|
Old Staff Handbook
(Adopted 2002) |
|
|
All references to “System” or “campus” All references to President, Vice President, etc. All references to “ Preface insert (same as Faculty Handbook) Preface insert (same as Faculty Handbook) INTRODUCTION College, and in 1967,
Troy
State University (TSU) consists of six colleges, namely, the TSU
primarily serves a traditional student population and employs approximately
600 personnel, making it among the largest employers in TSU first offered academic programs in
responding to the request of the
Air Force for an on-base program, TSU established a resident center at
Maxwell AFB designed to meet the educational needs of both military and
civilian populations. In 1966,
the Theatre for the Performing Arts. The
offering extension courses at TSUD
includes three colleges: the As Insert EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION (EEO/AA) POLICY The Troy State University System recognizes its legal and moral obligation to provide equal employment opportunities to all qualified individuals without discrimination on the basis of race, color, religion, sex, age, disability, or disabled veteran/Vietnam Era veteran status, or national origin. The System affirms its commitment to this principle and to an affirmative action program, which will establish and sustain the criteria of equal opportunity for employment, and also detect and eliminate elements of discrimination and harassment, which may be found to exist during employment. These commitments are made for both academic and non-academic employment areas. The System is an affirmative action employer of women, minorities, qualified persons with disabilities, and covered veterans. It is committed to making sustained, diligent efforts to identify and consider such individuals for employment and for opportunities arising during employment. Each
Campus President will appoint an Equal Employment The Chancellor, Vice Chancellors, Presidents, Vice
Presidents, Deans, Directors, Department Chairs, and other academic/administrative
leaders play an important part in providing personal leadership to insure
that both the letter and spirit of the System's EEO/AA program are observed
in their respective departments. 1.1 Types of Employment, A., 2., a. (pg 1) Most employees who work fewer than 40 hours per week are not entitled to system benefits. Insert 1.1 Types of Employment (pg 2) Inserts 1.2 Appraisal Period, B. (pg 4) Insert 2.3 Salary Classification Plan, C. (pg 7) ;any salary adjustment or merit increase for these employees must be recommended by the immediate
supervisor, Vice Chancellor, campus President or by the Chancellor, in
accordance with established procedures. 3.2.2 OTHER
PROCEDURES Insert (pg 9) 3.3
Anniversary
Date (pg 9) This anniversary date is used to grant a one-step pay
increase… 6.33 Absences from Work (pg 43) Moved to more appropriate section. 5.4 Sick Leave (pg 15) References to “earn” sick leave 5.5 Maternity (pg 16) A disability related to pregnancy is treated the same as other
illnesses. Sick leave and annual leave may be used for a disability related
to pregnancy. Medical
verification may be required.
Expectant mothers may continue working as long as they desire,
provided they physically
perform their duties and have the consent of their private physicians. Such consent in writing may be
requested by the System when deemed appropriate. Leave should be approved well in
advance. A leave of absence
without pay may be applied for under the Family Medical Leave Act. Attendance in court for jury
duty will not be charged to annual or sick leave. Written evidence of jury duty may be
requested by the System. 5.9 Military Leave (pg 17) Official military orders must
be provided to the supervisor 5.10 Leave of Absence Without Pay (pg 18) The leave must be approved by
the appropriate Vice President or Provost, President, and/or Vice
Chancellor. 5.11 Family and Medical Leave Act (19) System employees are eligible for 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA). Employees requesting this leave must have worked 12 months with the System and have provided 1250 hours of services during the 12 months prior to requesting leave. Qualifying events for use of FMLA include: birth of a son or daughter and/or the requirement to care for the newborn child, the placement with the employee of a son or daughter for adoption or foster care, the need to care for the employee's spouse, son, daughter, or parent with a serious health condition, or a serious health condition that makes the employee unable to perform the job. Request forms for leave under the FMLA should be obtained in the campus Office of Human Resources. A letter of medical certification by a health care provider is required and must be submitted with the request. The following conditions apply when FMLA is approved: 2. Under FMLA, an employee may maintain any existing health coverage by paying the employee's portion of the premium with a post-dated check(s). 3. Under FMLA, an employee may maintain existing life insurance coverage by paying the premium with a post-dated check(s). 4. Under FMLA, the employee must return to work on the first work day following the last day of leave. 5. Employee
life insurance and health insurance will be automatically terminated unless a
post-dated check(s) is delivered to the Office of Human Resources prior to
the first day of approved leave under FMLA. 5.13 Tuition Assistance (pg 22) Eligible spouses and dependents of these employees are
granted a reduction of normal tuition cost. Applications for tuition assistance
must be completed prior to registration.
