5 Professional Standards and University Procedures
All personnel of Tarleton State University shall conform in every respect to the laws of the State of Texas relative to their employment. Each employee must understand the Standards of Conduct of State Officers and Employees adopted by the Legislature of Texas as outlined below. (Government Code, Chapter 572, Section 051)
A state officer or employee should not:
- Accept or solicit any gift, favor, or service that might reasonably tend to influence the officer or employee in the discharge of official duties or that the officer or employee knows or should know is being offered with the intent to influence the officer’s or employee’s official conduct;
- Accept other employment or engage in a business or professional activity that the officer or employee might reasonably expect would require or induce the officer or employee to disclose confidential information acquired by reason of the official position;
- Accept other employment or compensation that could reasonably be expected to impair the officer’s or employee’s independence of judgment in the performance of the officer’s or employee’s official duties;
- Make personal investments that could reasonably be expected to create a substantial conflict between the officer’s or employee’s private interest and the public interest; or
- Intentionally or knowingly solicit, accept, or agree to accept any benefit for having exercised the officer’s or employee’s official powers or performed the officer’s or employee’s official duties in favor of another.
Members of the faculty or staff of Tarleton State University should not use their official titles in connection with membership in any non-professional association or other organization in which they have personal membership.
The standards of conduct and conflict of interest listed above are implemented by System Policy 07.01, Ethics Policy, TAMUS Employees and System Policy 21.04, Control of Fraud and Fraudulent Acts.
It is the policy of this state that a state officer or state employee may not have a direct or indirect interest, including financial and other interests, or engage in a business transaction or professional activity, or incur any obligation of any nature that is in substantial conflict with the proper discharge of the officer’s or employee’s duties in the public interest. (Government Code, Chapter 572, Section 001)
The first priority of full-time employees, insofar as their vocation is concerned, is the accomplishment of the duties and responsibilities assigned to their position of employment with Tarleton State University. Outside employment and consulting activities of such employees are considered as secondary activities that may be engaged in only after their duties and responsibilities to the University are fulfilled.
Employees of Tarleton State University may enter into an employment or consultation relationship provided that:
- It does not interfere with the regular work of the employee;
- It is reasonable in amount. Normally, not more than 10 working days per long semester should be spent on consulting;
- It avoids unfair competition with private business and those in private professional practice;
- The official University status of the employee is not used in connection with such employment or consulting; and
- It does not involve the use of any resources (facilities, equipment, or personnel) of The Texas A&M University System.
Professional personnel carry the prestige of their institution with them in all places and at all times. Administrative approval of outside employment and consultation is necessary to protect the prestige of the institution, as well as to ensure that employees meet the obligations of their positions. In order to achieve the necessary administrative review, each employment and consultation arrangement entered into by professional personnel is to be approved in advance through administrative channels. All authorizations terminate on August 31 of each year. Outside employment by or consulting work through a firm or company in which the employee is a principal owner is also governed by this policy. (see System Policy 31.05, External Employment and Expert Witness)
A state employee has the rights of freedom of association and political participation guaranteed by the state and federal constitutions except as prohibited by Section 004 of Chapter 556 of the Government Code as noted below:
- No appropriated funds, regardless of their source or character, shall be used for influencing the outcome of any election, or the passage or defeat of any legislative measure. This prohibition, however, shall not be construed to prevent any employee from furnishing to any member of the Legislature, or to any other state official or employee or to any citizen, any information in the hands of the employee not considered under law to be confidential information. Any action taken against an employee for compliance with this provision shall subject the person initiating the action to immediate dismissal from state employment;
- No appropriated funds shall be expended in payment of the full or partial salary of any state employee who is also the paid lobbyist of any individual, firm, association, or corporation;
- No employees of the state shall use any state-owned automobiles except on official business of the state, and such employees are expressly prohibited from using such automobiles in connection with any political campaign or any personal or recreational activity;
- No appropriated funds shall be paid to any employee who violates any of the provisions enumerated above.
Each employee of Tarleton State University enjoys the same general privileges and is bound by the same general obligations as other citizens, with the understanding that the obligations are a little increased and the privileges a little diminished through employment by the state in a position of particular importance, delicacy and responsibility. Each employee must assume this additional responsibility upon acceptance of employment with the University.
Employees of Tarleton are free to express, inside or outside the classroom, their opinion on any matter that falls within the field of knowledge that they are employed to teach and to study, subject only to those restrictions that are imposed by high professional ethics, fair-mindedness, common sense, accurate expressions, and a generous respect for the rights, feelings, and opinions of others. Each employee should emphasize the fact that the opinion is personal and not institutional.
On matters not within their special field of knowledge, employees should refrain from expressing personal opinions that might, because of their official positions, incorrectly be thought to be within their special field of knowledge.
Employees should refrain from criticizing publicly, by word or deed, decisions or policies of The Texas A&M University System or any of its parts before sending such criticisms in writing to the Chancellor of the System through normal administrative channels for placing in the hands of the Board of Regents for such consideration as they may wish to give. (see System Policy 33.01, Privileges as a Citizen)
No employee of the University shall use for his/her own personal benefit or pleasure any property of the University, except books from the library and other such items of well established usage. Property and equipment of all types, either owned by the University or entrusted to the University by others, are to be used only for official business. Personal telephone calls are not to be charged to official telephones. (see System Policy 33.04, Use of System Property)
Tarleton State University’s electronic information resources are vital academic and administrative assets which require appropriate safeguards. Computer systems, networks, and data are vulnerable to a variety of threats. These threats have the potential to compromise the integrity, availability, and confidentiality of the information. Effective security management programs must be employed to appropriately eliminate or mitigate the risks posed by potential threats to the University’s information resources.
