Here you will find a wealth of information on Regent's policies and procedures.
- Academic Honor Code and Disciplinary Policy*
*This Academic Honor Code and Disciplinary Policy applies to all Regent University schools other than the School of Law, which has its own policies and procedures with respect to plagiarism, penalties and disciplinary procedures for law students.
Foundation and Student Responsibility
Regent University affirms the Biblical truth that God made men and women in His own image. Part of God's essence is His social nature, reflected best in the perfect society of the Trinity. God seeks community with men and women, and because of God's concern with community among men and women, He has provided them with laws to govern community. One such law prohibits a person from stealing the property of another. That is, God in His divine wisdom has chosen to protect private property by prohibiting its theft by others. Part of a person's property is the product of his/her intellect and creativity. Yet another law of God to guide people in community is honesty, which prohibits deceit, fraud or dishonesty. Both of these laws are a reflection of God's love, and we reflect love to both God and our fellow men and women by following these laws. Both of these laws are the foundation for this Academic Honor Code.
Students are responsible for knowing what constitutes plagiarism, how to avoid it and what constitutes dishonesty. Students are also responsible for understanding that if they allow a fellow student to cheat or plagiarize, or if they complete an assignment for a fellow student, they are accomplices to academic dishonesty and are subject to the same penalty.
This policy is found in the Student Handbook, and it is referenced in the catalog and the Faculty & Academic Policy Handbook. A student's failure to know this policy is not a defense. Moreover, a lack of understanding of what constitutes dishonesty, plagiarism and/or a lack of intent (e.g., that the student did not intend to copy the material into his/her paper) is not a defense. Finally, failure to follow the procedural deadlines in the appeals section will result in the dismissal of the appeal.
Definition: Conduct that violates the Academic Honor Code includes the following:
1. Dishonesty. This lack of integrity is exhibited through lying, cheating, defrauding or deceiving. Examples of dishonesty include copying from the examination paper of another, allowing one's own examination paper to be copied, reading without the instructor's consent a copy of the examination prior to the date it is given, giving or receiving unauthorized aids, submitting the same work product in more than one course without the express permission of the instructor(s), or disclosing or accepting information about test questions or answers if one takes a test at a different time than other students in the same course.
2. Plagiarism. Plagiarism is using the intellectual property (e.g., books, articles, artwork, movies, drawings, ideas and photos) of others without proper citation thereby giving the impression that it is the student's own work. Plagiarism ranges from a failure to acknowledge one's indebtedness to another for an idea in a formal written or oral statement to using verbatim words, sentences, passages or audiovisual material from the work of others without quotation marks and proper citation. (A rule of thumb is to use quotation protocol for five or more words taken directly from another source.) Other examples of plagiarism include having someone else (e.g., colleague, friend, relative or writing service) write a paper that is then submitted by the student for class credit or purchasing and submitting a paper from an online source. Gibaldi (1998) defines plagiarism well:
Whenever you draw on another's work, you must specify what you borrowed whether facts, opinions or quotations and where you borrowed it from. Using another person's ideas or expressions in your writing without acknowledging the source constitutes plagiarism ... In short, to plagiarize is to give the impression that you wrote or thought something that you in fact borrowed from someone, and to do so is a violation of professional ethics (p. 151).
Plagiarism is a pervasive threat to academic integrity because of the emergence and expansion of the Internet. Any time a student downloads content from the Internet, or any electronic document, the student risks committing plagiarism. The student must summarize or paraphrase the material first (with proper citation) rather than simply cutting and pasting blocks of downloaded text into his/her paper without using quotation marks.
Because of the importance of ensuring academic integrity, the university subscribes to SafeAssign offered through Blackboard's HELP tab and listed under Blackboard Basics. The university has asked its instructors to submit student papers to the scrutiny of the SafeAssign software or other academic integrity software at their discretion including when they suspect the presence of plagiarism in a student's paper. Note that these submissions of assignments to SafeAssign or other software do not necessarily constitute an accusation or suspicion of plagiarism.
Levels of Plagiarism
Because of the wide range of acts which constitute plagiarism, the following levels of plagiarism are provided to give guidance to instructors. If the particular act of plagiarism is not provided below (especially with respect to plagiarized artwork including films, plays, and other visual or audio arts), the instructor should use his/her best judgment in light of the circumstances or should consult with his/her dean. (The dean may, at his/her discretion, delegate any or all of his/her responsibilities under this policy to an administrator or faculty member in his/her school. When used hereafter, "dean" means either the dean or his/her designee.)
Minor Plagiarism means doing any of the following without attributing it to a source:
- Using the source's idea or logic;
- Inserting verbatim phrases of five or more words (but less than two sentences) without quotation marks or using minimal content from an audiovisual source;
- Revising the source's work by inserting a few synonyms in one original sentence;
- Revising the sentence by reordering the phrases but not changing any words.
Major Plagiarism means doing any of the following without attributing it to a source:
- Repeatedly committing minor plagiarism in one or more papers in one or more courses;
- Revising the source's work by inserting a few synonyms, and/or minimal paraphrasing, in one or more paragraphs;
- Revising the sentence by reordering the phrases but not changing any words.