Employees, their spouses, and eligible dependents must
maintain a semester grade point average of 2.0 (4.0 scale) to retain
eligibility for the tuition assistance program. To obtain a TSU System Tuition
Assistance Guide and application form, please contact the campus Office of
Human Resources. 6.4 Political Activity Policy (pg 24) No System employee may seek or hold public office without first
obtaining written consent from the Chancellor through appropriate reporting
channels. 6.7 Updating Personnel Records (pg 26) Insert 6.11 Drug-Free/Smoke-Free Workplace Policy (pg 27) In compliance with the drug-free requirements of Public Law 100-690 for recipients of federal contracts and grants, the following policy is in effect for Troy State University System. The unlawful possession, use, consumption, manufacture, distribution, or dispensation of alcohol or controlled substances on any System property, in the workplace of any employee of the System, or as any part of any functions or activities of the System is prohibited. Any employee of the System, against whom a determination has been made for violating the System’s policy regarding alcohol or drugs, shall be subject to sanctions imposed by the System. Such sanctions shall be determined on a case-by-case basis and shall be commensurate with the severity of the violation. Such sanctions may, however, include termination in the case of an employee and suspension in the case of a student. Additionally, violators will be referred to the appropriate law enforcement officials for prosecution. The System will maintain a drug-free awareness program to inform students and employees of the System about the dangers of alcohol and drug abuse. The System will keep an up-to-date list of local drug and alcohol treatment and rehabilitation programs. Annually, each employee in the Troy State University System will receive a written copy of the System policy. The System will make a good faith effort to ensure that the above criteria are met and will review this policy annually. All System buildings are smoke-free facilities. Smoking areas are designated for each building. Any smoking should only occur in these areas. Consult your supervisor for the approved smoking area for your building. Insert (pg 28) 6.17 Personal Visitors, Calls, and Mail (pg 30) 6.21 Blood Borne Pathogen Education and Prevention Policy (pg 32) Insert (same as Faculty Handbook) Insert (pg 37) Same as Faculty Handbook Insert (pg38) Same as Faculty Handbook 6.24 Purchasing Policies (pg 39) …employees may not enter into purchase contracts or otherwise
obligate the System for expenditures unless authorized by the Vice-President
for Financial Affairs or appropriate campus administrator. 6.25 Travel and Reimbursement Regulations (pg 40) …official travel shall be reimbursed in accordance
with the laws of the State of 6.29 Weapons on Campus (pg 40) System employees, other than University police, are
prohibited from carrying weapons on campus. Weapons are defined to include but are
not limited to firearms, knives, explosives, ammunition, or any other device
designated as illegal by an ordinance of law. Any employee who violates
this policy and jeopardizes the safety and security of fellow employees is
subject to immediate dismissal. 6.30 Incident Reporting (pg 42) Insert 7.0 Disciplinary Procedures (pg 45) Level II. A
summary of the oral warning should be formulated … A copy of this summary will become part of the employee’s official personnel file. Level III. A written warning should be addressed to the employee in memorandum format. Level IV. The
employee should be notified of a suspension in writing with terms of the
suspension clearly stated. 8.2.3 Hearing (pg 47) An employee entitled to a hearing by virtue of a Notice
of Intent to Terminate shall have two working days from the date of
receipt of the notice of intent to request a hearing before a grievance
committee. If the employee requests a hearing, the hearing shall
occur within four working days of the receipt of the notice of intent to
terminate. Insert 9.3 Final Grievance Step (pg 53) This request must be made within five (5) working days after
receipt of a decision from the final administrative level. Also, if he/she wishes, the employee may have a maximum of
two (2) witnesses. The Grievance Committee will submit a written report and recommendations,
which are advisory only, to the Office of the Chancellor or to the applicable
campus Office of the President/Vice Chancellor. The Office of the Chancellor or the