Under the provisions of the Information Resources Management Act, information resources are strategic assets of the State of Texas that must be managed as valuable state resources. Tarleton State University has developed rules and procedures that address acceptable use of information resources.
The purpose of the rules and procedures is to provide a set of measures that will mitigate information security risks associated with acceptable use of University information resources. There may also be other or additional measures that will provide appropriate mitigation of the risks. The assessment of potential risks and the application of appropriate mitigation measures will be determined by the information resource owner or their designee. (see Tarleton Rule 24.99.99.T1, Security of Electronic Information Resources and Tarleton Procedure 24.99.99.T1.01, Information Resources - Acceptable Use)
Tarleton State University is committed to the principles of equal employment opportunity. Equal Opportunity has been and shall continue to be the basic employment policy of Tarleton. We also maintain programs of affirmative action which we will continue to engage.
Tarleton State University’s commitment to equal employment opportunity is demonstrated through the following practices:
- All applicants for employment will be considered without regard to race, color, religion, age, disability, sex, national origin or veteran status.
- All disabled applicants for employment will be considered without discrimination based on physical or mental disability in regard to any position for which the individual is qualified.
- All disabled veterans and veterans of the Vietnam Era will be considered without discrimination in respect to any position for which the individual is qualified.
- There shall be no discrimination based upon race, color, religion, age, sex, national origin, disability or veteran status against any employee in any manner pertaining to his/her employment, or any benefit arising thereby including, but not limited to promotion, demotion, layoff, termination, transfer, compensation and working conditions. Reasonable accommodation, when requested, will be provided.
This policy applies to advertising, recruitment, employment, compensation, promotion, transfer, termination, selection for training, and all other privileges and conditions of employment.
Affirmative action embraces the idea that progress toward achieving equal employment opportunities requires positive steps to remove discriminatory barriers. Equal opportunity is facilitated by taking affirmative action in all matters relating to personnel administration. The Affirmative Action Officer (Director of Human Resources) is located in room 107 of the Administration Annex. The phone number is 254-968-9128. A copy of the Affirmative Action Plan may be viewed in the Department of Human Resources or at the following web address: www.tarleton.edu../affirmat.htm. (System Regulation 33.02 Equal Employment Opportunity and Affirmative Action Programs).
Tarleton State University does not discriminate against any qualified individual with a disability because of the disability of that individual in such matters as job application procedures; hiring, advancement or discharge practices; compensation; job training; or other terms, conditions, and privileges of employment.
Individuals with disabilities may request reasonable accommodations when accepting positions within the University or during employment. If you have questions, contact the Director of Human Resources located in room 107 of the Administration Annex. The phone number is 254-968-9128 or the ADA Compliance Office at 254-968-9323. (System Regulation 33.02.02 Compliance with the Employment Provisions of the Americans with Disabilities Act and Tarleton Rule 33.02.02.T1, Reasonable Workplace Accommodation).
In order to establish an educational and work environment that is conducive to the personal and professional development of each member of the university community, Tarleton State University shall be free from all forms of sexual discrimination and harassment.
Each supervisor has a responsibility to maintain the learning environment and workplace free of sexual harassment. This includes dissemination of this rule and discussion of it with all employees while assuring them that they are not to endure insulting, degrading, or exploitative sexual treatment. Sexual harassment is a form of discrimination and will be treated as such, and will not be tolerated by the University.
Sexual harassment is difficult to define because it involves feelings and perceptions. What is considered acceptable behavior by one person may be perceived as sexual harassment by another. Generally, sexual harassment is repeated, oppressive behavior directed at someone because of his or her gender. It can consist of unwanted, unwelcome and offensive verbal comments and visual images as well as physical advances, in which:
- Submission to, or toleration of, such conduct is a condition of employment or participation in other System-related activities; or
- Submission to or rejection of the advances is used as a basis for making employment or academically-related decisions affecting such individual; or,
- Such conduct creates an intimidating, hostile or offensive work environment which unreasonably interferes with an individual’s normal work performance.
Examples of conduct which may be considered to be sexual harassment include but are not limited to:
- Offensive sexual flirtations, advances, or propositions;
- Verbal abuse of a sexual nature;
- Graphic verbal comments about an individual’s body or sexual behaviors;
- Sexually degrading words used to describe an individual;
- Unwelcome touching or physical contact;
- The display of sexually suggestive objects, posters, or pictures;
- Whistling, obscene gestures, suggestive or insulting sounds; and
- Unwelcome, repeated requests for dates.
What You Should Do If You Are Being Sexually Harassed
If you are experiencing sexual harassment, it is important to keep in mind that you can take action to eliminate it:
Speak up because ignoring sexual harassment does not make it go away. Express your objections clearly, and in a timely way. There is a chance the harasser did not realize the behavior was offensive. Also, if you file charges at a later date, it is sometimes helpful (but not essential) to have objected to the behavior.