Complete Plagiarism means doing any of the following:
- Submitting a paper or other work obtained from a website or other source;
- Submitting another person's work for an assignment;
- Obtaining a score of 70 or more on a SafeAssign assessment after the removal of quoted material.
Penalties for Violations of the Academic Honor Code
1. Penalty for Minor Plagiarism
The faculty member shall give the student a verbal warning and shall counsel the student about academic integrity and the serious consequences resulting from the breach of integrity. In addition, the faculty member may, at his/her discretion, do one or more of the following:
- Give the student a written warning using the Academic Dishonesty Notice (see Appendix in this Handbook);
- Give the student an assignment grade penalty;
- Require the student to reformulate and resubmit the assignment (with or without grade penalties).
2. Penalty for Major Plagiarism
The faculty member may, at his/her discretion, do the following for the first two offenses:
- First offense – Normally, give a zero (or a failing grade if the school does not use a numerical grading scale) for the assignment for which the student submitted the plagiarized work or post and no opportunity to resubmit the assignment;
- Second offense (in the same or more courses) – Normally, give a failing grade in the course for which the student submitted the plagiarized assignment.
- Third offense (in the same or more courses) – Normally, dismiss the student from the university.
3. Penalty for Complete Plagiarism/Cheating
The faculty member may, at his/her discretion, do the following for the first offense:
- Normally, give a failing grade in the course for which the student submitted the plagiarized assignment. The dean may, at his/her discretion, do the following for the second offense (in the same or in multiple courses):
- Normally, dismiss the student from the university.
4. Penalty for Dishonesty Other Than Plagiarism
Because of the varied nature and severity of other types of academic dishonesty (e.g., lying, cheating, defrauding or deceiving), the dean of each school, in conjunction with the charging faculty member (the faculty member who initiates the academic dishonesty process is sometimes called "the charging faculty member"), has discretion to exercise his/her judgment about the propriety of sanctions in light of the circumstances presented (including the fact that the student may have been guilty of other Honor Code provisions).
Procedure for Faculty to Follow When Suspecting Violations of the Academic Honor Code
1. Gather and examine the evidence.
Because of the widespread and growing problem of academic dishonesty as reported in literature, the Regent University administration strongly encourages the faculty to explore any suspicions of academic dishonesty. The first step in this process is to gather and examine any evidence of academic dishonesty. Examples of this step are using SafeAssign for any suspected plagiarism, finding the original work suspected of being plagiarized, or talking to other students if cheating or lying is suspected.
2. Reach a preliminary conclusion after reviewing the evidence.
After reviewing the gathered evidence, the faculty member should reach a preliminary conclusion as to whether the suspected student has committed any academic dishonesty. If the faculty member concludes that the student has not committed any academic dishonesty, then no further action is required. If, on the other hand, the faculty member concludes that academic dishonesty has occurred, the faculty member should preliminarily determine whether the incident is minor plagiarism, major plagiarism, complete plagiarism or another act of academic dishonesty.
3. Communicate with the student.
After reaching a preliminary conclusion, the charging faculty member should meet with the student either in-person or telephonically and share the evidence that led the charging faculty member to conclude preliminarily that the student committed academic dishonesty. At this meeting, the student may refute the charge and, if the faculty member is satisfied no academic dishonesty has occurred, no further action is necessary. If the faculty member is not satisfied and remains convinced the student committed an act of academic dishonesty, the faculty member should complete the Academic Dishonesty Notice. In completing this form, the faculty member must note the sanction he/she recommends and when he/she spoke with the student. The faculty member must keep a copy of the Academic Dishonesty Notice and a copy of the evidence of dishonesty and forward the original copy of the Academic Dishonesty Notice with the original copy of the evidence of dishonesty to his/her dean.
During this process, faculty should consider instances of academic dishonesty as a spiritual and educational learning opportunity for the student. Part of the educational component for this process is re-emphasizing instruction on how to avoid plagiarism. The faculty member should also stress the spiritual dimensions of plagiarism and should note repeated instances of how minor plagiarism result in major plagiarism.
4. Dean's action upon receipt of the Academic Dishonesty Notice and the evidence of dishonesty:
Upon receipt of the Academic Dishonesty Notice and the evidence of dishonesty, the dean will (a) review the documentation and the case, (b) review the student's file to determine whether or not the student has committed other acts of academic dishonesty and (c) evaluate whether or not the sanction imposed by the faculty member is appropriate. If the penalty imposed by the faculty member is inconsistent with similar infractions, or the student has committed other acts of academic dishonesty which warrant a more substantial penalty than the one recommended by the faculty member, the dean must consult with the faculty member about changing the penalty for the student. After reviewing the Academic Dishonesty Notice and meeting (if needed) with the charging faculty member, the dean should determine the appropriate sanction and then complete the lower portion of the Academic Dishonesty Notice and mail a copy of the form and evidence to the student.
Documentation of the incident will be retained in the student's permanent file.
