Faculty Manual - COST Home Page - Texas Southern University

SUMMARY OF SELECTED UNIVERSITY POLICIES
Texas Southern University has many policies and procedures to which faculty in their capacity,
as employees must adhere. These policies are compiled in the Texas Southern University
Operating Manual. Many of these policies affect faculty members. For example, there are
policies concerning Teachers Retirement System, Optional Retirement Program, group insurance
benefits, dental insurance, life insurance, disability insurance, smoking policy, freedom of
information policy, travel to Washington policy, and many others.
The policies listed summarized below are rated of highest interest to the faculty.
Equal Opportunity Policies
Texas Southern University complies with the following laws, which grant equal opportunities to
protected individuals:
Titles VI and VII of the Civil Rights Act of 1964, as amended as well as Title IX of the
Education Amendments of 1972.
Sections 503 and 504 of the Rehabilitation Act of 1973.
The Americans with Disabilities Act of 1990.
As such Texas Southern University does not discriminate on the basis of race, color, national
origin, religion, sex, or handicap in any of its policies, procedures, or practices. To ensure
adherence to these policies, the University has published its policies in a document called the
Search Procedures and Employment Process at Texas Southern University. The Human
Resources Department enforces the procedures.
Drug and Alcohol Policies
In compliance with the Drug-Free Work Place Act of 1988 and the Drug-Free School and
Communities Act Amendments of 1990, Texas Southern University is committed to maintaining a
campus free of illegal or abusive use of drugs and alcohol by faculty, staff, and students. Further
information can be obtained from the Human Resources Department and the Associate Provost
for Student Affairs.
Nepotism Policy Texas Government Code §§ 573.023, 573.025.
All employees of the University are prohibited from appointing or voting for the appointment of
persons related to them within the third degree of consanguinity (blood) or the second degree of
affinity (marriage) when the salary or compensation of such person comes from public funds.
Exceptions apply to situations where one relative does not supervise the other or have other
authority over salary or other terms and conditions of employment of the relative. These rules
are waivable by the university president.
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