Keep records including any notes or letters received from the harasser. Write down dates, times, places, witnesses, what happened or what was said, and what you said or did in response.
Get help. Your supervisor or Human Resource Officer cannot take steps to solve the problem if the behavior is not reported. It will take courage to confront a harassment problem, but you may keep another person from having the same problem later. Sexual harassment can be reported to an immediate supervisor, a department head, an intermediate administrator, a vice president or executive director, or the Affirmative Action Officer (Human Resources Director).
Take it seriously. A sexual harassment allegation has a considerable impact on the individual accused. Do not make allegations that are without foundation, as you could be disciplined for filing a false report.
What You Can Expect When You Report An Incident
The University takes complaints seriously. All complaints are investigated promptly, fairly, and confidentially, maintaining the employee’s sense of dignity and respect. If a supervisor receives a complaint of sexual harassment, he or she will report it to the Director of Human Resources, and then proceed with an investigation. A typical investigation may involve meetings with all parties, including possible witnesses. When warranted, appropriate disciplinary action is taken.
Every effort is made to prevent retaliation directed at an employee who has filed a complaint or assisted in an investigation. If an employee is found to have engaged in any form of retaliation, appropriate disciplinary action will be taken.
If it is determined that an allegation of sexual harassment is without foundation, and if there is evidence of malicious intent, the complainant may be subject to disciplinary action. (See Tarleton Rule 34.01.99.T1, Sexual Harassment)
Faculty Responsibilities Regarding Sexual Harassment of Students
Tarleton takes the safety of its students seriously and expects you to foster an environment that is free of sexual harassment. As a faculty member, you may witness or hear of a student being sexually harassed by a fellow student or a Tarleton employee either in the classroom or a university sanctioned event or activity. We expect you to take the appropriate action to stop the sexual harassment which may include asking the students involved to stop the activity and reporting the activity to the Office of Student Judicial Affairs (if between two students) or Human Resources (if it involves a Tarleton employee).
A&M System agencies/institutions are required to adhere to state and federal laws relating to controlled substances, illicit drugs and alcohol use. System policy prohibits the unlawful manufacture, distribution, possession or use of illegal drugs or alcohol on System property while employees are on official duty or as part of any System activities. Further, Tarleton’s rule on drug and alcohol abuse provides additional requirements regarding illicit drugs, prescription drugs, and alcohol. To enforce these requirements, drug and alcohol testing is permitted under certain circumstances. Employees found in violation of these rules are subject to discipline including termination. System policy does not require routine testing of new employees or random testing of employees. System members may test employees if there is reasonable suspicion that alcohol or drug use is affecting job performance. Consistent with Tarleton’s commitment to substance abuse prevention, an Employee Assistance Program (EAP) is available to university employees and their family members for confidential assistance with drug and alcohol problems, as well as other personal problems. For more information regarding drug and alcohol abuse, contact the Department of Human Resources or see System Policy 34.02 and System Regulation 34.02.01, Drug and Alcohol Abuse and Rehabilitation Programs, and Tarleton Rule 34.02.01.T1, Drug and Alcohol Abuse and Rehabilitation Rule.
All University facilities, buildings, and vehicles, regardless of location or ownership, must be entirely smoke-free. This includes all foyers, classrooms, rest rooms, offices, athletic facilities (indoor and outdoor), eating areas, and university-owned/leased housing. Recognizing that individuals may choose to smoke, or to use other, smokeless tobacco products, Tarleton permits smoking, or the use of smokeless tobacco products, in designated areas on the campus. For more information on smoking and tobacco use, see Tarleton Rule 34.05.99.T1, Smoking and Tobacco Use.
The Texas A&M University System has established guidelines to ensure the rights and privileges of individuals infected with the Human Immunodeficiency Virus (HIV) are protected. Tarleton will not use a person’s HIV status to make employment decisions or determine how service is delivered nor will Tarleton deny services to HIV infected individuals, except as allowed by state or federal law. Tarleton complies with the Americans With Disabilities Act provisions protecting all people with disabilities from discrimination in job application procedures, hiring, promotions, discharge, compensation, job training and other terms or conditions of employment. For more information see System Regulation 34.04.03, HIV/AIDS in the Workplace and Learning Environment, or System Regulation 33.02.02, Compliance With The Employment Provisions Of The Americans with Disabilities Act.
Any officer of the System or member of the Board of Regents is prohibited from appointing a person who is related to him or her, within the second degree by marriage or the third degree by blood, to a position paid through public funds. In addition, an individual generally may not supervise or have control over the salary or other conditions of employment of the relative. (See System Regulation 33.03 Nepotism)
Permission should be obtained from the Department of Human Resources prior to an offer of employment.
Due to the public nature of being a state funded university, Tarleton and its employees should be aware of how their actions will be perceived by others, including romantic or sexual relationships. As such Tarleton encourages employees to use good judgment with regards to these relationships. Individuals in supervisory or other influential roles are subject to more stringent requirements due to their status as role models, their access to sensitive information and their ability to influence others. Additionally, romantic or sexual relationships between a supervisor and a subordinate could lead to on the job problems such as claims of favoritism, discrimination, sexual harassment and strained working relationships. Supervisors should make the relationship known to their manager to ensure there are no potential conflicts of interest or violation of System policy. Tarleton does not intend to inhibit the social interaction (such as lunches, dinners, or attendance at entertainment events) that are or should be an important part or extension of the working environment, nor does Tarleton intend to prevent the development of friendships or romantic relationships between coworkers; however, the university believes that an environment where employees maintain clear boundaries between employee personal and business interactions is most effective for conducting business.
