Faculty Manual - COST Home Page - Texas Southern University

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Sexual Harassment Policy In compliance with Title VII of the Civil Rights Act of 1964, as amended provides that it shall be an unlawful discriminatory practice for an employer, because of the sex of any person, to discharge without just cause, to refuse to hire, or otherwise discriminate against any person with respect to any matter directly or indirectly related to employment. The Equal Opportunity Commission (EEOC) has issued guidelines as to what constitutes sexual harassment of an employee under Title VII. Title IX of the Education Amendments of 1972,as amended prohibits sexual discrimination in any educational program or activity receiving federal financial assistance. This applies to Texas Southern University. The Board of Regents has extended the policy to students at the university. Furthermore, under the EEOC guidelines, adopted by Texas Southern University, as well as case law the following conduct and activities are prohibited: (1). Unwelcome sexual advances; (2) requests for sexual favors, whether or not accompanied by promises or threats is made relating to the employment relationship (and in the case of students – their academic standing). (3) any verbal or physical conduct of a sexual nature that threatens or implies, either explicitly or implicitly, that an employee’s submission to or rejection of sexual advances will in any way influence any personnel decision regarding his or her employment (and in the case of students – their academic standing, employment, or career development). Sexual harassment of university faculty, staff, or students is strictly prohibited and subjects the offender to oral or written warnings, suspensions, transfer, demotion, or dismissal. A claimant may utilize the University’s compliance officer in the Human Resources Department to pursue a claim of sexual harassment. Hostile Work Environment Policy Combined with the new sexual harassment policy, the Board of Regents adopted a hostile work environment policy. It prohibits the following conduct: (1) Any verbal or physical conduct that has the purpose or effect of substantially interfering with an employee’s ability to do his or her job, (2) Any verbal or physical conduct that has the purpose or effect of creating an intimidating, hostile or offensive working environment, (3) Certain conduct in the workplace, whether physical or verbal, committed by supervisors or non-supervisory personnel, including but not limited to references to an individual’s body; use of sexually degrading words to describe an individual; offensive comments; off-color language or jokes; innuendoes; and sexually suggestive objects or behavior, books, magazines, photographs, cartoons or pictures. 86
Ethics Laws for State Officers and Employees The State of Texas has promulgated A Guide to Ethics Laws for State Officers and Employees, covering such areas as Standards of Conduct and Conflict of Interest, acceptance of benefits, abuse of office, other employment, lobbying, etc. The full version of this document can be found at http: www.ethics.state.tx.us on the Internet. Texas Southern University Ethics Policy The Board of Regents has adopted an ethics policy consisting of the following topics: Principles of Ethical Conduct; Transportation, meals & lodging; Benefits, gifts & honoraria, public officials and political activities; dual office holding; university property and services; outside employment; nepotism; and sexual harassment. Expert Witness Reporting Under the Texas Education Code §61.0815, the University must report whether a faculty member has served as a consulting or expert witness against the state. The General Counsel has developed a form on which to make the report. Faculty Consulting Policy See Outside Private Employment in this Manual. Intellectual Property Policy (Adopted 12 /10/99) In general, Texas Southern University claims an exclusive property right “to all Intellectual Property (inventions, designs, improvements and discoveries) related to the individual’s employment responsibility or resulting from the activities performed on University’s time, with support of state funds or through the use of University facilities…” To the contrary, “Intellectual Property unrelated to the individual’s employment responsibility that is developed on the individual’s own time and without the University’s support or use of the University’s facilities is the exclusive property of the creator.” (a) Copyright Policy Texas Southern University follows federal copyright law, United States Code, Title XVII that places the ownership of copyrighted work with the creator of the work. However, the University claims a “copyright to materials developed with significant funds, facilities, space and equipment from Texas Southern University…” (b) Patent Policy All employees who create Intellectual Property are required to enter into a “Research Agreement” contract with the University “for a determination of the University’s interest. 87
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Texas Southern University Faculty M
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4.8 Notification of Termination of
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Intellectual Property Policy Copyri
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B. Suggestions for Changes to the M
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Ryan Junior High). In 1947 it moved
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Members of the faculty have achieve
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Board of Regents when required; cou
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salary, in accordance with Universi
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shall be selected from a slate of t
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3.0 Principle of Academic Freedom S
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2. Assistant Professor a) Academic
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c) Other Part-time Faculty Part-tim
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4.0 Procedures for Faculty Appointm
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Each school or college shall conduc
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If the decision of the departmental
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Annual Faculty Evaluation Form 3 Ev
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member in the written plan for near
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