applicable campus Office of the President/Vice Chancellor will provide a final… 10.2.5 Supplemental Part-Time Employment not Associated with Regular Work Duties (pg 56) Insert The Troy State University System Staff Handbook and
campus Administrative Policies and Procedures Manual been prepared. Appendex A, IV (pg 61) Insert Added the wording “or discrimination” when
referencing “harassment”
V. (pg 61) Troy State University System’s comprehensive
harassment policy covers all employees, students, applicants, and others
conducting official business with the system. VI. (pg 61) any person who believes he or she is a victim of
harassment … The Harassment Response
Team members shall consist of seven members, which will include both males and
females of various ages, classified personnel, professional staff, tenured
and tenure-track faculty, and shall include one person from TSUD, TSUM, F. Resolving the
Complaint (pg 66) Accused
Appropriate Body Student
Student Affairs Committee Faculty
Provost/Vice President for Academic Affairs
Dean of College or School
One faculty member Staff or
Human Resource Director, Vice Chancellor
One Classified Employee member from the
Personnel Advisory Committee One Professional Staff
member from the Personnel Advisory
Committee One faculty member Others Associated Vary depending on circumstances System VIII. Appeals The
system recognizes that the question of whether a particular course of conduct
constitutes harassment requires a factual determination. The system also
recognizes that false accusations of harassment can have serious effects on
innocent persons. If an investigation results in a finding that a person who
has accused another of harassment has maliciously, or recklessly made false
accusations, the accuser will be subjected to appropriate sanctions, as
listed above. hearing procedures outlined in the Faculty Handbook
or Staff Handbook, as appropriate. Vice
presidents, deans, and regional directors will regularly inform those
assigned to their respective divisions to become familiar with the TSU System
Harassment Policy. |
Changed to “University” Changed to Chancellor, Senior Vice Chancellor, Vice Chancellor Changed to “ Certain policies set forth in this handbook concern
matters governed by provisions of the law. Such provisions contained herein are
intended to be in compliance with applicable Federal or State law. In the event, however, any provisions
conflicts with applicable Federal or State law, the law will govern. The
History of the University
The Normal College offered extension courses for teachers and granted teaching certificates until 1929, when the State Board of Education changed the charter of the institution and renamed it Troy State Teacher’s College. That same year, the college moved to its present site and the first two buildings were dedicated: Shackelford Hall, named for Edward Madison
Shackelford, president of the
school from 1899-1936, and Bibb Graves, Alabama’s “education
governor.” Graves is also remembered for commissioning the Olmsted
Brothers architectural firm of Like many American universities, Troy State Teacher’s College enjoyed one of its most prosperous periods of growth in the years following World War II, when returning veterans took advantage of the GI Bill. The enrollment of the College more than doubled and this growth led to the introduction of degree programs in disciplines other than education, most notably in business. In 1957, the State Board of Education recognized this expanded role and dropped “Teacher’s” from Troy State College’s name. The
decade of the 1950s also marked the University’s long relationship with
the United States Military, as extension courses were offered on nearby
bases, first at In 1967, Gov. Lurleen B. Wallace appointed eight members to the newly established Troy State College Board of
Trustees, removing the
institution from the control of the State Board of Education. One of the
first acts of the new board was to recommend the change of the name to In 1975, the Phenix City Campus was opened as a branch of the main campus. In
1982, the Troy State University System was formed, as the campuses in Approved by the Board of Trustees April 16, 2004 Effective August 1, 2005 1. Provide an international scope to
University programs and services.
2. Provide a
variety of undergraduate and graduate programs in traditional,
non-traditional and electronic formats. 3. Maintain a diverse student
population. 4. Provide services that promote the
individual welfare of students. 5. Maintain a dedicated faculty and
staff. 6. Promote
discovery and exploration of knowledge dedicated to life-long learning
success. 7. Ensure effective teaching.
