072.1 Electronic Messaging |
| Created by: Pat Teague on 2/5/1999 |
| Category: 0 - General Administration; 70 - Computer Services, |
| Originator: President |
| Current File: 072.1 |
| Adoption Date: 11/2/1998 |
| Reviewed for Currency: 11/2/1998 |
| Replaces File: 072.1 |
| Date of Origin: 3/23/1994 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
072.1 Electronic Messaging |
A. Background Furman University owns and maintains for students, faculty and staff electronic messaging systems for their usage. This policy seeks to give guidance and outline appropriate expectations and usage inside and outside the university community. |
B. Policy Electronic messaging is provided to students, faculty and staff as a tool that facilitates valid educational and administrative purposes. Standards of conduct for electronic messaging conform to those standards of conduct outlined in the Helmsman, the Faculty Handbook, and the Policies and Procedures Manual. |
C. Guidelines 1. Electronic mail messages or postings must meet the same standards for distribution or display as any other campus communication. Users are free to publish their opinions, but sources of such opinions must be clearly and accurately identified. 2. Users should be aware that no system has yet been devised that cannot be compromised so users should never assume that electronic mail messages will be private and confidential. System administrators may, from time to time, find it technically necessary to look at any data files in any electronic mail account in order to maintain system functionality. Any information obtained will be held in absolute confidentiality unless evidence is discovered indicating activity prohibited in this policy, the Helmsman, the Faculty Handbook, or the Policies and Procedures Manual. Therefore, users not wanting certain information viewed by others should not store such information in their electronic mail account nor in the electronic messaging system. 3. Persons violating university guidelines and policies concerning the appropriate use of electronic mail services at Furman will be disciplined by the normal and appropriate university oversight body (i.e., University Disciplinary Committee, faculty committee, or administrative officer). Penalties may include but are not limited to verbal or written warning, disciplinary probation, temporary access denial, permanent access revocation, disciplinary suspension, or dismissal. 4. The Director of Computing and Information Services or the Network Systems Manager may, at their own discretion, and without notice, temporarily disable any account which is believed to be the source of mail messages or postings which are disrupting normal operation of the university's electronic messaging system. 5. There are several activities that are expressly prohibited as inappropriate use of electronic messaging at Furman:
6. The Director of Computing and Information Services or the Network System Manager may, at the request of the President, the Director of Personnel, or the Director of Public Safety, assist in the investigation of activities involving prohibited activities by examining the contents of electronic messages stored in or passing through any electronic messaging system owned by or under the control of the university for any purpose at any time. ........................... |
072.1 Electronic Messaging |
| Created by: Dana Trebing on 2/23/2005 |
| Category: 0 - General Administration; 70 - Computer Services, |
| Originator: President |
| Current File: 072.1 |
| Adoption Date: 2/23/2005 |
| Reviewed for Currency: 2/23/2005 |
| Replaces File: 072.1 |
| Date of Origin: 3/23/1994 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
072.1 Electronic Messaging |
A. Background Furman University owns and maintains for students, faculty and staff electronic messaging systems for their usage. This policy seeks to give guidance and outline appropriate expectations and usage inside and outside the university community. |
B. Policy Electronic messaging is provided to students, faculty and staff as a tool that facilitates valid educational and administrative purposes. Standards of conduct for electronic messaging conform to those standards of conduct outlined in the Helmsman, the Faculty Handbook, and the Policies and Procedures Manual. |
C. Guidelines 1. Electronic mail messages or postings must meet the same standards for distribution or display as any other campus communication. Users are free to publish their opinions, but sources of such opinions must be clearly and accurately identified. 2. Users should be aware that no system has yet been devised that cannot be compromised so users should never assume that electronic mail messages will be private and confidential. System administrators may, from time to time, find it technically necessary to look at any data files in any electronic mail account in order to maintain system functionality. Any information obtained will be held in absolute confidentiality unless evidence is discovered indicating activity prohibited in this policy, the Helmsman, the Faculty Handbook, or the Policies and Procedures Manual. Therefore, users not wanting certain information viewed by others should not store such information in their electronic mail account nor in the electronic messaging system. 3. Persons violating university guidelines and policies concerning the appropriate use of electronic mail services at Furman will be disciplined by the normal and appropriate university oversight body (i.e., University Disciplinary Committee, faculty committee, or administrative officer). Penalties may include but are not limited to verbal or written warning, disciplinary probation, temporary access denial, permanent access revocation, disciplinary suspension, or dismissal. 4. The Director of Computing and Information Services or the Network Systems Manager may, at their own discretion, and without notice, temporarily disable any account which is believed to be the source of mail messages or postings which are disrupting normal operation of the university's electronic messaging system. 5. There are several activities that are expressly prohibited as inappropriate use of electronic messaging at Furman:
