University Governance

Task Force on the Handbook for Faculty and Other Unclassified Staff

 

University Handbook: Final Draft for Task Force Approval

University of Kansas, Lawrence Kansas

February 16, 2009

 

Preface

 

This Handbook provides information about the structure and policies that govern the faculty and staff of the University on the main campus in Lawrence, Kansas (and units considered part of the main campus). It serves both as an introduction to the University for new faculty and staff, and as a gateway to important policies and procedures affecting activities on the Lawrence campus. The Handbook is not itself a source of policy and does not create a contract between the University of Kansas and its employees.  In cases of inconsistency between the Handbook and official policies, the official policy is controlling. When policy issues arise, faculty, staff, and students should always refer to the official policy. Whenever possible the Handbook provides links to the policies it describes, if the document is posted on the Internet.

 

Introduction

 

As the flagship public university of the State of Kansas, the University of Kansas is a center for learning, research, and creative endeavor. The University strives for excellence in furtherance of its integrated mission of teaching, scholarship, and service, guided by principles of academic freedom and integrity, open inquiry and discussion, and respect for diversity of views and backgrounds. The faculty and staff of the University have primary responsibility for implementing its mission, led by the Chancellor, the Provost and Executive Vice Chancellor (the Provost), and other administrative and governance leaders.

 

Faculty and staff are affected by policies and procedures that derive from various sources. The University is a state agency subject to and bound by the Constitutions of the United States and of the State of Kansas, including basic principles of due process and equal protection of the laws; freedom of religion, speech, and expression; and other rights protected by those constitutions against state interference. In addition, many administrative procedures and other statutory and regulatory requirements for state agencies apply to the University. The University also is under the jurisdiction of the Kansas Board of Regents and subject to its rules and regulations. Within the University, university-wide policies are expressed in rules and regulations or other policy documents, and each unit has its own policies on many matters. It is the responsibility of faculty and staff to know and understand these policies.

 

Major Policies Affecting University Faculty and Staff

     

    Part I: University Organization

     

    A.        The Kansas Board of Regents

     

    The Kansas Board of Regents oversees higher education in the State of Kansas . It has jurisdiction over the state’s six public universities, along with nineteen community colleges, five technical colleges, six technical schools and a municipal university (Washburn). The Board has nine members who serve overlapping four-year terms, appointed by the Governor with the consent of the Senate. The President and Chief Executive Officer and a professional staff assist the Board, which is also guided by the chief executives and chief academic officers of the Regents institutions. Regents’ policies, which address a variety of academic and personnel matters affecting faculty and staff at the University, can be found in the Board of Regents Policy Manual. Regents’ policies are binding on the University.

     

          Policies and Resources Related to the Board of Regents

     

    ·         Kansas Board of Regents

    ·         Board of Regents Policy Manual

     

    B.        Central Administration

     

    The administrative structure of the University and of the Lawrence Campus, which may change from time to time, is summarized here.  

     

    The chief executive of the University is the Chancellor, who has legal authority and responsibility for directing the University, including final authority regarding all personnel decisions within the University.  The Chancellor is named by and serves at the pleasure of the Board of Regents.

     

    The principal administrative officers reporting to the Chancellor are (1) the Provost and Executive Vice Chancellor of the Lawrence Campus and (2) the Executive Vice Chancellor and Executive Dean of the Medical School of the Medical Center , who direct the internal affairs of their respective campuses and assist the Chancellor in overseeing the fulfillment of the University’s mission. Other administrative officials reporting directly to the Chancellor include the Chief Business & Financial Planning Officer, the Director of Athletics, the University Architect & Special Assistant to the Chancellor, the University Director of Internal Audit, the University General Counsel, the Director of the Dole Institute of Politics, the Office of Government Relations (including the Directors of State and Federal Relations), and the Director of University Communications.

     

    Other senior administrators report to the Provost. The responsibilities of the seven Vice Provosts are focused on the Lawrence campus and organized along functional lines:

     

    ·         The Senior Vice Provost for Scholarly Support is responsible for the development and implementation of policies related to scholarly support, such as space allocation and faculty start-up packages.  The Senior Vice Provost oversees the offices of Facilities Operations, Design and Construction Management, Parking and Transit, Public Safety, Instructional Development and Support, Environment, Health and Safety, and the Center for Sustainability.

    ·         The Vice Provost for Academic Affairs is responsible for policy development, undergraduate program development, coordination of the curriculum, undergraduate assessment, and fostering the involvement of undergraduates in research and international education.  The Vice Provost has oversight of Human Resources and Equal Opportunity, Continuing Education, International Programs, the Center for Service Learning, and the Privacy Officer.

    ·         The Vice Provost for Faculty Development has primary responsibilities in the areas of faculty policy issues, faculty evaluation, and faculty and administrator development initiatives and has direct oversight of the Center for Teaching Excellence and the Spencer Museum of Art.

    ·         The Vice Provost for Finance is responsible for managing the budget and other fiscal affairs of the Lawrence campus, and oversees Budget Management and Fiscal Services and the Office of the Comptroller.

    ·         The Vice Provost for Information Services and Chief Information Officer has responsibilities for the information infrastructure of the University, including the University Libraries, administrative and academic computing, networking and telecommunications, and mail services.

    ·         The Vice Provost for Research and Graduate Studies oversees the Office of Graduate Studies and a number of research centers, surveys, and laboratories described in greater detail below.  The Vice Provost has primary responsibility for the University of Kansas Center for Research, Inc. (KUCR).

    ·         The Vice Provost for Student Success oversees services and programs that support the academic and personal success of KU students.

     

    The Vice Chancellor and Dean of the Edwards Campus, who also reports directly to the Provost, serves as the chief academic and chief executive officer for that campus, which is located in Overland Park, Kansas, and serves the greater Kansas City community.

     

          General Information About University Organization

     

    ·         University Leadership Page

    ·         Organizational Chart

     

          University Administrative Offices

     

    ·         Office of the Chancellor

    ·         Office of the Provost and Executive Vice Chancellor of the Lawrence Campus

    ·         Office of the Executive Vice Chancellor and Executive Dean of the Medical School of the Medical Center

    ·         Vice Provosts

    ·         Internal Audit

    ·         University General Counsel

    ·         Office of Government Relations

    ·         University Communications.

    ·         Kansas University Center for Research, Inc.

    ·         Vice Chancellor and Dean of the Edwards Campus

     

    C.        Academic Units and Other Entities

     

    The University includes a variety of administrative units, including instructional, research, and other units.

     

    1.  Instructional and Academic Units – There are ten primary instructional units on the Lawrence campus—the College of Liberal Arts and Sciences and nine professional schools: The College of Liberal Arts and Sciences (the College), School of Architecture and Urban Planning, School of Business, School of Education, the School of Engineering, School of Fine Arts, William Allen White School of Journalism and Mass Communications, School of Law, School of Pharmacy, and School of Social Welfare.  The College and the professional schools have primary responsibility for establishing academic standards and degree requirements for their respective programs.  (See Part IV.B of this Handbook)

     

    The chief administrator of the College and each school is a dean, who is appointed by and serves in that capacity at the pleasure of the Provost. Academic departments are headed by chairs and academic programs are headed by directors, who are appointed by and serve in that capacity at the pleasure of the dean of the College or school pursuant to procedures developed by the department or program.  The appointment and evaluation of deans and department chairs and program directors is discussed in Part II.A of this Handbook.

     

                The Office of Graduate Studies oversees post-baccalaureate programs for the College and the professional schools, except for the Master of Social Work (M.S.W.) in the School of Social Welfare and degree programs in the Law School .  The chief administrator of Graduate Studies is the Associate Vice Provost and Dean of Graduate Studies, who is appointed by and serves at the pleasure of the Vice Provost for Research and Graduate Studies.

     

    Instructional and Academic Units

     

    ·        College of Liberal Arts and Sciences

    ·        Graduate Studies

    ·        School of Architecture and Urban Planning

    ·        School of Business

    ·        School of Education

    ·        School of Engineering

    ·        School of Fine Arts

    ·        School of Law

    ·        School of Pharmacy

    ·        School of Social Welfare

    ·        William Allen White School of Journalism and Mass Communications

     

    2.  Research Units – There are also a number of research units on the Lawrence campus (generally under the supervision of the Vice Provost for Research and Graduate Studies).  Some of the more important units include the Kansas Geological and Biological Surveys, eight University research centers and institutes (the Biodiversity Institute, the Bioengineering Research Center, the Center for Environmentally Beneficial Catalysis, the Center for Research on Learning, the Higuchi Biosciences Center, the Information and Telecommunication Technology Center, the Institute for Policy and Social Research, the Hall Center for the Humanities, and the Schiefelbusch Institute for Life Span Studies), three affiliated centers (the Biotechnology Innovation and Optimization Center, the Tertiary Oil Recovery Project, and the Transportation Research Institute), the Animal Care Unit, and a number of core service laboratories.  In addition, the Center for Remote Sensing of Ice Sheets is a federally funded research center that does not report to Vice Provost for Research and Graduate Studies.

     

    Research Units

       

     

    3.  Other Entities – A number of other entities assist the University in fulfilling its mission.  The University of Kansas Center for Research, Inc. (KUCR) is a non-profit corporation that is the designated agent for the University in contractual and related matters involving scholarship, including externally funded research and the development of patents and copyrightable software. Continuing Education, headed by an Executive Director, includes a number of units that provide professional training, University coursework via distance education, and workforce development for adult learners, including the Kansas Law Enforcement Training Center, the Kansas Fire and Rescue Training Institute, and the KU Public Management Center. There are four affiliated corporations, funded solely or primarily by monies other than state funds, whose purpose is to enhance or support the mission and activities of the institution.  They are the Kansas University Alumni Association, Kansas Athletics, Inc., the Kansas University Endowment Association, and the University of Kansas Memorial Corporation, which operates the Kansas and Burge Unions.

     

    Other Entities

     

     

    D.          University Governance

     

    The University has a long tradition of shared governance in which faculty, staff, and students take an active role in the development of University policies. Pursuant to the Governance Charter, approved by the Board of Regents on March 20, 1969, the Faculty Senate, the Student Senate, the Unclassified Senate, and the University Support Staff Senate function cooperatively under the umbrella of the University Senate, while retaining distinctive responsibilities in relation to their respective constituencies. The structure, functions, and authority of governance bodies are set forth in the University Senate Code (USC). Further information on University governance, including a governance flow chart, can be found on the governance website.  The University and Faculty Senates are described here; further information on the Student Senate, the Unclassified Senate, and the University Support Staff Senate is available on their respective websites.

     

    The University Senate includes all members of the Faculty Senate and representatives from each of the other constituent senates. It is led by the University Senate President, who also serves as Chair of the University Senate Executive Committee, commonly known as SenEx. Each spring, the Senate elects a “President Elect” who serves as a member of SenEx (either voting or ex officio) for one year before taking office as President the following year. Other members of SenEx are elected by each of the constituent senates. Policies adopted by the University Senate and approved by the Chancellor are codified in the University Senate Rules and Regulations (USRR), which are binding throughout the Lawrence Campus.

     

    The Faculty Senate represents and includes members of the teaching faculty, the library faculty, and the academic staff. It is led by the Faculty Senate President, who also serves as Chair of the Faculty Senate Executive Committee, commonly known as FacEx. In addition, the Faculty Senate President represents the University at the Regents level in the Council of Faculty Senate Presidents (COFSP), which includes the Faculty Senate Presidents of each of the six Regents Universities and meets at the monthly Board of Regents meetings to address system-wide issues of concern to the University. Each spring, the Faculty Senate elects a “President Elect” who serves as a member of FacEx (either voting or ex officio) for one year before taking office as President the following year. Other FacEx members are elected by the Faculty Senate. FacEx members also serve as the Faculty Senate members of SenEx. Policies adopted by the Faculty Senate and approved by the Chancellor are codified in the Faculty Senate Rules and Regulations, which are binding throughout the Lawrence Campus.

     

    University governance works through a number of standing University and Faculty Senate committees that study issues, develop policy proposals, and perform oversight functions. Each governance committee has responsibility for a particular area of governance activity and policy. Within their fields of responsibility, committees perform a variety of functions, including communication, monitoring, policy development, and adjudication. These Governance committees are charged and appointed by SenEx and FacEx, subject to the approval of the University and Faculty Senate, respectively. Further information about University and Faculty Senate committees is available on the governance website. The Unclassified Senate, University Support Staff Senate, and Student Senate each have their own standing committees, charged and appointed by the leadership of the respective senates and described on each senate's website.

     

    General Information on Governance

     

     

    Constituent Senates

     

    Governance Policies

     

     

    Part II: Faculty and Staff

     

    The recruitment and retention of an outstanding faculty and staff is central to the achievement of the University’s teaching, scholarship, and service mission. The University is committed to appointment and review processes that are rigorous and fair. As the University’s chief executive officer, the Chancellor bears the final responsibility for personnel decisions relating to University administrators, faculty, and staff. In making these decisions, the Chancellor seeks the advice and recommendations of the administrative or academic unit in which the individual will serve.  In this section, matters concerning major employment actions (such as appointment, evaluation, promotion and tenure, nonreappointment, and suspension or dismissal) are discussed separately for administrative personnel, faculty, academic staff, and professional staff.  That discussion is followed by a discussion of general employment policies, such as compensation and benefits, vacation and leave, and workplace health and safety regulations.

     

    A.          Administrative Personnel

     

    The Chancellor has delegated responsibility for appointment and review of administrative personnel to their supervisors, subject to his final authority.  The Provost is responsible for appointment and review of the Vice Provosts, other personnel within the central administration, and the Deans of the College and schools. Appointment and review of department chairs and program directors is the responsibility of the Dean of the College or school in which the department or program is located, subject to the Provost’s approval.  In accordance with Board of Regents policy (II.F.2.c.2 of the Board of Regents Policy and Procedures Manual), Provosts, Vice Provosts, and Deans serve at the pleasure of the Chancellor; other administrative staff positions may be so designated provided that such designation is stated in the administrator’s written annual notice of reappointment.

     

    Article X of the Faculty Senate Rules and Regulations establishes basic requirements for appointment of chairs or directors, and for review of chairs, directors, academic deans, and vice provosts.  Subject to these basic requirements, the College, school, or other unit may establish specific procedures for the appointment and review of chairs, directors, and academic deans. Policies and Procedures for appointment and review adopted by the College, school, or other unit are available from the unit.

     

    1. Appointment – The initial appointment procedures for chairs and directors, deans, vice provosts, and other administrative leaders typically involve the formation of a representative search committee (including members from relevant administrative, governance, faculty, staff, student, and professional or alumni constituencies). The committee conducts the search and recommends candidates to the responsible administrative official, who makes the final decision (subject to the approval of the Chancellor and Provost).  When circumstances require it, the responsible administrative official may name an acting chair, dean, or vice provost, in consultation with the members of the unit.

     

    Most administrative appointments are made for a specified term (usually three to five years), but continued service may be at the pleasure of the responsible administrative official or contingent upon funding.  As part of the appointment process, the terms and conditions of each appointment are stated in writing, approved by the Provost or his designated representative, and communicated to the prospective appointee.

     

    2. Review – Administrative personnel are comprehensively reviewed at least every five years as a condition of continuing in their appointment. In addition to this periodic review, department chairs and deans may be occasioned by a vote of two-thirds of the faculty in the academic unit or the determination by responsible administrative officials that a review is necessary.  Similarly, review of a vice-provost may be occasioned by a vote of two-thirds of the members of the unit or a determination by the Provost or Chancellor that a review is required.  The review process typically involves the selection of a representative committee to gather information regarding the performance of the chair, director, or dean and report to his or her supervising administrator, who makes the decision regarding reappointment.