Workplace telecommunications service includes desk telephones, facsimile, e-mail, and internet connections. Non-business use of local telecommunication service is permitted as long at that use is of minimal time and duration, does not impede university function, and does not result in additional cost to the university or state. Charges for non-business use of Tarleton’s telecommunication equipment should be avoided. If the non-business usage of telecommunication services results in a direct cost to Tarleton for any reason, it is the employee’s responsibility to reimburse the component for that cost. The use of telecommunication service for private, commercial purposes is strictly prohibited regardless of whether or not it results in an additional charge to Tarleton. (System Policy 33.04, Use of System Property)
Business codes may be obtained from Telecommunications for placing business related long distance calls. All calls made using your code will be billed to your name and department no matter what phone or extension you are making the call from. This code should be protected and you should not let others use your code.
Telecommunications will provide you instructions for making calls to on-campus extensions, off-campus extensions, and long distance, toll free and international numbers (Tarleton Rule 25.99.08.T1, Use of Telecommunications Equipment)
Tarleton State University recognizes that the performance of certain job responsibilities may be enhanced by the provision of personal communication devices. Departments may monetarily contribute to an employee’s purchase and operation of personal communication devices if the employee’s job duties necessitate the provision of such equipment. (Tarleton Procedure 25.99.08.T1.01, Communication Allowances)
Generally, a child in the workplace with the employee parent during the workday is inappropriate and is to be avoided.
If an emergency situation arises and bringing a child to work is unavoidable, the employee must contact their supervisor as soon as possible to discuss the situation and obtain permission to have the child accompany the employee while working. Factors that must be considered are the age of the child, how long the child needs to be present, the employee’s work environment, the quality and quantity of work of the employee while the child is present, and any possible disruptions to the employee’s and co-worker’s work. Consideration will not be given in allowing a child with an illness to come to work with the employee. A child that is approved to be brought into the workplace will be the responsibility of the employee parent and must be accompanied and under the direct supervision of the employee parent at all times.
This guideline is established to avoid disruptions in job duties of the employee and co-workers, reduce property liability, and help maintain the university’s professional work and educational environment.
The Tarleton State University Network system is not for commercial use. All advertising must be approved before it is disseminated to the campus. For personal ads, a billboard has been established on the Tarleton Web page at http://www.tarleton.edu/main/bb/. Employees should use this billboard instead of the email network system for personal advertising.
Personnel records on employees are maintained in the Human Resources office and academic records are maintained in the Office of Academic Affairs by the President's request. These records should be kept updated when significant changes occur in professional training or qualifications.
To keep necessary personnel records up to date, it is extremely important that you notify the Human Resources Department of any change in:
- Marital status
- Telephone number
- Number of eligible dependents
- W-4 deductions
- Emergency contact information
You may update personal information other than your name and number of eligible dependents through HRConnect.
The TexanCard system, a computerized photo identification card security system, is used to control and protect various activities and services to which the holder of the card is entitled. The TexanCard, which may be obtained from the TexanCard Office, is required for cashing checks on campus, picking up paychecks, checking books out of the library, and using the gym. The card is furnished originally at no cost to the employee but there is a fee for replacement of lost or damaged cards.
All business matters are handled in the Business Services office in the Administration Building. Salary checks are issued from this office on the first workday of the succeeding month. Inquiries concerning deductions of all kinds and matters involving money should be directed to Business Services.
Tarleton’s fiscal year runs from September 1st through August 31st.
Official meetings of the faculty and staff are normally scheduled near the beginning of the Fall and Spring semesters. The President will call and preside at these meetings. Attendance is expected unless absence is excused beforehand. A special meeting shall be convened by a written petition of at least 25 percent of the resident faculty. Departmental faculty are encouraged to meet separately at any time at the call of the head of the department. General assemblies of students and faculty are held at infrequent intervals on call for particular purpose. Attendance is expected but not compulsory.
The Tarleton State University Undergraduate and Graduate Catalog contains information about University standards, policies, and procedures. All employees are urged to become thoroughly familiar with the Catalog. The annual University calendar is
published in the Catalog. The calendar serves as a framework and guide to the setting of other dates.
Interoffice Mail and e-mail
Interoffice mail is distributed to each department or office every working day and may be used for any exchange of official communications. Official memoranda and other communications from administrative offices are circulated through interoffice mail or via e-mail.
The weekly student newspaper, the J-TAC, is published during the long semesters and contains campus features and official announcements.
Textbook arrangements are approved by the department head and handled by the Campus Store. Requisitions for office supplies are routed through the department head to the Office of Business Services and are charged to the departmental operating account.
At the academic heart of the University community, the Tarleton Libraries provide facilities, materials, personnel, and services that supplement and enrich classroom teaching and learning, faculty and student research, and personal enrichment through recreational reading. The Dick Smith Library is centrally located on the Stephenville campus. The Tarleton – Central Texas Library is located in the Oveta Culp Hobby Memorial Library, which is on the Central Texas College campus adjacent to the Tarleton-Central Texas building.
