STANDARD OF PERSONAL CONDUCT

Regent University encourages a close and edifying relationship between faculty and students, one that will deepen the spiritual growth of each and stimulate a vigorous intellectual life in the Regent community. In order to accomplish these aims, it is imperative that Regent University faculty, staff and students conduct themselves in a Christlike and professional manner and maintain an exemplary and involved lifestyle. Regular church and chapel attendance, and participation in the activities of the Regent community and its founding organization, are encouraged for students and expected for faculty and staff.

Regent University requires members of the Regent community-faculty, staff and students-to refrain from the illegal use of drugs and the abuse of addictive substances controlled by law.

Regent also forbids the use of alcohol, illicit drugs and tobacco on campus and prohibits the abuse of these substances by the Regent community. The Apostle Paul exhorted the body of Christ that, if they truly loved their fellow man, they would set aside their personal freedom by refraining from behavior that might be a stumbling block to their weaker brother. Regent University encourages members of the Regent community to exercise their personal responsibility and, guided by Paul's admonition, appropriately set aside their personal freedom and refrain from the use of alcohol, illicit drugs and tobacco.

Alcohol and Narcotics - See Substance Abuse Policy

Dress Code: Employees are representatives of the university to every student, vendor, donor, visitor and fellow employee whom we meet in the performance of our daily duties and should be mindful of the importance of maintaining a professional image through personal appearance as well as words and actions.

Regent University observes a "casual dress" policy on Fridays, and throughout the summer months (following Commencement until start of the fall semester), and at other times when classes are not in session. At those times, business casual attire, comfortable yet professional and neat, is expected. Extremely casual attire such as jeans, shorts or athletic attire is not acceptable at any time.

CHAPEL ATTENDANCE

Chapel is an important component of who we are as a Christian University. Our Board of Trustees "expects" faculty and staff to attend on a weekly basis. While Chapel is not mandatory, one should plan to attend. Absence from Chapel should be the exception and not the rule. We are a Christian institution, no attendance is taken and employees are expected to be spiritually responsible in the matter. There are numerous Chapel choices through out the week to facilitate fulfillment of this expectation.

All supervisors, directors and deans are requested to promote and support Chapel attendance by the following:

1. Please do not schedule any activity or meetings from noon to one, Monday, Tuesday and Wednesday, unless absolutely necessary. These are the Combined CBN Regent Chapel, a student hosted Chapel and All University Chapel.

2. Inform full-time employees that Chapel attendance is a paid benefit and that they may take a lunch break in addition to attending Chapel once a week.

3. Create a supportive climate around Chapel in which at least on Monday (Combined CBN Regent Chapel) and Wednesday (All University Chapel) no meeting runs later than 11:45 or begins earlier than 1:30. The purpose of this is to facilitate employees getting to and from Chapel and having lunch.

4. Please invite others to join you in attending Chapel.

We would like offices to consider closing during the noon hour. We believe this is consistent with our stand as a Christian University and can even enhance our position with those with whom we interact.

COMPUTER - INFORMATION TECHNOLOGY

COMMUNICABLE DISEASE CONTROL

CONFLICT RESOLUTION

This policy applies to all regular full time and regular part time employees, with the exception of those employees under a faculty contract or an administrative faculty contract. In the case of an employee under a contract, that contract shall govern the conflict resolution procedure. If the contract is silent on conflict resolution, then this conflict resolution procedure shall apply. 

Misunderstandings and conflicts arise from time to time. We believe it is in the best interest of both the university and the employee(s) involved to resolve these matters as soon as possible at the lowest possible level. The Biblical processes of reconciliation defined in Matthew 18:15-17 and due process defined in Deuteronomy 1:17, 19:15, and John 7:51 shall be followed as they are set forth in this Policy Statement. The Vice President for Human Resources should be consulted when questions of a legal nature arise, e.g. allegations of sexual harassment or illegal discrimination. The Vice President for Human Resources is available for advice and consultation on all matters relating to employee/supervisor conflicts. The Vice President for Human Resources may involve other persons in the conflict resolution process, including the Vice President and General Counsel. 

Step 1. In the event that an employee feels that he/she has been mistreated, wronged, harassed or otherwise adversely affected, knowingly or willfully by an employee or supervisor, the first step toward resolution is to discuss the matter with the individual who has adversely affected the employee. If the employee who perceives he/she has been mistreated is uncomfortable discussing the matter with the perceived perpetrator, then the employee may move immediately to Step 2, below. 