     

    Policies on Administrative Personnel Appointment and Review 

     

    • Selection and Appointment of Vice Provosts [Link When Available]
    • FSRR Appointment and Review Provisions (Article X)
    • Provost’s Office Specific Procedures for Appointment and Review of Deans and Chairs [Link When Available]
    • University Policy on Appointment and Review [Link When Available]

     

    B.          Faculty

     

    1. Title and Rank – Titles for tenured or tenure-track teaching faculty at the University include professor, associate professor, and assistant professor.  The title lecturer is given to non-tenure-track faculty.  Lecturers may be employed in the classroom part time for one or more short-term appointments or full time for multi-year contract appointments.  Faculty who are particularly distinguished as scholars and teachers may be named to distinguished professorships (endowed and named by a donor), University distinguished professorships (funded entirely by the University), teaching professorships (funded in part by private funds), Regents professorships (funded in part from special appropriations made by the Legislature to the Board of Regents), or endowed professorships funded in part by private donations and in part by state funds allocated through the Kansas Partnership for Faculty of Distinction program.  The latter was created by statute (K.S.A. 76-773 through 76-776) and is overseen by the Kansas Board of Regents (II.F.4.b and Appendix I of the Board of Regents Policy and Procedures Manual.).

     

    Special titles and prefixes may apply for some faculty. Tenure-track faculty members expected to receive a terminal degree soon after joining the faculty are designated “acting” assistant professor until the degree is granted. Those who join the faculty for a limited period with the intention of returning to another institution have the designation “visiting” preceding their title. The title of “senior lecturer” or “University lecturer” may be conferred upon individuals in multi-year contract lecturer tracks who meet specified criteria.  “Adjunct” faculty are individuals who teach without remuneration from the University. “Courtesy” faculty serve an academic unit without remuneration but are employed by the University in a different unit. 

     

    Librarians hold faculty status and are appointed at the following ranks: assistant librarian, associate librarian, and librarian, which are equivalent to the ranks of assistant professor, associate professor, and professor, respectively.

     

    Members of the academic staff have faculty equivalent status, are represented through the Faculty Senate, and subject to many policies and procedures that apply to tenure-track faculty.  Many policies and procedures that apply to faculty also apply to academic staff.  Nonetheless, they carry titles different from those granted to faculty, depending on their specific position, and are subject to a number of distinctive policies and procedures discussed in Part II.C of this Handbook. 

     

            Policies Relating to Faculty Rank

     

    • University Lecturer Policy  [Link When Available]
    • University Policy on Senior Lecturers and University Lecturers [Link When Available]

     

    2. Appointment – Appointment as a faculty member, including rank and tenure status at the time of appointment, is made by the Provost based on the recommendation of the academic or administrative unit (and any intermediate unit) in which the faculty member will serve. Procedures for conducting searches and making hiring decisions are established by the units. Board of Regents and University policy requires that all prospective faculty, except visiting professors on exchange for one year or less, shall have their spoken English competency assessed prior to employment and shall have remediation conditions attached to their appointment when necessary.

     

    The majority of faculty appointments are made for the academic year, but faculty may also hold summer appointments and some appointments are for the fiscal year. As a member of the Association of American Universities (AAU), the University will not extend an offer of employment as a faculty member to a faculty member of another AAU institution after May 1, unless it concerns the second academic year to come. Tenured appointments are renewed annually except in the case of faculty dismissed through proper actions and procedures. Probationary (tenure-track) appointments will be renewed unless timely notice has been given. Limited term appointments will be renewed only if new offers of appointment are made and accepted.

     

    The Provost makes appointments to endowed and University distinguished professorships and to teaching professorships, based on the recommendation of the University Committee on Distinguished Professorships (UCDP) and subject to the approval of the Chancellor.

     

    In light of the University’s commitment to interdisciplinary teaching and scholarship, members of the faculty may hold joint appointments in more than one unit. In cases of joint appointment, special policies and procedures apply, as reflected in guidelines for joint appointments developed by governance and the University administration and approved by the Chancellor. The guidelines recognize that joint appointments may take a variety of forms and set forth general principles rather than detailed rules.  A core requirement in cases of joint appointment is a written agreement setting forth the basic terms of the joint appointment, including its duration, the proportion of support provided by each unit, and the responsibilities of the faculty member to each unit. Because of the potential difficulties that may arise in coordinating a faculty member’s relationship with multiple units, it is especially important that written agreements should be clear and comprehensive and that units communicate with each other and with the faculty member to ensure that expectations are well understood, clear, and reasonable in light of the circumstances of the joint appointment.

     

            Policies and Procedures Relating to Appointment of Faculty

     

     

    3. Evaluation – Under the University’s faculty evaluation policy, a faculty member’s performance in relation to his or her duties is evaluated annually pursuant to procedures adopted by his or her unit and approved by the dean and the Provost.  For tenured and tenure track teaching faculty, these duties ordinarily include teaching, scholarship, and service. For library faculty, professional performance will be evaluated in place of teaching.  Differential allocation of effort may be established for individual faculty members.

     

    In addition to annual evaluations, untenured faculty members’ “progress toward tenure” is reviewed at the midway point of the probationary period. The purpose of the review is to provide faculty members with a meaningful appraisal of their progress to date toward earning tenure, and to orient them to elements of the formal tenure review process. The progress toward tenure review may result in a determination of satisfactory progress, a recommendation for reevaluation in the following year, or a recommendation for non-reappointment. The progress toward tenure review is not part of the promotion and tenure process; its results are not considered during evaluation for promotion and tenure and a favorable result does not guarantee the award of tenure.

     

    Faculty performance is evaluated not only to assess progress toward tenure and for purposes of promotion and tenure (addressed in section II.B.4 of this Handbook), but also after the award of tenure. While tenure protects academic freedom and shields faculty members from discriminatory, unfair, or arbitrary dismissal, it is not designed to shield them from the consequences of inadequate performance or non-performance of their duties. Sustained failure of a faculty member to carry out his or her academic responsibilities, despite the opportunities for University faculty development or other appropriate interventions, is a ground for dismissal pursuant to established procedures.

     

       Policies and Procedures Relating to Faculty Evaluation

     

     

    4. Promotion and Tenure – The Board of Regents has adopted basic regulations concerning continuous tenure for University faculty.  Faculty with tenure may only be removed for cause, in cases of program discontinuance, or in cases of financial exigency.  The award of tenure therefore represents a substantial, long-term investment by the University in the career of a faculty member. It is based on the promise of future contributions as reflected in the record, and is not an entitlement.

     

    The decision to award promotion and/or tenure is made by the Chancellor, based on the recommendations of the department or program (if any), the College or school, and the University Committee on Promotion and Tenure (UCPT). This Handbook provides a brief overview of the promotion and tenure process.  Faculty involved in the process should refer to the official policies rather than rely on this or some other oral or written summary of the process. With minor variations, the same basic procedures apply to the consideration of tenure and of promotion in rank.

     

    The University is committed to a promotion and tenure process that is both rigorous and fair.  Each academic unit adopts specific criteria that give expression to the University standards for promotion and tenure in terms of the expectations of the discipline.  Each unit also adopts procedures, consistent with University requirements, for the conduct of review within the unit. Information about the criteria and procedures of individual units is available from the unit. The Provost’s Office and University Governance have each developed documents that supplement the FSRR by providing guidance to academic units and candidates.

     

    As a first step in the process, a dossier documenting the faculty member’s record of teaching (or professional performance), scholarship, and service is compiled. Responsibility for the initial review lies with the department or program (if any) or the school in which the faculty member has his or her principal appointment. When a department or program conducts the initial review, the dossier is then forwarded to the College or school, which conducts an intermediate review.  If there is a negative recommendation by the department and College or school, the faculty member may provide a written response for the promotion and tenure record.  The UCPT, which is chaired by the Provost, conducts the review at the University level. Each level of review constitutes an independent evaluation of the record to determine whether the candidate has met University standards as reflected in unit level criteria expressing the expectations of the discipline and each level of review results in an independent recommendation to the Chancellor. 

     

    A faculty member who believes that evaluation of his or her record has been compromised by a procedural violation, a violation of his or her academic freedom, or the application of improper standards or criteria may appeal the negative recommendation of UCPT or the Provost to the Faculty Rights Board, the University Tribunal responsible for hearings and appeals involving faculty rights (see Part II.G.3 of this Handbook), which may recommend to the Chancellor appropriate accommodations in the evaluation of the candidate’s record.

     

    Pursuant to the Board of Regents Tenure Policy, the probationary period prior to the award of tenure may not exceed seven years, except that the “tenure clock” may be interrupted for one year for the birth or adoption of a child.  No more than two extensions of the tenure clock may be granted to a faculty member for any reason.  Special rules apply for counting substantial service at another academic institution prior to consideration for tenure at the University of Kansas. In most units, faculty are appointed at the rank of assistant professor and promoted to associate professor with the award of tenure, but the practice may vary, particularly in professional schools. There is no time limit for promotion to full professor, though continuing productivity is expected to prepare faculty for promotion to full professor within six years of their promotion to associate professor.

     

            Policies Relating to Promotion and Tenure

     

     

    5. Non-reappointment and Dismissal – The grounds and procedures for termination of employment differ depending upon the nature of the action taken and the status of the faculty member. 

     

    Tenured faculty may only be removed for cause, in cases of program discontinuance, or in cases of financial exigency.  In such cases, the burden is on the University to establish grounds for dismissal. If the faculty member disputes the basis for dismissal, he or she is entitled to a hearing before the Faculty Rights Board. The procedures for hearings before the Faculty Rights Board are developed by the Faculty Senate and approved by the Chancellor.

     

    Non-reappointment of an untenured faculty member may be justified by poor performance, plans for future faculty development needs, budgetary considerations, or a decision that institutional needs should be filled with a different individual. Dismissal of untenured faculty members prior to the completion of their terms of appointment (as apposed to non-reappointment) is subject to the same limitations as the removal of tenured faculty.

     

    Faculty members are entitled to advance notice of non-reappointment pursuant to AAUP standards adopted by the Board of Regents and may appeal the non-reappointment to the Faculty Rights Board. The faculty member bears the burden of establishing the grounds for appeal, which are limited to procedural violations that prevented fair consideration of the faculty member’s record, violations of academic freedom in connection with the removal or non-reappointment, or the application of improper standards or criteria.

     

    Policies Relating to Non-Reappointment and Dismissal

     

     

    6. Resignation – Resignations from the faculty should be submitted in writing to the head of the academic unit, who forwards them through administrative channels to the Provost, who in turn will acknowledge the resignation on behalf of the University. For purposes of the orderly transaction of business, a letter of resignation normally should identify the faculty member’s future location. Unless an earlier date is specified, the effective date of a resignation is the termination date of the faculty member’s current appointment. If a resigning faculty member holds research grants or contracts from outside agencies, KUCR should be consulted to make proper arrangements for the liquidation or transfer of the grant and the disposition of any equipment secured under the grant or contract.

     

    The University recognizes that mobility of faculty members among colleges and universities is desirable, but that the departure of a faculty member may entail major adjustments on the part of faculty colleagues, the administration, and students in the faculty member’s field. Accordingly, the University shares the views expressed in the “Statement on Recruitment and Resignation of Faculty Members” endorsed by the AAUP (1961, 1990). To minimize disruption faculty members should keep the appropriate administrative officials within the University informed of negotiations, provide prompt notice of acceptance of an appointment at another institution, and should not, absent agreement by the University, leave or be solicited to leave their positions during an academic year for which they hold an appointment.

     

    Faculty members who are granted sabbatical leave agree to serve their institution for a period of at least one year immediately following the expiration of the period of leave. A faculty member who resigns his or her position prior to one full year of school service (9 to 12 months depending on the annual term of employment) following the conclusion of the sabbatical leave must refund a portion of the leave salary proportional to the time not served.

     

            Policies Relating to Resignation

     

     

    7. Retirement – Members of the faculty with at least ten years of eligible service may retire from age 55 on. There is no mandatory retirement age for faculty. Individuals who are contemplating retirement should consult the Benefits Office in Human Resources and Equal Opportunity to discuss such matters as retirement benefits, continuation of health insurance, payment of unused sick leave, conversion of life insurance, general questions on phased retirement, etc.

     

    A faculty member who has decided to retire should provide written notice, including the proposed date of retirement, to the head of the unit, who is responsible for forwarding the information through channels to the Provost or other appropriate administrator.  To aid in institutional planning, faculty who have selected a retirement date are encouraged to notify the University at the earliest possible date.

     

    Faculty may enter into a voluntary phased retirement program for up to five years pursuant to Board of Regents and University guidelines. Individuals who wish to enter into phased retirement should submit their requests to the Provost’s Office through normal budgetary channels.

     

    Upon retirement, emeritus status may be awarded as an honorary title for extended meritorious service under University criteria established pursuant to Board of Regents policy. There is no salary or emolument attached to the status other than such privileges as the institution may wish to extend. Emeritus status will not normally be recommended for persons who are leaving the University to accept full-time service at another institution of higher education, even if the age and service criteria are met. Emeritus status must be endorsed by the Provost and approved by the Chancellor.   

     

    Retired faculty are valuable members of the University community and are encouraged to continue their research activities. To that end, the University may supply them with the necessary facilities, if available, and they may apply through ordinary channels for externally sponsored research grants and contracts. Retired faculty may also be reemployed for limited service. A number of units extend additional courtesy benefits to retired members of the faculty and staff. Further information is available from the Benefits Office, the Office of the Provost, or from the Retirees Handbook. 

    Policies Relating to Retirement 

     

     

    C.          Academic Staff

     

    The academic staff supports the mission of the University through scholarship, public service, and teaching. Members of the academic staff have faculty equivalent status, are represented through the Faculty Senate, and subject to many policies and procedures that apply to tenured or tenure-track faculty.  This section of the Handbook focuses on the distinctive policies and procedures applicable to academic staff.

     

    1. Title and Rank – To facilitate application of common policies and procedures, the titles and ranks of academic staff are comparable to those of faculty. Academic staff members may hold one or several different titles, depending on the nature of their responsibilities and whether the position is state funded or funded by grant or contract.

     

    • Academic staff supported by State funds may hold the titles of junior, assistant, associate, or senior scientist, curator, or specialist.
    • For academic staff funded from grants and contracts, the titles are assistant research professor, associate research professor, or research professor.
    • In designated academic programs whose responsibilities to the University include clinical education and scholarship, the titles are clinical instructor, assistant clinical professor, associate clinical professor or clinical professor, regardless of funding source.

     

    Normally, an academic staff member will hold a rank that is equivalent to the rank of a faculty member with similar academic preparation or experience.

     

    Special titles and prefixes may apply for some academic staff members. Persons who have not completed the requirements for the formal degree or attained equivalent experience may be appointed at the rank of Junior Staff if the appropriate dean or vice provost determines that such degree or experience will be attained in the near future. Those expected to complete the requirements for the appropriate qualifying degree soon after their appointment will have the designation “acting” preceding their title until they have completed their degree. Those who join the academic staff for a limited period with the intention of returning to another institution have the designation “visiting” preceding their title.

     

            Policies Relating to Titles and Rank of Academic Staff

     

     

    2. Appointment – Procedures for the appointment of academic staff members are generally similar to those for the appointment of faculty, with appropriate adjustments in light of the particular circumstances of their position. Because the responsibilities of academic staff vary considerably, as part of the appointment process the terms and conditions (contingent upon funding, limited term) of each appointment are stated in writing, approved by the Provost or his designated representative, and communicated to the prospective appointee. At the time of appointment, the academic staff member’s supervisor recommends an appropriate rank to the dean or vice provost, who provides documentation in support of the recommendation, which must be approved by Provost and Chancellor.

