This policy declares that University educational and employment decisions about a student, faculty member, or staff member cannot be based on the individual's sexual orientation. Complaints about violations of this standard are directed to the Director of Human Resources for employees and to the Dean of Students for students.
The University of North Carolina at Charlotte believes that educational and employment decisions should be based on the abilities and qualifications of individuals and should not be based on irrelevant factors, including personal characteristics, that have no connection with academic abilities or job performance. Among the traditional factors which are generally "irrelevant" are race, gender, religion, disability, and national origin.
Balancing free expression rights so that speakers may speak, audiences may hear, and protestors may protest at campus speech events is the subject of this policy. It deals with such issues as whether the event is open or closed to the public, and whether identification may be required to permit attendance. It describes different forms of protest or other participation which will be permitted, describes those actions, which will be considered disruptive because they interfere with the rights of others, and lists possible responses to disruptive acts. The Chancellor may designate another person to make determinations about security and the necessity for and selection of moderators, and to eliminate the necessity to appoint a committee.
The University recognizes the right to freedom of speech and seeks to provide a fair, humane, and respectful environment for students, faculty, and staff from which violence or the threat of violence is eliminated. Thus, the University prohibits the face-to-face use of "fighting words" by a student, faculty member, or staff member to harass any person or persons on the University campus or other property under University control. Persons accused of violating this policy are subject to disciplinary action through applicable disciplinary procedures.
This Board of Governors policy establishes certain conditions of employment for those individuals classified as senior administrative officers at the University.
I. Definition of “Senior Academic and Administrative Officers”
Federal law and regulations require that "education records," including almost all University records which relate directly to a student, must be held in confidence. The student, however, has a legal right of access to his/her own education records. Faculty members and administrators who have a legitimate educational interest may have access to a student's confidential records without the student's permission, but in most other cases the written consent of the student is required before access may legally be permitted. Students have certain rights to correct or delete inaccurate or misleading information in their education records.
Meetings of the UNC Charlotte Board of Trustees and its committees are generally required to be open to the public and to meet requirements for advance public notice. This policy sets forth the procedures for providing public notice of such meetings.
This University policy sets forth the policy and procedures related to retention of University records subject to a legal hold due to either a discovery order or pending or anticipated litigation.
The Chancellor has the authority to execute contracts, financial documents, and other official documents necessary for the conduct of the University's business. Identical authority has been delegated to the Vice Chancellor for Business Affairs. No person is authorized to execute such documents on behalf of the University unless authority to do so has been delegated in writing by the Chancellor or other University official authorized to make such delegation.
Violation of University policy is grounds for disciplinary action. For students, disciplinary penalties may be as severe as permanent expulsion. For faculty and staff members, disciplinary penalties include dismissal from employment. For organizations, the penalty may be the withdrawal of official recognition.
The violation of any University policy shall be grounds for disciplinary action. For students, possible penalties include, but are not limited to, suspension or expulsion from the University. For employees, possible penalties include, but are not limited to, dismissal. For organizations, possible penalties include, but are not limited to, the withdrawal of official recognition.
Faculty and staff are encouraged to engage in appropriate outside research or non-research activities if the activities are consonant with the objectives of the University. Outside activities and financial interests must be arranged so as not to interfere with the primacy of University commitments. Likewise, employees should avoid conflicts of interest that affect the interests of the University, or compromise objectivity in carrying out University responsibilities. Faculty and staff must complete the Annual Conflict Evaluation forms and submit the forms to their department chairs/unit supervisors no later than October 1 of each year. Updated forms must be submitted throughout the year if changes arise.
The number and complexity of relationships between universities on the one hand and public and private sources of research support on the other have grown substantially in recent years. The purpose of this Policy on Conflicts of Interest and Commitment is to provide guidelines for those relationships that will help to assure the primacy of academic integrity.