Step 2. If reconciliation by personal confrontation has been ineffective, or inappropriate because of the nature of the matter, the employee should address the matter to the immediate supervisor (or to the next level of supervision if the supervisor is the offending party) and/or to the Vice President for Human Resources. 

Step 3. In many situations, it may be helpful to utilize the services of a neutral mediator, whose role is to facilitate the process of communication between the parties, enabling them to understand and resolve their dispute, not to make decisions or to impose a solution on the parties. If the parties agree to mediation, the Vice President for Human Resources will schedule a meeting within seven days of receiving the request. Mediation is an informal, confidential and voluntary process designed to facilitate settlement of disputes. 

Step 4. If the dispute is not resolved after discussion with the supervisor or through mediation, the employee is encouraged to submit a written statement to the Vice President for Human Resources, describing the matter in full detail, and any previous attempts to resolve the matter. The statement shall include the names of all parties and witnesses, and a suggested remedy or solution. The Vice President for Human Resources will investigate the matter and render a written decision within thirty (30) working days of receipt of the statement. 

Step 5. Either party may appeal the decision of the Vice President for Human Resources within five (5) working days, by submitting a written request for appeal to the President. The President or the President's designee will review the written documents, provide a hearing to the parties, and render a decision within thirty (30) working days. The decision of the President or the President's designee will be final and binding upon all parties. 

Time is of the essence to this procedure, and the employee's failure to file a timely complaint or appeal may constitute a forfeiture of the privileges granted under this Policy.

This policy is hereby approved by the President of Regent University, superseding any other policies on this subject previously in effect.

INCLEMENT WEATHER

INTELLECTUAL PROPERTY RIGHTS

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. For the complete policy, see the Faculty and Academic Handbook.

LEAVE WITH PAY (Non-medical)

A leave of absence with pay is considered a privilege that may be extended to personnel designated as faculty or administrative/managerial when approved in writing by the University president.

Bereavement: Regular employees bereaved of an immediate family member, including spouse, children, parents, brothers, or sisters, will be granted time off from work up to five work days with pay. In the event of the death of a relative not within the immediate family, up to three work days off with pay will be given. This is to include aunts, uncles, nieces, nephews, grandparents, grandchildren and parents-in-law, brothers-in-law, and sisters-in-law. Time off must be approved using a Leave Request Form.

See also Time Card

Holidays: The following days are typically designated as paid holidays: New Year's Day (half-day), Martin Luther King, Jr. Day, Good Friday, Memorial Day, Independence Day, Labor Day (half-day), Thanksgiving Day, the day after Thanksgiving Day, two days at Christmas and New Year's Eve or as otherwise declared by the president. Half-day holidays begin at the conclusion of the CBN-Regent University All-Staff Prayer meetings on New Year's Day and Labor Day holidays.

The primary purpose of a holiday is to provide a day of rest and/or commemoration. If an employee must work on a scheduled holiday, every effort will be made to arrange for a compensating day off in lieu of the holiday as soon as possible, and preferably within the same pay period. This approach will always be primary, with payment for holiday work a last resort. Any holiday work must be approved in advance.

If the schedule of an employee calls for a regular day off (e.g. vacation) to fall on a holiday, every effort will be made to schedule the individual for another compensating day off in lieu of the holiday. If this is not possible, then an additional day's pay will be made. Current Year's Holiday Schedule

Note: Temporary employees are not eligible for holiday pay.


Legal Proceedings, Jury Duty and Voting: Leave with pay is granted regular employees when their service on jury duty or as a witness is required, where the employee is not a party, provided official orders from the appropriate court are presented. The employee's regular University compensation will be reduced by the amount of compensation, if any, received for such services.

Employees of the University are encouraged to exercise their constitutional right to vote in all federal, state and local elections. Therefore, when normal working hours coincide with voting hours, time off for voting may be authorized by the immediate supervisor.

See also Political Activity: <click here>

Military Duty: Military leave will be permitted for two weeks annual active duty training. The employee will be paid the difference, if any, between his military compensation and his regular base pay. See Leave Without Pay for policies concerning other types of military leave.

Missionary Leave of Absence: Full-time faculty and staff who have been employed by Regent University for three consecutive years are eligible for one week's paid leave of absence during their fourth year of employment, as well as every second year thereafter, for missionary service. (CBN "transfers" must have worked at least one full year at Regent University.) This leave of absence is primarily for international missionary service; however, domestic missionary endeavors may also be considered. Requests should be directed to the Human Resources Department.