     

    No new academic staff positions that are fully or partially State funded will be created without the written approval of the Provost. Vacancies of all existing academic staff positions are filled through a search process, unless a waiver of the search process is approved by appropriate officials. A person may not be transferred from an academic staff position supported by external grants and contracts to one supported by the state without competing for the state funded position in a manner described in the University’s policies on recruitment.

     

    Academic staff may hold joint appointments, in which case the University guidelines on joint appointments apply.  The guidelines recognize that joint appointments may take a variety of forms and set forth general principles rather than detailed rules.  A core requirement in cases of joint appointment is a written agreement setting forth the basic terms of the joint appointment, including its duration, the proportion of support provided by each unit, and the responsibilities of the academic staff member to each unit. Because of the potential difficulties that may arise in coordinating an academic staff member’s relationship with multiple units, it is especially important that written agreements should be clear and comprehensive and that units communicate with each other and with the academic staff member to ensure that expectations are well understood, clear, and reasonable in light of the circumstances of the joint appointment.  

     

            Policies and Procedures Relating to Appointments of Academic Staff

     

     

    3. Evaluation – Annual evaluation of academic staff is conducted pursuant to the faculty evaluation plan of the unit or other equivalent unit level procedures and follows similar principles. Academic staff members must be evaluated in relation to the particular duties assigned to their position as reflected in the position description. For academic staff who will obtain job security, a midpoint evaluation analogous to progress toward tenure review may be conducted. Annual evaluations continue after job security, which protects academic freedom and shields academic staff members from discriminatory, unfair, or arbitrary dismissal, but is not designed to shield them from the consequences of inadequate performance or non-performance of their duties.

     

            Policies and Procedures Relating to Evaluation of Academic Staff

     

     

    4. Job Security and Promotion – The University seeks to attract, retain, and reward high quality and effective academic staff members. Job security and promotion of academic staff are important means of achieving these goals.

     

    Under Board of Regents Policy (Regents Policy Manual, 11.F.7), all appointments of academic staff are made annually.  Although academic staff members do not receive tenure, they may acquire job security under the terms of their appointment. Job security is not generally available, however, for academic staff whose appointments are funded through external grants. Academic staff members appointed at the Junior or Assistant level ordinarily serve a probationary period of six years unless promoted to the Associate level within that time period. Appointment to a seventh year of consecutive full-time service will normally mean that the probationary period has been completed satisfactorily. Initial appointment at the Senior or Associate Staff rank may carry full job security, or, at the joint discretion of the appropriate director or other administrative head and the Chancellor or his designee, be awarded on a three-year probationary status. Requirements and procedures for the first non-probationary appointment are specified by the unit and depend on the position.

     

    Promotion in rank for academic staff is made on the basis of meritorious performance and follows the same procedures as promotion of faculty members, including review by the University Committee on Promotion and Tenure. The criteria for promotion include teaching, scholarship, service, and professional performance, depending upon the expectations for the specific position, which should be clearly articulated in the written position description provided at the time of the initial appointment.

     

            Policies Relating to Promotion and Job Security of Academic Staff

     

     

    5. Non-reappointment and Dismissal – The grounds and procedures for dismissal or termination of employment of academic staff members differ depending upon the nature of the action taken and whether the staff member has job security.

     

    Full-time appointments to academic staff positions paid from state-appropriated funds are automatically renewed unless prior notice of non-reappointment is provided. Notice of non-reappointment is sent by the Provost (or his/her designated representative) upon recommendation of the head of the unit. Notice will ordinarily be provided at least three months in advance of the termination of the first year of appointment; at least six months in advance of the termination date of the second year of appointment; and thereafter at least one year in advance of the termination date of the appointment. For academic staff members whose positions are funded from externally supported grants and contracts, termination of such support provides a bona fide cause for termination of appointment without the usual notice.

     

    A notice of non-reappointment will include a statement of the reasons for the decision. Termination during the term of an appointment and non-reappointment after the probationary period may only occur for adequate cause, including budgetary constraints. In the event of termination because of discontinuance or reorientation of a program, or termination at any time due to budgetary constraints, the appropriate budgetary unit will assist affected staff members in seeking transfer to other budgetary units of the University or other state agencies or in obtaining other employment.  In the event of termination or dismissal for cause after the probationary period, the employee will have the right to be informed in writing of the reasons for the action taken. 

     

    A staff member who asserts that a decision to give notice of non-reappointment has been produced by conditions that constitute a violation of established procedures of the University or the unit, and who has not succeeded in obtaining a favorable reassessment through administrative channels, is entitled to appeal. The Faculty Rights Board (FRB) has exclusive jurisdiction over such an appeal. FRB procedures include special provisions for representation of unclassified staff when hearing such appeals.

     

            Policies Relating to Non-Reappointment and Dismissal of Academic Staff

     

     

    6. Resignation and Retirement – University policies governing resignation and retirement of faculty (section II.B.6 & II.B.7 of this handbook) generally apply to the academic staff, with appropriate adjustments in light of the responsibilities and funding source for a specific position. These policies include policies concerning timely written notice of resignation, restrictions on resignation immediately following sabbatical leave, provisions on phased retirement, and policies on emeritus status.

     

            Policies Relating to Resignation and Retirement of Academic Staff

     

      • Sabbatical Leave, Requirement for Return or Repayment (Regents Policy Manual, II.F.13.a)
      • AAUP Statement on Recruitment and Resignation of Faculty Members (1961, 1990) [Link When Available].
      • Retirement Plan for Kansas Regents Institutions (Appendix E of the Regents Policy Manual)
      • Board of Regents Policy on Voluntary Phased Retirement (Regents Policy Manual, II.F.17.)
      • Board of Regents Policy Regarding Emeritus Status (Regents Policy Manual, II.F.5.)
      • University Policy on Emeritus Status [Link When Available]
      • Retirees Handbook
      • Benefits Office in Human Resources and Equal Opportunity

       

      D.        Professional Staff

       

      Members of the professional staff engage in administration, education and research in support of the University’s teaching, scholarship, and service mission. Professional staff members include those employees (other than student employees), who are not faculty, academic, or University support staff members.  If a professional staff member also holds a regular faculty or academic staff appointment, the faculty or academic staff policies and procedures apply to matters affecting that appointment. Many University regulations and policies that apply to faculty and academic staff are applicable to professional staff as well. 

       

      1. Titles – Because of the variety of responsibilities for professional staff, there are no generally applicable titles and ranks although the title for a professional staff member should reflect the responsibilities and qualifications of the position. Official state job titles are reviewed and assigned by Human Resources and Equal Opportunity.

       

      2. Appointment – Unclassified Professional Staff members are selected and appointed in accordance with University policies administered by HREO.  The terms and conditions (regular, at the pleasure of, contingent upon funding, limited term) of each initial appointment are stated in writing, approved by the appropriate administrator or designated representative and by HREO, and communicated to the prospective appointee for written acceptance before the appointment is finalized. A written description for each position is prepared using HREO guidelines and approved by the appropriate administrator and the Provost or designee. The position description will be provided to the employee at the time of initial employment, reviewed annually, and updated if significant changes occur. The unit administration will make the final determination of the position responsibilities and priorities. University policies govern joint appointments.

       

            Policies Relating to Appointment of Professional Staff

       

      ·         University Policy on Appointments

      ·        University Guidelines for Recruiting Unclassified Professional Staff and University Support Staff

      ·        Guidelines for Appointments with Special Conditions of Employment

      ·        Human Resources and Equal Opportunity Policies & Resources Page  

       

      3. Evaluation – A staff member should receive feedback about his/her performance throughout the year and be formally evaluated at least once a year. Evaluation processes follow the recommendations of HREO.  The supervisor will discuss the evaluation with the staff member and provide an opportunity for the staff member to comment on it, and the final results are provided to the professional staff member in writing. A professional staff member who disagrees with the evaluation may appeal it through the appropriate administrative channels. 

       

            Policies Relating to Evaluation of Professional Staff

       

      ·         Evaluation Policy for Professional Staff [Link When Available]

      ·         HREO Information on Evaluation of Professional Staff

      ·         HREO Information on Merit Salary Increases for Professional Staff

       

      4. Reappointment and Promotion – Tenure and job security are not provided for professional staff positions, although professional staff who have academic appointments to the faculty or academic staff may have tenure or job security in those academic appointments. Unless a more limited term of appointment has been stated in writing or timely notice of non-reappointment has been given, appointments to professional staff positions will be renewed at the beginning of the fiscal year. All promotions must comply with University policy, and must be reviewed by HREO and approved by the appropriate administrator.

       

            Policies Relating to Reappointment and Promotion of Professional Staff

       

      ·        University Policy on Promotion of Professional Staff

       

      5. Non-reappointment – Supervisors considering a notice of non-reappointment should consult with HREO before making a recommendation of non-reappointment. Upon recommendation of the dean or director of the appropriate school or division, and after review, the Chancellor, Provost, or other appropriate administrator will send a written notice of non-reappointment to the professional staff member. The written notice of non-reappointment should provide the reason(s) for non-reappointment. The professional staff member will have an opportunity to discuss the non-reappointment with the next level of management.  If the employee believes the notice of non-reappointment violated an established procedure of the University, he or she may appeal the decision. 

       

      Notice of non-reappointment should be given as early as possible. The first three (3) years of service are considered a period during which notice must be given no later than May 17th for non-reappointment the following fiscal year or no later than 30 days prior to the end of the current appointment if appointment ends other than the last day of the fiscal year. After completion of the third full fiscal year, the individual must be provided notice no later than January 17th if he/she will not be reappointed the following fiscal year or no later than 150 days prior to the end of the current appointment if appointment ends other than the last day of the fiscal year. Such individuals may be reassigned to other duties during those months. Certain members of the administrative staff serve at the pleasure of the administrator to whom they report. Appointments that have been designated “at the pleasure of” are not subject to the notice terms specified in this paragraph nor to the grievance procedures for professional staff.  

       

      Some professional staff positions may be funded from sources such as externally supported grants and contracts (contingent upon funding, limited term). Termination of such support provides a bona fide cause for termination of appointment without the usual notice. Individuals will be informed at the time of appointment, or at the time the funding basis is changed, that the position is a limited term appointment.

       

      In the event of termination because of a discontinuance or reorientation of a program, or termination at any time due to budgetary constraints, HREO and the appropriate budgetary unit will actively assist the affected staff member in seeking transfer to other budgetary units of the University of Kansas , or to other State agencies, or in seeking other employment. In case of a declaration of financial exigency, no professional staff member should be terminated solely to create a position for a tenured faculty member.

       

            Policies Relating to Non-Reappointment of Professional Staff

       

      ·         HREO Information on Notice of Nonreappointment

      ·         Program Discontinuance (USRR Article VIII)

      ·        Financial Exigency (USRR Article VII)  

       

      6. Resignation and Retirement – Resignations should always be submitted in writing to the chairperson, dean, or director as soon as possible and no less than two weeks in advance of the requested termination date.  Such letters will be forwarded as appropriate to the Chancellor, Provost, or other responsible administrative official, who will acknowledge the resignation on behalf of the University and inform HREO. Unless an earlier date is requested and approved, the effective date of the resignation shall be the expiration date of the current appointment. If an earlier date is specified, the date should be established at a time that will not cause a significant interruption of the ongoing work of the department, school, or division.  University policies govern phased retirement and emeritus status.

       

            Policies Related to Resignation and Retirement of Professional Staff

       

      ·         HREO Information Employees Who End Their Working Relationship with KU

      ·         Retirement Plan for Kansas Regents institutions (Appendix E of the Regents Policy Manual)

      ·         Board of Regents Policy on Voluntary Phased Retirement (Regents Policy Manual, II.F.17.)

      ·         Board of Regents Policy Regarding Emeritus Status (Regents Policy Manual, II.F.5.)

      ·        Retirees Handbook

      ·         Benefits Office in Human Resources and Equal Opportunity

       

      E.        General Personnel Policies

       

      The Board of Regents and the University have a number of personnel policies that apply to faculty and academic and professional staff. This part of the Handbook provides a summary of and links to general personnel policies relating to salary and other compensation, insurance and retirement benefits, vacation and other leave, and workplace health and safety. Questions about these issues should be directed to the Office of Human Resources and Equal Opportunity (HREO). Other policies relating to the rights and responsibilities of faculty and academic and professional staff in relation to their academic and scholarly activities are discussed in Part III of this Handbook.

       

      ·         Office of Human Resources and Equal Opportunity

       

      1. Salary and Related Compensation -- Faculty and staff salaries are established by the terms and conditions of appointment and adjusted as part of the annual evaluation and reappointment process. Salary is paid in bi-weekly installments, with withholding for taxes, Social Security, Medicare, and as otherwise required by law or in accordance with optional benefit programs. Faculty and staff can access their individual pay and related information on line through the Kyou Portal. University policy requires the approval of the Provost or Chancellor or their designees for the payment of compensation to faculty and staff in addition to or in excess of fulltime salary, although blanket advance approval is provided for certain categories of additional compensation. (See Policy on Compensation in Excess of Full Time Salary)  Additional compensation from external sources is governed by the University Policy on Commitment of Time, Conflict of Interest, Consulting, and Other Employment. (See Conflicts of Interest and External Activities, Part III.F.1 of this Handbook) [Insert Bookmark]

       

      Most faculty members and many members of the academic staff are on 9-month appointments that coincide with the academic year. Members of the professional staff, faculty with significant administrative responsibilities, library faculty, and some members of the academic staff are on 12-month appointments. A faculty or staff member on a nine-month academic year appointment may be appointed to University positions during the summer months. Under the “eleven month rule,” if such appointments are funded from state sources such as summer session teaching budgets or the General Research Fund, University policy limits the appointments to two months in any fiscal year. This does not apply to appointments funded from non-state sources, such as sponsored research or training institute grants or contracts. Exceptions to the eleven month rule must be approved by the appropriate Vice Provost, the Provost, or the Chancellor. When faculty on nine-month appointments take on administrative responsibilities and their appointment is converted to a twelve-month appointment, the eleven month rule still applies. This means that the salary increase is proportional to two additional months. 

       

            Policies and Resources Related to Compensation

       

      ·         Kyou Portal

      ·         University Policy on Compensation in Excess of Full Time Salary

       

      2. Benefits – In addition to salary and related compensation, the University provides a number of other employment benefits to faculty and staff. These benefits include insurance and retirement benefits and professional development opportunities.  As state employees, faculty and staff participate in various insurance and related benefits programs.  Insurance benefit programs include health insurance, life and disability insurance, and flexible spending accounts.  Retirement benefits are provided through the Board of Regents Retirement Plan, which is mandatory for all faculty and academic or professional staff. (See Regents Policy Manual, II.G.17).  More detailed information about this plan and participation in voluntary retirement plans is available on the HREO Website.  Upon retirement, faculty and staff have the option of continuing in the state’s group health insurance program, are eligible to receive lump sum payments for accumulated vacation and sick leave, and may receive other benefits, such as access to recreational and library facilities. (See Benefits at Retirement, HREO Website)

       

      The University has a strong commitment to encouraging the professional development of faculty and staff members. When appropriate and advantageous to the performance of the faculty or staff member and to the unit, release time and/or reimbursement of related expenses may be approved and, in especially meritorious cases, release time with pay may be granted.  The University provides resources for professional development, including programs that provide general support for the self-improvement efforts of faculty and staff and programs that are available on a competitive basis as resources permit, such as sabbatical leaves (see Internal Support, Part V.C.1 of this Handbook) [Insert Bookmark], the Senior Administrative Fellows Program, and the Keeler Intra University Professorship.  In addition, faculty and staff may be eligible to enroll in classes offered by the University at a reduced rate and professional staff may be eligible for the University’s Tuition Assistance Program.