Library materials and services are available to all faculty and staff of the University, both in the library and online (/~library). Materials can be checked out with a valid University ID card, and online research materials can be accessed with your university-assigned network username and password (also used to access your Tarleton email account). For materials not available at the University Libraries, Interlibrary Loan (ILLiad) and the TexShare card are alternative resources.
Online access to Tarleton materials and services includes local holdings information for the Stephenville and Killeen book collections, as well as over 190 online databases and resources most of which include full-text. In addition to offering academic materials and recreational reading, Dick Smith Library also supports local history and genealogy research by providing records from Erath and surrounding counties, Tarleton publications (Grassburr, J-TAC, theses, etc.), and Tarleton memorabilia, as well as archives of local, state, and national newspapers.
Interlibrary loan service is provided for materials not housed in the Tarleton Libraries, and the University community has borrowing privileges from most higher education institutions in Texas through the TexShare consortium.
A number of special services in Stephenville are also available: community education classes, course reserves, faculty carrels, lamination and die-cut equipment, library instruction, lockers, reservable meeting room space, copiers, display cases for special events, satellite transmissions (C-band), and study rooms. Tarleton Library – Central Texas has course reserves, library instruction, copiers, displays, and study rooms.
University Library staff members are always available in person, by phone, and through email. Additionally, information can be found at /~library/.
Classrooms, auditoriums and special rooms are available by prior arrangement with these persons:
- Director of Fine Arts Center
- Children's Theater
- Workshop Theater
- Lecture rooms and classrooms in academic buildings
- Head of Library Access Services
- Library conference rooms
- Multipurpose Room
- Library Instruction Classroom
- Director of Dining Hall
- Dining Hall rooms
- Director of Thompson Student Center
- Conference rooms in the Thompson Student Center
- Director of Development
- Trogdon House Dining/Meeting Room
- Math Department
- Math Special Events Room
- Tarleton Agriculture Center
- Teaching Pavillion
- Equine Center Director
- Equine Center
The University has its own U.S. post office (Tarleton Station, TX 76402) located in the Thompson Student Center. Postal services and post office box rentals are available to all faculty, staff, and students.
The Campus Store is located on the main floor of the Thompson Student Center and includes the bookstore. The bookstore sells textbooks, school and office supplies, magazines, paperbacks, teaching aids, greeting cards, soft goods, jewelry, novelties, and class rings. Proceeds from the bookstore contract are used for student support and other purposes that benefit the University as a whole.
Meat products and other services are offered by the Meats Lab located at the Tarleton farm. The lab sells fresh cuts of beef and pork and offers custom killing and butchering. The Horticulture Center is open to the public for browsing on weekdays and has a plant sale on Fridays. The center handles bedding plants, herbs and flowering plants and sells some produce in season. Special items are featured for holidays.
Tickets for all Tarleton athletic events may be purchased at the Athletics office. Discount tickets for football are available for faculty and staff. Family and individual season tickets are also available.
All Wisdom Gym facilities, including racquetball, tennis, and basketball courts, weight training rooms, and the swimming pool, are available to University faculty and staff members and their families after class schedules. Use of the gym is free except for nominal fees for towel and basket privileges and pool accommodations. A University ID card is required for checking out equipment. Swimming pool season passes are available for faculty and staff; guests are charged an additional fee per visit.
The Thompson Student Center has game rooms with billiard tables, table tennis, and various coin-operated game machines.
The Clyde H. Wells Fine Arts Center was designed to enhance the appreciation of the arts at Tarleton State University. Each year, the Tarleton Players present several plays in the Fine Arts Center. Regular employees are eligible for student prices and discounted season tickets. Other events in the Fine Arts Center include free piano and voice recitals, classic films, special road show productions, art exhibits, choir and band performances, and children's theater presentations.
The Recreational Sports Facility offers fitness training equipment, an indoor running track, basketball and raquet ball courts, group exercise rooms and a rock climbing wall. Contact the Recreational Sports department for further details.
Office space may be made available to retired faculty under the following conditions: (1) the needs of teaching faculty have been met, and remaining office space is available; (2) the retired faculty member can demonstrate involvement in significant activity, such as scholarly research, which will benefit both the individual and the University; (3) all other things being equal, faculty members with emeritus status will have precedence over other retired faculty; (4) a recommendation is made by the appropriate department head and approved through regular channels.
Various professional and social organizations are available to University faculty and staff. The Texas Faculty Association has an active chapter on the Tarleton campus. The Texas Association of College Teachers and the American Association of University Professors both have members among the Tarleton faculty. The Faculty Women's Forum serves in an advisory capacity, offers a network of support, and disseminates information about issues of concern to University women; membership is available to full or part time faculty members and to members of the professional staff.
Employees who plan to park on campus must purchase a parking hang-tag from the Parking ID Office. To purchase a parking permit, contact the Police Department at 254-968-9001 in Stephenville or the Business Office in Killeen at 254-519-5456. Parking permit renewal may conducted on-line at /parking/. Employees are responsible for abiding by all Parking Rules and Regulations.
A lost-and-found service is operated free of charge by the University Police. Any article that has been found should be delivered to the University Police Office.
For emergencies or crimes in progress on the Stephenville campus dial 911 or the Tarleton Police Department at (254) 968-9002. Dialing 911 will connect you to the Stephenville Police 911 operator who will dispatch the appropriate emergency service. You may also use (254) 968-9002 for police matters or to speak to Police personnel. When the university is closed dial 911. Employees at other campus locations should discuss how to report emergencies and crimes with your supervisor.