See also Time Card

Vacation <click here>

LEAVE WITHOUT PAY

Any regular, full-time employee may be granted leave of absence without pay when approved in writing by the University president or the Vice President for Human Resources. Leaves may be granted for reasons including the following: travel, study or research; public service; medical; maternity and infant care; active military duty and/or military training in excess of two weeks annual training duty. (See Military Duty for policy concerning annual military training duty. See Family and Medical Leave Policy for eligibility requirements for FMLA job protection during an eligible leave.)

A leave of absence without pay will not usually exceed twelve consecutive calendar months, but not more than 36 months in any case. An employee granted such a leave may be reinstated to the same or a comparable position at the end of the leave provided that he is in satisfactory physical and mental condition to resume responsibilities and such a position is available. Failure to return to work at the expiration of the leave will be considered to be a resignation. The effective date of termination will be the last day prior to leave.

Other employment while on leave is cause for termination unless specifically approved.

While on leave of absence without pay an employee may continue life insurance for one month when approved by the University President or the Vice President for Human Resources, with no break in coverage. Medical coverage will continue at the active employee premium contribution rate through the month in which the leave of absence begins. If the leave period extends longer than one month, the employee may apply for COBRA coverage and pay the COBRA premium rate to continue group medical coverage until the end of the leave of absence. Active employee status in the group health plan will be reinstated on the first of the month following the employee's return to work.

Length of service will continue to accrue during the leave and any subsequent approved extensions. Employees will not receive pay for holidays falling within a leave of absence. Vacation time and medical leave will not accumulate during such leave.

When an employee is granted military leave, the rules and regulations of the Uniformed Services Employment and Reemployment Rights Act (USERRA) will apply. An employee who is granted military leave must apply for re-employment in accordance with the currently existing rules and regulations under the Uniformed Services Employment and Reemployment Rights Act (USERRA).

MEDICAL LEAVE

Medical leave is designed as a means of income protection during bona fide medical absences. It should not be abused by unnecessary use or as time off for reasons other than medical.

The official policy of the University is that which can be found in 3 John 2: "That thou mayest prosper and be in health, even as thy soul prospereth." The prevailing belief is that, because sickness is not God's perfect will for His children, fervent intercessory prayer to Him by fellow employees and believers can bring healing followed by return to duty and productivity.

Regular full-time employees receive an allocation of one day of medical leave per month. Unused medical leave is carried forward and can accumulate to a maximum of sixty days. Compensation for absences due to illness will not exceed the medical leave allocated for the year and/or accumulated from prior periods. The affected employee may use vacation leave after all medical leave has been used in order to continue receiving salary. Medical leave may be used for the employee or for illnesses of dependent family members living at home.

In severe cases, when the employee has exhausted his or her accrued leave balance, the employee may request Compassionate Leave.

Absences due to illness in excess of the allowed medical leave cannot be compensated. However, Workmen's Compensation applies for on-the-job injuries, and group disability insurance provides considerable income protection in the event of protracted illnesses.

An employee may be granted medical leave when, through exposure to contagious disease, presence at work could jeopardize the health of others. Employees with chronic and life-threatening illness may be afforded reasonable accommodations such as reduced work hours, if able to handle the responsibilities of the job, and no known risk of transmission of the illness to co-workers by casual contact exists. These employees are eligible for all benefits, including the medical disability plan. See Communicable Disease Policy.

During an approved leave of absence without compensation, neither vacation nor medical leave accumulates.

Employees who are exempt from overtime are not expected to use medical leave if work responsibilities during absence from the campus are performed by the employee to the satisfaction of the supervisor.

Compassionate leave is medical leave donated to another employee who has used all of his/her medical and vacation leave. An employee may receive no more than 10 days of compassionate leave per year from fellow employees. An employee may donate no more than 2 days of medical leave per year. Compassionate leave requests should be directed to the Human Resources Department by memo explaining the circumstances. After receiving the supervisor's approval, Human Resources will coordinate the transfer of leave with the Payroll Office.

Also see Time Card

Doctor and Dentist Appointments may be counted as medical leave if it is not possible to schedule appointments other than during work hours. An employee may be required to furnish satisfactory proof of medical or dental appointments. The University reserves the right to require an individual to obtain a doctor's certification prior to return to work after an absence for medical reasons.

Family and Medical Leave (FMLA) Policy

Pregnancy-related illnesses shall be treated as any other temporary medical disability, with reasonable accommodations for the employee's physical condition. An employee may use combined accumulated medical leave (at 100% of normal salary) and short term disability leave (at 60% of normal salary). A doctor's certification is required for disability leave.