8. Ensure the development of creative
partnerships, scholarship and research. 9. Ensure
efficient and effective operations and to assess and provide resources as
needed to implement institutional mission, goals and objectives. Equal Employment Troy University recognizes its
legal and moral obligation to provide an employment environment in which
opportunities are available to all qualified individuals without
discrimination on the basis of race, color, sex, age, political or religious
opinions or affiliations, national origin, disability, or disabled
veteran/Vietnam-Era veteran status. The University affirms its commitment to
this principle. The University
also commits itself to maintaining on a nondiscriminatory basis the
conditions for continuing employment and for individual advancement. 1. Recruiting, employing, training, retaining, and
promoting individuals in all employment classifications, without regard to
race, color, political or religious opinions or affiliations, sex, age,
national origin, disability, or disabled veteran/Vietnam-Era veteran status,
except in those cases in which sex, age, national origin, or disability are bona
fide occupational qualifications. 2. Rendering
employment decisions to advance the principle of equal employment opportunity. 3. Insuring that promotion decisions are based upon the
principles of equal employment opportunity by imposing only valid
requirements for promotional opportunities. 4. Insuring that all personnel actions, such as
compensation, benefits, transfers, and leave policies, are administered
without regard to race, color, political or religious opinions or
affiliations, sex, age, national origin, disability, or disabled
veteran/Vietnam-Era veteran status. 5. Providing a work environment in which harassment of
employees by other employees or non-employees is not tolerated; viz., any
form of harassment related to an employee's race, color, sex, political or
religious opinions or affiliations, national origin, age, physical or mental
disability, or veteran status.
1.1 Types of Employment, A., 2., a. Employees most university benefits All university employees may elect to participate in the
Supplemental Retirement Program. C. Interim Current employees may hold
interim appointments for positions in which their services are required for a
certain period of time. D. Sponsored Programs It is the policy of A part-time employee who is hired in a full-time capacity
shall fall under the six months initial appraisal period under Section
1.2.A. For further
information concerning promotions refer to Section 6.2. 2.3 Salary Classification Plan, C. ;any salary adjustment or merit increase for these
employees should be recommended by the immediate supervisor, Vice Chancellor,
Senior Vice Chancellor or by the Chancellor, in accordance with established
procedures. 3.2.2
PAYROLL POLICIES 3.2.3 DIRECT DEPOSIT All employees must participate in the University’s
Direct Deposit Program. Employees
will receive their regular pay through direct deposit to a financial
institution of their choice. A
completed Direct Deposit Authorization form must be completed and submitted
to the Office of Human Resources no later than one week prior to an
employee’s pay date to ensure timely payment. Forms are available in the Office of
Human Resources or at the following web address
http://www.troy.edu/humanresources/DirectDeposit.pdf. 3.3 Anniversary Date This anniversary date is used to determine eligibility for
a one-step pay increase…
4.5 ABSENCES FROM WORK (pg 13) If an employee expects to be absent from work for ANY
REASON, the supervisor must be notified in advance. An employee absent from work
without permission is
considered to be on unauthorized leave without pay -- a
condition which is cause for
dismissal. Three consecutive
working days of absence without notice constitutes a resignation and
forfeiture of all accumulated University benefits. Changed to “accure” Leave is provided for conditions associated with pregnancy
and childbirth and related medical conditions. Such leave may be accumulated sick
leave and/or FMLA leave. (See the
FMLA policy with reference to the concurrent use of University-provided leave
and FMLA leave). Absences related
to pregnancy, childbirth, and related medical conditions are treated the same
as illnesses. Medical
verification may be required.
Pregnant employees may continue working as long as they desire,
provided they have the consent of their obstetrician. (Such written consent may be required
by the University). Application
for leave should be made as far as practicable in advance of the expected
starting date of leave so that arrangements for a replacement can be
accomplished.
The University permits full time employees leave with pay
for attendance in court for jury duty.