Procedure for the Student to Follow in Appealing the Academic Dishonesty
1. Student's request for dean to reconsider – If the student wants to appeal the sanction imposed by the dean, the student must first ask the dean to reconsider his/her decision. In seeking this reconsideration, the student must send to the dean an email with a return receipt requested, a letter by certified mail or overnight courier (with a copy to the charging faculty member) within 14 days of the date the dean mailed the Academic Dishonesty Notice to the student. In this email or letter, the student must state in detail his/her grounds for the request to reconsider (i.e., why he/she disagrees with the dean's decision). The dean may, at his/her discretion, either limit his/her review of the matter to the new information provided by the student, meet either in-person or telephonically with the student, or both. Thereafter, the dean must notify the student in writing of the dean's decision with respect to the student's request for reconsideration.
2. Student's appeal to the vice president of academic affairs – Within seven days of the dean's transmittal electronically or by mail of his/her reconsidered decision to the student, the student may appeal the dean's decision by sending a letter by certified mail, overnight courier or email with a return receipt requested to the vice president of academic affairs or his/her designee (hereafter "VPAA") with a copy to the dean. In this letter or email of appeal, the student shall state in detail why the decision by the dean lacks substantial evidence. The VPAA may, at his/her discretion, limit his/her review to the written record provided or may appoint a panel of three members of the faculty/administration to hear the appeal. If the VPAA appoints a panel, the panel will conduct a hearing and recommend a decision to the VPAA within 30 days after appointment. The VPAA and the panel shall affirm the decision of the dean unless the VPAA and the panel determine that the dean's decision is arbitrary and capricious (i.e., the dean's decision lacks substantial evidence) or the dean has failed to follow the proper procedure, in which case the VPAA may remand the matter to the dean with instructions. The decision of the VPAA shall be final.
- ADA Compliance
Disabilities, Anti-Discrimination & Accommodation Policy
The policy and intent of Regent University is to fully and completely comply with the Americans with Disabilities Act of 1990 (ADA) and the Rehabilitation Act of 1973 to the extent that they apply to the university. Regent University will not discriminate against qualified students, faculty or staff members with a disability in any academic or employment activity including examinations, student oriented services, recruitment, hiring, promotion, training, lay-off, pay, firing, job assignments, leave, benefits or any other employment related activity. Regent University will provide reasonable accommodation to the known physical and mental limitations of a qualified individual with a disability, unless to do so would impose an undue hardship on the operation of the university (42 USC 12102 et seq.). It is also the policy and intent of Regent University to comply with the Virginians with Disabilities Act (VA Code Sec. 51.5.5-41).
The above-stated regulations prohibit discrimination against a qualified student, faculty or staff member with a disability. These regulations also require the university to make reasonable accommodations to allow disabled members of the Regent community to continue their academic pursuits or perform their jobs, unless making such accommodations presents an undue hardship to the university.
Requesting a Reasonable Accommodation
When a qualified student, faculty or staff member with a disability decides to request accommodation, the individual (or his or her representative) must notify the individual's supervisor or Human Resources that he or she needs an adjustment or change at work for a reason related to a medical condition. Students requesting accommodation must notify the Office of Student Services. The individual may use "plain English" and need not mention the ADA or use the phrase "reasonable accommodation." A request for an accommodation does not necessarily mean that the university will provide the accommodation. Instead, a request for a reasonable accommodation is the first step in an informal, interactive process between the individual and the university to determine whether the individual's condition meets the definition of "disability" and whether the individual is otherwise "qualified." The university may request reasonable documentation of the individual's functional limitations to support the request. While the individual does not have to be able to specify the precise accommodation needed, he or she does need to describe the problems posed by the claimed barrier. Suggestions from the individual will be helpful in determining the type of reasonable accommodation to provide. The university will give the applicant or employee with a disability the opportunity to provide the accommodation, or to pay for the accommodation or any portion of the accommodation that might constitute an undue hardship on the university. If a particular accommodation would be an undue hardship, the university will attempt to identify another accommodation that would not pose such a hardship. If cost is the cause of the undue hardship, the university will consider whether funding for the accommodation is available from an outside source such as a vocational rehabilitation agency or if the cost of providing the accommodation can be offset by state or federal tax credits or deductions.
The university will make every possible effort to provide a reasonable accommodation in compliance with the Americans with Disabilities Act; however, the university reserves the right to choose among reasonable accommodations as long as the chosen accommodation is effective. If a student, faculty or staff member refuses a reasonable accommodation, the university will be deemed to have complied with its obligation under the ADA.
If a student, faculty, staff member or applicant believes that the university has not adequately responded to a request for reasonable accommodation, the matter may be addressed to the chief financial officer, the vice president for Academic Affairs and/or the executive director of Student Services. If the student, faculty, staff member or applicant is not satisfied with the decision of the chief financial officer, and/or the vice president for Academic Affairs and/or the executive director of Student Services, the matter may be appealed.
- Campus Police
The CBN/Regent Campus Police Department (CBN/RCPD) exists to serve and protect the campus community by providing a safe environment that advances the mission of Regent University in providing excellent graduate and undergraduate education, from a global, Biblical perspective in pivotal professions to equip Christian leaders to change the world and to be a leading center of Christian thought and action.