       

            General Information on Benefits

       

      ·         HREO Benefits Website

       

      Information Relating to Insurance Benefits

       

       

      Information Relating to Retirement Benefits

       

      ·         Board of Regents Retirement Plan (See Regents Policy Manual Appendix E

      ·         HREO Information on Kansas Board of Regents Plan

      ·         HREO Information on Voluntary Retirement Plans

      ·         HREO Information on Benefits at Retirement

       

      Information Relating Faculty and Staff Development

       

      ·         Senior Administrative Fellows Program

      ·         Provost’s Office Information on Faculty Development Programs

      ·         University Tuition Assistance Program

       

      3. Holidays, Vacation, and Leave

       

      Matters concerning holidays, vacation, and leave are addressed in various Board of Regents and University policies. In some cases, these policies differentiate between academic year and 12-month appointments. This Handbook provides an overview of policies concerning vacations and holidays, leave policies related to health and family matters, professional leave, and matters of citizenship and service. 

       

      Holidays for faculty and academic or professional staff are determined by the Board of Regents, addressed in University policies, and listed on the HREO website.  Faculty with 12-month appointments, but not those with appointments of less than 12 months, earn vacation time under the Board of Regents policy on annual leave, as do individuals appointed to unclassified, non-faculty positions.  Academic and professional staff members who have less-than-twelve-month appointments, or who have less than full-time appointments, earn vacation on a pro-rated basis. (See Regents Policy Manual, II.F.13.f)  Before taking vacation time, faculty or staff must obtain prior approval of the responsible administrator. Vacation balances are available with other pay and benefit information through the Kyou Portal.

       

      Faculty and staff may have health or family issues that prevent them from working, and a variety of policies provide leave or other accommodations. Under Board of Regents policy, faculty and academic or professional staff accumulate sick leave, which may be granted only because of illness, disability, or legal quarantine of the faculty or staff member or his or her family (Regents Policy Manual, II.F.13.d). In addition, faculty and staff have certain rights under the federal Family and Medical Leave Act (FMLA), as implemented in the University’s Family and Medical Leave Act Policy.  HREO is responsible for review of all requests for family and medical leaves.  Kansas law provides that state employees who meet certain requirements are entitled to compensation for a proportion of unused sick leave on retirement. (See K.S.A. 75-5517)  In addition to sick leave, the University also provides Donor Leave and Funeral and Bereavement Leave.  When faculty or staff members have not accumulated adequate leave to address medical or family situations, others may donate accumulated leave under the University’s Shared Leave Policy.  For faculty members, a unit may reallocate responsibilities to enable the faculty member to provide care for a new child or other immediate family member pursuant to the University’s Modified Instructional Duties Policy.

       

      Faculty and academic or professional staff may seek extended leave for professional reasons, such as visiting at other schools, acquiring practical experience, or engaging in public service related to their field of expertise. When leave of this kind does not qualify for a sabbatical leave (see Internal Support, Part V.C.1 of this Handbook) [Insert Bookmark], faculty and staff may request leave without pay. Faculty who wish to take leave without pay for professional reasons must send a request through the normal administrative channels to the Provost for final approval.  Academic and professional staff submit such requests to their immediate supervisor, whose recommendation to grant leave will be reviewed and approved by the head of the unit, who will inform HREO of the decision. Under Regents Policy, the Chancellor may grant leave without pay for up to three years when it is in the best interest of the institution; any extension beyond three years requires Regents approval.  (See Regents Policy Manual, II.F.13.b) For further information about leave without pay, particularly its impact on other aspects of employment, faculty and staff should consult the University Policy on Leave Without Pay and HREO.

       

      Board of Regents policy authorizes the University to grant leave with pay to enable employees to fulfill civic obligations such as jury duty or National Guard training and service. (See Policy Manual, F.13.c) University leave policies relating to such matters include leave for jury duty or witness service, paid time to allow employees to vote, and leave for national guard training or emergency service.  In addition, the federal Uniformed Services Employment and Reemployment Rights Act provides enhanced leave rights and job protections for employees absent for military duty, as implemented in the University’s Military Leave Policy. HREO is responsible for oversight of the Military Leave Policy, and further information about this statute and the procedures for requesting military leave are available on the HREO website.

       

      General Information and Resource Related to Holidays, Vacation, and Leave

       

      ·         Regents Policies Relating to Vacations and Leave (Regents Policy Manual, II.F.13)

      ·         HREO Information on Holidays and Leaves

      ·         Kyou Portal

       

      Policies and Resources Related to Holidays and Vacations

       

      ·         University Holiday Policy

      ·         HREO Holiday Listing

      ·         University Policy on Vacation Leave

       

            Policies and Resources Related to Leave for Health and Family Issues

       

      ·         University Policy on Sick Leave

      ·         University Policy on the Family and Medical Leave Act

      ·         University Shared Leave Policy

      ·         University Policy on Modified Instructional Duties

      ·         Compensation for Unused Sick Leave on Retirement. (K.S.A. 75-5517)

      ·         Donor Leave

      ·         Funeral and Bereavement Leave 

       

      Policies and Resources Related to Leave Without Pay

       

      ·         University Policy on Leave Without Pay

       

      Policies and Resources Related to Civic Responsibilities

       

      ·         University Policy on Jury and Witness Service

      ·         Leave for National Guard Training and Service [Link When Available]

      ·         University Voting Policy

      ·         University Military Leave Policy

      ·         HREO Information on Military Leave

      ·         HREO Procedures for Military Leave

       

      4. Workplace Health and Safety -- It is the University’s policy to conduct all activities safely and in a manner that protects the health of employees, students, and the public. ( See University Health and Safety Policy) A similar policy promotes the conduct of all University activities in an environmentally sound manner.  ( See University Environmental Policy) All faculty and staff have an obligation to conduct their teaching and research activities safely and to instruct students and employees they supervise in proper safety and environmental protocols. In addition to these general policies, a number of specific policies apply to faculty and staff, including policies relating to alcohol and drug use, workplace violence and other emergencies, and the workplace environment.

       

      Both University and state policies address abuse of alcohol and drugs by faculty and staff. The University’s Alcohol & Drug Policy and the State Substance Abuse Policy prohibit the unlawful possession, use, manufacture, or distribution of alcohol or drugs by students or employees on its property or as part of its activities.  Faculty and staff must report any conviction for a violation of a criminal drug statute occurring in the workplace no later than five calendar days after such conviction. The State makes available confidential counseling and referral services for employees with drug and alcohol problems through its LIFELINE Employee Assistance Program.   Kansas statutes prohibit service and consumption of alcohol on state property, with certain limited exceptions detailed in the University Policy on Alcohol at University Events.

       

      A number of policies are in place to prevent and respond to workplace violence, natural disasters, and other emergencies.  Under the State of Kansas Workplace Violence Policy and the University Workplace Violence Policy, threats and threatening behavior, personal harassment, abusive behavior, and violence are prohibited in the University. The Board of Regents Policy on Weapons Possession (Regents Policy and Procedures Manual, II.G.39) and the University’s Weapons Policy prohibits faculty, staff, students, and visitors from possessing, carrying, or using weapons on campus, with exceptions for duly authorized law enforcement officers and certain other University employees. Under Board of Regents policy (Regents Policy Manual, II.F.2.f) and the University policy implementing it, criminal background checks for felony and misdemeanor convictions and sexual offender registry searches will be conducted for all employees, and more extensive searches may be conducted when the nature of the position justifies it and where required by federal law (see Criminal Background Checks in DEA Registered Labs, policy library). 

       

      In the event of an emergency, the University has a detailed Emergency Plan, as a well as a policy on Campus Evacuation. A special policy is in place for handling the administration of Final Examinations that are disrupted by evacuation. In addition, the University’s Winter Weather Policy and Procedures apply when inclement weather causes travel delays or creates unsafe conditions.

       

      A number of other policies are designed to promote a safe and healthy workplace environment for faculty and staff.  State law and University Policy prohibit smoking in buildings and near smoke-free building entrances. (See Smoking Policy) Animals, including pets, are prohibited in University buildings, with exceptions for service animals and animals used in research or museum exhibits. (See Animals in Buildings Policy)  University policy also addresses the presence of children in the workplace and compliance with fire and safety regulations.  Finally, as discussed more fully in Part III.D of this Handbook, [Insert Bookmark] state and federal law and University policy prohibit racial and sexual harassment and University policy addresses consensual relations involving subordinates.

       

            Policies and Resources on Workplace Health and Safety

       

      ·         University Health and Safety Policy

      ·         University Environmental Policy

       

      Policies Relating to Alcohol and Drugs

       

      ·         State Substance Abuse Policy

      ·         University Alcohol & Drug Policy

      ·         LIFELINE Employee Assistance Program

      ·         University Policy on Alcohol at University Events

       

      Policies Relating to Criminal Background Checks and Workplace Violence

       

      ·         Regents Policy on Criminal Background Checks (Regents Policy Manual, II.F.2.f)

      ·         University Policy on Criminal Background Checks

      ·         University Policy on Criminal Background Checks in DEA Registered Labs

      ·         State of Kansas Workplace Violence Policy

      ·         University Workplace Violence Policy

      ·         Board of Regents Policy on Weapons Possession  (Regents Policy Manual, II.G.39)

      ·         Weapons on Campus Policy

       

      Policies and Resources Relating to Emergencies

       

      ·         University Emergency Plan

      ·         University Policy on Campus Evacuation

      ·         University Policy on Evacuations During Final Examinations

      ·         University Winter Weather Policy and Procedures

       

      Other Workplace Policies

       

      ·         University Smoking Policy

      ·         University Policy on Animals in Buildings

      ·         University Policy on Children in the Workplace

      ·         University Policy on Fire and Life Safety

      ·          

      5. Parking and Traffic – Because of the volume of traffic and the limited space available for parking, access to campus by motor vehicles is limited during business hours when classes are in session. Parking is generally prohibited without a permit and possession of a permit does not assure that a space will be available.  Responsibility for parking and traffic within the University rests with the Chancellor and Provost, who have delegated various responsibilities to three entities within the University. The Parking Commission develops policies, procedures, and specific regulations for the control and management of the parking of vehicles and the movement of vehicular traffic and pedestrians on property under the control of the University. (See University Senate Code, Article XII, section 2)  Similarly, the Transit Commission develops and recommends to the Provost general policies for the management of transit services for the University. The issuance of permits and enforcement of Parking Regulations is the responsibility of KU Parking & Transit. Enforcement of traffic ordinances is the responsibility of the KU Police. Faculty and staff are responsible for compliance with all traffic and parking regulations, and may be issued citations for violations.

       

      Parking and Traffic Policies and Resources

       

      ·         Parking Commission (University Senate Code, Article XIII, section 2)

      ·         Parking Regulations

      ·         Transit Commission

      ·         KU Parking & Transit

      ·         KU Police

       

      Part III: Faculty and Staff Rights and Responsibilities

       

      The University adheres to basic principles that create both rights and responsibilities for faculty and staff. Many of these rights and responsibilities are set forth in the Faculty Code of Rights, Responsibilities, and Conduct, which applies to all members of the faculty and many members of the academic and profession staff.  The Faculty Code is supplemented by and interacts with other sources of rights and responsibilities. After providing a basic overview of the Code, this part of the Handbook describes essential principles and the related rights and responsibilities for faculty and staff, including the principles of academic freedom and integrity, nondiscrimination, confidentiality, property rights, and due process.

       

      A.        Faculty Code of Rights, Responsibilities, and Conduct

       

      The Faculty Code of Rights, Responsibilities, and Conduct (the Faculty Code) was adopted in 1971 (and later amended) by agreement between faculty governance and the Chancellor. The Faculty Code (see Article I of the Code) applies to tenured and tenure track teaching faculty, lecturers and instructors, library faculty and other professional members of the library staff, research personnel of rank comparable to those above enumerated, and any person hired by the University to conduct classroom activities.  After general provisions concerning its scope and defining terms, the Faculty Code lists rights, faculty responsibilities, identifies prohibited conduct, and prescribes sanctions. These provisions are not exhaustive, and other rights and responsibilities may be established in other sources. This part of the Handbook summarizes the Faculty Code.

       

      ·         Faculty Code of Rights, Responsibilities, and Conduct

       

      1. Faculty Rights – Article III of the Faculty Code lists a number of rights, but that list is not exhaustive and is supplemented by additional rights.  The listed rights of faculty and staff to whom the Code applies include—

       

      ·         Freedom of inquiry, expression, and assembly

      ·         Security against unlawful searches and seizures

      ·         Limitation of disciplinary actions to proscribed conduct

      ·         Notice and opportunity for a hearing before imposition of disciplinary sanctions

      ·         Freedom to invite and hear persons of their own choosing, subject to requirements for use of University facilities

      ·         Participation in the determination of school, department and University policies

      ·         Use of facilities

      ·         Freedom to distribute written material

       

      Each of the listed rights is subject to reasonable limitations identified in the code or other relevant University policies. The Faculty Code is concerned primarily with academic freedom, tenure, and due process. Other important rights, such as nondiscrimination, confidentiality, and intellectual property rights are addressed through other laws and policies.

       

      2. Faculty Responsibilities – Article IV of the Faculty Code identifies and describes faculty and staff responsibilities, and discusses the traditional faculty responsibilities in the areas of teaching or profession, scholarship, and service.  It provides that performance will be evaluated annually and that the faculty or staff member will receive a written statement evaluating his or her performance. It states further that faculty and staff members are expected to perform at least adequately in each of their major areas of responsibility.  While the Faculty Code focuses on the core responsibilities of tenured and tenure track teaching faculty, it recognizes that the responsibilities of faculty and others subject to the Code are multiple and varied and does not attempt to list those responsibilities.

       

      3. Proscribed Conduct – Article V of the Faculty Code identifies eight categories of proscribed conduct that apply to all faculty and staff subject to the Code. These include—

       

      ·         Willful failure to carry out academic responsibilities

      ·         Violation of lawful published University regulations

      ·         Knowingly furnishing false information to the University or falsifying University documents

      ·         Failure to respect the rights or academic freedom of students, staff, or other faculty members

      ·         Violation of commonly accepted standards of professional ethics, including abusive or unprofessional treatment of students, faculty, or other members of the University, and sexual harassment or discrimination on the basis of sex, race, religion, age, national origin, disability, or sexual orientation

      ·         Plagiarism, misrepresentation or fraud in classroom presentations, published works, or published presentations

      ·         Acts involving such “moral turpitude” (as defined in the Code) as to render the faculty member unfit for his/her position

       

      Many of these categories of proscribed conduct are the subject of additional regulations and policies that further define the types of conduct involved or provide specialized procedures for addressing them.