6. The Director of Computing and Information Services or the Network System Manager may, at the request of the President, the Director of Human Resources, or the Director of Public Safety, assist in the investigation of activities involving prohibited activities by examining the contents of electronic messages stored in or passing through any electronic messaging system owned by or under the control of the university for any purpose at any time. ........................... |
072.1 Electronic Messaging |
| Created by: Stephanie Ferguson on 9/29/2005 |
| Category: 0 - General Administration; 70 - Computer Services, |
| Originator: President |
| Current File: 072.1 |
| Adoption Date: 9/19/2005 |
| Reviewed for Currency: 9/19/2005 |
| Replaces File: 072.1 |
| Date of Origin: 3/23/1994 |
| Classification: Faculty; Personnel |
| In Archive? No |
072.1 Electronic Messaging |
A. Background |
B. Policy These resources are provided to facilitate valid educational and administrative activities. Standards of conduct for electronic messaging conform to those standards of conduct outlined in the Helmsman, the Faculty Handbook, and the Policies and Procedures Manual. |
C. Guidelines 1. Electronic mail messages or postings must meet the same standards for distribution or display as any other campus communication. Users are free to publish their opinions, but sources of such opinions must be clearly and accurately identified. 2. Users should be aware that no system has yet been devised that cannot be compromised. Users should never assume that electronic mail messages will be private and confidential. System administrators may, from time to time, find it technically necessary to look at any data files in any electronic mail account in order to maintain system functionality. Any information obtained will be held in absolute confidentiality unless evidence is discovered indicating activity prohibited in this policy, the Helmsman, the Faculty Handbook, or the Policies and Procedures Manual. Therefore, users not wanting certain information viewed by others should not store such information in their electronic mail account nor in the electronic messaging system. 3. Persons violating university guidelines and policies concerning the appropriate use of 4. The Chief Information Officer of Computing and Information Services or the Director of Systems and Technology may, at their own discretion, and without notice, temporarily disable any account which is believed to be the source of mail messages or postings which are disrupting normal operation of the universitys information technology resources. 5. There are several activities that are expressly prohibited as inappropriate use of information technology resources at Furman: Activities involving unprofessional, harassing, discriminatory, illegal and/or unethical behavior; Electronic messaging used for commercial gain or personal profit without written permission by the appropriate vice president and approval by the Chief Information Officer of Computing and Information Services; Forgery of messages; Hacking or otherwise breaking into someones files or stealing their password; Downloading of copyrighted materials without proper consent; Providing unauthorized access to copyrighted materials; Origination or forwarding of chain letters defined as a letter sent to several persons with a request that each send copies to several persons with the same, or similar request; and any activity that significantly prevents or inhibits the conduct of university academic or administrative work. 6. The Chief Information Officer of Computing and Information Services or the Director of Systems and Technology may, at the request of the President, the Director of Personnel, or the Director of Public Safety, or as required by law, assist in the investigation of activities involving prohibited activities by examining the contents of electronic messages stored in or passing through any electronic messaging system owned by or under the control of the university for any purpose at any time. ........................... |
094.1 Harassment |
| Created by: Dana Trebing on 2/24/2005 |
| Category: 8 - Personnel; 30 - Employee Relations/Communications, |
| Originator: Director of Human Resources |
| Current File: 094.1 |
| Adoption Date: 2/24/2005 |
| Reviewed for Currency: 2/24/2005 |
| Replaces File: 094.1 |
| Date of Origin: 2/14/2000 |
| Classification: Faculty; Personnel |
| In Archive? No |
094.1 Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including any form of harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes harassment by any administrator, faculty member, staff member, or student. Conduct that constitutes sexual harassment is covered in File 095.1. Any other form of harassment is covered by this policy. |
C. Guidelines 1. Harassment is defined as unwelcome behavior which verbally or in a threatening manner torments, badgers, heckles or persecutes an individual where: (a) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (b) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (c) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Harassment does not refer to behavior acceptable to both parties or to the normal exchange of ideas within the academic environment, nor is it intended to discourage the introduction of unpopular or controversial relevant ideas in the classroom (See File 122.1, Professional Ethics and Responsibilities, and File 137.8, Individual Rights and Responsibilities). All persons who commit acts of harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Each complaint will be investigated and the resulting action will be determined on a case by case basis. If the investigation determines that the complainant willfully made a false accusation, he or she will be subject to appropriate disciplinary action consistent with current university policies and procedures. 