9. General Information

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9.1 Academic Accommodation Procedure

Faculty and staff members are required to provide reasonable accommodations to all students with disabilities who have provided appropriate documentation of the disability to the Office for Students with Disabilities (OSD). Therefore, all students requesting accommodations because of a disability should be referred to the OSD.

Once the request has been made, the OSD will determine eligibility for disability-related services. Students must have a documented disability as defined by the Federal Rehabilitation Act of 1973, Section 504, and/or the Americans with Disabilities Act of 1990 (ADA).

If correct documentation has been submitted and a student qualifies for accommodation, the OSD will notify each instructor by letter. The letter from the OSD explains the accommodations necessary for that student. Please keep in mind that this information is to remain confidential and discussing accommodations with a student should be done discretely. If a student talks to a class member or another faculty member, that is his or her right, but not the right of the faculty member. All students sign a Release of Information Form so that the OSD may share the information with the necessary parties. Please do not share this information with anyone without written consent from the student.

For each trimester, it is then the student’s responsibility to notify the OSD of his or her updated class schedule, and the OSD will in turn notify each instructor by letter. If a faculty member feels that he or she cannot implement all of the recommended accommodations, the faculty member should contact the OSD to negotiate an acceptable alternative. The alternative will then be discussed with the student by the OSD and faculty member. The OSD is always available to assist faculty with devising suitable classroom and testing accommodations.

The following statement should be included in all ADU syllabi:

Students seeking accommodations must first contact the Office for Students with Disabilities (OSD) located within the Center for Academic Achievement (CAA), prior to or at the beginning of the trimester.

The student must provide the OSD the requested current, official documentation related to his or her disability. That documentation will be used to determine the type and extent of accommodation that is most reasonable and effective for that student. All forms can be found online at my.adu.edu under The Center for Academic Achievement (CAA) or within the CAA department.

If all forms have been completed, criteria met, and accommodations granted, the OSD will then notify each of the student’s instructors of the accommodations that should be provided. The processing time for these forms is approximately two weeks.

9.2 Children on Campus Policy

Faculty/Staff Policy

The University requests that faculty and staff not bring their minor children on campus except under the following conditions:

• The employee is going to be on campus for a brief period of time.
• The University sponsors an event to which children are invited.

Exceptions to this policy must be approved by the Vice President responsible for that employee’s department.

Children on campus must be under the direct supervision of the parent.

Student Policy

Students (parent/guardian) are not allowed to bring their minor children to campus. This includes taking their child to class. Exceptions to this policy must be approved by the student’s Department Chair.

The following cases are allowed:

• The student is going to be on campus for a brief period of time.
• The University sponsors an event to which children are invited.

Children on campus must be under the direct supervision of the parent or guardian.

9.3 Library Services

Instruction

Library Orientation tours and Information Literacy classes are available upon request. The Library team provides online tutorials, as well as individual and group instruction to assist ADU faculty, staff, and students in the development of research skills needed to locate, retrieve, and evaluate information.

Liaison Program

The Library Liaison Program’s purpose is to develop an information literate academic community at Adventist University of Health Sciences by connecting students, faculty, and staff with library resources and services.

The library liaisons are available to assist faculty in locating and embedding relevant library resources and services that will enhance the learning outcomes for the curriculum. The list of library liaisons by academic department is located on the Library website (http://library.adu.edu) at the Faculty Resources link.

Reserve Material

The purpose of placing materials on Reserve is to make common reading assignments readily available to a large number of students within a relatively short period of time. 

Items that may be Placed on Reserve

• All R. A. Williams Library materials. This includes books, periodicals, DVDs, CDs, videos, and anatomical models. If the Library does not own the item, and it is a necessary part of the coursework, items may be considered for purchase by the Library.
• Personal copies of journals, books, videos, or other media. The Library cannot guarantee the safety of these items from damage or loss.
• Readings, lecture notes, course syllabi, and exams. Faculty are encouraged to provide a copy of the course syllabus when making Reserve requests.
• Audio or video recordings of lectures.