Written evidence of jury duty may be requested by the University. The University will comply with all
applicable Federal and State laws governing jury duty. the immediate supervisor The leave must be approved by the appropriate Senior Vice
Chancellor. University faculty and staff are eligible for 12 weeks of unpaid leave within any 12 months period in accordance with the Family and Medical Leave Act of 1993 (FMLA), as follows: 1. Eligibility for FMLA Leave: To be eligible for FMLA leave, you must (a) have been employed by the University for at least 12 months and (b) have performed at least 1250 hours of service for the University during the 12 month period immediately preceding the commencement of the leave. 2. Qualifying events: The qualifying events for FMLA leave are: (1) For the birth of a son or daughter, and to care for the newborn child;(2) For placement with the employee of a son or daughter for adoption or foster care; (3) To care for the employee’s spouse, son, daughter, or parent with a serious health condition; and (4) Because of a serious health condition that makes the employee unable to perform the functions of the employee’s job. 3. Requesting FMLA leave: The forms to request FMLA leave are available in the Office of Human Resources. Forms are also available on the University website at: www.troy.edu/humanresources/forms.htm. 4. Notice to the University: Where practicable, you should give 30 calendar days advance notice of the need to take FMLA leave. Where 30 days advance notice is not practicable, you should give as much notice as is practicable. These provisions are designed to enable the University to make arrangements for a replacement. 5. Certification of Health Care Provider: Where leave is requested for an employee’s serious health condition or the serious health condition of a spouse, son, daughter, or parent, the form to request FMLA leave will be accompanied by an FMLA form known as Certification of Health Care Provider which the employee must have completed by the attending health care provider and returned to the Office of Human Resources. A completed and returned Certification of Health Care Provider is required, and is a condition to the approval of FMLA leave. 6. Absence of more than 3 Consecutive Days for an Employee’s Serious Health Condition: An employee who is required to be absent for more than three (3) consecutive days because of his or her serious health condition should notify his or her supervisor, who in turn will notify the Office of Human Resources to provide the FMLA request form and Certification of Health Care Provider to the employee for his or her use if he or she so desires. 7. Concurrent use of accrued University provided time off: All forms and types of paid and unpaid leave related to an FMLA qualifying absence shall be counted toward an employee’s maximum 12 weeks FMLA leave. Therefore, an employee will be required to utilize any University-provided time off concurrently with FMLA leave, with both University-provided time off and FMLA leave being counted toward the 12 weeks FMLA leave. For example, in the case of an employee with 30 days accrued sick days, such first 30 days of sick days will be applied to the maximum of 12 weeks FMLA leave. 8. Insurance coverage: Employees on FMLA leave may maintain any existing health care insurance coverage and any existing life insurance coverage by paying the employee share of the premium. 9. Return to work: An employee on FMLA leave is entitled to be returned to the same position he or she held when leave commenced, or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment. A fitness for duty certification from the employee’s health care provider may be required by the University. 10. 12
months period: For purposes
of determining eligibility for 12 weeks FMLA leave within any 12 months
period, such 12 months period will be measured backward from the date any
FMLA leave begins to determine the number of FMLA weeks available. Employees, their spouses, and eligible dependents may
qualify for a reduction of normal tuition cost under the policy. The University Tuition Assistance
Policy is available on the University website.
Deleted by completing the appropriate
forms. 6.11 Drug-Free Workplace Policy
6.12 TOBACCO USAGE POLICY It is the policy of
Changed to: 6.17 Personal Visitors, Call, Email, and Mail 6.21 BLOOD BORNE PATHOGEN EDUCATION AND PREVENTION POLICY This policy establishes that
the University is aware of risk factors associated with certain academic
majors and other activities, and has adopted measures to deal responsibly
with both employees and students. The policy recognizes that departments face
varying degrees of risk for exposure to employees and students, and provides
for separate departmental procedures to be developed in areas of high risk.
Specific provisions are identified for prevention measures and post-exposure
follow-up for employees, at University (departmental) expense. Likewise,
specific provisions are given for students to bear the cost of prevention
measures and other expenses. A. Policy B. Scope This policy and related procedures will cover all employees who could be "reasonably anticipated," as a result of their job duties, being exposed to blood borne infections. All such employees must be familiar with the "Universal Precautions." In addition, this policy and related procedures will apply to any student who could be "reasonably anticipated," as a result of academic requirements, to be exposed to blood borne infections. C. Employee and Student Information and Training The University will make available the policy and institutional guidelines for blood borne infections to both employees and students. Training and education of employees at risk of exposure shall take place within the first ten work days of employment. Training and education of students in departments of courses where exposure risks can be anticipated shall take place during new student orientation or within the first week of each semester. Training records shall be maintained for at least three years in each departmental office, according to procedures adopted in each department. Students may be potentially at risk of exposure to blood borne pathogens during clinical laboratory experiences include Nursing, Athletic Training, and Medical Technology. For students and employees with no specific risk of exposure, information will be provided through routine publications about potential risk, existing policy, and incident reporting procedures. D. Blood/Body Fluid Spill
Incident Reporting Procedures If an accident or illness occurs where blood or body
fluids are spilled, immediately contact the University Police or the Security