At least four weeks prior to the expected delivery date, the employee must notify the Human Resources Department of her decision to return to work after delivery or to resign. Failure to render proper notification, or failure to return to work at the expiration of a maternity leave, will be considered to be a resignation, the effective date of which will be the last day worked prior to the commencement of the leave.

PERSONAL TELEPHONE CALLS

Personal telephone calls should be kept to a minimum. Business phones should not be used for personal long distance; however, when personal long distance calls are necessary, reimbursement should be made to the Business Office with the monthly itemized billing statement.

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.

Specific guidelines and restrictions applicable to Regent University, its officers, faculty, and staff are contained in this policy statement and attachments A and B.

1. 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 candidate 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.

     2. Political Rallies

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.

     3. Mailing Lists

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.

     4. 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.

     5. Media presentations

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.

[Approved on September 16, 2009, by M.G. Robertson, President.]

ATTACHMENT A

For a list of do's and don'ts provided by the American Council on Education summarizing political campaign-related activities applicable to colleges and universities, contact Human Resources or <click here>.

ATTACHMENT B

IRS Fact Sheet 2006-17 provides guidance to 501(c)(3) tax-exempt organizations.  Violation of this prohibition may result in denial or revocation of tax-exempt status and the imposition of excise taxes.  Some of the key points of the IRS Fact Sheet are:

• Intervention in a political campaign includes not only endorsing a candidate for office, but also contributions to political campaign funds, public statements of position (verbal or written) in favor of or opposed to a candidate, distributing prepared statements that favor or oppose candidates, and, if other candidates aren't given an equivalent opportunity, allowing a candidate to use the tax-exempt's assets or facilities.
• If carried out in a non-partisan manner, tax-exempts can conduct certain voter education activities (including the presentation of public forums and the publication of voter education guides). They can also sponsor voter registration and get-out-the-vote drives, as long as they aren't conducted in a biased manner that favors (or opposes) a candidate.
• Tax-exempt's leaders cannot make partisan comments in official organization publications or at official functions of the organization. But they can speak for themselves, as individuals, on political matters or important issues of public policy. To avoid potential attribution of their comments, tax-exempt's leaders who speak or write in their individual capacity are encouraged to clearly indicate that their comments are personal and not intended to represent the views of the organization.
• An organization may invite political candidates (in their capacity as candidates or in their individual capacity) to speak at its events. Candidates may also appear without an invitation at organization events that are open to the public. When a candidate is invited to speak as a political candidate, the tax-exempt must ensure that: (1) it provides an equal opportunity to other political candidates seeking the same office; (2) it doesn't indicate any support for or opposition to the candidate (this should be stated explicitly when he is introduced and in communications concerning his attendance); and (3) no political fundraising occurs.
• In determining whether candidates are given an equal opportunity to participate, a tax-exempt should consider the nature of the event to which each candidate is invited, as well as the manner of presentation. For example, an invitation for one candidate to speak at a well attended annual banquet, and for his opponent to speak at a sparsely attended general meeting, will likely have violated the political campaign prohibition, even if the manner of presentation is otherwise neutral.
• A public forum involving several candidates for public office may qualify as an exempt educational activity. But, if it is operated to show a bias for or against a candidate, then the forum is intervening in a political campaign.
• When an organization invites several candidates for the same office to speak at a forum, it should consider the following factors: (1) whether questions for the candidate are prepared and presented by an independent nonpartisan panel; (2) whether the topics discussed by the candidates cover a broad range of issues that the candidates would address if elected to the office sought and are of interest to the public; (3) whether each candidate is given an equal opportunity to present his or her view on the issues discussed; (4) whether the candidates are asked to agree or disagree with the organization's positions, agendas, platforms or statements, and (5) whether a moderator comments on the questions or otherwise implies approval or disapproval of the candidates.
• Candidates may also appear or speak at organization events in a non-candidate capacity. For example, a political candidate may be a public figure who is invited to speak because he or she: (a) currently holds, or formerly held, public office; (b) is considered an expert in a non political field; or (c) is a celebrity or has led a distinguished military, legal, or public service career. A candidate may choose to attend an event that is open to the public, such as a lecture, concert or worship service. If the candidate is publicly recognized by the tax-exempt, or if the candidate is invited to speak, the tax-exempt must ensure that he is chosen to speak solely for reasons other than candidacy for public office, and that he speaks only in a non-candidate capacity. It must also ensure that neither he nor the tax-exempt's representative mention his candidacy or the election; and that no campaign activity occurs. The tax-exempt must maintain a nonpartisan atmosphere on the premises or at the event where the candidate is present. It should clearly indicate the capacity in which the candidate is appearing and shouldn't mention his political candidacy or the upcoming election in announcing his attendance at the event.
• A tax-exempt may take positions on public policy issues, including issues that divide candidates in an election. But, a statement by a tax-exempt is at risk of violating the political campaign prohibition if there is any message favoring or opposing a candidate, even it doesn't expressly tell an audience to vote for or against a candidate (who can be identified not only by name but also by other means, such as showing his picture, referring to his party, or other distinctive features of his platform or biography).
• Preparing or distributing a voter guide-pamphlets or other short documents intended to help voters compare candidates' positions on a set of issues-may violate the prohibition against political campaigns if they focus on a single issue or narrow range of issues, or if the questions are structured to reflect bias.
• Whether an activity constitutes participation or intervention in a political campaign may also arise in the context of a business activity of the tax-exempt, including the selling or renting of mailing lists, the leasing of office space, or the acceptance of paid political advertising.
• A web site is a form of communication, and if a tax-exempt posts something on its web site that favors or opposes a candidate for public office, it will be treated the same as if it distributed printed material, oral statements or broadcasts that favored or opposed a candidate. Links to candidate-related material, by themselves, do not necessarily constitute political campaign intervention. IRS will examine all facts and circumstances to assess whether a link produces that result.