When to Submit Reserve Requests

Reserve requests should be made six weeks before the beginning of each trimester. This will allow time to recall items that may be in circulation or to order materials that may not be in the collection.

How to Make a Reserve Request

Fill out a Reserve Request Form available under the Faculty Resources link on the library website (https://library.adu.edu/).

• If the Library owns the item and it is readily available, it can be retrieved and reassigned a temporary location at the Library Reserve section behind the service desk.

Material Requests

Faculty are encouraged to suggest materials to add to the Library collection in a variety of formats including streaming video and e-books. Factors that influence the selection of new purchases are the University curriculum, University mission, collection development policy, and budgetary considerations.

Interlibrary Loan

Interlibrary Loan (ILL) is a service to borrow materials from other libraries that the R.A. Williams Library does not own. Materials that are needed for study and research may be requested through ILL.

There is no limit to the number of ILL requests. However, each fiscal year (July 1 -June 30) the first 20 requests are free; additional requests may incur fees.

Print materials take longer, an average time of 1-2 weeks. Articles usually arrive via email in 1 - 3 days.

Materials that are usually available through ILL are:

• Photocopied articles (copyright limitations may apply)
• Circulating books, theses, dissertations, and reports
• Conference proceedings.

Faculty and Adjunct Loan Periods

Materials will be checked out until the end of the trimester in which they are borrowed.   All materials will be due at the end of the trimester; 3 renewals available.  Overdue items not returned within 60 days of the due date will be declared lost and faculty will be charged a $20 processing fee and full replacement cost of the lost item.

Adjuncts have the same circulation privileges as full-time faculty with the exception that there are no renewals.  All books checked out during a trimester must be returned to the Library at the end of each trimester.

AV Circulation for Faculty and Adjuncts:  One week checkout is allowed for non-circulating materials.  Material that is not returned within the 7-day grace period will incur overdue charges of $1.00/day.  Once the material is 30 days overdue, the item will be considered lost and the patron will be charged a $20 processing fee and full replacement cost of the lost item.

9.4 Communicable Disease Policy

It is the policy of the Adventist University of Health Sciences (ADU) to identify and notify in a timely manner, individuals who may have been exposed to a communicable disease at ADU, Florida Hospital campuses, Denver, or affiliated clinical sites.  An exposure is defined as the sharing of air or contact with a person know to have a communicable disease readily spread by casual contact including, but not limited to, chicken pox, H1N1 virus, tuberculosis, etc.

Employees with a communicable disease are encouraged to isolate themselves during the infectious period of the illness.

ADU will not disclose the identity of any employee who has a communicable disease, except when authorized by law.

For screening and exposure procedures see the full policy on the R: drive.

9.5 Employee Immunizations and Screenings

All incoming employees should bring current immunizations records to their health clearance appointment.  The immunizations/screenings required for employment at the University include: Measles-Mumps-Rubella (MMR), Tetanus-Diphtheria, Varicella (Chicken Pox) titer or vaccine.  Individuals who do not comply with the immunization requirements will not be offered employment.

All employees working in a clinical environment must have the tuberculosis screening and the mask fit test. The required tuberculosis screening test is the Quantiferon or the PPD test.   A chest x-ray is necessary when a person has had a positive result. Employees must present annual verification of tuberculosis screening to their supervisor by their anniversary date.  An employee who has tested positive will complete the Health Review form in the subsequent years.

In addition to the annual tuberculosis screening, the Hepatitis B vaccination is strongly recommended for employees involved in a clinical setting. Any employee who does not wish to take the hepatitis B vaccination is required to sign a declination statement stating they decline the vaccine, but understand they may return to Centra Care at any time for the vaccine. 

