contact person, the donor, and the Office of Public Affairs, is responsible for coordinating all publicity related to gifts. Matching Gifts Certain foundations and companies provide gifts to the University which match contributions made by their employees. For tax purposes, certification is required from the University that the gift of the employee has been received. The matching gift forms, which certify receipt of the gift, require the signature of the Vice President for Finance and Administration or the Vice President for University Advancement or the President. P-36 Appendix 3 Foundation Support The Office of Development has the responsibility of performing certain support functions for the Stephen F. Austin State University Foundation, Inc. This includes receiving, receipting, acknowledging, and reporting gifts received by the Foundation, as provided in the Agreement between Stephen F. Austin State University and the Stephen F. Austin State University Foundation, Inc. Library Unrestricted gifts of books and other library related materials to Stephen F. Austin State University, not to include equipment such as tape recorders, etc., will not require the usual approval process as authorized in this policy. Definitions: 1. Gift. A gift includes the gratuitous transfer of cash, cash equivalents such as securities and negotiable instruments, and real or personal property which generates income or may be sold for cash, for the purpose of enhancing the • university and its programs, without expectation of specific benefit by the donor. 2. Loan. Real or personal property furnished for the temporary use of the University. 3. Endowment. An endowment is comprised of a gift, in which the donors have stipulated that the principal must be invested and only the income used to fund a project or need. The principal remains intact in perpetuity, thereby continuing to generate income to be used by the university. Endowment funds are classified into four different categories: Sa. Permanent Endowments. These endowments are sometimes referred to as "true" or "pure" endowments and are assets designated by the donor to be held in perpetuity. If specifically stated in writing by the donor, ffhe corpus assets of this category of endowments may never be spent and income derived must be expended in accordance with the written terms and conditions established by the donor and the university. Otherwise, the governing board may appropriate for expenditure, for the uses and purposes for which the fund is established, the net appropriationappreciation, realized and unrealized, in the fair market value of the assets of an endowment fund over the historic dollar value of the fund to the extent allowed under the University Management of Institutional Funds Act or other applicable law. &b. Term Endowment. In this category of endowments, the donor has specified that following a particular date or event, the assets of the endowment may be expended in accordance with the terms and conditions as specified. Until the passage of the specific date or event, this type of endowment will operate in a manner similar to the permanent endowment with the income used in accordance with the written terms and conditions established by the donor and the university. P-37 Appendix 3 -Be. Quasi-Endowments or Quasi-Funds. The Board of Regents may, with formal action, set aside certain institutional funds to be maintained as endowments. The formal action by the Board of Regents will specify the use of the assets and income derived, and set other terms and conditions relating to the fund. The Board of Regents may, with formal action, change the terms and conditions of the endowment including cessation of the endowment and the return of the assets to the original source of funding, or change the use or purpose as may be appropriate and authorized by law. ■Ek/. Funds Held in Trust by Others. Some donors may choose to make income from endowment-type funds available to the university, but will leave the possession of the assets in trust with a third party. In this case, the endowment is not recorded as an asset of the university. In accordance with the Generally Accepted Accounting Principles (GAAP), the existence of the trust must be disclosed in the notes to the university's financial statements. A minimum gift of $10,000 shall be required to establish any endowment. An endowment can be initiated with an amount less than the stated minimum with the understanding that all future gifts and all income must become part of the endowment to assist in bringing the endowment assets to the $10,000 level, and if after five years from the date of the original gift, the value of the assets has not reached $10,000, the endowment may cease and the existing assets of the fund shall be transferred to a separately established Restricted Fund and expended consistent with the terms and conditions of the original gift. Specific minimum endowment levels for academic positions are established as follows: $1,000,000 - Endowed Chair or equivalent title, depending upon the area; $250,000 - Endowed Distinguished Professorship or equivalent title, depending upon the area; and $100,000 - Endowed Professorship or equivalent title, depending upon the area. Source of Authority: Board of Regents, President Cross Reference: None Texas Education Code Chapters 101 & 95.34, Chapter 51, Subchapter A; Uniform Management of Institutional Funds Act, Texas Property Code, Chapter 163; Texas Public Funds Investment Act, Texas Government Code, Chapter 2256; Uniform Prudent Investor Act, Texas Property Code Chapter 117 Responsible for Implementation: Vice President