The university community is encouraged to be attentive to security needs. Offices should be locked upon leaving at the end of the work day. Criminal activities that involve damage, theft or other infringement upon students, personnel and facilities should be reported immediately to CBN/RCPD. Noncriminal related activities should be reported to the Administrative Services Office, which is responsible for the physical assets of the university, including buildings, furniture and equipment.
CBN/RCPD handles all emergencies.
Emergency Phone Numbers:
757.226.2911 (off campus);
x2911 (on campus)
For nonemergencies phone:
757.226.2075 (off campus);
x2075 (on campus)
977 Centerville Turnpike
Corporate Support Building
Virginia Beach, VA 23463
Agency ID: 113014
1st Sgt. William Oliver
Go to the CBN/RCPD website to review the Campus Security Guide, Security Alerts and other important security related issues. For procedures for reporting the behavior of a student, faculty or staff member that warrants concern, go to the Regent University Behavioral Intervention Team (RUBIT) website.
What is copyright?
Copyright is a form of protection provided by the laws of the United States (Title 17, U.S. Code) to the authors of "original works of authorship," including literary, dramatic, musical, artistic and certain intellectual works. This protection is available to both published and unpublished works.
Copyright notice contains three elements:
1. The symbol comprised of the letter c in a circle, the word "Copyright" or the abbreviation "Copr." For "visually perceptive copies," the symbol (the letter p in a circle) for sound recordings.
2. The year of the first publication.
3. The name of the owner of the copyright. These three elements should appear together on the work in such a way as to "give reasonable notice of the claim of copyright."
NOTE: The absence of a copyright notice does not imply that a work is not copyrighted. A work is under copyright protection "the moment it is created and fixed in a tangible form that it is perceptible either directly or with the aid of a machine or device," according to the U.S. Copyright Office FAQs.
What works are protected?
Copyright works include the following:
1. literary works
2. musical works, including both words and music
3. dramatic works, including accompanying music
4. pantomimes and choreographic works
5. pictorial, graphic and sculptural works
6. motion pictures and other audiovisual works
7. sound recordings
8. architectural works
These categories have broad applications. For example, computer programs may be registered as "literary works."
What constitutes copyright infringement?
Copyright infringement is the unauthorized use of any of the exclusive rights of the copyright holder. Infringement can occur when any of the following are violated: right to reproduce the copyrighted work, right to prepare derivative works, right to distribute copies and right to perform the copyrighted work publicly.
How long does copyright last?
The Sonny Bono Copyright Extension Act of 1998 extended copyright protection for an additional 20 years. This act grants the following protections:
Works Created During or After 1978:
- Life of the author plus 70 years
- For joint works, 70 years after the last surviving author's death
- For works made-for-hire, 95 years from the year or first publication or 120 years from the year of creation, whichever expires first
Works Created but Not Published or Registered Before 1978:
- Life of the author plus 70, but in no case earlier than Dec. 31, 2002
- If published before Dec. 31, 2002, the term will not expire before Dec. 31, 2047
For Pre-1978 works still in their original or renewal term, the term is extended to 95 years from the date copyright was originally secured.
What are the limitations to copyright?
Title 17 of the U.S. Code provides for certain rights to use copyrighted works, including the following:
- Section 107, Fair Use
- Section 108, Reproduction by libraries and archives
- Section 110 (1) and (2), Exemption of certain performances and displays
- Section 117, Computer programs
- Section 121, Reproduction for blind or other people with disabilities
How do I obtain copyright protection for my literary or creative work?
Registering a work with the Copyright Office does have some benefits. It informs the public that the work is protected by copyright, identifies the copyright owner and sets the date of first publication. In the event of infringement, the infringer will not be able to use the defense of innocent infringement, which may relieve him of actual or statutory damages.
The U.S. Copyright Office provides forms on the website to register works. The copyright owner may use the copyright notice without advance permission from or registration with the Copyright Office.
Read about Regent's "Fair Use" policy.
The Copyright Clearance Center provides an extensive database and quick turnaround time for copyright permissions for photocopies, electronic postings and republications.
For detailed information on all aspects of copyright laws, read Title 17 of the U.S. Code.
All employees not under contract are employed at the will of the university for an indefinite period. Employees not under contract may resign from Regent University and may be terminated by the university at any time, for any reason. No statement or representation in this handbook or any other university publication, or by any university employee, should be construed as a promise or guarantee of permanent employment.
Regular: Employment is expected to be more than 12 months.
Temporary: Employment is expected to be less than 12 months.
Full-Time: Scheduled work week is 40 hours.
Part-Time: Scheduled work week is less than 40 hours.
Employee benefits accrue to regular employees who are scheduled to regularly work at least 30 hours per week. Salaried employees may be eligible for overtime pay (nonexempt) or not eligible (exempt) according to the Fair Labor Standards Act. The vice president for human resources, in coordination with supervisors, will determine which category applies.
Read more about employment policies at Regent University in the Employee Handbook.
- Equal Opportunity / Affirmative Action
Regent University affirms that spiritual unity among all its employees and students is essential to the fulfillment of its mission (1 Cor. 1:10; Eph. 4:1-4, 16). The university further affirms that all men are created in the image of God (Gen. 1:27) and, therefore, are to be afforded equal opportunity.