Officer for your campus.DO
NOT TRY TO CLEAN UP A SPILL WITHOUT PROPER TRAINING AND SAFEGUARDS. 1. Identify spill. 2. Immediately
remove contaminated clothing and wash hands with soap and water. 4. The Security personnel will contact an ambulance or other emergency service as needed. 5. The Security personnel will contact Physical Plant Housekeeping to clean up spill in a proper manner. 6. Security personnel will write an incident report and will notify the Campus Safety Officer if exposure to blood or body fluids has occurred. E. Exposure Control Plan A model exposure control plan has been developed by the University and shall be individualized at the departmental level. Detailed policies and procedures consistent with this University policy shall be defined and implemented by individual departments where there is significant risk of exposure to blood or body fluids. Each department's policies and procedures shall be approved by the Dean of the college. Those who work or study in the departments covered shall be subject to these specific departmental policies and procedures. The exposure control plan shall include key definitions, hazard recognition, and exposure control procedures. Such procedures shall include but not be limited to: engineering controls, required general work practices, personal protection equipment, housekeeping, waste disposal, laundry, communication of hazards to workers, medical surveillance, record keeping, student education, and exposure control action plan. The University will provide facilities and equipment through affected departments and ensure that employees use them following exposure to blood or body fluids. Universal Precautions shall be used to minimize needle sticks, to minimize splashing and spraying of blood, to ensure appropriate disposal of specimens, to regulate wastes, and to decontaminate equipment. F. Hepatitis B Vaccination The University, through the
supervision of licensed physicians or other licensed health care
professionals through the Student Health and G. Post-Exposure Evaluation and Follow-Up Following an exposure incident, follow-up will include a confidential medical evaluation documenting the circumstances of exposure, identifying and testing the source individual if feasible, testing the exposed employee's blood if the employee consents, post-exposure prophylaxis, counseling, and evaluation. The University will, upon request, provide laboratory tests at no cost to all employees who have had a documented on-the-job exposure incident. The laboratory tests for the employee will be scheduled through a designated laboratory. H. Record Keeping for Exposure Incidents The Office of Human Resources will keep records of each employee's occupational exposure under OSHA guidelines, which currently require that such records be maintained for the duration of employment plus 30 years. Medical records must be made available to the employee, anyone with written consent of the employee, or OSHA. I. Disposal of Contaminated Materials The Campus Security Officer or
the Student Health and J. Policy Review and Publication This policy and related
procedures shall be reviewed and updated in keeping with developments in
medical practice and federal/state regulations. The policy shall be published
in the University Safety and Security Procedures Manual and
departmental documents as appropriate. 6.22 Communicable
Disease Alert Inasmuch as Troy University is
a global institution in scope, the University is occasionally affected by the
outbreak of serious communicable diseases which restrict access and
necessitate precautions in certain areas, viz., the recent Severe Acute
Respiratory Syndrome (SARS), In
each such instance, it is the policy of the University to adhere to
guidelines issued by such agencies as the Centers for Disease Control and
Prevention (CDC) and the World Health Organization (WHO) to ensure the safety
of its employees. As these
guidelines become available, they will be communicated to all faculty and
staff. 6.23 Policy Statement on Significant Communicable Diseases &
University Travel The purpose of this statement is to advise the University community on measures to be implemented to safeguard the health and welfare of students, staff, faculty, and the community from the spread of significant communicable diseases. DEFINITION: A significant communicable disease is one which has been identified by a recognized authority (e.g., World Health Organization, Centers for Disease Control, U.S. Department of Health and Human Services) as one which may have life-threatening potential or result in serious illness or infirmity and may be contracted merely by travel within a certain region. Recent examples include Severe Acute Respiratory Syndrome (SARS), Asian Influenza, Yellow Fever, and Dengue Fever. ● All students, faculty, and staff are strongly discouraged from travel to countries, provinces, or locations under travel advisories. However, all students, faculty, and staff planning to travel to and return from a geographic area under health advisory are strongly encouraged to seek advice from appropriate University offices (the International Programs Office, University College, the Office of Student Health Services, or the campus Student Services Office) to protect themselves, insofar as possible, from exposure through personal hygiene and self-protection. ● Those who travel to regions under health advisories will be advised that re-enrollment or return to work may require passing a screening procedure administered through a public health department, a licensed physician or clinic, or the Office of Student Health Services. The cost of any such screening procedure shall be borne by the student or staff member unless the travel was a requirement of the University. Individuals showing symptoms will require immediate isolation and proper treatment until symptoms are no longer present. ● Departments which require or initiate travel for faculty, staff, or students will be required to monitor health advisories issued by CDC or WHO, and to review travel authorization to destinations for which an advisory is issued. ● New students, staff, and faculty arriving from countries under health advisories will be subject to the screening procedure set forth above. ● If, for any reason, faculty or staff must travel to areas under health advisories, they must adhere strictly to all precautions and guidelines set forth by the Centers for Disease Control (CDC). ● For additional information,
refer to www.cdc.gov/travel/. employees may not enter into
purchase contracts or otherwise obligate the University for expenditures
unless authorized. …official travel shall be reimbursed in accordance
with the University policy.