Hepatitis Declination: I understand that due to the occupational exposure to blood or other potentially infectious materials, I may be at risk of acquiring Hepatitis B virus (HBV) infection. However, I decline Hepatitis B vaccination at this time. I understand that by declining or not completing the series of this vaccine, I may be at risk for acquiring Hepatitis B. I understand that I may return to Centra Care at any time for the vaccine.*

Employees with a communicable disease are encouraged to isolate themselves during the infectious period of the illness.

University employees are subject to Florida Hospital employment policies. See FH policy 815.033 and FH 815.036 for further details. Requirements for the immunizations and screenings are based on the guidelines set by the Centers for Disease Control and Prevention (CDC). Employees with questions may refer to the CDC website at http://www.cdc.gov.

*If the Hepatitis B vaccine is declined, a signed copy of this form should be returned to the Department Chair or Supervisor and one copy kept by the employee. 

9.6 Dress and Appearance Policy

Employee Dress and Appearance Policy

Purpose

These guidelines outline the attire to be worn by individuals in business and administrative offices and in other areas identified in departmental policies. These guidelines have been designed to assist you in making appropriate and professional choices regarding your attire for work. Although they are fairly comprehensive, they may not address all of the questions you may have. If you need clarification, please check with your supervisor who will have final interpretation as far as your position and work environment are concerned.

ADU requires all employees to follow the dress code guidelines as outlined below. An employee who fails to follow this standard should expect to be requested by his or her supervisor to correct any inconsistencies. It is the responsibility of department directors to counsel with employees whose appearance does not meet the professional standard outlined in this policy.

Acceptable Attire

Men

Tailored shirt (i.e. button front with collar) with long or short sleeves, sweaters, golf-type polo knit shirts with collar, suit jackets, or sport jackets.

Tailored slacks, cotton twill (khaki) slacks, which are similar to Dockers and other makers of cotton or synthetic material pants, wool pants, and flannel pants.

Dress shoes, oxfords, loafers, boots (when covered by pant leg).

Ladies

Dresses, skirts, skirts with jackets, or dressy two-piece knit suits or sets. Dress and skirt length should reach at least 1inch above the knee while sitting or standing. Easy care synthetics or combinations of natural fibers and synthetics that look like cotton, silk, linen, or fine wool in woven or knit non-cling fabrics. Tailored slacks or skirt, cotton twill (khaki) slacks, that are similar to Dockers and other makers of cotton or synthetic material pants, wool pants, flannel pants, and dressy capris are acceptable.

Dress shoes, dressy sandals, boots (when covered by pant leg or skirt hem).

Unacceptable Attire - Men and Ladies

Inappropriate slacks or pants include any that are too informal. This includes jeans, sweatpants, exercise pants, cargo pants, Bermuda shorts, short shorts, shorts, bib overalls, leggings, and any spandex or other form-fitting pants such as people wear for exercise or biking.

Mini-skirts, skorts, sun dresses, beach dresses, and spaghetti-strap dresses; tank tops; midriff tops. Clothing that reveals too much cleavage, halter-tops; tops with bare shoulders or plunging necklines; dresses made of any fabric that clings are not acceptable.

Clothing that reveals your back, your chest, your stomach or your undergarment is not appropriate for a place of business.

Shirts with potentially offensive words, terms, logos, pictures, cartoons, or slogans; sweatshirts; and t-shirts unless worn under another blouse, shirt, jacket, or dress.

Athletic shoes, tennis shoes, flip-flops, slippers, casual sandals.

Jewelry/Accessories

Jewelry may be worn in moderation. Jewelry that is consistent with a professional appearance should be simple and stylish. Oversized or gaudy jewelry is not work appropriate.

Female employees only may wear earrings but are limited to one earring per ear and must be worn in the lower lobe of the ear. Earrings should be small and conservative.

Slogan pins, buttons, decals, and visible body piercings or tattoos are not permitted.