       

      4. Sanctions and Procedures – Article VI of the Faculty Code lists sanctions that may be imposed, which vary in severity in recognition that violations may be more or less serious. Listed sanctions include:

       

      ·         Warning that further prohibited conduct will result in more serious sanctions

      ·         Restitution for damage caused by misconduct

      ·         Censure; i.e., a formal reprimand in the faculty member’s record

      ·         Suspension; i.e., exclusion from teaching or other duties for up to two years

      ·         Dismissal

       

      Sanctions are imposed by the Chancellor upon the completion of applicable procedures, which vary depending on the nature of the charge, the severity of the sanction sought, and the status of parties. (See USRR 6.4)  For most types of misconduct, procedures for faculty and academic staff will involve a right to a hearing before the Judicial Board or the Faculty Rights Board.  The Judicial Board, a University tribunal that conducts hearings and appeals for many disputes within the University, has jurisdiction if the proposed sanction is minor.  The Faculty Rights Board, the University Tribunal that conducts hearing and appeals for disputes involving faculty rights and responsibilities, has jurisdiction if suspension or dismissal is sought.  Separate procedures apply to professional staff, who have access to grievance procedures within the unit and may request that the Provost or the Provost’s designated representative appoint a three-person review panel. In addition, specialized tribunals have jurisdiction over some matters, such as scholarly misconduct or impermissible discrimination. Procedures for resolving disputes within the University are discussed further in Part III.G of this Handbook.  [Insert Bookmark]

       

      ·         Jurisdiction of Dispute Resolution Bodies (USRR 6.4)

      ·         Judicial Board Composition and Responsibilities (Article XIII, section 4 of the University Senate Code)

      ·         Faculty Rights Board Composition and Authority (Article XV of the University Senate Code)

       

      B.        Academic Freedom and Tenure

       

      1. General Principles – Academic freedom encompasses freedom of research and publication, freedom of discussion in the classroom, and freedom to speak as citizens. The Kansas Board of Regents and the University have adopted the American Association of University Professors (AAUP) Statement on Academic Freedom and Tenure. Academic freedom for faculty and staff is also protected by the Faculty Code, as discussed above, and recognized in FSRR 6.1.2. Although the award of tenure traditionally has served as a means of ensuring academic freedom, it does not relieve a faculty member from his or her responsibilities in the areas of teaching, scholarship, or service.

       

      Academic freedom does not relieve the faculty, students, or staff from the obligation to conform to the requirements and policies of the Board of Regents, the academic unit, the University, or the discipline on matters such as course coverage or content, research methods and safeguards, or class requirements. Academic freedom is subject to regulations and policies in furtherance of the University’s mission, including the Restricted Research Policy (FSRR Article IX), the University and Regents policies on conflict of time commitments and conflict of interest (See Part III.F, below), the Regents policy on activities that interfere with the conduct of the University (Regents Policy Manual, II.G.17), and state laws and Regents policy concerning the use of sexually explicit classroom material (Regents Policy Manual, II.G.29).

       

            General Policies Relating to Academic Freedom

       

      ·         AAUP Statement on Academic Freedom and Tenure

      ·         Code of Student Rights and Responsibilities

       

      Policies Affecting Academic Freedom

       

      ·         Restricted Research Policy (FSRR Article IX),

      ·         University Policy on Commitment of Time, Conflict of Interest, Consulting, and Other Employment

      ·         Regents Policy Prohibiting Activities that Interfere with the Conduct of the University (Regents Policy Manual, II.G.17)

      ·         Regents Policy on Use of Sexually Explicit Classroom Materials (Regents Policy Manual, II.G.29)

       

      2. Political Activity – Consistent with the principle of academic freedom, faculty and staff retain their constitutional rights to freedom of speech and to participate in the political process. Nonetheless, because faculty and staff are affiliated with the University and represent a learned profession, they bear special responsibilities in the exercise of those rights. The AAUP Statement on Academic Freedom and Tenure recognizes that the public may judge faculty members’ profession and institution by what they say. Faculty and staff should therefore endeavor to be accurate, restrained, and respectful of other opinions, and should indicate that they are not speaking for the University.

       

      Board of Regents Policy protects the rights of faculty and staff to engage in political activity, including running for office. (See Regents Policy Manual, II.F.16.) Regents policy also permits employees who hold elected office to take a leave of absence. (See Regents Policy Manual, II.F.15.c)  However, Regents policy also prohibits the use of University resources for partisan political activity (see Use of University Property, Part III.F.3 of this Handbook [Insert Bookmark]) and limits the use of campus facilities for political purposes (see Regents Policy Manual, II.G.12).  A separate policy requires Regents approval of legislative requests for funds, programs, or legislation relating to the University and that faculty or administrators who are called to provide expert testimony on proposed legislation must notify the President and Chief Executive Officer of the Board of such invitations. (See Regents Policy Manual, II.G.5) In addition, University policy requires that legislative testimony be reported to the Office of Government Relations. Because state law regulates lobbying to a considerable degree, faculty and staff should not support or oppose legislation or regulatory action in a manner that ties the identity of the faculty member to the University without prior consultation with the General Counsel's office. All expenditures made to entertain, or otherwise influence, legislators or other state officials should be reported before the fact to the Office of Government Relations.

       

      Various statutory provisions and Regents and University policies concerning political activity have been summarized in a single Policy on Political Activity posted to the Policy Library.

       

      Policies Relating to Political Activities by Faculty and Staff

       

      ·         Regents Policy on Political Activity by Faculty and Staff (Regents Policy Manual, II.F.16.)

      ·         Regents Policy on Leave for Elective Office (Regents Policy Manual, II.F.15.c)

      ·         Regents Policy on Use of Campus Facilities for Political Purposes (Regents Policy Manual, II.G.12)

      ·         Regents Policy on Legislative Requests Relating to the University (Regents Policy Manual, II.G.5)

      ·         University Policy on Political Activity

      ·         University Policy on Legislative Requests Relating to the University [Link When Available]

      ·         Office of Government Relations

       

      3. Violations of Academic Freedom – The right of academic freedom for faculty and staff carries with it a corresponding obligation to respect the academic freedom of others, including students, whose right to academic freedom and freedom of expression is recognized in the Code of Student Rights and Responsibilities. Faculty and staff who believe that their academic freedoms have been violated may seek recourse through applicable University procedures, and violations of academic freedom by faculty or staff may result in disciplinary action in accordance with those procedures. (See Dispute Resolution Procedures, Part III.G of this Handbook) [Insert Bookmark]

       

      C.        Academic Integrity

       

      Academic integrity is a central value in higher education that rests on two principles:  first, that academic work is represented truthfully as to its source and its accuracy, and second, that academic results are obtained by fair and authorized means.  All students, faculty, and staff have an obligation of integrity in their academic endeavors, including classroom work, scholarship and publication, and other activities. Academic integrity in its most fundamental sense means intellectual honesty in performing and reporting the results of teaching and scholarship. Violation of accepted norms of scholarly integrity may constitute academic or scholarly misconduct and is subject to sanctions pursuant to established University procedures. (See Dispute Resolution Procedures, Part III.G of this Handbook) [Insert Bookmark]

       

      1. Academic Misconduct by Faculty and Staff – Academic misconduct is misconduct in connection with the classroom or other teaching environment, and is defined in USSR 2.6.1 separately for students and instructors. This section of the Handbook discusses the obligations of faculty and staff in relation to academic integrity; academic misconduct involving students is discussed under academic policies. (See Section IV.C.5 of this Handbook) [Insert Bookmark] Under USRR 2.6.1, academic misconduct by instructors of all ranks includes: grading student work by criteria other than academic performance, willful neglect in the discharge of teaching duties, falsification of research results, plagiarism, violation of regulations or ethical codes for the treatment of human and animal subjects, or otherwise acting dishonestly in research. Academic misconduct cases are heard by the Judicial Board or the Faculty Rights Board, depending on the nature of the sanctions sought. (See USRR 6.4.2 & 6.4.3) The Judicial Board, a University tribunal that conducts hearings and appeals for many disputes within the University, has jurisdiction if the proposed sanction is minor.  The Faculty Rights Board, the University Tribunal that conducts hearing and appeals for disputes involving faculty rights and responsibilities, has jurisdiction if suspension or dismissal is sought.  For further discussion, see Formal Dispute Resolution Procedures. (Part III.G.3 of this Handbook) [Insert Bookmark]

       

      2. Scholarly Misconduct – Scholarly misconduct concerns misconduct in connection with research, creative performances and exhibitions, and other forms of scholarship intended for publication or connected with external grants. It includes plagiarism, fabrication and falsification of research results, and related kinds of misconduct. Although scholarly and academic misconduct overlap, procedures for scholarly misconduct apply when misconduct occurs in connection with scholarship for publication or related to external grants. These procedures comply with federal regulations and are located in USRR Article IX. Additional requirements and procedures apply to certain kinds of research and education involving human subjects, animals, and biohazards. (See Research Regulations and Policies, Part V.D of this Handbook) [Insert Bookmark]

       

      ·         Definition of Academic Misconduct (USSR 2.6.1)

      ·         Jurisdiction over Charges of Academic Misconduct by Faculty or Academic Staff (USRR 6.4.2 & 6.4.3)

      ·         Judicial Board Composition and Responsibilities (Article XIII, section 4 of the University Senate Code)

      ·         Faculty Rights Board Composition and Authority (Article XV of the University Senate Code)

      ·         Procedures for Cases of Scholarly Misconduct (USRR Article IX)

       

      D.        Nondiscrimination

       

      Consistent with state and federal law, the University of Kansas prohibits discrimination on the basis of race, color, religion, sex, national origin, age, ancestry, disability, and veteran status. Consistent with its commitment to the full participation of previously excluded or neglected classes of people, University policy also prohibits discrimination on the basis of sexual orientation, marital status, or parental status.  Faculty and staff have a right to be free from improper discrimination; they also have a duty not to engage in improper discrimination against students or other members of the faculty and staff. The Board of Regents has policies on Affirmative Action and Equal Opportunity, Racial and Sexual Harassment, and Diversity and Multiculturalism. (See Regents Policy Manual, II.G. 20-22) These policies direct the University to develop policies addressing these issues, which are summarized in this section.

       

      1. Nondiscrimination Policy – The University’s nondiscrimination policy includes three components: equal opportunity, affirmative action, and procedures for resolving complaints.  These components reflect the principles that individuals should be considered on the basis of their qualifications and performance, that the University seeks to promote an intellectually and culturally diverse learning community, and that effective and fair remedies for discrimination should be available.

       

      The nondiscrimination policy applies to all aspects of the University and all activities affiliated with the University, including on-campus recruiting of students. Under the University Career Center ’s On-Campus Recruiting Professional Conduct Policy, employers participating in on-campus recruiting through the center must comply with the University’s nondiscrimination policies. One exception to this policy, however, is for the United States military, which under federal law must be allowed to recruit on campus notwithstanding policies that may discriminate on the basis of sexual orientation.

       

            General Policies on Nondiscrimination

       

      ·         Regents Policies on Affirmative Action and Equal Opportunity, Racial and Sexual Harassment, and Diversity and Multiculturalism. (Regents Policy Manual, II.G. 20-22) 

      ·         University Nondiscrimination Policy

      ·         Procedures for Resolving Discrimination Complaints

      ·         University Career Center’s On-Campus Recruiting Professional Conduct Policy

       

      2. Racial, Ethnic, and Sexual Harassment and Consenting Relationships – Racial and sexual harassment are particular forms of discrimination prohibited by state and federal law and addressed by specific policies within the University.  The Racial and Ethnic Harassment Policy recognizes that racial and ethnic harassment of faculty, staff, or students are not only illegal and unprofessional, but contrary to the University’s mission. Further details concerning racial and ethnic harassment, including a brochure, are available from HREO.

       

      The University’s Sexual Harassment Policy recognizes that sexual harassment of students, faculty, or staff is illegal, unprofessional, and contrary to the University’s mission. Sexual harassment includes but is not limited to unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature when (1) submission to such conduct is made a term or condition of employment; (2) submission or rejection of the conduct is used as the basis for employment or academic decisions; or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance, or of creating an intimidating, hostile, or offensive working or educational environment. Further details concerning sexual harassment, including a brochure, are available from HREO.

       

      The University Policy on Consenting Relationships strongly discourages romantic or sexual relationships where a power differential exists because of the parties’ roles within the University and requires specific steps to be taken to address these issues when relationships do arise.

       

      Policies Relating Racial and Sexual Harassment

       

      ·         University Racial and Ethnic Harassment Policy

      ·         University Sexual Harassment Policy

      ·         University Policy on Consenting Relationships

       

      3. Accommodations for Disabilities – Federal law (the Americans with Disabilities Act or “ ADA ”) requires that the University must make reasonable accommodations for employees and students with disabilities. Accommodations are not required if they would impose an undue hardship on the University, do not include the provision of personal items (such as glasses), and do not require the University to lower its standards. Accommodations for employees are addressed in the University’s Policy on Disability and ADA Issues, which includes information about how to seek accommodations through the ADA coordinator in HREO. Students with disabilities have recourse to the Academic Achievement and Access Center , which maintains resources for students with disabilities, including a Disability Resources Handbook and forms for seeking accommodations and documenting disabilities. The University’s Policy on Animals in Buildings provides a general accommodation permitting individuals with disabilities to use service dogs in University buildings.

       

      Policies and Resources Relating to Disabilities

       

      ·         University Policy on Disability and ADA Issues

      ·         Academic Achievement and Access Center Disability Resources Handbook

      ·         University Policy on Animals in Buildings

       

      E.        Privacy, Confidentiality, and Transparency

         

      The University’s policy concerning information must balance respect for the privacy and confidentiality of personal information with its obligations of transparency and accountability. Faculty and staff at the University have certain rights of privacy and confidentiality, and corresponding duties to respect the privacy and confidentiality of others. Some records and information, including (1) student educational records; (2) health care records of faculty, staff, and students; and (3) personnel records are confidential. Improper release of records and information may violate federal statutes, such as the Family Educational Rights and Privacy Act (FERPA) or the Health Insurance Portability and Accountability Act (HIPAA). Confidentiality is also regulated by state statutes, as well as Board of Regents and University policies. More broadly, faculty and staff must be aware that personal information is sensitive and handle it accordingly. At the same time, faculty and staff have a right of access to public processes and records, and an obligation to provide access to public processes and records.

       

      1. Faculty and Staff Privacy Rights – Faculty and staff have rights in connection with the gathering, use, and treatment of private, personal, and confidential information about them by the University. The University’s General Privacy Policy provides for the gathering and use of information as needed in support of University activities, while recognizing the University’s obligation to safeguard the information entrusted to it and limiting the use of such information to the authorized business of the University. It also provides for compliance with laws limiting disclosure, such as HIPAA, as well as acknowledging that disclosure of employee information may be required by law.

       

      In addition, the Faculty Code provides that faculty and academic staff have a right to be secure in their persons, offices, papers, and effects against unlawful searches and seizures. (See Faculty Code, Art. III, § 2)  Faculty and staff should recognize, however, that the University is a public entity and that University offices may be subject to search on broader terms than a private home. The same is true for University equipment, such as telephones, e-mail, or computers. While the University supports a climate of trust and respect and does not ordinarily read, monitor or screen employees’ routine use of information resources, these resources remain the University’s and may be monitored for various legitimate purposes. In addition, under the University’s policy on Acceptable Use of Electronic Information Resources, the University does not guarantee the privacy or security of information on its electronic information resources, and may monitor, inspect, or record files when unlawful or improper use is suspected.

       

      A number of provisions of the Faculty and University Senate Rules and Regulations address confidentiality in relation to personnel matters, including personnel records (FSRR Article VII), promotion and tenure files (FSRR 6.1.3), sabbatical leave applications (FSRR 8.2.2), Judicial Board proceedings (USRR 6.1.2), cases handed in the Ombuds Office (USRR 6.2.2.1), and scholarly misconduct allegations and investigations (USRR 9.2.3).  These provisions not only protect the rights of faculty and staff to confidentiality of their own information, but also obligate faculty and staff involved in such matters to preserve the confidentiality of information relating to others.

       

      Confidentiality requires that faculty and staff must take care not to inadvertently disclose or release personal information in the confidential records they maintain or to which they have access. In particular, records and other documents containing confidential student, health, or personnel information should not be left where they are easily accessible to individuals who are not authorized to access them. Likewise, care must be taken in the disposal of confidential records or other documents, which should be shredded or destroyed in some manner that prevents the recovery of confidential information. The University’s Information Technology Security Policy helps to promote the security of electronic information and protect the integrity of the University’s information network. To assist faculty or staff who may be contacted by law enforcement personnel seeking information, the University has developed Procedures for Investigative Contact by Law Enforcement.