Travel regulations are available on the University website. 1. Fixed blade knives concealed on the person or in a vehicle (e.g., Bowie Knife, knife, or instrument of like kind or description). 2. Shotgun or rifle or other shoulder gun. 3. Pistol or revolver. 4. Air gun (e.g., air or gas powered rifle or pistol). 5. Bow and arrow (e.g., archery equipment). 6. Slingshots (including throwing weapons). 7. Swords. 8. Crossbows. 9. Brass Knuckles. 10. Fireworks or explosive devices. 11. Electronic stunning devices.
This policy shall apply to all faculty, staff, and students
of All injuries (employees, students, and visitors), no
matter how slight, must be reported to the Human Resources Office. A reporting form may be obtained
on-line at www.troy.edu/humanresources/forms. A summary of the oral warning should be documented on the disciplinary form … A copy of this document will become part of the employee’s official personnel file. A written warning should be documented using the disciplinary form. The employee should be notified of a suspension in
writing, using the disciplinary form, with terms of the suspension clearly
stated.
An employee entitled to a hearing by virtue of a Notice
of Intent to Terminate shall have two working days from the date of
receipt of the notice of intent to request a hearing before an appeals committee. The request should be submitted to the
Chair of the Personnel Advisory Committee. If the employee requests a hearing, the hearing shall
occur within
ten working days of the receipt of the notice of intent to
terminate (unless a longer time is mutually agreed upon). A committee of impartial employees with no direct relationship to the situation involved will be appointed by the Chair of the Personnel Advisory Committee. The committee may discuss the appeal with the employee's supervisors or other University employees. The committee will accumulate and study the statements of fact in the case. The employee(s) and the supervisor will be notified, in writing, at least three (3) working days before the case will be heard by the committee. The appeals hearing is an internal and informal procedure, but the appellant may bring a representative to the hearing for advisement purposes only. If this person is an attorney, he/she will act solely in an advisory capacity to the employee and will not be permitted to take a direct role in the proceedings. A reasonable time shall be set aside to conduct the hearing in order to provide ample time for presentation of all materials by both parties. Pertinent materials should be made available to the subcommittee at the scheduled hearing. A general outline of the order of procedure should be provided by the Chair of the Personnel Advisory Committee. A list of all involved persons, such as witnesses, will be distributed to the members of the subcommittee. The University reserves the right to have its attorney(s) present. Also, if he/she wishes, the employee may present witnesses. The committee reserves the right to call additional witnesses if the situation warrants this action. The parties interested will be notified as to the time and place of the meeting. Failure of either party to appear shall not prejudice the case nor prevent the committee from hearing the case and rendering a decision. If the proceedings concern a group appeal, no more than three (3) members of the group may be present at the review. The Appeals Committee will submit a written report and recommendations, which are advisory only, to the Office of the Chancellor. The Office of the Chancellor will provide a final determination of each appeal reaching that level. Copies of the decision will be provided to the appellant and all parties involved within ten (10) working days (unless a longer time is mutually agreed upon). NOTE: When
warranted by unusual circumstances (illness, extended absence, etc.) the
Chair of the Personnel Advisory Committee may extend or modify time limits in
this procedure and the committee may waive the limits set by the procedure as
it pertains to the number of witnesses in unusual circumstances. This request must be made within ten (10) working days
after receipt of a decision from the final administrative level (unless a
longer time is mutually agreed upon). Also, if he/she wishes, the employee may present
witnesses. The Grievance Committee will submit a written report and
recommendations, which are advisory only, to the Office of the
Chancellor. The Office of the
Chancellor will provide a final… The Troy University Staff Handbook has been
prepared … Definition
of Discrimination
For the
purposes of
|