In the administration of its educational, admissions and employment policies, scholarships and loan programs, athletic and other school programs, job recruitment, hiring and promotion policies, and employee benefits, Regent University shall:
1. Determine that each student is committed to receiving an education in accordance with Regent University's Statement of Faith, and that each employee of the university and each student of the School of Divinity, professes the Christian faith in word and deed recognizing that Christ has commissioned each of His followers to evangelize the world and to disciple fellow believers (Matt. 28:18-20); that God has commanded His followers to carry out this commission corporately with fellow believers only (2 Cor. 6:1, 14-18); that God has determined that each follower plays an integral part in the fulfillment of this commission no matter what his particular job may be (1 Cor. 12:12, 18, 20-25); and that Regent University has been organized and staffed accordingly.
2. Afford equal opportunity to applicants, students and employees without regard to color, race, or national or ethnic origin, recognizing that all mankind is of one blood, being descendants of Adam (Acts 17:26).
3. Afford equal opportunity to applicants, students and employees without regard to gender and consistent with a scriptural family policy, recognizing that God created mankind male and female (Gen. 1:27) (as determined at birth and not subject to change), and recognizing that God instituted and defined the family as the primary civil institution of human governance, designating a specific authority structure within the home (Eph. 5:22-23; 1 Pet. 3:1-7).
4. Base decisions upon a person's qualifications for the position being filled or the benefit sought, recognizing that God has gifted men variously as He wills (Ex. 35:30, 36:2; 1 Cor. 12:6-11; Rom. 12:3-8; Eph. 4:11-13).
5. Afford equal opportunity to applicants, students and employees without regard to age or physical or mental disability, unless such condition would impede one's ability to fulfill the demands of the position or activity under consideration, recognizing that age and physical or mental disability can interfere with one's ability to fulfill a particular responsibility (Deut. 31:2).
- Family Educational Rights to Privacy Act (FERPA)
Student Records Confidentiality
Regent University protects the confidentiality of the education records of current and former students. This policy is in compliance with the Family Educational Rights and Privacy Act of 1974 (FERPA), as amended. FERPA rights apply once a student is considered "in attendance" by the institution. Regent defines "in attendance" as being registered for at least one class at 12:01 a.m. on the first day of the student's first term, as determined by the official university academic calendar. At its discretion, the institution may provide directory information to include: student name, address, email address, telephone number, date and place of birth, major field of study, dates of attendance, degrees and awards received, the most recent previous educational agency or institution attended by the student, photograph, and participation in officially recognized activities. Students may withhold directory information by notifying the Registrar's Office, in writing, within two weeks of the posting of the annual fall notice that advises students of their rights.
Access to Student Educational Records by the Student
Students who want to review their educational records must make a written request to the Registrar's Office listing the item(s) of interest. Educational records include those files and their contents which are maintained by official units of the university.
Educational records do not include:
1. Records of instructional, administrative and educational personnel that are the sole possession of the maker and are not accessible or revealed to any individual except a temporary substitute authorized by the maker.
2. Records of a law enforcement unit.
3. Student health and counseling records.
4. Employment or alumni records.
Students may not inspect and review the following:
1. Financial records of parents or guardians.
2. Confidential letters and recommendations associated with admissions, employment or job placement, or honors to which they have waived their rights of inspection and review.
3. Education records containing information about more than one student, in which case the institution will permit access only to that part of the record that pertains to the inquiring student.
Students may have copies of their records with the following exceptions: academic records for which a financial hold exists or transcripts of an original or source document which exists elsewhere. Students will be charged for these copies.
Students who believe that their educational records contain information that is inaccurate or misleading, or is otherwise in violation of their privacy or other rights, may discuss their concerns with the registrar. If the registrar agrees with the students' requests, the appropriate records will be amended. If the registrar does not agree, the students will be notified within 30 days that the records will not be amended and of their right to a hearing.
Student requests for a hearing must be made to the vice president for academic affairs in writing, specifically stating the nature of their disagreement with their educational records. The vice president for academic affairs will appoint a Hearing Committee and schedule a hearing. The committee will include: a representative from Student Services, a representative from the Registrar's Office and the student's advisor or another faculty member from the school in which the student is enrolled. The vice president for academic affairs informs the student of the time, date and place of the hearing. Students may present evidence relevant to the issues raised and may be assisted or represented at the hearing by one or more persons of their choice, including attorneys, at the student's expense.
Decisions of the Hearing Committee will be final, will be based solely on the evidence presented at the hearing, will consist of written statements summarizing the evidence and stating the reasons for the decisions, and will be delivered to all parties concerned. If the decision is in favor of the student, the educational records will be corrected or amended.
If the decision is unsatisfactory to the student, the student may submit a statement commenting on the information in his or her records, or statements setting forth any reasons for disagreeing with the Hearing Committee's decision. The statements will be placed in the education records, maintained as part of the students' records and released whenever the records in question are disclosed.