Grooming

Men and Ladies

Hair is to be neat and clean; extremes in style or color are not permitted.

Student Deportment and Dress Policy

Deportment

Adventist University of Health Sciences is a Christian-based institution where each student, faculty, and staff is valued as one of God’s unique creations This is evidenced by the way in which students, faculty, and staff, converse and conduct themselves. Care should be taken to present oneself as a Christian professional; this can be achieved in part by avoiding cursing, inappropriate innuendos, and belligerent behaviors.

Dress

In keeping with the mission to educate healthcare professionals in a Christian environment, Adventist University requires that students not yet enrolled in professional programs dress modestly while attending classes on campus, and dress professionally when representing the University in public. As students progress into professional programs, the dress code becomes more defined, requiring that students adhere to their program’s professional dress code as outlined in their department’s publications.

Modest Dress includes but is not limited to:

• Garments that are made from opaque material (no see-through materials)
• Shirt or blouse that covers midriff (no tank tops or spaghetti straps)
• Skirts and dresses that come to or below the knee
• Shorts that are at least mid-thigh in length
• Undergarments that are covered
• Proper-sized garments
• Clothes in good repair
• Clothes in good taste
  • Items to avoid:
    • Garments with inappropriate slogans or representations
    • Tight-fitting spandex-type garments (i.e. Leggings, biking shorts, etc.)
• Clothes that completely cover cleavage and buttocks.
• Simple earrings (body piercings should be covered and/or removed)

Professional Dress includes:

• Suit or sport coat and dress slacks (for men)
• Business Suit (dress or pant) or a quality skirt and blouse ensemble (for women)
• Collared shirt and tie (for men)
• Dress shoes with coordinated socks (required for men) or nylons (optional for women)

Professional Program Dress:

(see appropriate departmental dress code)

Faculty and staff members are empowered to speak with any student relative to his/her appropriateness of dress and/or deportment. It is expected that the student will follow such suggestions. Failure to follow given directives relative to dress and deportment may result in disciplinary action by the Adventist University Citizenship Committee.

9.7 Editorial Policy

To ensure the quality of its documents and publications, ADU requires that all written materials produced for publication or for distribution under the University logo must adhere to the policies stated in the ADU Style Guide. The ADU Style Guide can be found under the marketing section of my.adu. All written material for publication in both electronic and print media, under the University logo, must be submitted for approval to Marketing for distribution to the Editorial Committee.

Procedure

1. Each department of the University will select an individual with writing skills from within that department to provide initial editorial help with its publication/documents.
2. The edited materials are then submitted to the Marketing offices for review by a member of the Editorial Committee.
   Promotional materials, admission letters, etc., should be forwarded to the relevant Department Chair, Editorial Committee for review.
   • Publications and other materials will be sent to the Marketing offices for dissemination to a member(s) of the Editorial Committee.
   • The selected member(s) of the Editorial Committee will do the final editing. If the University logo or crest is used, approval from Marketing must be obtained.
     (Visit https://my.adu.edu/college-services/marketing/brand-style-guide to view the guide.)

9.8 Faculty Drug and Alcohol Policy

Alcohol-Free Campus

Adventist University is committed to providing a working environment that is focused on employee success and safety. Adventist University believes that the use of alcohol is counterproductive to a successful and safe environment. Therefore, the possession, use, or being under the influence of alcoholic products on any Adventist University property or during any University event is strictly prohibited. Failure to abide by the stated policy will result in disciplinary actions.

Illicit Drugs Defined

Illegal drugs include such substances as opium derivatives, hallucinogens (e.g., marijuana, mescaline, peyote, LSD, psilocybin), cocaine, amphetamines, ecstasy, ketamine, codeine, heroin, morphine, and other drugs prohibited by law. This definition does not include lawfully prescribed drugs that are being taken under a physician’s care.