2. Students who believe that they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer or Director of Human Resources. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures. Student complainants will be exempt from the time limitations imposed on reporting initial complaints as outlined in these grievance policies. 3. Faculty/staff members who believe they have been harassed by students should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Student Services for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Student Services. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Human Resources and the Vice President for Student Services for action. (c) If the harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior to the Vice President for Student Services for adjudication under the campus code of student conduct. This will require that the complainant be identified to the accused person and that a formal investigation take place. Disciplinary action for a formal grievance will follow current Individual Conduct Regulations on due process as outlined in the Administrative Policy section of the current Helmsman. 4. Faculty/staff members who believe they have been harassed (excluding students - see 3 above) should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Academic Affairs and Dean. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Human Resources and, if desired to the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for action. (c) If the harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Employees will follow the steps in the employee grievance and appeals policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal or informal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include: complaint received, investigation/ follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty or employee grievance procedures (File 153.1 or File 833.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
094.1 Harassment |
| Created by: Pat Teague on 2/15/2000 |
| Category: 8 - Personnel; 30 - Employee Relations/Communications, |
| Originator: Director of Personnel |
| Current File: 094.1 |
| Adoption Date: 2/14/2000 |
| Reviewed for Currency: 2/14/2000 |
| Replaces File: |
| Date of Origin: 2/14/2000 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
094.1 Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including any form of harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes harassment by any administrator, faculty member, staff member, or student. Conduct that constitutes sexual harassment is covered in File 095.1. Any other form of harassment is covered by this policy. |
C. Guidelines 1. Harassment is defined as unwelcome behavior which verbally or in a threatening manner torments, badgers, heckles or persecutes an individual where: (a) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (b) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (c) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Harassment does not refer to behavior acceptable to both parties or to the normal exchange of ideas within the academic environment, nor is it intended to discourage the introduction of unpopular or controversial relevant ideas in the classroom (See File 122.1, Professional Ethics and Responsibilities, and File 137.8, Individual Rights and Responsibilities). All persons who commit acts of harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Each complaint will be investigated and the resulting action will be determined on a case by case basis. If the investigation determines that the complainant willfully made a false accusation, he or she will be subject to appropriate disciplinary action consistent with current university policies and procedures. 2. Students who believe that they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer or Director of Personnel. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures. Student complainants will be exempt from the time limitations imposed on reporting initial complaints as outlined in these grievance policies. 3. Faculty/staff members who believe they have been harassed by students should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Personnel, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Student Services for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Student Services. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Personnel and the Vice President for Student Services for action. (c) If the harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior to the Vice President for Student Services for adjudication under the campus code of student conduct. This will require that the complainant be identified to the accused person and that a formal investigation take place. Disciplinary action for a formal grievance will follow current Individual Conduct Regulations on due process as outlined in the Administrative Policy section of the current Helmsman. 4. Faculty/staff members who believe they have been harassed (excluding students - see 3 above) should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Personnel, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Academic Affairs and Dean. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Personnel and, if desired to the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for action. (c) If the harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Employees will follow the steps in the employee grievance and appeals policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal or informal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include: complaint received, investigation/ follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty or employee grievance procedures (File 153.1 or File 833.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
095.1 Sexual Harassment |