Access to Student Educational Records by Others
1. Directory Information
At the end of the fall add/drop period, the Registrar's Office sends to students a notice of the student's right not to have student directory information released. Students may, at any time, request that directory information not be released by submitting the Confidentiality of Student Records Request form to the Registrar's Office. Information already published will not be affected by this request. Without such written request, the university may release directory information to outside parties if considered appropriate. Students may request in writing that future releases of directory information not be made.
Directory information includes: name, address, telephone number, email address, date and place of birth, major field of study, dates of attendance, degrees and awards received, the most recent previous educational agency or institution attended by the student, photograph, and participation in officially recognized activities. Only the Registrar's Office should disseminate directory information. All inquiries for such information should be forwarded to the Registrar's Office.
Student Services may distribute in-school directories to students if the school adheres to this policy. If additional information is added, the school must receive signed waivers from students whose names and other information will appear in the directory. Names or lists must not be released to outside parties.
2. Nondirectory Information
The university maintains the confidentiality of student educational records and such nondirectory information may be released only with the students' written request. However, information may be released to the following:
1. Officials of other institutions in which students seek to enroll.
2. Persons or organizations providing students financial aid.
3. Accrediting agencies carrying out their accreditation function.
4. Persons in compliance with a judicial order.
5. Persons in an emergency in order to protect the health or safety of students or other persons.
Health and counseling records may be provided to physicians and licensed psychologists of the students' choosing.
Faculty and staff access to student educational records for administrative reasons is allowed provided that such persons are properly identified and can demonstrate a legitimate educational interest in the material. Student workers may have access to appropriate information as designated by the dean or department head. If a breach of confidentiality occurs, appropriate formal disciplinary action will be taken up to and including dismissal from employment. In order to remind the Regent community of the confidentiality policy, the Registrar's Office will transmit a computer broadcast message every fall and spring to all faculty, staff and students.
3. Parental Access
The definition of "student" under FERPA refers to a person who either has reached the age of 18 or who is attending an institution of post-secondary education. At the post-secondary level parents have no inherent rights to inspect student records; this right is limited solely to the student. It is the university's policy to release academic or financial information to parents and/or guardians of students (whether or not the student has reached the age of 18) only upon the student's written authorization. The student may complete a Student Information Release, which is a FERPA waiver, to grant this authorization.
This policy was approved by Academic Council 2/14/06 AB.
View Regent's FERPA training video from the Registrar's Office.
Read FERPA regulations in more detail at the website for the Family Policy Compliance Office.
It is Regent University's policy to provide students and employees with an environment for learning and working that is free from sexual harassment whether by members of the same sex or opposite sex. All students and employees are entitled to be treated with dignity and respect as image-bearers of the Creator.
University administrators and supervisors are responsible for assuring that effective measures are taken to implement this policy's procedures. It is a violation of this policy for any member of the university to engage in verbal or physical sexual harassment. It is a violation of this policy for any member of the university community to make an intentionally false accusation of sexual harassment. Any person who has been accused of sexual harassment pursuant to the terms of this policy, who retaliates against his or her accuser in any manner, shall be charged with violating this policy. Any member of the university community who is found in violation of this policy will be subject to appropriate sanctions, which may include discharge or expulsion.
"Work," for the purposes of this policy, means employment-related activities carried out by university employees and university-sponsored activities carried out by volunteers.
"Member of the university community," means student, employee, alumnus or volunteer involved in any university-sponsored activity.
"Sexual harassment" is defined as unwelcome and unsolicited conduct of a sexual nature, physical or verbal, by a member of the university community of the opposite sex or same sex.
It may include:
- Making unwelcome comments about a person's clothing, body or personal life;
- Offensive or abusive physical contact;
- Use of offensive nicknames or terms of endearment;
- Offensive jokes or unwelcome innuendoes;
- Any suggestion that sexual activities would affect one's job, promotion, performance evaluation, working condition, course grade, course enrollment or graduation;
- Displaying offensive objects or pictures; or
- Other conduct that even if not objectionable to some employees, creates a working environment that may be considered by others to be offensive or hostile.
It may also consist of unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when one or more of the following occur:
- Submission to or rejection of such conduct is made a term or condition of an individual's employment or a student's enrollment or performance;
- Submission to or rejection of such conduct is used for the basis of an employment decision, such as promotion, demotion, termination or pay, etc., or a student decision such as grade, nomination, graduation, etc.; or
- Such condition interferes with an employee or student's work performance or creates a hostile, intimidating or offensive work environment.
Read How to File a Complaint in Regent's student handbook.
HIPAA refers to the Health Insurance Portability and Accountability Act of 1996.
This policy is intended to promote awareness of the confidential nature of the medical information that is collected, maintained and disseminated by Regent University, who is a sponsor of group health plans (the "plans"). The plans are considered "group health plans" and "covered entities" under the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the regulations promulgated thereunder. This policy and these procedures reflect the commitment of Regent University to protect the confidentiality of its plan participants' private health information.
This policy shall be overseen by the privacy official who shall report on privacy issues, as needed, to the vice president for human resources. The privacy official shall be the benefits manager and shall have authority and responsibility for implementation and operation of the policy and will have the discretion to delegate any of his or her responsibilities or functions to another individual (the "designee").