Legally Obtained Substances

The use or misuse of any legally obtained substance to render oneself intoxicated or in a state of euphoria is strictly prohibited. Employees found under the influence, using, manufacturing, or distributing said substances for this purpose will face disciplinary actions up to and including permanent dismissal.

Legally obtained substances are defined as natural or manufactured substances that can be obtained legally and without a prescription and when misused will render the users intoxicated. Examples are: over-the-counter medicines, bath salts, synthetic drugs, aerosols, cocktails of natural plants.

Tobacco-Free Campus

Adventist University of Health Sciences (ADU) is committed to the principles of health and healing. Tobacco-related illnesses are a major cause of preventable disease and death. Because of this, Adventist University of Health Sciences is a tobacco-free environment. The use of tobacco in any form on the University campus or during any school-sponsored activity or event is prohibited; this includes the use of electronic cigarettes.

Drug Policy

 Adventist University of Health Sciences is committed to providing a drug-free working environment. The manufacture, distribution, possession, or use of illegal drugs and drug paraphernalia is strictly prohibited. In addition, the intentional misuse of prescription drugs is considered an infraction of this drug and alcohol policy. By working at ADU, all employees agree to submit to random drug testing. In addition, Adventist University employees and their possessions are subject to search and surveillance at all times while on University property.

All employees working at ADU are expected to remain drug free. If at any time university administration has reasonable suspicion or evidence of drug use by an employee he or she may require that a drug and alcohol screening be performed on the employee. All random drug tests requested by ADU will be performed at a Florida Hospital Centra Care at a location and time determined by Adventist University. Refusal to submit to a drug and/or alcohol test is presumed to be a positive result, and the refusal will be handled in the same manner as any other positive test results.

Drug Testing

While Adventist University of Health Sciences reserves the right to require an employee to submit to a drug test for any reason, the two main reasons for drug testing are found below:

1) Suspicion or evidence of drug use by an employee.

2) Required drug testing for the clinical environment.

Cost of Drug Screening

Cost of drug screening will be paid by Adventist University.

Any employee violation of the drug and alcohol policy is grounds for immediate termination of employment. However, the sale, distribution, or manufacturing of drugs will result in immediate and permanent termination of employment.

Health Risks Associated with Substance Use and Abuse

The health risks associated with the inappropriate use of drugs include, but are not limited to, the following: physical and psychological addiction; physical, psychological, and spiritual deterioration; disease; and, possible death.

Screening Requirements

As a condition of employment, all new employees are required to participate in an initial drug screening..

Florida State Laws Concerning Illicit Drugs

There are substantial legal sanctions pursuant to state or federal law which may be levied against employees for the unlawful manufacture, distribution, possession, or use of an illicit drug, controlled substance, tobacco, or alcohol. The law often treats drug offenses as a criminal matter, punishable by substantial fines, imprisonment, or other severe sanctions.

Complete information on Florida state laws regarding illicit drugs can be found at the following site: 2009 Florida Statute, Title XLVI, Chapter 893, Florida Comprehensive Drug Abuse Prevention and Control Act (http://goo.gl/j81EA)

Under state law, it is a crime for any person to possess or distribute controlled substances or drugs as described in Section 893.03, Florida Statues, except as authorized by law. Punishment for such crimes ranges from first-degree misdemeanors (up to one-year imprisonment and up to a $1,000 fine) to first-degree felonies (up to 30 years imprisonment and up to a $10,000 fine).

Specifically, possession of less than 20 grams of marijuana is a first-degree misdemeanor punishable with imprisonment of up to one (1) year and a fine of up to $1,000. Possession of more than 20 grams of marijuana is a third-degree felony punishable with imprisonment of up to five (5) years and a fine of up to $5,000.

Possession of less than 28 grams of cocaine is a third-degree felony. Possession of more than 28 grams of cocaine is a first-degree felony punishable with imprisonment of up to 30 years and a fine of up to $250,000. The privilege of driving an automobile also may be affected if any of the above crimes are committed.