| Created by: Pat Teague on 2/15/2000 |
| Category: 8 - Personnel; 30 - Employee Relations/Communications, |
| Originator: President |
| Current File: 095.1 |
| Adoption Date: 2/14/2000 |
| Reviewed for Currency: 2/14/2000 |
| Replaces File: 095.1 |
| Date of Origin: 1/19/1989 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
095.1 Sexual Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including sexual harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes sexual harassment by any administrator, faculty member, staff member, or student. |
C. Guidelines 1. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other behavior of a sexual nature where: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Sexual harassment does not refer to behavior acceptable to both parties. All persons who commit acts of sexual harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Each complaint will be investigated and the resulting action will be determined on a case-by-case basis. If the investigation determines that the complainant willfully made a false accusation, he or she will be subject to appropriate disciplinary action consistent with current university policies and procedures. 2. Students who believe they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer/Director of Personnel. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the sexual harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures. Student complainants will be exempt from the time limitations imposed on reporting initial complaints as outlined in these grievance policies. 3. Faculty/staff members who believe they have been harassed by students should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Personnel, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Student Services for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Student Services. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Personnel and the Vice President for Student Services for action. (c) If the sexual harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Disciplinary action for a formal grievance will follow current Individual Conduct Regulations on due process as outlined in the Administrative Policy section of the current Helmsman. 4. Faculty/staff members who believe they have been harassed (excluding students, see 3. above) should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Personnel, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Academic Affairs and Dean. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Personnel and, if desired, to the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs for action. (c) If the sexual harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Employees will follow the steps in the Employee Grievance and Appeals Policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal and formal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include complaint received, investigation/follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty grievance procedure (File 153.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
095.1 Sexual Harrassment |
| Created by: Pat Teague on 10/28/1999 |
| Category: 8 - Personnel; 30 - Employee Relations/Communications, |
| Originator: President |
| Current File: 095.1 |
| Adoption Date: 11/19/1998 |
| Reviewed for Currency: 11/18/1998 |
| Replaces File: 095.1 |
| Date of Origin: 1/19/1989 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
095.1 Sexual Harrassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including sexual harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes sexual harassment by any administrator, faculty member, staff member, or student. |
C. Guidelines 1. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other behavior of a sexual nature where: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Sexual harassment does not refer to behavior acceptable to both parties. All persons who commit acts of sexual harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Anyone who willfully makes accusations that are proven to be false will be subject to appropriate disciplinary action consistent with current university policies and procedures. Students who believe they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer/Director of Personnel. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the sexual harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures, with the exception of those matters relating to the time limitations imposed on reporting any initial complaints. Faculty/staff members who believe they have been harassed should:
Employees will follow the steps in the employee grievance and appeals policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal and formal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include: complaint received, investigation/follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty grievance procedure (File 153.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
095.1 Sexual Harassment |
| Created by: Pat Teague on 2/5/1999 |
| Category: 8 - Personnel; 50 - Health/Safety, |
| Originator: President |
| Current File: 095.1 |
| Adoption Date: 11/19/1998 |
| Reviewed for Currency: 11/18/1998 |
| Replaces File: 095.1 |
| Date of Origin: 1/19/1989 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
095.1 Sexual Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including sexual harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes sexual harassment by any administrator, faculty member, staff member, or student. |