for University Advancement Contact for Revision: Vice President for University Advancement Forms: None P-38 Appendix 3 Grievance and Appeals (E-25N) Original Implementation: Unpublished Last Revision: April 20, 2004April 24, 2007 It is the policy of the University to seek fair and equitable solutions to grievances arising from the employment relationship. This policy applies to all non-academic staff employees. Grievances have been divided into two categories. A five-step grievance procedure for Category I grievances has been established to assure prompt and thorough consideration of employee grievances and to ensure due process of law. A shorter two-step procedure is provided for Category II grievances. Category I grievances consist of disciplinary actions resulting in involuntary terminations, demotions, decreases in salary, or suspensions without pay and in allegations of discrimination prohibited by law. Category II grievances consist of issues pertaining to wages, hours, working conditions, performance evaluations, merit raises, job assignments, interpretation of the official personnel or administrative policies of the University as applied to the grievant, oral or written reprimands, or similar matters involving management decisions concerning the grievant. Each employee may, without prejudice or fear of retaliation, express his/her grievance through the channels outlined in this procedure with the assurance of timely and thorough consideration. Each employee is assured freedom from interference, coercion, discrimination and reprisal in filing grievances. No substantive action results from action not taken within the specified time periods. These time periods are intended as aids to the execution of the grievance. The failure of the employee to process the grievance in a timely manner to the next level may constitute a withdrawal of the grievance. The failure of supervisory or administrative personnel to timely respond to a grievance may constitute authorization for the employee to process the grievance to the next step. 1. Category I Grievances a. Each grievance shall be submitted in writing using the grievance form. A written grievance shall contain a clear and concise statement of the grievance which refers to the applicable policy alleged to have been violated, the date the incident took place, the issue involved and the specific relief sought by the grievant. The grievance should include any additional information to be considered in its support. Once a grievance has been submitted in writing, it may not be changed or amended after the expiration of the ten (10) day period set out in Step One of the Grievance Procedure. b. All matters pertaining to a grievance shall be treated as part of the official personnel file of the grievant. P-39 Appendix 3 c. A probationary employee may not file a grievance under Category I unless: (a) the action involves allegations of a health or safety hazard; or (b) the action involves allegations of unlawful discrimination or of a violation of constitutional rights. When a grievance involves alleged retaliation for the exercise of constitutional rights or discrimination prohibited by law, the burden of proof is upon the grievant to establish by a preponderance of the evidence that the decision or action placed in question by the grievance was intended to discriminate against the grievant or that the decision or action was intended as retaliation for the lawful exercise of constitutional rights by the grievant. d. The grievant may present his/her grievance individually, through legal counsel or through a representative of an organization that does not claim the right to strike. Fees or charges (if any) to the grievant for such representation must be paid by the grievant since University monies are not authorized for such use. The Director of Human Resources has the obligation to assist the grievant, upon request, by explaining this grievance procedure in detail. e. Procedure for Category I Grievances Step One (First-Line Supervisor). The grievant shall use the grievance form to present the grievance in writing to the first-line supervisor within ten (10) working days from the date of the alleged action or condition giving rise to the grievance. A copy of the grievance shall be sent to the Director of Human Resources by the first-line supervisor. Within five (5) working days, the supervisor shall inform the grievant of the decision in writing. A copy of the decision shall be sent to the Director of Human Resources. Step Two (Department Chair or Administrative Equivalent). Grievances not satisfactorily resolved in Step One may be appealed by the employee in writing to the employee's department chair or administrative equivalent. The appeal must be made within five (5) working days following the date of the first-line supervisor's decision in Step One. Within five (5) working days, the department chairman shall inform the grievant of the decision in writing. Copies of the decision shall be sent to: (1) the first-line supervisor; and (2) the Director of Human Resources. Step Three (Dean or Director). Grievances not satisfactorily resolved in Step Two may be appealed in writing to the appropriate dean or director. The appeal must be made within five (5) working days following the date of the Step Two decision. Within five (5) working days, the dean or director shall inform the grievant of the decision in writing. Copies of the decision shall be sent to: (1) the department chair or administrative equivalent; and (2) the Director of Human Resources. Step Four (Vice President). G |
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