Trafficking (distribution of specific large quantities of various controlled substances) is punishable by a minimum term of imprisonment of 3 to 25 years and a fine of $25,000 to $500,000, depending on the particular illicit drug and the quantity involved. Penalties under federal law for drug trafficking generally are greater than penalties under state law.

Individuals who have been convicted of a felony involving the sale or trafficking in or conspiracy to sell or traffic in a controlled substance under certain circumstances may be disqualified from applying for state employment. Convictions on drug-related charges also may result in forfeiture of federal financial aid.

Florida State Laws Concerning Alcohol

Complete information on Florida state laws regarding alcohol can be found at the following site:

2009 Florida Statute, Title XXXIV, Chapter 562, Alcoholic Beverages and Tobacco, Beverage Law: Enforcement (http://goo.gl/K0Eus)

Florida Statute 562.11 - Selling, giving, or serving alcoholic beverages to persons under age 21; providing a proper name; misrepresenting or misstating age or age of another to induce licensee to serve alcoholic beverages to person under 21; penalties.

It is unlawful for any person to sell, give, serve, or permit to be served alcoholic beverages to a person less than 21 years of age or to permit a person less than 21 years of age to consume such beverages on the licensed premises.

It is unlawful for any person to misrepresent or misstate his or her age or the age of any other person for the purpose of inducing any licensee or his or her agents or employees to sell, give, serve, or deliver any alcoholic beverages to a person less than 21 years of age.

Anyone convicted of violating either of the above provisions is guilty of a second-degree misdemeanor. If a driver’s license (or an identification card issued by the Department of Highway Safety and Motor Vehicles) is used in violation of these provisions, additional penalties may be imposed, including suspension or revocation of the driver’s license.

Florida Statute 562.111 - Possession of alcoholic beverages by persons under age 21 is prohibited. It is unlawful for any person under the age of 21 years to have in her or his possession alcoholic beverages. Convicted violators of this statute are guilty of a second-degree misdemeanor. Suspension or revocation of a driver’s license may also be imposed.

Florida Statute 316.193 - Driving under the influence. A person is guilty of the offense of driving under the influence and is subject to punishment as provided in subsection (2) if the person is driving or in actual physical control of a vehicle within this state, and: The person is under the influence of alcoholic beverages, any chemical substance set forth in Section 877.111, or any substance controlled under Chapter 893, when affected to the extent that the person’s normal facilities are impaired; the person has a blood alcohol level of 0.08 or more grams of alcohol per 100 milliliters of blood, or the person has a breath alcohol level of 0.08 or more of alcohol per 210 liters of breath.

Florida Statute 316.1936 - Possession of open containers of alcoholic beverages in vehicles is prohibited. It is unlawful and punishable as provided in this section for any person to possess an open container of an alcoholic beverage while operating a vehicle in the state or while a passenger in or on a vehicle being operated in the state. Convicted violators of this statute are guilty of a noncriminal moving traffic violation.

Florida Statute 856.015 - Open house parties. No adult having control of any residence shall allow an open house party (a social gathering at a residence) to take place at said residence if any alcoholic beverage or drug is possessed or consumed at said residence by any minor where the adult knows that an alcoholic beverage or drug is in the possession of or being consumed by a minor at said residence and where the adult fails to take reasonable steps to prevent the possession or consumption of the alcoholic beverage or drug. Convicted violators of this statute are guilty of a second-degree misdemeanor.

Florida Statute 856.011 - Disorderly intoxication. No person in the state shall be intoxicated and endanger the safety of another person or property, and no person in the state shall be intoxicated or drink any alcoholic beverage in a public place or in or upon any public conveyance and cause a public disturbance. Convicted violators of this statute are guilty of a second-degree misdemeanor.