C. Guidelines 1. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other behavior of a sexual nature where: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Sexual harassment does not refer to behavior acceptable to both parties. All persons who commit acts of sexual harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Anyone who willfully makes accusations that are proven to be false will be subject to appropriate disciplinary action consistent with current university policies and procedures. Students who believe they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer/Director of Personnel. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the sexual harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures, with the exception of those matters relating to the time limitations imposed on reporting any initial complaints. Faculty/staff members who believe they have been harassed should:
........................... |
095.1 Sexual Harassment |
| Created by: Dana Trebing on 2/24/2005 |
| Category: 8 - Personnel; 30 - Employee Relations/Communications, |
| Originator: President |
| Current File: 095.1 |
| Adoption Date: 2/24/2005 |
| Reviewed for Currency: 2/24/2005 |
| Replaces File: 095.1 |
| Date of Origin: 1/19/1989 |
| Classification: Faculty; Personnel |
| In Archive? No |
095.1 Sexual Harassment |
A. Background Furman University believes that all employees and students have the right to work and study in an environment free from all forms of adverse discrimination, including sexual harassment. |
B. Policy Furman University will not tolerate any conduct (verbal or physical) that constitutes sexual harassment by any administrator, faculty member, staff member, or student. |
C. Guidelines 1. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other behavior of a sexual nature where: (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual's professional or academic performance or of creating an intimidating, hostile, or demeaning employment or educational environment. Sexual harassment does not refer to behavior acceptable to both parties. All persons who commit acts of sexual harassment will be subject to discipline up to and including expulsion for students and discharge for faculty/staff. Anyone who submits a good faith complaint, either informally or formally, will be protected from retaliation. Each complaint will be investigated and the resulting action will be determined on a case-by-case basis. If the investigation determines that the complainant willfully made a false accusation, he or she will be subject to appropriate disciplinary action consistent with current university policies and procedures. 2. Students who believe they have been harassed should refer to the procedures listed in the Administrative Policies section of the current Helmsman. Student complaints involving faculty or staff behavior will be handled using procedures modeled on the Faculty Grievance Procedures (File 153.1) or the Employee Grievance and Appeals Policy (File 833.1), as appropriate. These procedures are delineated in the Helmsman and in supporting documents available from the Affirmative Action Officer/Director of Human Resources. Any future changes in Files 153.1 and 833.1 shall be incorporated into the pertinent statements in the sexual harassment policy presented in the Helmsman. No changes in that Helmsman policy shall be established which contravene those grievance procedures. Student complainants will be exempt from the time limitations imposed on reporting initial complaints as outlined in these grievance policies. 3. Faculty/staff members who believe they have been harassed by students should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Student Services for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Student Services. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Human Resources and the Vice President for Student Services for action. (c) If the sexual harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Disciplinary action for a formal grievance will follow current Individual Conduct Regulations on due process as outlined in the Administrative Policy section of the current Helmsman. 4. Faculty/staff members who believe they have been harassed (excluding students, see 3. above) should: (a) Tell (or write) the person that the behavior is considered offensive and ask the person to stop the behavior; or, if reluctant to speak (or write) directly to the person, consult with the Affirmative Action Officer or Director of Human Resources, the Chaplains, the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs and Dean for advice or action. The faculty member or administrator will assist the complainant by recommending a method of communicating with the person involved or by referring the complainant to the Affirmative Action Officer or the Vice President for Academic Affairs and Dean. All information will be kept as confidential as possible. (b) If the behavior in question does not cease, the faculty or staff member must report the matter to the Affirmative Action Officer or Director of Human Resources and, if desired, to the immediate supervisor/department chair of the accused person or the Vice President for Academic Affairs for action. (c) If the sexual harassment cannot be stopped through informal discussion, the complainant should initiate a formal grievance by providing a written statement of the behavior. This will require that the complainant be identified to the accused person and that a formal investigation take place. Employees will follow the steps in the Employee Grievance and Appeals Policy (File 833.1) or faculty grievance procedures (File 153.1). Documentation of all faculty/staff complaints (informal and formal) will be kept in a confidential file by the Affirmative Action Officer. Documentation will include complaint received, investigation/follow-up steps taken, and indication that reasonable action was taken in response to a complaint, without wrongly accusing an innocent employee. Before any of the documentation on file regarding complaints is used to make any decision, the faculty or staff member involved will have a chance to respond through the faculty grievance procedure (File 153.1). If not used as part of formal procedures, informal complaints must be purged from the file after twelve (12) months. ........................... |
841.1 Position Classification System--Support Personnel |
