General Counsel

*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. This policy is found on pages 34-49 of the Student Handbook.

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.

See definitions related to this policy.

See Regent’s policy on Service Animals.

Requesting a Reasonable Accommodation
Qualified students must request accommodations for disabilities through the Disability Services Coordinator in Student Services. They may use “plain English.” For example, they do not need to mention a legal code or use the phrase “reasonable accommodation.”

A request for reasonable accommodation does not necessarily mean that Regent University will provide an accommodation for the student. The request is the first step in an informal, interactive process between the student and the university to determine whether the student’s condition meets the definition of disability or whether the student is in any way “qualified.” To begin this process, a student can fill out this online form.

The university may request documentation of the student’s functional limitations to support the request. While the student 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 student will be helpful in determining the type of reasonable accommodation to provide.

If a particular accommodation would be an undue hardship on the university, the university will try to find an alternative 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 might be available from an outside agency. The student will also be allowed to pay for the accommodation, or any portion of the accommodation, that might constitute an undue hardship on the university.

Regent University reserves the right to choose among reasonable accommodations as long as the chosen accommodation is effective. If a student refuses a reasonable accommodation, the university will be deemed to have complied with its obligation under the ADA.

Regent University will make every effort to provide a reasonable accommodation in compliance with the Americans with Disabilities Act. If a student believes that the university has not adequately responded to a request for reasonable accommodation, the matter may be addressed according to the procedures described in the Student Handbook under “Student Appeals and Grievances.”

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)

Dispatch Center
977 Centerville Turnpike
Corporate Support Building
Virginia Beach, VA 23463
DCJS#: 11-3658
Agency ID: 113014

Regent Liaison
1st Sgt. William Oliver
william.oliver@cbn.org
757.226.5035

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.

Employment-at-Will
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.

Employee Classifications
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.

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).

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.

Read FERPA Frequently Asked Questions for faculty.

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.

HIPAA refers to the Health Insurance Portability and Accountability Act of 1996.

Purpose
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.

Authority
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”).

Guidelines
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.

Training
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.

Complaints
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.

Record Keeping
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.

Sanctions
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 international students should be referred to International Student Admissions (1.800.846.4198, intladmissions@regent.edu).

More resources for International Students can be found on the International Student Admissions page.

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 Canvas 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.

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.

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.

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.

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.

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.

This policy was approved on September 16, 2009 by Dr. M. G. “Pat” Robertson, Founder and Chancellor.

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.

Definitions:
“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.

Students can read more about the procedures for reporting sexual harassment in the Student Handbook. Faculty and Staff should consult the Employee Handbook for additional information.

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.