       

            Policies and Resources on Privacy Rights and Confidentiality

       

      ·         University General Privacy Policy

      ·         University Policy on Acceptable Use of Electronic Information Resources

      ·         Faculty and Academic Staff Personnel Records (FSRR Article VII)

      ·         Information Technology Security Policy

      ·         Procedures for Investigative Contact by Law Enforcement

       

      2. Student Rights – The rights of students concerning their educational records and health care records are addressed in FERPA and HIPAA. To implement these laws and further the University’s commitment to informational privacy, the University has adopted a Student Records Policy, for educational records, and Student Health Services has adopted a comprehensive Health Information Privacy Policy.  Many faculty and staff create, have access to, and utilize student educational records that are governed by FERPA, and must take care to comply with the Student Records Policy designed to promote FERPA compliance.  The Privacy Office website has more detailed information.   Disputes concerning FERPA compliance are handled by the Office of the Vice Provost for Student Success. (See USRR 6.4.11) Confidentiality in respect to credential files maintained in the University Career Center is addressed by the Center’s Policy on Education Credentials Files.

       

      HIPAA provides that treatment records and other health care information is confidential and may not be disclosed except for purposes of diagnoses, treatment, and other authorized purposes. Faculty or staff involved in providing health care to students should familiarize themselves with the Student Health Services Health Information Privacy Policy. Faculty and staff who have access to medical information for other reasons, such as in connection with accommodations for students with disabilities, must maintain the confidentiality of that information.

       

      Policies and Resources Relating to Confidentiality of Student Records

       

      ·         Student Records Policy

      ·         Health Information Privacy Policy

      ·         University Career Center Policy on Education Credentials Files

      ·         Privacy Office

       

      3. Open Meetings and Records – Although certain personal information and records concerning faculty, staff, and students are confidential, in other respects state statutes and University policy require openness and accessibility of processes and records. The Kansas Open Meetings Act (KOMA) and the Kansas Open Records Act (KORA) require that meetings must be open and records of public agencies must be available to the public, unless an exception permits or requires the meeting or record to be closed. These statutes apply to the University because it is a state agency, and to all entities and personnel within the University, including governance bodies such as University and Faculty Senate, SenEx and FacEx, and standing governance committees. (See University Senate Code, Article XX, section 4) The current version of each statute is available on the State Legislature’s website. KOMA is K.S.A. 75-4317 et seq. and KORA is K.S.A. 45-215 et seq.

       

      KOMA requires that agencies must provide notice of any meeting upon request (including standing requests for notice of all meetings), and provides that such meetings shall be open to the public. KOMA does not apply to the deliberations of “quasi-judicial” bodies such as the Judicial Board, which conducts hearings and appeals for many disputes within the University. In addition, KOMA permits a body to go into executive or closed session, in accordance with specified procedures, to discuss confidential matters such as personnel evaluations or student academic issues.

       

      KORA provides that agency records must be open for public inspection and copying. If copies are requested from the agency, the agency may require a written request and charge a reasonable fee. KORA requires some records, such as health information or student academic records, to remain closed and permits the agency to close personnel records.  The Privacy Coordinator, Provost Office, is the designated official Custodian of Public Records, and requests for inspection and copies of records should be directed to that office (http://www.privacy.ku.edu).

       

                  Further information about KOMA and KORA is available on the Website of the State Attorney General. Violations of KOMA and KORA may have serious consequences, and faculty and staff should consult with the University General Counsel’s Office if they have questions concerning compliance.

       

      Policies and Resources on KOMA and KORA

       

      ·         KOMA (K.S.A. 75-4317 et seq.)

      ·         KORA (K.S.A. 45-215 et seq.)

      ·         Privacy Coordinator’s Office

      ·         Website of the State Attorney General

      ·         University General Counsel’s Office

       

      F.        Conflicts of Interest, Consulting, and Intellectual Property

       

      The employment relationship between a faculty or staff member and the University means that faculty and staff have an obligation to devote their work-related efforts to the University and, conversely, the University has a right to the benefits of those efforts. These rights and obligations are addressed by a variety of Regents and University policies that can be grouped into three broad categories. First, as employees of the University, faculty and staff are expected to commit their time and energy in the performance of their employment related duties, although outside consulting related to a faculty or staff member’s area of expertise may be permitted pursuant to established policies and procedures. Second, the University has and acquires intellectual property rights to work produced by faculty and staff in connection with their employment, subject to some limitations. Third, faculty and staff members’ use of University facilities and affiliations is limited to activities and purposes related to their work for the University.

       

      1. Conflicts of Interest and External Activities – The University Policy on Commitment of Time, Conflict of Interest, Consulting, and Other Employment is based on and substantially similar to the Board of Regents policy on the same subjects. (See Regents Policy Manual, II. F.14.) The University policy establishes rules and procedures for addressing potential conflicts.

       

      These policies recognize that interactions with business and industry, foundations, and public agencies help to ensure the relevance of instruction, promotes the professional development of faculty and staff, and support the advancement and dissemination of knowledge. Thus, faculty and staff are encouraged to develop such interactions consistent within their areas of interest and expertise, subject however to the obligation to avoid conflicts of time commitment and conflicts of interest that interfere with the faculty or staff member’s responsibilities to the institution.  Within limits, the University encourages outside consulting that further develops the faculty member in a professional sense or serves the community, state, or nation in a professional capacity, provided that it does not interfere with the faculty member’s teaching, scholarship, and service to the institution and is consistent with institutional objectives. Consulting by academic or professional staff, however, is limited to personal time.

         

      Certain reporting and approval requirements apply to outside consulting activities and interests that may create conflicts of time commitment or interests.  Faculty must obtain prior approval of outside consulting activities other than activities that occur entirely within a 24-hour period, must report consulting arrangements and significant financial or managerial interests as part of the annual appointment process, and must disclose new situations that may create a conflict of commitment or interest when those situations arise.  Faculty and staff may not use their affiliation with the University as an endorsement of outside activities without prior approval.  Separate policies and procedures are in place to address potential conflicts of interests arising from the possible financial rewards from commercial development of research, including both individual conflicts of interest (Inventor Conflict of Interest Policy) and institutional conflicts of interest (Institutional Conflicts of Interests Policy), as well as the employment of students by faculty-owned companies. (See Employment of Students Policy)

       

       In addition, a state statute (K.S.A. 46-247) requires that faculty and staff whose salary exceeds $50,000 per year must file an annual Statement of Substantial Interests (SSI) with the Office of the Secretary of State.  This law also requires that any KU faculty member or other employee must file an SSI if he or she consults for an individual or entity and then lobbies, testifies, promotes, or opposes action or nonaction affecting that individual or entity.  A related statute (K.S.A. 46-282) requires individuals who have specified kinds of responsibilities to file an SSI regardless of their salary levels, including persons who (1) hold major policy-making positions; (2) are responsible for contracting, purchasing, or procurement (with some exceptions);  (3) are responsible for writing or drafting specifications for contracts; (4) are responsible for awarding grants, benefits, or subsidies; or (5) are responsible for inspecting, licensing, or regulating any person or entity.

       

            Policies Relating to Conflicts from External Activities

       

      ·         Board of Regents Policy Commitment of Time, Conflict of Interest, Consulting, and Other Employment (Regents Policy Manual, II. F.14)

      ·         University Policy on Commitment of Time, Conflict of Interest, Consulting, and Other Employment

      ·         Statement of Substantial Interests (Office of the Secretary of State)

      ·         University Policy on Inventor Conflict of Interest

      ·         University Policy on Institutional Conflicts of Interests

      ·         University Policy on Employment of Students

       

      2. Intellectual Property Rights – The University’s Intellectual Property Policy is based on and substantially similar to the Board of Regents Policy on the same subject. (See Regents Policy Manual, II.D.8.) Because the development of intellectual property is a primary endeavor of the University, the Intellectual Property Policy is summarized here at length.  Please review the entire policy, available at the link below. 

       

      In general terms, the policy recognizes the University’s fiduciary obligation for the appropriate use of state funds, and therefore asserts limited intellectual property rights in the work product of faculty and staff made in the performance of their duties or using substantial University resources, although there are some exceptions. Intellectual property is legally protected through copyrights, patents, and trademarks, and the policy addresses each kind of intellectual property separately.

       

      The University does not seek limited copyright ownership for (1) mediated courseware developed by an instructor on his/her own initiative; (2) scholarly and artistic works; (3) manuscripts for scholarly journals; or (4) student academic work. Nonetheless, the University maintains the right to royalty-free use of some of this work product. Copyrightable software with significant commercial value is subject to the same rules as patents. When faculty or staff members assign materials that they have authored as required readings for a course, a special policy requires that proceeds must be donated to their departments, schools, scholarship funds, or other non-profit entities. (See University Policy on Royalties for Instructor Authored Materials)

       

      The University’s Intellectual Property policy provides that anyone who conceives an invention or who develops copyrightable software that is not included in mediated courseware resulting from a research project sponsored by the University shall report the matter to the Vice Provost for Research and Graduate Studies (and President of KUCR), or his or her designee, on an Invention Disclosure form, available from KUCR. Following receipt of the Invention Disclosure Form, KUCR will schedule a meeting with the creators to discuss the invention. Details of revenue distribution for University-retained intellectual property is set forth in the Revenue Distribution Policy. In cases where research is funded by outside parties, intellectual property issues must be addressed in the contract with the funding entity.

       

      The University benefits from public recognition of its name, symbols, and other trademarks that are protected by law. The University’s Intellectual Property Policy references and incorporates a separate policy on Trademark Licensing and Use. The University’s trademark licensing program, which was initiated in 1978, is currently managed by Kansas Athletics. The licensing program protects the University’s trademarks, promotes the University, produces income, and prevents consumer deception through products and services that improperly bear the University’s trademarks. The trademark policy includes separate rules for commercial use, internal use, and special events.  

       

      Policies and Resources Relating to Intellectual Property

       

      ·         Board of Regents Intellectual Property Policy (Regents Policy Manual, II.D.8.)

      ·         University Intellectual Property Policy

      ·         University Policy on Royalties for Instructor-Authored Materials

      ·         Invention Disclosure Form

      ·         University Revenue Distribution Policy

      ·         University Policy on Trademark Licensing and Use

      ·         University of Kansas Center for Research, Inc. (KUCR)

       

      3. Use of University Property – Offices, equipment, and facilities used by faculty and staff are provided for institutional purposes related to employment and remain the property of the University. A limited degree of incidental personal use is to be expected and permissible, provided it does not interfere with the use of office, equipment, or facility for institutional purposes and does not violate applicable University policies. Nonetheless, faculty and staff must be keep in mind that excessive or improper personal use of offices, equipment, and facilities creates a conflict of interest, violates University policy, and may violate state or federal law.

       

      The Board of Regents and University Policies on Commitment of Time, Conflict of Interest, Consulting, and Other Employment specifically provides that University resources may not be used in external activities without prior written approval from the Chancellor or the Chancellor’s designee, which is to be granted only if the use will further the University’s mission. In addition, when permission is granted, the faculty or staff member must make arrangements for reimbursement of the University for customarily priceable materials, facilities, or services used. These requirements are also included in the Regents Policy on Commitment of Time, Conflict of Interest, Consulting, and Other Employment (Regents Policy Manual, II.D.8.).

       

      A separate policy regulates the Acceptable Use of Electronic Information Resources, which addresses various responsibilities of users, including conflicts of interest (see paragraph 8). This policy specifies that incidental personal use of electronic information resources, including e-mail, is permitted unless it interferes with University operations, violates University or Regents policies, creates an inappropriate atmosphere, generates costs, or negatively impacts job performance. In addition, the policy specifically prohibits use for external, commercial, and partisan political activities, although political issues may be discussed in the context of incidental personal use involving the exchange of ideas and opinions or course-related discussion of political topics. For further information about political activity, see part III.B.2 of this Handbook [Insert Bookmark].  Similar requirements and restrictions are also reflected in the University’s Electronic Mail Policy, which addresses various issues surrounding the use of e-mail.

       

      Several other matters involving the use of University facilities and conflicts of interest warrant specific mention.  First, under state conflict of interest laws limiting gifts to state employees, any free examination copies of textbooks must be accepted the faculty member on behalf of the University and do not become the faculty member’s personal property. (See the University Policy on Examination Copies of Textbooks).  Second, campus mail service is intended for official University business and cannot be used for personal, business, solicitation, or political purposes unless the Chancellor or Provost grants an exception in the best interests of the University. ( See University Campus Mail Policy)

       

            Policies Relating to Use of University Property

       

      ·         Regents Policy on Commitment of Time, Conflict of Interest, Consulting, and Other Employment (Regents Policy Manual, II.D.8.)

      ·         University Policy on Commitment of Time, Conflict of Interest, Consulting, and Other Employment

      ·         University Policy on Acceptable Use of Electronic Information Resources

      ·         University Electronic Mail Policy

      ·         University Policy on Examination Copies of Textbooks

      ·         University Campus Mail Website  

       

      G.        Due Process and Dispute Resolution

       

      In a large and complex institution like the University, disputes involving faculty and staff, students, and administrators will inevitably arise. Effective resolution of such disputes is essential to the success of the University, which provides both informal and formal means of resolving disputes. Ultimate authority in such matters remains with the Chancellor.

       

      1. General Principles – The University is committed to dispute resolution processes that are fair, accurate, and efficient. This commitment includes both providing a means of redress when faculty and staff have grievances or other complaints against colleagues, supervisors, or the University, and providing fair procedures when a faculty or staff member is subject to contested disciplinary actions. The University Senate Code, Article XIV, section 2, recognizes a number of procedural guarantees, including—

       

      ·         Access to grievance procedures

      ·         A right to representation during a hearing

      ·         A written statement of the complaint or grievance, including the alleged facts and violations

      ·         The privilege of remaining silent

      ·         The right to introduce evidence and present and cross examine witnesses

      ·         A decision based on the record and without improper ex parte communications

      ·         A copy of any audio tape made (at personal expense)

      ·         Prompt, written notice of the decision

      ·         Appeal in accordance with procedures, if appeal is provided

      ·         The burden of persuading the hearing body must rest on the party seeking sanctions

       

      In addition to these procedural requirements, other general principles apply to dispute resolution within the University. First, privacy and confidentiality is maintained in the resolution of disputes. (See Faculty and Staff Privacy Rights, Part III.E.1 of this Handbook) [Insert Bookmark] Second, retaliation against faculty, staff, or students who file grievances or complaints is prohibited, although individuals who abuse the process through a pattern of frivolous grievances and complaints may have their access to the process limited. (See USRR 6.1.3 and USRR 6.5.4) Faculty and staff who serve in a judicial capacity on various University tribunals are immune from complaints or grievances based on that service. (See USRR 6.1.4)

       

            Policies Related to Due Process

       

      ·         University Senate Code, Article XIV, section 2

      ·         USSR Prohibition on Retaliation (USRR 6.1.3)

      ·         USRR Provision on Frivolous Grievances (USRR 6.5.4)

      ·         USRR Provision on Immunity for Decision Made in a Judicial Capacity  (See USRR 6.1.4)

       

      2. Informal Resolution of Disputes – The collegial environment of the University and the interests of the parties to a dispute are ordinarily best served by informal dispute resolution processes that result in mutually acceptable outcomes. All faculty and staff involved in disputes are encouraged to seek informal resolution of those disputes whenever possible. To facilitate informal dispute resolution, the University administration and University governance have created the University Ombuds Office and maintain a list of qualified mediators. These established mechanisms do not preclude recourse to other means of informal dispute resolution.