| Created by: Pat Teague on 3/21/2002 |
| Category: 8 - Personnel; 40 - Employment, |
| Originator: Director of Personnel |
| Current File: 10/14/81 |
| Adoption Date: 10/14/1981 |
| Reviewed for Currency: 3/21/2002 |
| Replaces File: 841.1 |
| Date of Origin: 5/30/1978 |
| Classification: Personnel |
| In Archive? Yes |
841.1 Position Classification System--Support Personnel |
A. Background Furman University wishes to insure that the compensation practices for support personnel are equitable and are based on the requirements expected for each position. |
B. Policy Furman University will maintain a position classification system to insure that the relative worth of each position is established in terms of various factors of each job. |
C. Guidelines 1. Each position is evaluated as to the relative complexity of duties, accuracy required, physical application required, physical application required, conditions under which the job will be performed, the latitude the incumbent will have in performing the job, the extent to which the incumbent will supervise the work of others, the education and experience normally required, and the extent and level of contacts with others. Based on the summation of the relative weights of each of these factors, each position is then grouped with others of similar total weight in a specific grade. 2. Each grade has a minimum and maximum wage/salary rate that is established to be competitive in the normal recruitment area for the positions included in the grade. 3. Each employee should be compensated within the rate range established for the position. ........................... |
148.4 Retirement Plan |
| Created by: Pat Teague on 8/23/2001 |
| Category: 1 - Academic Affairs; 40 - Benefits, |
| Originator: Director of Personnel |
| Current File: 148.4 |
| Adoption Date: 8/23/2001 |
| Reviewed for Currency: 8/23/2001 |
| Replaces File: 148.4 |
| Date of Origin: 11/12/1979 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
148.4 Retirement Plan |
A. Background On April 1, 1941, the Board of Trustees of Furman University established a retirement plan. The retirement plan covers all eligible faculty and staff. |
B. Policy Furman University contributes to the purchase of individual annuities or accounts issued by Teachers Insurance and Annuity Association (TIAA), College Retirement Equities Fund (CREF), the Variable Annuity Life Insurance Company (VALIC), and/or Fidelity Investments. |
C. Guidelines 1. All faculty and staff who are considered full-time participate in the plan after two (2) years of service to the university and attainment of age 21. Newly appointed faculty or staff who own vested, fully funded, non-cashable individual retirement annuity contracts under the terms of an institutional retirement plan of a previous employer, may begin participation on the first day of the month following employment at the university. 2. For newly appointed faculty and staff, credit toward the service requirement may be given for work at another non-profit institution provided the service was professional and in the same or related field as the position accepted at Furman. However, a waiting period of at least one (1) year is required except in those cases in which the new employee owns a fully vested, fully funded non-cashable individual retirement annuity contract under the terms of an institutional retirement plan of a previous employer. 3. University contributions to the retirement plan are made on a monthly basis according to the following schedule, up to the maximum allowed by the plan. 7.5 percent of salary starting with the third year of service and 12.5 percent of salary starting with the eighth year of service. 4. University contributions will continue until the effective date of the individual's retirement from the university. The employee may continue to contribute to the retirement plan on his or her own to take advantage of the tax shelter provision. 5. The normal retirement age is 65 for staff and the last day of August following the 65th birthday for faculty. 6. There is no mandatory retirement age for faculty or staff. 7. The employee determines the distribution of the funds and owns all annuities and accounts that have received deposits. 8. The employee may elect to transfer funds from one retirement plan to other retirement plans approved by the university, including TIAA/CREF, Fidelity Investments, and VALIC. 9. During a leave of absence or sabbatical leave, the university continues to purchase the annuities at the specified contribution rate calculated on the basis of the salary being paid by the university. 10. The Board of Trustees has approved Furman's participation in the TIAA/CREF, Fidelity Investments, and VALIC employee voluntary tax-deferred plan, a plan by which eligible faculty and staff members may set aside tax-deferred funds over and above the amount being accumulated under Furman's retirement contributions. Additional information may be obtained from the Personnel Department. ........................... |
228.1 Tuition Benefits for Faculty and Staff |
| Created by: Pat Teague on 2/6/1999 |
| Category: 2 - Student Services; 20 - Awards/Honors/Scholarships, |
| Originator: Director of Personnel |
| Current File: 228.1 |
| Adoption Date: 9/16/1998 |
| Reviewed for Currency: 9/16/1998 |
| Replaces File: 228.1 |
| Date of Origin: 7/28/1975 |
| Classification: Faculty; Personnel |
| In Archive? Yes |
228.1 Tuition Benefits for Faculty and Staff |
A. Background The university recognizes the desirability of providing assistance for the education of employees and their dependents and seeks to encourage and assist such education at Furman and other schools. |
B. Policy The university provides tuition benefits in four major categories:
|
C. Guidelines
........................... |
228.1 Tuition Benefits for Faculty and Staff |
| Created by: Stephanie Ferguson on 10/12/2005 |
| Category: 2 - Student Services; 20 - Awards/Honors/Scholarships, |