Other non-emergencies (leaking pipes, broken sprinklers, parking lot escort, accidents not involving an injury) can be reported to the Control Center at Ext. 311 from on-campus phones or 254-968-9265. You should be aware that dialing 91 with a long pause or no further numbers will also connect you with the 911 dispatcher.
Class attendance is an important factor in the academic success of students. Each student should accept the responsibility of regular class attendance. Tarleton recognizes each student as an adult with adult attitudes and responsibilities, and further recognizes the unique relationship between faculty and students and the responsibilities each has toward the other. The following guidelines constitute Tarleton's student absence policy:
- Student absences are considered by the University to be strictly between the individual student and faculty member. The faculty member has the responsibility and authority to determine whether makeup work may be done because of absences. Students may request makeup consideration for valid and verifiable reasons such as the following:
- Death in the immediate family
- Legal proceedings
- Participation in University-sponsored activities. A student who participates in University-sponsored activities is responsible for obtaining a written explanation for his or her absences from the faculty or staff member who is responsible for the activity.
- Students who wish to appeal the faculty member's decision on absences may appeal through the academic appeals procedure.
- Instructors are encouraged to initiate inquiry into the reasons for extended periods of student absences and to notify students when their irregular attendance is jeopardizing their learning. An instructor may recommend to his/her department head that a student be dropped from a course if excessive absences prevent satisfactory progress. A student absence report should be completed for this purpose.
Adjustments to a student's class schedule are initiated by the student, following prescribed procedures established by the Registrar's Office. Changes in the class roll are made by the instructor only after receiving official notification from the Registrar's Office. It is the responsibility of the faculty member to keep the class roll up to date by following routine procedures and double checking with the Registrar's Office when unusual delays occur.
A student enrolling in the University assumes an obligation to conduct himself or herself in a manner compatible with the University's function as an educational institution. The Student Handbook contains a code of student conduct and describes disciplinary actions which may be assessed when a student violates the code of conduct.
Students may appeal academic matters, including course grades, instructors' decisions on makeup work, and actions an instructor takes as a result of suspected cheating. Student academic appeals are handled according to the following guidelines:
- Each department shall develop its own policy for dealing with students' academic grievances. The policy should be in writing and be available to students in the departmental office.
- If departmental grievance procedures fail to satisfy a student, he or she may appeal to the dean of the college to which the concerned department belongs.
- A student who is not satisfied by the outcome of his or her appeal to the dean of the college may then appeal to the Provost and Vice President for Academic Affairs, who may appoint a five-member committee to consider the appeal. The chair of the committee shall be a faculty member from outside the involved department. The remainder of the committee shall consist of two faculty members and two students. After hearing both sides of the grievance, the committee shall render an opinion to the Provost and Vice President for Academic Affairs, who shall render final judgment.
Tarleton State University expects its students and faculty to maintain high standards of personal and scholarly conduct to preserve the honor and integrity of the creative community. Faculty members should notify students regarding any special expectations of integrity in addition to the university policy found in the Faculty/Staff Handbook and the Student Handbook.
Students' responsibility includes, but is not limited to, maintaining integrity in their own academic work; reporting incidents of academic dishonesty to the faculty member involved; learning about the general principles of academic integrity as well as those that pertain to particular disciplines and courses; promoting academic integrity.
Academic dishonesty includes, but is not limited to, cheating on an examination or other academic work, plagiarism, collusion, unauthorized use of technology, and the abuse of resource materials.
- Academic work means the preparation of an essay, thesis, problem, assignment, or other projects submitted or completed for course credit and to meet other requirements for non-course credit.
- What constitutes an act of academic dishonesty may in part depend on the particular course and expectations of academic integrity in the context of the course objectives. This includes but is not limited to:
- Copying, without instructor authorization, from another student's test paper, laboratory report, other report, or computer files, data listing, and/or programs.
- Using, during a test, materials not authorized by the person giving the test.
- Collaborating with another person without instructor authorization during an examination or in preparing academic work.
- Knowingly, and without instructor authorization, using, buying, selling, stealing, transporting, soliciting, copying, or possessing, in whole or in part, the contents of an unadministered test or other required assignment.
- Substituting for another student or permitting another person to substitute for oneself in taking an examination, preparing academic work or attending class.
- Bribing another person to obtain an unadministered test or information about an unadministered test.
- Using technological equipment such as calculators, computers or other electronic aids in taking of tests or preparing academic work in ways not authorized by the instructor or the University.
- Plagiarism means the appropriation of another's work and the unacknowledged incorporation of that work in one's own written work in any academic setting.
- Collusion means the unauthorized collaboration with another person in preparing written work in any academic setting.
- Abuse of resource materials means the mutilation, destruction, concealment, theft, or alteration of materials provided.
- Academic penalties
Each faculty member is responsible for initiating action for each case of suspected academic dishonesty that occurs in his/her class and for determining appropriate academic sanctions. The faculty member will use the following procedure:
- The faculty member will make a good faith effort to inform the student of the particular charge against him/her, either verbally or in writing, and to give the student an opportunity to respond. The faculty member will explain any academic penalties that will be imposed. If the faculty member is unable to inform the student, the faculty member may impose the penalty or penalties that he/she judges to be appropriate. Academic sanctions are listed in Section 3 below. (Note: A student may not drop a class in which there is an unresolved question of academic dishonesty.)