       

      USRR 5.1 provides for the appointment of the University Ombudsman and the operations of the University Ombuds Office. The mission of that office is to ensure fair and equitable treatment of all members of the University Community. In furtherance of that mission, the office attempts to resolve grievances confidentially and informally. The office also serves as resource center for other University services for informal dispute resolution (as well as prevention). Further information is available on the Ombuds Office Website, which includes a Statement of Best Practices.

       

      Second, USRR 6.2 provides for informal means of dispute resolution, including mediation, to be available, and directs the Ombuds Office and Judicial Board to maintain a list of mediators. These mediation functions are performed under the auspices of the Campus Dispute Assistance Services, which offers services to prevent and intervene in disputes. Referrals to Campus Dispute Assistance Services are handled by the Ombuds Office.

       

            Policies and Resources Related to Informal Dispute Resolution

       

      ·         USRR Provisions Relating to the Ombuds Office (USRR 5.1)

      ·         USRR Provisions Relating to Informal Dispute Resolution (USRR 6.2)

      ·         University Ombuds Office

      ·         University Ombuds Statement of Best Practices

      ·         Campus Dispute Assistance Services

       

      3. Formal Dispute Resolution Procedures – If disputes cannot be resolved informally, a number of different boards and other judicial bodies may have jurisdiction to resolve the dispute following prescribed procedures. These procedures result in recommendations to the responsible administrative officials for appropriate action based upon determinations of fact and the application of University regulations and policies. The final decisional responsibility remains with the Chancellor. The applicable dispute resolution procedures depend on the subject matter of the dispute and the sanction sought. A comprehensive list of judicial bodies and their jurisdiction is included in USRR 6.4. Some of the more important bodies and their jurisdiction are described here.

       

      Major disputes involving academic freedom, tenure rights, dismissal, appointment, promotion, reappointment, and non-reappointment of faculty and academic staff are handled by the Faculty Rights Board (FRB), a standing committee of the Faculty Senate, whose composition and authority is set forth in Article XV of the University Senate Code. (See USRR 6.4.1) The FRB may act as a fact-finding tribunal or as an appellate body, depending on the context of the dispute that arises. FRB procedures are developed by FRB and approved by the Faculty Senate.

       

      Most other grievances and complaints involving faculty and academic staff are handled by the University Judicial Board, whose composition and structure are specified in Article XIII, section 5 of the University Senate Code and USRR 5.3. In some cases, whether the Judicial Board or FRB has jurisdiction depends on the nature of the sanctions, insofar as the FRB has jurisdiction over any case in which non-reappointment, dismissal, or suspension is at issue. The Judicial Board’s jurisdiction includes complaints involving faculty rights and responsibilities (other than academic freedom), academic misconduct by students and faculty, and grade appeals based on improper application of grading procedures. (See USRR 6.4.2, 6.4.3, and 6.4.4).

       

      Specialized procedures apply to certain types of disputes based on the subject matter of the dispute or the parties involved.  These procedures are addressed in USRR 6.4. The Judicial Board also has jurisdiction to hear appeals from some specialized bodies.

       

      Judicial Board procedures are set forth in USRR Article VI. Pursuant to these procedures, initial hearings are generally held at the unit level, but the hearing will be held by a panel of the Judicial Board if a matter involving faculty rights and responsibility is involved or in cases involving academic misconduct if the parties agree or the Judicial Board Chair determines upon petition of a party that a fair hearing cannot be held at the unit level. Parties may appeal decisions of the hearing panel, whether at the unit or Judicial Board level, to an appeals panel of the Judicial Board.

       

      Disciplinary actions and employment related grievances involving professional staff are handled using special procedures and are not within the jurisdiction of the FRB or Judicial Board.  With exception of certain specified matters, these disputes are handled using specialized procedures maintained by the Office of the Chancellor and the Office of the Provost. 

       

            Policies Relating to Formal Dispute Resolution

       

      ·         Jurisdiction of Dispute Resolution Bodies (USRR 6.4)

      ·         FRB Composition and Respsonsibilities (Article XV of the University Senate Code)

      ·         FRB Procedures [Link When Available]

      ·         Judicial Board Composition and Responsibilities (Article XIII, section 4 of the University Senate Code)

      ·         Operation of the Judicial Board (USRR 5.3)

      ·         Judicial Board Procedures (USRR Article VI)

      ·         Provost Office Grievance Procedures for Professional Staff

      ·         Chancellor’s Office Grievance Procedures for Professional Staff [Link When Available]

       

      Part IV: Academic Policies

       

      Academic policies relate to the core instructional mission of the University. Kansas Statutes and the Board of Regents create the framework for the University academic policies. These academic policies are set forth in the USRR and FSRR and related University policies. Within the framework of those policies, the primary responsibility for academic requirements rests with the faculties of the College and the several schools, and faculty, staff, and students should be familiar with the academic policies of their academic units.  This discussion provides a summary of the major University-wide policies relating to: the University calendar, general academic requirements, academic work and its evaluation, and academic misconduct.  Because many of these policies are quite specific and detailed, faculty and staff should consult the actual policy whenever an issue concerning its application arises.

       

      A.        University Calendar

                 

                  The University provides or sponsors a wide array of activities, including classroom instruction and examinations, public lectures, academic conferences, musical or dramatic performances, and major sporting events. Scheduling such diverse activities to minimize conflicts and avoid other problems requires careful attention.

                 

                  1. The Academic Calendar – The University operates pursuant to an academic calendar that divides the year into a fall and a spring semester and two concurrent summer sessions, an eight-week session and two four-week sessions. The specific calendar for any given academic year is developed several years in advance by the University Senate Calendar Committee, is approved by the Provost and Chancellor, and submitted to the Board of Regents for final approval. See USRR 1.1. Pursuant to Board of Regents policy, the academic calendar must consist of two semesters of at least 15 weeks each and a total of 150 “instructional days” (i.e., days on which classes meet) plus 5 examination days each semester. See Regents Policy Manual, II.D.1. The calendar must also adhere to holidays and breaks approved by the Board, as well as the internal requirements of the University.

       

            Policies Relating to the Academic Calendar

       

      ·         Development of the Academic Calendar (USRR 1.1)

      ·         Regents Requirements for the Academic Calendar  (Regents Policy Manual, II.D.1)

       

                  2. Class and Examination Schedules – The schedule of courses for each semester and the summer sessions is posted on the website of the Office of the University Registrar (see Enrollment Guide).  That office has responsibility for compiling the Schedule of Classes (previously referred to as the timetable) based on class schedules approved by the academic units (see Part IV.C.1 of this Handbook [Insert Bookmark]). Proposed classes that would fall outside the normal time schedule for classes must be approved by the Senior Vice Provost for Scholarly Support, who has responsibility for space management.

       

                  To avoid conflicts and protect students, the USRR contain extensive regulations on the scheduling of examinations. See USRR 1.3 (final examinations) and 1.4 (other examinations).  Of particular importance are restrictions on rescheduling final examinations or giving examinations during the last week of class and on giving other examinations at times other than regular class hours.

      Policies and Resources Regarding Class and Examination Schedules

       

      ·         University Registrar

      ·         FSRR Provisions on Scheduling of Teaching Assignments (FSRR 5.7)

      ·         Regulations Concerning Examinations (USRR 1.3 & 1.4)

       

                  3. University Events Calendar – The Office of University Relations maintains a calendar of events. While many kinds of activities and events can be conducted on campus without University approval, certain events must be approved by the University Events Committee in accordance with the Guidelines for University Events and Organizations.

       

            Policies and Resources Concerning Scheduling of Events

       

      ·         University Events Calendar

      ·         Guidelines for University Events and Organizations.

            

      B.        General Academic Requirements

       

                  Academic requirements for students at the University of Kansas derive from a number of different sources, including statutes, Board of Regents requirements, University regulations, and the policies of the academic units. This section summarizes general, University-wide academic requirements.  Primary responsibility for establishing academic requirements for particular degrees or programs rests with the College and schools.

       

      1. Admission – Undergraduate admission to the University is regulated by the “Qualified Admissions Statute,” KSA 76-717.  Pursuant to this statute, Kansas residents are automatically admitted if they achieve specified scores on the ACT, graduate in the top third of their high school class, complete a curriculum designed by the Board of Regents with the requisite GPA, or fall into one of several other additional statutory categories. The Board of Regents Qualified Admissions Curriculum is posted on the Regents website. 

       

      Within these parameters, the faculties of the College and the schools establish admissions policies for their units. See FSRR 2.1.1. Undergraduates are enrolled in the College or in the school in which their degree program is located. Students not yet admitted to a degree program in one of the schools will be enrolled in the College pending admission to a program in another school. The FSRR establish policies concerning the admission of transfer students (FSRR 2.4), advanced standing and placement (FSRR 2.5), non-degree seeking students (FSRR 2.6), and English proficiency (FSRR 3.4; see also FSRR 5.6 & the English Proficiency Requirements Policy in the KU Policy Library).

       

      Graduate admission standards are established by the College or School and Graduate Studies (for programs within its jurisdiction). The graduate studies policy is available in the KU Policy Library (Admission to Graduate Studies). Graduate students are enrolled in the College or the School that will grant their degree.

       

            Policies Concerning Admission

       

      ·         Qualified Admissions Statute (KSA 76-717)

      ·         Board of Regents Qualified Admissions Curriculum

      ·         FSRR Provisions Concerning Admission (FSRR Article II)

      ·         English Proficiency (FSRR 3.4 and FSRR 5.6)

      ·         University English Proficiency Requirements Policy

      ·         Graduate Studies Policy on Admission to Graduate Studies

       

      2. Good Standing & Academic Probation – There are no University-wide requirements regarding attendance, good standing, and progress toward degrees for undergraduates.  Under USRR 2.5.1, the College and schools determine standards for retention, probation, dismissal, and reinstatement of students. Particular programs may have specific requirements for good standing in addition to those of the College or school. Students who fall below the standards for good standing are typically placed on academic probation, and may be dismissed if academic performance does not improve. University rules concerning readmission following dismissal are in FSRR 2.3.  Graduate Studies has adopted basic requirements for academic good standing and probation that apply to graduate students in programs within its jurisdiction.  (See Graduate Catalog)

       

            Policies Concerning Academic Good Standing

       

      ·         Authority of College and Schools to Establish Standard (USRR 2.5.1)

      ·         Readmission Following Dismissal (FSRR 2.3)

      ·         Graduate Catalog, Student Responsibilites

       

      3. Graduation – General academic and graduation requirements for the Bachelor’s degree are detailed in Article III of the USRR, including minimum course credit and residency requirements. Information about Resident and Non-resident study, credit by examination, and limits of credits allowed is available under FSRR, Article IV.  Requirements for graduate degrees are established by the College or the school offering the graduate program.

       

            Policies Concerning Graduation

       

      ·         Minimum Requirements (USRR Article III)

      ·         Resident and Nonresident Study (FSRR Article IV)

       

                   4. Academic Programs and Degrees – Degrees are conferred by the University under the authority of the Board of Regents upon the recommendation of the College or school awarding the degree. The faculty of the College and each school establish curricula, academic standards, and degree requirements, subject to University regulations and administrative and Board of Regents oversight. Special procedures apply when academic units take certain kinds of action, such as actions involving multiple units, approval of new degrees and programs, program review, and program discontinuance.

       

      The Board of Regents has policies on the development of new academic programs, and on their discontinuance and merger. (See Policy Manual D.7.d) The University process for academic program changes is coordinated by the Office of the Provost.

       

                  FSRR 5.3 requires coordination on academic matters affecting multiple units, such as addition or deletion of course requirements involving courses offered by other units. It also requires prior notice and consultation with affected students, faculty, and staff for significant restructuring of an academic program, such as the merger or consolidation of departments, transfer of a department from one school or College to another, or transfer of instructional delivery of courses or degree programs from one unit to another. When the discontinuance of a degree program is under consideration, USRR Article VIII applies.

       

            Policies Concerning Academic Programs and Degrees

       

      ·         Regents Policies on Academic Programs and Degrees (Regents Policy Manual, D.7.d)

      ·         Proposals Concerning Academic Programs and Degrees

      ·         Coordination of Matters Affecting Multiple Units (FSRR 5.3)

      ·         Discontinuance of Degree Programs (USRR Article VIII)

       

      5. Academic Advising – The Board of Regent’s policy on academic advising (Policy Manual, D.11) requires the University to establish an academic advising system to help students with such matters as setting educational and career goals, understanding and completing requirements for graduation, and changing majors or schools. Under the University’s academic advising system, responsibility for advising is shared between the University Advising Center and the academic units. The Advising Center can assist students in any academic unit within the University and works primarily with first and second year students, although staff may refer students to the unit or other resources for resolution of particular questions. Primary responsibility for advising rests with academic units when students are enrolled in professional schools and when upper level students are working toward completion of the requirements for a major.

       

            Policies and Resources Related to Advising

       

      ·         Board of Regents Policy on Academic Advising (Regents Policy Manual, D.11)

      ·         University Advising Center

       

      C.        Academic Work and Its Evaluation

       

                  1. Courses – Students receive credit toward graduation for completion of work in courses approved for academic credit.  The procedure for approval of courses for credit is elaborated in FSRR 5.2.  Procedures for determining which courses will be offered in a given semester, the schedule of classes, and teaching assignments are outlined in FSRR 5.7.

       

            Policies Relating to Courses

       

      ·         Approval of Courses for Academic Credit (FSRR 5.2)

      ·         Determination of Courses Offered (FSRR 5.7)

       

      2. Enrollment – Individual academic units have authority to regulate enrollment matters within the general contours of University requirements, in consultation with the Vice Provost for Academic Affairs. The Office of the University Registrar manages the mechanics of enrollment and fee payment. Enrollment in classes is currently conducted online using the “Enroll and Pay” system. Under USRR 1.2.1, the Vice Provost for Academic Affairs is directed to meet annually with the University Senate’s Academic Policies and Procedures Committee to review changes to the timetable or enrollment procedures and bring to the Committee’s attention those changes that would constitute a major change of policy.

       

      University rules and regulations establish basic policies concerning enrollment procedures. Key regulations or requirements relate to the exclusion of students from classes and adding courses after the start of the semester.  (See FSRR 5.4)  Other policies limit the maximum number of credit hours per semester in which an undergraduate (see USRR 2.7) or graduate student (see Graduate Catalog) may enroll without the dean’s approval.  Finally, University requirements govern the withdrawal from courses and establish strict time limits that apply to both undergraduates and students in the Graduate School .  (See USRR 2.2.5)

       

            Policies and Resources Related to Enrollment

       

      ·         Consultation Regarding Enrollment Procedures (USRR 1.2.1)

      ·         Regulations Regarding Enrollment Procedures FSRR 5.4

      ·         Maximum Credit Hour Limit on Undergraduate Enrollment  (USRR 2.7.1)

      ·         Graduate Catalog, General Information

      ·         Withdrawal Policies (USRR 2.2.5)

      ·         University Registrar

       

      3. Evaluation of Academic Work and Grading – The evaluation and grading of student work on the basis of papers or projects, examinations, attendance, or other course requirements is the responsibility of the faculty, subject to basic University requirements set forth in USRR Article II. Faculty are required to provide information to students concerning course requirements and the basis for evaluating performance within the first two weeks of the course, but this announcement is subject to modification as the course progresses. (See USRR 2.1.2) As discussed above, specific rules regarding the scheduling of final examinations apply. (See Part A.2 of this Handbook)  [Insert Bookmark]

       

      The University uses an A, B, C, D, and F grading scale, with additional grades that may apply under special circumstances. (See USRR 2.2.1-2.2.4).  Several specific policies concerning computation of grade point averages are set forth in Article II of the regulations, including a credit/no credit option (USRR 2.2.8), a policy permitting grade replacement for repeated courses (USRR 2.2.9), and a policy of academic forgiveness that discounts work in a past semester or semesters (USRR 2.8).