PROGRESSIVE DISCIPLINE POLICY

This policy applies to all regular full time and regular part time employees, with the exception of those employees under a faculty contract or an administrative faculty contract. In the case of an employee under a contract, that contract shall govern the discipline procedure. If the contract is silent on discipline procedure, then this progressive discipline procedure shall apply. 

The purpose of discipline is the correction of wrongdoing. If an employee consistently fails to meet performance goals or to change inappropriate behavior, progressive discipline provides a fair and consistent course of action which, when properly documented, helps to protect the supervisor and the university against any possible legal action in the future. The six steps of progressive discipline outlined below provide the employee with adequate opportunity to correct a problem and maintain his or her good standing with the university. The supervisor may use the Disciplinary Action Form to document each step of progressive discipline.

While the University often follows the course of progressive discipline, the University reserves the right at any time, at its sole discretion, to implement whatever disciplinary steps or measures, including termination of employment, that it believes is appropriate under the circumstances, without the requirement to follow each step of the progressive discipline procedure. 

Step 1: Initial Counseling Session. If it appears that an employee has failed to perform work as assigned or that personal conduct is inappropriate, the supervisor shall discuss the matter with the employee. The first objective is to determine if the employee understands the rules involved or the required standards. If not, the supervisor shall explain what is required, providing specific dates, times and examples of the problem, allow the employee to explain any special circumstances or to request any training or resources that might be needed to equip the employee to accomplish the work or to meet the desired objectives. The supervisor shall document in writing the initial counseling session, including the facts of the situation, the desired improvements, any specific agreements made between the supervisor and the employee, and the date and time agreed upon to meet again to evaluate progress. The supervisor shall keep written notes of the initial counseling session in the supervisor's file on the subject employee, and shall send a copy to the Vice President for Human Resources. Most problems can be resolved in an initial counseling session, in which the supervisor and the employee attempt to pinpoint the problem and agree together on a solution. 

Step 2: Oral Warning. If the initial counseling session fails to correct the problem, the next step is usually to issue an oral warning. The supervisor shall meet with the employee to recap the initial counseling session; clearly and calmly outlining the problem, to include specific dates, times and examples of the problem. The supervisor shall explain the steps of progressive discipline; give specific expectations of improvement; state consequences should performance or behavior not improve; and schedule a time to meet again to evaluate the employee's progress. The supervisor shall document the meeting, keeping a copy for the supervisor's file, and send a copy to the Vice President for Human Resources.

Step 3: Written Warning. Should the problem persist, the next step usually is to issue a written warning. The written warning is a significant step in the process of progressive discipline. The supervisor shall ascertain that the situation warrants such action, and that the employee understands the full implications of receiving a written warning. The written warning should include a detailed description of the problem with specific dates and times, and specific performance goals. The written warning should recap all previous meetings and attempts to correct the problem, and should include a date and time to meet again to evaluate progress. The supervisor shall explain the next step of progressive discipline should the problem or behavior fail to improve. The employee shall sign and date the written warning. The employee's signature on a written warning signifies receipt of a copy of the letter, and not necessarily the employee's agreement with the contents. The supervisor shall give the employee a copy for his or her records, place a copy in the supervisor's file on the employee along with other progressive discipline documentation, and send the original signed document to the Vice President for Human Resources, to be placed in the employee's personnel file. 