Florida Statue 768.125 - Liability for injury or damage resulting from intoxication. A person who sells or furnishes alcoholic beverages to a person of lawful drinking age shall not thereby become liable for injury or damage caused by or resulting from the intoxication of such person, except that a person who willfully and unlawfully sells or furnishes alcoholic beverages to a person who is not of lawful drinking age or knowingly serves a person habitually addicted to the use of any or all alcoholic beverages may become liable for injury or damage caused by or resulting from the intoxication of such minor or person.

Colorado State Laws Concerning Drugs*

Complete information on Colorado’s state laws regarding alcohol can be found at the following site: http://www.lexisnexis.com/hottopics/colorado/agree.htm?

Colorado Revised Statutes Title 18 Article 18 is entitled the “Uniform Controlled Substances Act.”

It is unlawful for a person to knowingly possess a controlled substance (level 4 felony if a Schedule I drug) (18-18-403.5)

Unlawful use of a controlled substance is a level 2 misdemeanor (CRS 18-18-404)

Unlawful distribution of a controlled subject is illegal, and subject to varying levels of punishment (misdemeanor through felony) depending on the substance and amount distributed (CRS 18-18-405)

Regarding marijuana:

Marijuana is included in the definition of “Controlled Substances” (CRS 18-18-102(5)).

CSR 18-18-406 delineates the various levels of misdemeanor to felony offenses based on various quantity of marijuana being possessed, used, or distributed, respectively.

Although marijuana still falls under the definition of a controlled substance, the legislature has enacted additional laws specifically concerning medical marijuana.

*Adventist University recognizes federal drug laws over those of individual state statutes. Therefore federal laws and penalties will be followed when there are discrepancies between state and federal law.

Colorado State Laws Concerning Alcohol

Complete information on Colorado’s state laws regarding alcohol can be found at the following site: http://www.lexisnexis.com/hottopics/colorado/agree.htm?

CRS 12-47-901(1)(a) - It is unlawful to give or sell alcohol to anyone under the age of 21.

This is a Class 2 misdemeanor and can result in imprisonment between 3 and 12 months and a fine of $250-$1000 (See CRS 18-1.3-501).

CRS 12-47-901(1)(b) - It is unlawful to obtain or attempt to obtain any alcoholic beverage by misrepresentation of age when a person is under the age of 21.

This is a class 2 misdemeanor and can result in imprisonment between 3 and 12 months and a fine of $250-$1000 (See CRS 18-1.3-501).

CRS 18-13-122 - It is illegal for anyone under the age of 21 to possess or consume alcohol.

Conviction of a first offense may result in a fine up to $250 and up to 24 hours of community service. Conviction of a second offense may result in a fine up to $500, 24 hours of community service, and the completion of an alcohol evaluation, education program or treatment program at the defendant’s expense. Conviction of a third offense or subsequent offense is a Class 2 misdemeanor and can result in imprisonment between 3 and 12 months and a fine of $250-$1000, as well as the completion of an alcohol evaluation, education program or treatment program at the defendant’s expense.

CRS 42-4-1301(1)(a) - It is a misdemeanor to drive a vehicle while “under the influence” of alcohol and/or one or more drugs (“DUI”).

CRS 42-4-1307(3) et seq. - Conviction of a first offense can result in probation, jail time between 5 days and one year, a fine of $600-$1000, and 48-120 hours of community service. Penalties can increase based on the severity of the offense and for subsequent offenses.

Note that .08 BAC is the legal limit but that a BAC between .05 and .08, coupled with other supporting evidence, could also lead to a conviction of a DUI. Also, a BAC less than .05 but higher than .02 can be classified as a lesser traffic infraction that results in a $100 fine, up to 24 hours of community service, and completion of an alcohol evaluation, education program or treatment at the defendant’s expense.

CRS 42-4-1301(1)(b) - It is a misdemeanor to drive a vehicle while “impaired by” by alcohol and/or one or more drugs (“DWAI”).