- Faculty members will report cases of academic dishonesty to their department head, who will notify the appropriate academic dean with copies to the Provost and the Dean of Student Life. Reporting a violation will enable the Dean of Student Life to detect multiple violations of University policy. All reports should be in writing. A form that may be used to report cases of academic dishonesty is available in each departmental office.
- Specific academic sanctions
The faculty member may impose one or more of the following academic sanctions, or other reasonable sanctions that are appropriate for the particular case.
- A requirement to perform additional academic work not required of other students in the course
- A grade of F in the course
- A reduction of the grade in the course or on the examination or for other academic work affected by the academic dishonesty
- University penalties
The Office of the Dean of Student Life is responsible for keeping records of all formally reported violations of academic integrity and for determining any and all sanctions beyond the academic sanctions imposed by the faculty member. The Office of the Vice President for Student Life may impose one or more of the following sanctions, which are described in detail in the Student Code of Conduct:
- Loss of privileges
- Imposition of certain tasks
- Conduct probation or disciplinary probation
- Recommendation to the Provost and Vice President for Academic Affairs for revocation of a degree
Instances of academic dishonesty that are not classroom related would be reported to the Student Life Officer.
- Appeal of academic sanction imposed by the faculty member
Students may appeal action taken by a faculty member as a result of suspected academic dishonesty according to the procedure for academic appeals as described in the Faculty/Staff Handbook and the Student Handbook.
- Appeal of university sanction imposed by the student life officer
The student may appeal the university sanction imposed by the student life officer according to the procedure for disciplinary appeals as described in the Student Handbook.
The department head will keep the Dean of Student Life informed of subsequent action related to a violation of the academic honesty policy, including processing of appeals on a violation. The Dean of Student Life will inform the department head of any University action or sanction relative to the violation as well as any appeal of the University-imposed sanctions.
Tarleton State University acknowledges and encourages the appropriate use (e.g., reproduction, distribution, performance, and display) of copyrighted works and materials for teaching, scholarship, and research purposes consistent with federal copyright law and the standards of fair use. The guidelines set forth in this section are to determine whether prior permission of the copyright owner must be sought when photocopying for research and classroom use.
Copyright is a form of protection provided by the laws of the United States (title 17, U.S. Code) for the creators of “original works of authorship,” including literary, dramatic, musical, artistic, and certain other intellectual works. This protection is available for both published and unpublished works. Section 106 of the 1976 Copyright Act generally gives the copyright owner exclusive right to do and to authorize others to do the following:
- To reproduce the work in copies;
- To prepare derivative works based upon the work;
- To distribute copies of the work to the public by sale or other transfer of ownership, or by rental, lease, or lending;
- To perform the work publicly, in the case of literary, musical, dramatic, and choreographic works pantomimes, and motion pictures and other audiovisual works;
- To display the copyrighted work publicly, in the case of literary, musical, drama, and choreographic works, pantomimes, and pictorial, graphic, or sculptural works, including the individual images of a motion picture or other audiovisual work; and
- In the case of sound recordings, to perform the work publicly by means of digital audio transmission.
For a full explanation refer to the Copyright Basics web page from the United States Copyright Office, http://www.copyright.gov/circs/circ01.pdf
The Sonny Bono Copyright Term Extension Act [P.L. 105-278], signed into law on October 27, 1998, amends the provisions concerning duration of copyright protection. The terms of copyright are generally extended for an additional 20 years. Specific provisions are as follows:
- For works created after January 1, 1978, copyright protection will endure for the life of the author plus an additional 70 years. In the case of a joint work, the term lasts for 70 years after the last surviving author’s death. For anonymous and pseudonymous works and works made for hire, the term will be 95 years from the year of first publication or 120 years from the year of creation, whichever expires first.
- For works created but not published or registered before January 1, 1978, the term endures for the life of the author plus 70 years. If the work is published before December 31, 2002, the term will not expire before December 31, 2047.
- For pre-1978 works still in their original or renewal term of copyright, the total term is extended to 95 years from the date that copyright was originally secured.
Refer to the Copyright Basics web page from the United States Copyright Office, http://www.copyright.gov/circs/circ01.pdf
The Copyright Act defines the rights of a copyright holder and how they may be enforced against any infringements. Included within the Copyright Act is the "fair use" doctrine which allows, under certain conditions, the copying of copyrighted material. While the Act lists general factors under the heading of "fair use", it provides little in the way of specific directions for what constitutes fair use.
Title 17, Chapter 1, Sec. 107 - Limitations on exclusive rights
Notwithstanding the provisions of sections 106 and 106A, the fair use of a copyrighted work, including such use by reproduction in copies or by any other means specified by that section, for purposes such as criticism, comment, news reporting, teaching (including multiple copies for classroom use), scholarship, or research, is not an infringement of copyright. Reliance upon the fair use exception should be limited to those cases that clearly meet the four-factor fair use balancing test (see below) and are carefully documented to support that conclusion. In determining whether the use made of a work in any particular case is a fair use, the factors to be considered shall include:
- The purpose and character of the use, including whether such use is of a commercial nature or is for nonprofit educational purposes;
- The nature of the copyrighted work;
- The amount and substantiality of the portion used in relation to the copyrighted work as a whole; and
- The effect of the use upon the potential market for or value of the copyrighted work.