Step 4: Suspension. Should the employee's performance fail to improve, the next step usually is suspension from work without pay, a serious action that should not be undertaken unless the situation absolutely warrants it. Before placing an employee on suspension, the supervisor shall consult with the Vice President for Human Resources to determine the appropriate length of time for the suspension. The supervisor and the Vice President for Human Resources shall meet with the employee to issue the written notice of suspension, referring to documentation of all complaints and progressive discipline steps taken to date. The supervisor and the Vice President for Human Resources shall recap previous meetings with the employee, and shall explain the severity, duration and consequences of the suspension. The employee shall sign and date the suspension notice. The supervisor shall keep a copy of the suspension notice for the supervisor's files, give a copy to the employee, and send the original signed notice to the Director of Human Resources, to be placed in the employee's personnel file. When the employee returns to work, the supervisor and the Vice President for Human Resources shall meet and determine the employee's willingness to correct his or her performance or behavior. 

Step 5: Final Written Warning. The last step before terminating the employee usually is to issue a final written warning, or last-chance agreement. This document should spell out exactly what the employee must do in order to remain employed. The supervisor and the Vice President for Human Resources shall meet with the employee to recap the documentation of all complaints and progressive discipline steps taken to date. The supervisor and the Vice President for Human Resources shall explain that any future incident will result in termination of employment. The employee shall sign and date the final written warning. The supervisor shall keep a copy of the final written warning in the supervisor's file. A copy should be given to the employee, and the signed original should be given to the Vice President for Human Resources, to be placed in the employee's personnel file. 

Step 6: Termination of Employment. If after the steps of progressive discipline outlined above, the employee fails to improve, or under other appropriate circumstances, termination of employment will be necessary. The supervisor shall consult with the department head or vice president and the Vice President for Human Resources to obtain approval to terminate the employee, after reviewing with them the documentation of the discipline steps taken. If the department head or vice president and the Vice President for Human Resources believe the employee has been given sufficient opportunities to improve, the supervisor and the Vice President for Human Resources will meet with the employee to terminate his or her employment in accordance with university policy. The Department of Human Resources shall schedule an exit briefing for the employee. The supervisor shall document the termination meeting and place a copy of the document in the supervisor's file. The supervisor shall send a copy to the Vice President for Human Resources, to be placed in the employee's personnel file. 

Gross misconduct is employee behavior that warrants immediate termination or other discipline, without following the steps of progressive discipline. Examples of gross misconduct include, but are not limited to: 

• Violent behavior
• Committing a crime while at work
• Using alcohol or illegal drugs while at work
• Extreme insubordination
• Theft
• Falsification of company records
• Gross neglect of duties or violation of policy
• Sexual harassment 

The supervisor shall consult the Vice President for Human Resources to determine if gross misconduct can be substantiated and the steps of progressive discipline waived.

This policy is hereby approved by the President of Regent University, superseding any other policies on this subject previously in effect.

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Public relations issues for Regent University are channeled through the university's Office of Public Relations.

Media Inquiries: Requests for information from external news media are handled at the University in a prescribed manner that is designed to avoid the pitfalls of hasty, impromptu responses. All requests from reporters and media representatives should be referred to the Office of Public Relations. The purpose of this procedure is to avoid problems of inaccuracy and lack of appropriate information.

No member of the University community should ever feel under pressure to respond to requests for information from external media representatives, especially regarding controversial subjects or unusual circumstances. Public comments of personal opinions should not be made as representative of the University, either verbally or in writing, without first consulting with the Office of Public Relations. This includes the use of official University letterhead for the statement of personal views.

Any media person on the Regent University campus should be escorted by a Public Relations or a School representative. If you are approached by a reporter who does not have an escort, please notify Public Relations.

SALES AND SOLICITATION

Regent University specifically prohibits the solicitation of sales information and items not expressly sponsored by the University. There shall be no solicitation or sales of non-University sponsored items on school premises. Listings of University staff, faculty or students will not routinely or normally be provided to outside organizations, agencies or individuals.

SEXUAL HARRASSMENT


SUBSTANCE ABUSE

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