This policy will apply to all group health plans sponsored by Regent University, including medical, dental, prescription and vision. The Designated Records Set of Regent University will include all information in the files maintained by the benefits office. These files include information about enrollment in the plans. Regent University, as plan sponsor, will collect only the minimum necessary protected health information ("PHI") that is needed for the particular purpose for which it is collected. The following Regent University employees will be permitted to receive and/or have access to PHI: vice president for human resources and benefits manager.
Access to Records
Regent University, as plan sponsor, will provide all plan participants with the right to access their own PHI that has been collected and is maintained by Regent University. This right of access does not apply to psychotherapy notes and information compiled in anticipation of a criminal or civil legal action.
Amendment to Protected Health Information
Regent University will allow plan participants to request amendment of any PHI that is created and/or maintained by Regent University with respect to that plan participant. PHI that was not created by Regent University or that is accurate and complete, as determined by the Privacy Official or the designee, is not subject to amendment.
Uses and Disclosure of Protected Health Information
The plan sponsor and/or any business associate of the plan sponsor will use and disclose the PHI they create, collect and/or maintain for the following purposes: to enroll employees and their dependents in the plans or to make changes to one of these enrollments; to evaluate renewal proposals or a new health plan or to evaluate reinsurance vendors; to conduct cost-management and planning-related analyses such as formulary development and administration and development or improvement of payment methods; and to perform any related functions.
All PHI collected by Regent University will be disclosed only to the following "valid recipients" or in the following situations: (1) to the plan participant; (2) if the plan participant is a minor, to the plan participant's parent or legal guardian; (3) to an insurance company, reinsurance company, third party administrator or business associate of the plans; (4) to the plan participant's representative, agent or any other person with a signed authorization from the plan participant; (5) in response to legal process; (6) to investigate possible insurance fraud; (7) to help settle a claim dispute for benefits under a medical benefit plan or insurance policy; or (8) to the plan sponsor, in accordance with the provisions of HIPAA.
Notice of Privacy Practices
It is the policy of Regent University to maintain and provide to all plan participants upon request a Notice of Privacy Practices that describes the plans' required and permitted uses and disclosures of PHI, all individual rights with respect to PHI and any other required information.
The Privacy Official or the designee will train or oversee training for all current staff and new employees that will have contact with PHI on the requirements of this policy. The contents of the training sessions and the attendees will be documented by the Privacy Official or the designee.
Regent University will accept and respond to complaints relating to this policy, procedures and compliance efforts relating to the privacy of PHI. All complaints will be filed with the Privacy Official or the designee.
Regent University will retain all documentation related to this policy for a minimum of six years from the date the documentation was created or the date that it was last in effect, whichever is later.
Regent University, as plan sponsor, on behalf of the plans, will appropriately discipline any staff member who fails to comply with this policy. All sanctions will be documented by the Privacy Official or the designee.
Mitigation of Wrongful Disclosures
The plans will attempt to mitigate any disclosures of PHI that are in violation of this policy by, for example, requesting return of any written PHI that was improperly disclosed and/or by admonishing the recipients of any wrongly-disclosed PHI of their obligation not to further disclose the PHI.
Refraining From Intimidation or Retaliatory Acts
It is the policy of Regent University to prohibit any intimidation, threats, coercion, discrimination or other retaliatory acts against any person for the exercise of his or her rights under this policy; for filing a complaint with the Department of Health and Human Services; or for assisting in an investigation of any act made unlawful by the Health Insurance Portability and Accountability Act.
Approximately 300 foreign nationals representing about 60 nations attend Regent University through on-campus and online programs. Whether you are an academic advisor or dean, or whether you work in admissions or have international students working in your office, it is important for Regent faculty and staff to understand some basic immigration rules and to know that all employment, immigration and travel related questions from the F-1 and J-1 international students should be referred to the Office of International Student Services (OISS) (201 Student Center, 352-4130).
The Immigration Brochure for Faculty and Staff provides some important information on the admission, enrollment, employment and advising of Regent-sponsored international students, which all Regent employees are encouraged to read.
More resources for International Students can be found through the Office of International Student Services.
- Intellectual Property
Regent University has an intellectual property rights policy that explains in detail the various terms and publication regulations involving scholarly and creative work originated by faculty, administrators, other employees and students.
Intellectual Property Rights
1. University employees retain all intellectual property rights that would otherwise exist in their favor for any work of any kind produced during their term of employment, except as specified below. Notwithstanding the foregoing, the university shall have the right to use any "institutional work" of any kind produced by a university employee without the payment of royalties or other additional compensation pursuant to section two below.
2. For purposes of this policy, an "institutional work" is a work created at the oral or written instigation of the university; under the specific direction of the university; for the university's use, including any materials (course-related or otherwise) distributed to students; or any work that is specified to be an "institutional work" in a written agreement between the university and an employee. In the event that the university provides support in the creation of the work, the work shall fall within the definition of an "institutional work" and the university shall have the right to use the work in perpetuity without the requirement of paying additional compensation to the employee. For purposes hereof, "support" shall mean any aid or assistance (whether monetary or not) including, without limitation, clerical or research support, offices, supplies, or work that is created while the employee is receiving compensation from the university.