The fact that a work is unpublished shall not itself bar a finding of fair use if such finding is made upon consideration of all the above factors.
All faculty, instructors, and other authorized personnel should be familiar with the fair use standards; they are encouraged and authorized to make and document a good faith application of these standards to all University-related uses. It is essential that members of the University community make a diligent effort to stay within the bounds of the law in order to avoid both institutional and personal liability for copyright infringement. If in doubt, request permission from the copyright owner.
Refer to the Fair Use Factsheet from the United States Copyright Office, http://www.copyright.gov/fls/fl102.html.
During the course of employment, the faculty and staff of Tarleton State University may use photocopied materials to supplement research and teaching. However, the photocopying of copyrighted materials is a right granted under the copyright law's doctrine of "fair use" which must not be mistreated.
Works that are subject to copyright protection should only be used with the permission of the copyright owner or with a documented determination of fair use or other exception to the copyright law. While fair use (section 107) is probably the most widely used exception to seeking permission for uses of copyrighted works, especially in the university environment, there are other exceptions in the copyright law, including section 108 which applies to reproduction by libraries and archives, and section 110 which allows performance or display of copyrighted works in "face-to-face" teaching activities. There are also specific rules for music (section 107, section 112, section 114, and section 115) and works of visual art (section 113).
For a complete version of the Copyright Law go to http://www.copyright.gov/title17/
The copying is at the instance and inspiration of the individual faculty, and the inspiration and decision to use the work and the moment of its use for maximum teaching effectiveness are so close in time that it would be unreasonable to expect a timely reply to a request for permission.
In support of Tarleton courses, the Dick Smith Library maintains both a print and electronic reserve collection following the guidelines of 17 U.S.C. Section 107. Placing materials on reserve will be at the initiative of the faculty solely for the non-commercial, educational usage of the students. Personal copies for reserve use must be made in compliance with the four “fair use” principles listed under the “What is Fair Use” section of this chapter.
In accordance with the copyright guidelines, all electronic reserves are password protected and are available only to Tarleton students enrolled in the specific course.
The Reserves staff accepts material from faculty with the understanding that the faculty member has complied with the requirement of the copyright law.
It is the faculty member’s responsibility to provide photocopies.
Faculty members must sign a Copyright Compliance Agreement for every semester copyrighted materials are used for a course.
All electronic reserves are removed at the end of the semester unless a new Copyright Compliance Agreement and Reserve Request Form is signed by the instructor and submitted to the reserves staff.
A full citation including source, copyright date, and publisher must be noted on the first page of each item.
When submitting copies of a work published before March 1, 1989, include any notice of copyright that appears on the original work. If your submission does not include a copyright notice, the library will assume there was none on the original work.
For more information visit the library’s web page at /~library/libfaircopy.html or ask at the circulation desk for the Faculty Guide to Fair Use and Copyright packet.
If it is determined that neither fair use nor any other copyright exception applies, permission must be sought from the copyright owner for each specific use (unless a blanket permission has been secured.) Examples of when permission would be necessary:
- Repetitive copying: The classroom or reserve use of photocopied materials in multiple courses or used for consecutive semesters will normally require advanced permission from the owner of the copyright (17 U.S.C. par. 107 (3)).
- Copying for profit: Faculty should not charge students more than the actual cost of photocopying the material (17 U.S.C. par. 107 (1)).
- Consumable works: The duplication of works that are consumed in the classroom, such as standardized tests, exercises, and workbooks, normally requires permission from the copyright owner (17 U.S.C. par. 107 (4)).
- Creation of anthologies as basic text material for a course: Creation of a collective work or anthology by photocopying a number of copyrighted articles and excerpts to be purchased and used together as the basic text for a course. It is likely to be considered a substitute for the purchase of a book and would less likely fall under fair use (17 U.S.C. par. 107 (4)).
You should weigh the various factors listed in the Copyright Act to judge whether the intended use is within the spirit of the fair use doctrine. Permission should be sought for all materials that fall outside of the fair use guidelines. Additional information about copyright and examples of sample request letters may be obtained at the following:
- Developing a Campus Copyright Education Program - http://www.educause.edu/Resources/DevelopingaCampusCopyrightEduc/162330 Educational materials on the importance of copyright protection and compliance on university campuses.
- Copyright Clearance Center - http://www.copyright.com/ - Request copyright permission online for materials used in course packs, e-reserves, and works included in online or print publications.
- Copyright Crash Course - http://copyright.lib.utexas.edu/ Use this site for a crash course in copyright basics every educator needs to know.
- Fair Use of Copyrighted Materials - http://copyright.lib.utexas.edu/copypol2.html Site provides fair use basics including the rules of thumb for various types of works and how to test the four factors of fair use.
- Getting Permission - http://copyright.lib.utexas.edu/permissn.html - Site provides information on how and where to obtain copyright permissions.
- TEACH Act Comparison Chart – http://www.unc.edu/%7eunclng/TEACH.htm - Chart created by Laura N. Gasaway.
- TEACH Act Toolkit – http://www.provost.ncsu.edu/copyright/toolkit/ - Site provides explanation of the TEACH Act including a glossary of terms. Guidelines, and checklists.