       

      The grade assigned by a faculty member may only be changed by someone other than the faculty member under limited circumstances set forth in USRR 2.3.

       

            Policies on Academic Work and Its Evaluation

       

      ·         University Senate Regulations on Academic Work (USRR Article II)

       

      D.        Academic Misconduct

       

                  Academic misconduct is inconsistent with the principle of academic integrity and is a serious concern of the University. Allegations of academic misconduct by students must be taken seriously and faculty and staff have an obligation to take action when they believe academic misconduct has occurred. This section deals with academic misconduct by students. Academic misconduct by faculty and staff is discussed in Part III.C.1 of this Handbook. [Insert Bookmark]

       

      USRR 2.6.1 defines academic misconduct by students as including, but not limited to disruption of classes; threatening an instructor or fellow student in an academic setting; giving or receiving of unauthorized aid on examinations or in the preparation of notebooks, themes, reports or other assignments; knowingly misrepresenting the source of any academic work; unauthorized changing of grades; unauthorized use of University approvals or forging of signatures; falsification of research results; plagiarizing of another’s work; violation of regulations or ethical codes for the treatment of human and animal subjects; and otherwise acting dishonestly in research.  To the extent that students engage in misconduct in connection with sponsored research activities or research for publication, such misconduct is considered scholarly misconduct and the procedures for scholarly misconduct apply. (See Scholarly Misconduct, Part III.C.2 of this Handbook) [Insert Bookmark].

       

      Possible sanctions for academic misconduct are listed in USRR 2.6.5 and range from admonitions and warnings to suspension or expulsion from the University.  Under USRR 2.6.2, the procedures followed depend in part on the nature of the sanction and whether the student contests the sanction.  After consultation with the chair or dean, and with due notice to the student, an instructor may treat student work that is the product of academic misconduct as unsatisfactory and may treat a student’s work in a course as unsatisfactory if the violation is severe or if there a repeated violations.  If the student contests these sanctions or if other sanctions are sought, then there must be a hearing in accordance with established unit procedures, subject to an appeal to the Judicial Board, a University tribunal with jurisdiction over hearings and appeals involving academic misconduct by students.  All sanctions of reduction of grade for a specific work, reduction of grade for the course, exclusion from activities, transcript citation for academic misconduct, suspension from a specific course, suspension, and expulsion that are applied by the College and the schools or their designated departments are to be communicated to the Office of the Provost, which maintains a centralized data base of such sanctions.  (USRR 2.6.6)

       

      Policies Concerning Academic Misconduct by Students

       

      ·         USRR Provisions Concerning Student Academic Misconduct (USRR 2.6)

      ·         Jurisdiction of Dispute Resolution Bodies (USRR 6.4)

       

      Part V: POLICIES RELATING TO SCHOLARSHIP

       

      Scholarship is an essential component of the University’s mission. Faculty and staff at the University engage in an array of scholarly activities including not only traditional academic research and publication, but also the creation of artistic works or performances and other activities accepted as scholarship by various academic disciplines. University policies relating to scholarship are intended to support the scholarly endeavors of faculty and staff and maintain high standards of excellence and integrity in all scholarly activities associated with the University.

       

      A.        Expectations for Scholarship

       

      All faculty and academic staff in research positions, including those with tenure or job security, are expected to engage in scholarship as part of their responsibilities to the University and the unit. The forms and methods of scholarship depend on the discipline, and the expectations for scholarship are determined by the academic or research unit in which a faculty or staff member works and his or her job description. Consistent with the expectations of their discipline and academic unit, faculty and staff have the academic freedom to pursue their particular scholarly interests. Within the limits of available resources and institutional priorities, the University and academic unit provide support for the scholarly activities of faculty and staff.

       

      B.        Administration of Scholarly Activities

       

      Administrative responsibility for scholarly activities at the University is overseen by the office of Research and Graduate Studies (RGS). As reflected in the organizational chart of the Office, its responsibilities include research administration, research computing, graduate studies, research integrity, and financial services.  RGS has oversight of the various University Research Centers , State Surveys, and Core Service Laboratories that provide a shared research infrastructure within the University.

       

      The University of Kansas Center for Research, Inc. (KUCR), is a non-profit corporation in 1962 that is the designated agent for the University in contractual and related matters involving scholarship, including externally funded research and the development of patents and copyrightable software under the University’s Intellectual Property Policy.  (See Intellectual Property Rights, Part III.F.2 of this Handbook) [Insert Bookmark]  KUCR administers research projects through a support staff that provides services in proposal, financial, and grant accounting; human resources and payroll; and contract and subcontract administration and negotiation.  The operations of the Center are governed by a board of trustees as well as elected officers. The Vice Provost for Research and Graduate Studies serves as President of KUCR and the Associate Vice Provosts for Research and Graduate Studies are Vice Presidents of KUCR.

       

      The KU Center for Technology Commercialization centralizes administration and focuses resources for the University as a whole (including all campuses) to enhance research capacity. The Center assists KU researchers and inventors with intellectual property protection, commercialization, and recruitment of commercial-sector partners to help develop new products or start-up company formation.

       

            Policies and Resources Related to Administration of Scholarly Activities

       

      ·         Research and Graduate Studies (RGS)

      ·         Research and Graduate Studies Organizational Chart

      ·         University of Kansas Center for Research, Inc. (KUCR)

      ·         KUCR corporate statement

      ·         KU Center for Technology Commercialization

       

      C.        Support for Research and Scholarship

       

      The University provides material support for the scholarly activities of faculty and staff. Because resources are finite and many scholarly activities (particularly those involving expensive equipment and facilities) are resource intensive, the University cannot provide funding for all scholarly activities and external funding is often necessary. In many disciplines, success in obtaining external funding for scholarship is an important expectation for faculty and academic staff. The University allocates resources and pursues external funding opportunities in accordance with institutional priorities, and cannot guarantee that funding for particular research or scholarly activities will be provided.

       

      1. Internal Support – The University provides various forms of internal support for scholarly activities, including grants, sabbatical leaves, travel grants, and other forms of support. In addition to the University support described in this section, individual academic units and research centers may have their own resources to support scholarly activities.

       

      The primary internal grant programs for scholarly activities are the New Faculty GRF, the GRF Competition and the Major Project Planning Grant program.  The New Faculty GRF, administered by RGS, is limited to faculty in their first two years at the University, who may apply for an award to support scholarly activity or seed funding for major external grant opportunities.  The GRF Competition awards funding for proposed scholarship based on the excellence of the proposal and its benefit to the University. Each faculty member may submit one proposal per year. Funds are allocated to each College or school, which determines the criteria to be used in evaluating proposals and has its own review committee, guidelines, and application process. Further details of the GRF Competition are available in a GRF Competition Guide posted to the RGS Website.  The Major Project Planning Grant program, administered by RGS, assists in the preparation of proposals for prestigious interdisciplinary research centers or projects funded by the National Science Foundation (NSF), the National Institutes of Health (NIH), the National Endowment for the Humanities (NEH), and other sponsors.

       

      The University also supports scholarship through its sabbatical leave program authorized by Board of Regents Policy (see Regents Policy Manual, II.F.11.a), and implemented pursuant to FSRR Article VIII. The program provides leave with pay for one semester (or for two semesters at half pay) in order to pursue advanced study, research, or appropriate industrial or professional experiences. When faculty and staff are on sabbatical leave, additional compensation is limited by University policy. (See Extra Compensation While on Sabbatical Leave, Policy Library) Only faculty or academic staff members with at least 6 continuous years of service since joining the University faculty or since their last sabbatical leave are eligible. Sabbatical leaves are awarded by a University committee through a competitive process based on the merits of the proposal. Faculty and academic staff members who take sabbatical leave commit to at least one year of service following the sabbatical. Under the Regents and University Policy, faculty or staff who do not return and remain for the full year of school service (9 to 12 months depending on annual term of employment) must refund a portion of their sabbatical pay representing the portion of time they fail to serve.

       

      Support may also be available for travel by faculty and/or staff in connection with their scholarly activities.  The Research Development Travel Fund, administered by RGS, supports visits to sponsoring entities to promote external sponsorship of scholarly activities. The Travel of Research Investigators to Potential Sponsors (TRIPS) program supports travel to sponsoring entities provided on the University airplane.  Finally, under a program administered by the Office of International Programs, International Travel Grants are available to conduct research or present papers at international conferences.

       

      Information and Resources on Internal Grant Programs

       

      ·         New Faculty GRF

      ·         GRF Competition

      ·         GRF Competition Guide

      ·         Major Project Planning Grant

       

      Information on Sabbatical Leaves

       

      ·         Board of Regents Sabbatical Leave Policy (Regents Policy Manual, II.F.11.a)

      ·         University Regulations on Sabbatical Leaves (FSRR Article VIII)

      ·         University Policy on Extra Compensation While on Sabbatical Leave

       

      Travel Grant Programs

       

      ·         Research Development Travel Fund

      ·         Travel of Research Investigators to Potential Sponsors (TRIPS)

      ·         International Travel Grants

       

      2. External Funding – In many disciplines, especially those in which expensive equipment and materials are essential to engage in cutting-edge research, external funding is essential to scholarly success. RGS plays a central role in promoting, administering, and otherwise supporting external funding for faculty and staff. To promote external funding for the scholarly activities of faculty and staff, RGS gathers and provides information about funding opportunities, including publication of a monthly Funding Opportunities Bulletin and maintenance of links to funding sources and databases.

       

      Through the services of KUCR, RGS also provides assistance in proposal review and preparation, including assistance in securing and documenting matching funds when required by the funding entity. Under its Cost Share Policy, RGS may provide matching funds within the limits of its resources. Because KUCR is the signatory agency on behalf of the University and external funding is awarded to the University rather than the principle investigator, all proposals for external funding must be reviewed by and receive the institutional endorsement of KUCR. Although faculty and staff are ordinarily encouraged to pursue external funding, some funding sources limit the number of submissions they will accept from any single institution. Under the University’s policy on Institutional Endorsement of Proposals when Submissions are Limited by External Funding Agency, RGS will solicit pre-proposals for such limited submission funding opportunities and, if the number of pre-proposals exceeds the number of permitted submissions, a committee is convened to select the proposal(s) that will go forward.

       

      When external funding is secured, KUCR receives the funds on behalf of the University and provides a variety of services in connection with the administration of the funds. These include managing budgets and cost allocation, documentation and monitoring of expenditures, and helping the principal investigator comply with the requirements of the funding entity. (See KUCR Policy on Project Management Responsibilities) Portions of external funding are allocated to infrastructure and other overhead in accordance with the University’s Facilities and Administrative Costs Return Policy. In addition, KUCR assists in the documentation of cost share or matching obligations under the University’s Policy on Cost Share and Matching.

       

            Information and Resources on External Funding Opportunities

       

      ·         KUCR Funding Opportunities Page

      ·         Funding Opportunities Bulletin

      ·         Links to Funding Sources and Databases

       

      Policies and Resources Related to Preparation of Funding Proposals

      ·         KUCR Proposal Review and Preparation Page

      ·         KUCR Cost Share Policy

      ·         University Policy on Institutional Endorsement of Proposals when Submissions are Limited by External Funding Agency

       

      Policies and Resources Related to Administration of Funds

       

      ·         KUCR Policy on Project Management Responsibilities

      ·         University Facilities and Administrative Costs Return Policy

      ·         University Policy on Cost Share and Matching Documentation Process.

       

      3. Infrastructure – An essential component of support for scholarly activities is the infrastructure necessary to conduct them. The University provides the basic infrastructure for faculty and staff, such as office space, personal computers, or clerical support. Because University resources for scholarly activities with costly infrastructure requirements such as advanced laboratory equipment or high-end computing is limited, funding for this sort of infrastructure ordinarily must be sought from external sources. Unless it is part of the agreement made at the time of appointment or re-appointment of faculty or staff, the University is not obligated to meet the distinctive scholarly infrastructure needs of faculty and staff. Conversely, when faculty and staff do receive external funding, a portion of that funding is reserved to the University to cover administrative and other overhead costs.

       

      Policies Related to Infrastructure

       

      ·         University Facilities and Administrative Costs Return Policy

       

      D.        Regulation of Scholarly Activity

       

      In addition to policies relating to support for scholarship, a number of other regulations and policies apply to scholarly activities by faculty and staff. These policies include scholarly integrity, restricted research, and regulations concerning the environment, health, and safety regulations. Many of these policies contain detailed procedures and requirements that are necessary to comply with federal and state law. It is essential that faculty and staff engaged in scholarly activities to which these requirements apply know and understand them.

       

      1. Scholarly Integrity – Primary responsibility for matters involving research integrity lies with the Office of Research Integrity in RGS. Research integrity encompasses a number of policies and procedures. Two core elements of scholarly integrity are reflected in policies discussed elsewhere in this Handbook: the University’s policy and procedures concerning scholarly misconduct (see Scholarly Misconduct, Part III.C.2 of this Handbook Insert Bookmark]) and Board of Regents and University policies concerning conflicts of interest. (See Conflicts of Interest and External Activities, Part III.F.1 of this Handbook) [Insert Bookmark] In addition to its role in implementing those policies, the Office of Research Integrity also oversees two additional policies concerning research integrity: research involving human subjects and research involving vertebrate animals.  Research involving human subjects is regulated by federal law and the University in order to protect the rights, well-being, and privacy of subjects, and must be approved by the Human Subject Committee. (See Use of Human Subjects in Research, University Policy Library)  Research and education involving vertebrate animals is also regulated by federal law and University policy, and must be approved by the Institutional Animal Care and Use Committee. (See Animals, Care and Use of in Research and Education, University Policy Library).

       

            Policies and Resources Related to Scholarly Integrity

       

      ·         Office of Research Integrity

      ·         University Policy on Use of Human Subjects in Research

      ·         University Policy on Care and Use of Animals in Research and Education

      ·         Procedures for Cases of Scholarly Misconduct (USRR Article IX)

      ·         University Policy on Inventor Conflict of Interest

      ·         University Policy on Institutional Conflicts of Interests

       

      2. Restricted Research – Under the Restricted Research Policy (see FSRR Art. IX), a faculty or staff member must obtain approval for all University research that involves restrictions on process or product of the research. The policy establishes criteria and procedures for approval of restricted research. The procedures involve consideration of the proposed research by the Faculty Senate Restricted Research Committee, which makes a recommendation to the Vice Provost for Research and Graduate Studies. The recommendation and the Vice Provost’s decision may be reviewed by the Faculty Senate Research Committee.

       

            Policies Related to Restricted Research

       

      ·         Restricted Research Policy (FSRR Article IX)

       

      3. Environment, Health, and Safety – The University has adopted general policies to promote sound environmental practices (see Environmental Policy) and to promote health and safety (see Health and Safety Policy) in the conduct of all activities, including scholarship.  (See Part II.E.4 of this Handbook)  [Insert Bookmark]  Environmental, health, and safety regulations throughout the University are the responsibility of the Office of Environment, Health, and Safety (EHS). Research and instructional activities that produce hazardous wastes, including chemical, biological, and radioactive materials must be handled properly and disposed of safely pursuant to the Hazardous Materials Manual developed by EHS. In addition, EHS is responsible for overseeing the laboratory safety program at the University, which is intended to prevent and/or minimize occupational and exposure from hazardous materials usage and activities in the laboratory environment by identifying risks and implementing proper controls before and during laboratory.

       

            Policies Related to Environment, Health, and Safety

       

      ·         Office of Environment, Health, and Safety (EHS)

      ·         Hazardous Materials Manual

      ·         Laboratory Safety Program