3. For any "institutional work," the ownership of intellectual property rights shall be allocated in a written agreement between the university and the employee who created the work. Failure to do so will result in the employee's retaining all intellectual property rights in the work, subject to the university's right of use granted in paragraph two above.
4. The following works are considered to be institutional works, and all intellectual property rights in these specified works are vested solely in the university: those constituent parts of a course necessary for the continuation of its teaching, including syllabi, websites, electronic or written media, and Blackboard applications.
For the complete policy, see the Faculty and Academic Handbook.
Read Regent's policy regarding the Sale of Teaching Materials Produced by Faculty Members.
Note: Faculty members, departments and schools have an ethical obligation to choose materials for student use solely on the basis of educational criteria without regard to financial gain or other incentives, personal or collective. Cf., "On Professors Assigning Their Own Texts to Students" (American Association of University Professors)
This policy was approved by the Academic Council January 2006.
- Political Issues
Partisan Political Activity
Generally speaking, Section 501 (c) (3) of the Internal Revenue Code prohibits Regent University, as a tax-exempt organization, from participating or intervening in any political campaign on behalf of, or in opposition to, any candidate for public office. Accordingly, neither Regent University, nor its representatives, shall use university funds or assets to engage in, directly or indirectly, impermissible political campaign intervention as set forth in Revenue Ruling 2007-41, 2007-25 I.R.B. 1421. This policy applies to domestic and international activity.
In keeping with Regent University's mission to train people to change their world by affecting the ways in which people think and conduct their affairs, the employees of Regent University retain all rights and obligations of citizenship provided in the Constitution and laws of the United States of America. Each employee is encouraged to be actively involved as a citizen by supporting the party and candidates of his or her choice.
Endorsement or Support of Candidates
Regent University will not endorse or oppose, or provide support for or against, any candidate for public office. "Public office" includes, but is not limited to, all federal, state and local elective positions; delegates to party conventions; and any office of a political party. A "candidate" is someone who is a running for public office as defined in the Federal Election Regulations.
University employees engaging in partisan political activity must do so in their individual capacity and not as representatives of Regent University. Campaigning, fund raising, solicitation of signatures, distribution of literature and other partisan political activities must be conducted on the employee's own time.
Employees must obtain prior approval of the president prior to seeking elective office in local, state or federal government, or before accepting any appointment in local, state or federal government. Failure to do so may result in termination of employment.
Regent University will not make any contributions or expenditures in connection with any election to any political office, or in connection with any primary election, political convention or caucus to select candidates for political office. Under no circumstances will expenses related to partisan political activity be reimbursed to employees of Regent University.
Neither Regent University nor any university employee acting as a representative of the university will sponsor, support or participate in rallies or other forms of assembly at which candidates (or persons who may reasonably be considered candidates) for public office appear for the purpose of advancing their candidacies or in which persons appear for the purpose of supporting or opposing candidate(s) for public office. This does not prohibit employees from acting in their individual capacity, provided that they make that fact clear. Candidates may appear on campus in such circumstances where the appearance meets the nonpartisan and unbiased nature requirements set forth in Rev. Rul. 2007-41. Such appearances shall require approval of the vice president for human resources or the vice president and general counsel.
Regent University will not permit any mailing list owned or controlled by it to be used by, or for the benefit of, any candidate for public office or any organization controlled by or supporting a candidate for public office, including any political party or political action organization.
Facilities, Equipment and Letterhead
Regent University will not make facilities or assets owned, controlled or operated by it available to candidates for public office or organizations controlled by or supporting such candidates for use in connection with their campaigns.
Regent University equipment, facilities or letterhead may not be used for any partisan political activity.
Regent University systems, such as electronic mail and interoffice mail, may not be used for commercial or partisan political purposes or to promote political candidates.
Posting of signs, meeting notes, posters or petitions of a partisan political nature on Regent University property is prohibited. These restrictions do not extend to the wearing of political buttons on one's person or the placement of bumper stickers on one's personal vehicle.
These restrictions are not intended to preclude or restrict Regent University, its officers, faculty, staff and students from speaking out on public issues of importance to its mission. These issues include, but are not limited to, abortion, sexuality, schooling, war and peace, crime, public morality, public finance, health, religious liberties, and similar issues of broad public concern and moral content. This policy is hereby approved by the president of Regent University, superseding any other Partisan Political Activity Policies previously in effect.
This policy was approved on September 16, 2009 by Dr. M. G. "Pat" Robertson, Founder and Chancellor.
- Student Services
Student Services exists to engage, support and challenge students to embrace responsibility for their Christ-centered, holistic development as they prepare for a lifetime of service and global impact. There are many offices within Student Services that help us fulfill our purpose, all of which are linked at our main webpage. Whether you are looking for ways to get involved through Campus Ministries or Student Activities and Leadership, need assistance finding an internship or job through Career Services, want to connect with our residential Christian community through Residence Life, or are looking for support for your physical, mental and emotional health through Counseling, the Health Center or Regent Ordinary, we are delighted to have you here, and we want to help you make the most of your Regent experience.