| Originator: Director of Human Resources |
| Current File: 228.1 |
| Adoption Date: 2/24/2005 |
| Reviewed for Currency: 2/24/2005 |
| Replaces File: 228.1 |
| Date of Origin: 7/28/1975 |
| Classification: Faculty; Personnel |
| In Archive? No |
228.1 Tuition Benefits for Faculty and Staff |
A. Background The university recognizes the desirability of providing assistance for the education of employees and their dependents and seeks to encourage and assist such education at Furman and other schools. |
B. Policy The university provides tuition benefits in four major categories:
|
C. Guidelines
........................... |
800.1 Director of Human Resources |
| Created by: Dana Trebing on 2/28/2005 |
| Category: 8 - Personnel; 00 - General, |
| Originator: President |
| Current File: 800.1 |
| Adoption Date: 2/28/2005 |
| Reviewed for Currency: 2/28/2005 |
| Replaces File: 800.1 |
| Date of Origin: 3/21/1996 |
| Classification: Personnel |
| In Archive? No |
800.1 Director of Human Resources |
A. Background Human resources planning is an important function in the overall planning process for the university. Development and monitoring of employment, payroll, compensation, benefits, and performance reviews are necessary for equity among employees and for faculty and staff satisfaction. |
B. Policy The Director of Human Resources provides services to meet the needs of the faculty and staff in the areas of human resource planning, compensation, benefits, employment, policy development and implementation, performance review, compliance, and payroll. |
C. Guidelines 1. The Director of Human Resources is appointed by the President and is directly responsible to the President. 2. The duties and functions of this office include:
........................... |
800.1 Director of Personnel |
| Created by: Pat Teague on 2/6/1999 |
| Category: 0 - General Administration; 00 - General, |
| Originator: President |
| Current File: 800.1 |
| Adoption Date: 3/21/1996 |
| Reviewed for Currency: 5/19/2000 |
| Replaces File: |
| Date of Origin: 3/21/1996 |
| Classification: Personnel |
| In Archive? Yes |
800.1 Director of Personnel |
A. Background Human resources planning is an important function in the overall planning process for the university. Development and monitoring of employment, payroll, compensation, benefits, and evaluations are necessary for equity among employees and for faculty and staff satisfaction. |
B. Policy The Director of Personnel provides services to meet the needs of the faculty and staff in the areas of human resource planning, compensation, benefits, employment, policy development and implementation, evaluations, compliance, and payroll. |
C. Guidelines 1. The Director of Personnel is appointed by the President and is directly responsible to the President. 2. The duties and functions of this office include:
........................... |
800.1 Director of Personnel |
| Created by: Pat Teague on 2/2/2000 |
| Category: 8 - Personnel; 00 - General, |
| Originator: President |
| Current File: 800.1 |
| Adoption Date: 1/28/2000 |
| Reviewed for Currency: 1/28/2000 |
| Replaces File: 800.1 |
| Date of Origin: 3/21/1996 |
| Classification: Personnel |
| In Archive? Yes |
800.1 Director of Personnel |
A. Background Human resources planning is an important function in the overall planning process for the university. Development and monitoring of employment, payroll, compensation, benefits, and performance reviews are necessary for equity among employees and for faculty and staff satisfaction. |
B. Policy The Director of Personnel provides services to meet the needs of the faculty and staff in the areas of human resource planning, compensation, benefits, employment, policy development and implementation, performance review, compliance, and payroll. |
C. Guidelines 1. The Director of Personnel is appointed by the President and is directly responsible to the President. 2. The duties and functions of this office include:
........................... |
810.1 Staff Salary Administration |
| Created by: Pat Teague on 10/31/2001 |
| Category: 8 - Personnel; 10 - Benefits/Services, |
| Originator: Director of Personnel |
| Current File: 810.1 |
| Adoption Date: 10/31/2001 |
| Reviewed for Currency: 1/10/2002 |
| Replaces File: |
| Date of Origin: 10/31/2001 |
| Classification: Personnel |
| In Archive? Yes |
810.1 Staff Salary Administration |
A. Background Furman University will provide compensation at a level that reflects the responsibility of the position and that is competitive within the appropriate market. Furman is also committed to rewarding individuals who exhibit exemplary performance and implement improvements and ideas that move the institution forward in meeting its strategic goals. |
B. Policy Furman University's salary administration will include:
The Personnel Office will be responsible for the maintenance of the salary administration system and for ensuring that the guidelines are consistently applied. Any exceptions to the policy guidelines must be approved by the Budget Unit Head, Vice President, and Director of Personnel. Department Heads and Supervisors are responsible for following the guidelines on a consistent basis. |
C. Guidelines Hiring A new employee will normally receive the minimum rate of pay for the compensation level assigned. However, if an employee has experience which is directly related and can be used immediately upon hire, the pay rate at hire may be established up to 25% above the minimum (within budget parameters). The hiring department must get approval from the Personnel Office prior to making an offer. Based on the specific case and available funding, the hiring department and Personnel Office will (a) establish the hire rate and (b) determine if the new employee is eligible for a probationary increase after 90 days. (See File 817.9.) Annual Review/Salary Increases 1. Employees who have successfully completed their probationary period, may be eligible for salary increases based on their performance (See File 817.91). 2. Employees who meet the performance expectations of their job as documented in their annual review (See File 817.91) are eligible for an annual salary increase. 3. During the annual review, the supervisor will establish an overall performance rating based on the following model:
4. The funds available for annual salary increases will be allocated based on the overall performance rating:
5. Employees whose salaries have reached the top of their respective salary range will be eligible for:
Promotion 1. A promotion occurs when an employee is hired into a position at a higher compensation/salary level. 2. Employees who are promoted will receive a salary increase of:
Transfer 1. A transfer occurs when an employee is hired into a position within the same compensation salary level. 2. Employees who transfer into a new position will not receive a change in salary. Voluntary Demotion 1. A voluntary demotion occurs when an employee accepts a position at a lower compensation/salary level. 2. Employees who voluntarily move to a lower level position will receive:
Involuntary Demotion 1. An involuntary demotion occurs when the University assigns an employee to a position at a lower compensation/salary level. This may occur when it is determined that an employee is unable to perform the job or when the employee's current position is eliminated and placement is only available at a lower compensation/salary level. 2. Employees who are demoted for performance reasons will receive:
3. Employees who are demoted due to the elimination of a position will not receive a change in salary if their current rate is in the salary range of the new position. If the current rate is above the salary range, the employee will maintain the current rate of pay, but will not receive salary increases until their salary comes within the salary range for the position. Job Review/Evaluation 1. Each position is evaluated based on six criteria: contacts/interactions with people, complexity of tasks, supervisory responsibilities, impact of job (errors, outcomes), decision level, and education and experience. Positions with similar ratings are grouped into the same job/compensation level. 2. Each compensation level has a minimum and maximum reflecting competitive compensation in the appropriate recruitment area. 3. Position responsibilities are outlined in job descriptions describing the function, responsibilities, relationships, responsibility for final decisions, 'reporting to': education/skill requirements and work conditions. Departments will periodically review job descriptions (i.e. during the annual performance review) and work through the Personnel Office to maintain up-to-date job descriptions. 4. Position responsibilities may change as new on-going assignments are made or as departments reorganize. When there are significant changes to position responsibilities, a job review should be requested by completing a Job Review Request Form and documenting the changes. Once the Department Head approves the request, the Personnel Office will complete a job review and evaluation to determine if the new responsibilities warrant a change in ratings, title and/or compensation level. New Position Requests/Increase in Hours 1. Requests for new positions, or an increase in hours, must be reviewed and approved during the university's annual budget process (November - February). 2. The requestor must provide documentation to justify the need for the new position (or hour change) and complete a job questionnaire/job description defining the position's responsibilities. This documentation must be submitted to the Personnel Director prior to January 15th to be considered for the next fiscal year. 3. The Personnel Director will review the request, conduct follow-up meetings as necessary and will prepare a report/recommendation for the Budget Committee's review. 4. The requestor will be notified of the approval/denial of the new position request by April. ........................... |
810.1 Staff Salary Administration |
| Created by: Dana Trebing on 2/28/2005 |
| Category: 8 - Personnel; 10 - Benefits/Services, |
| Originator: Director of Human Resources |
| Current File: 810.1 |
| Adoption Date: 2/28/2005 |
| Reviewed for Currency: 2/28/2005 |
| Replaces File: 810.1 |
| Date of Origin: 10/31/2001 |
| Classification: Personnel |
| In Archive? No |
810.1 Staff Salary Administration |
A. Background Furman University will provide compensation at a level that reflects the responsibility of the position and that is competitive within the appropriate market. Furman is also committed to rewarding individuals who exhibit exemplary performance and implement improvements and ideas that move the institution forward in meeting its strategic goals. |
B. Policy Furman University's salary administration will include:
The Human Resources Office will be responsible for the maintenance of the salary administration system and for ensuring that the guidelines are consistently applied. Any exceptions to the policy guidelines must be approved by the Budget Unit Head, Vice President, and Director of Human Resources. Department Heads and Supervisors are responsible for following the guidelines on a consistent basis. |
C. Guidelines Hiring A new employee will normally receive the minimum rate of pay for the compensation level assigned. However, if an employee has experience which is directly related and can be used immediately upon hire, the pay rate at hire may be established up to 25% above the minimum (within budget parameters). The hiring department must get approval from the Human Resources Office prior to making an offer. Based on the specific case and available funding, the hiring department and Human Resources Office will (a) establish the hire rate and (b) determine if the new employee is eligible for a probationary increase after 90 days. (See File 817.9.) Annual Review/Salary Increases |