CRS 42-4-1307(4) et seq. - Conviction of a first offense can result in probation, jail time of 2-180 days, a fine of $200-$500, and 24-48 hours of community service. Penalties can increase based on the severity of the offense and for subsequent offenses.

Note that .08 BAC is the legal limit but that a BAC between .05 and .08 allows a permissible inference that the defendant was impaired so that a conviction of a DWAI is more likely. Also, a BAC less than .05 but higher than .02 can be classified as a lesser traffic infraction that results in a $100 fine, up to 24 hours of community service, and completion of an alcohol evaluation, education program or treatment at the defendant’s expense.

Federal Penalties for Possession of Illicit Drugs

1st Conviction: Up to 1-year imprisonment and fined at least $1,000 but not more than $100,000, or both.

After 1 prior drug conviction: At least 15 days in prison, not to exceed two (2) years and fined at least $2,500 but not more than $250,000, or both.

After 2 or more prior drug convictions: At least 90 days in prison, not to exceed three (3) years and fined at least $5,000 but not more than $250,000, or both.

Special sentencing provision for possession of crack cocaine: Mandatory at least five (5) years in prison, not to exceed twenty (20) years and fined up to $250,000, or both, if:

a) 1st conviction and the amount of crack possessed exceeds 5 grams.

b) 2nd crack conviction and the amount of crack possessed exceeds 3 grams.

c) 3rd or subsequent crack conviction and the amount of crack possessed exceeds 1 gram.

21 U.S.C. 853 (a)(2) and 881 (a)(7)

Forfeiture of personal and real property used to possess or to facilitate possession of a controlled substance if that offense is punishable by more than 1-year imprisonment. (See special sentencing provisions re: crack.)

21 U.S.C. 881 (a)(4)

Forfeiture of vehicles, boats, aircraft or any other conveyance used to transport or conceal a controlled substance.

 21 U.S.C. 844a

Civil fine of up to $10,000 (pending adoption of final regulations).

21 U.S.C. 853a

Denial of Federal Benefits, such as student loans, grants, contracts, and professional and commercial licenses, up to one (1) year for first offense, up to five (5) years for second and subsequent offenses.

18 U.S.C. 922(g)

Ineligible to receive or purchase a firearm.

More complete information on Federal Trafficking Penalties can be found at:

• http://www.dea.gov/druginfo/ftp3.shtml.

Miscellaneous

Revocation of certain Federal Licenses and benefits; e.g. pilot licenses, public housing tenancy, etc., are vested within the authorities of individual Federal agencies.

ADU Drug and Alcohol Policy will be reviewed biennially (a) to determine its effectiveness and to implement changes that may be needed; (b) to ensure that sanctions are consistently enforced, and (c) to meet the stated requirements for compliance with federal regulations.

All employees are required to sign and return a copy of the Drug and Alcohol Policy form to ADU Human Resources.

9.9 Faculty/Staff Computer Policy

A single computer is provided to members of the faculty and staff at ADU to perform daily tasks in support of the mission of the University.  To ensure that information flow between all parties is as smooth as possible, and to reduce computer maintenance complexity, a standard hardware and software configuration is utilized.  The configuration will be based on current technology, and will be updated as necessary.

All hardware and software purchased with University funds are the property of ADU.

The computer used by faculty or staff and its contents are the sole property of ADU.  Files should be stored on the provided network drives or approved cloud storage and copied out of them to the local drive only as needed for offline or off campus work. The user is responsible for any personal files saved exclusively to the local drive, and is encouraged to back them up on the provided network drives regularly. 

The faculty/staff computers will be configured for faculty/staff use on campus.  Users will encounter different environments if they have laptops-such as wireless networks at home, direct cable connections in hotels, or wireless connections while traveling.  This requires each user to be aware of these environments and know and understand how to adapt their laptop to them.

The University maintains software licenses and agreements for the standard software products installed on University computers.  Any other software installed on the University machines must be legally acquired, properly licensed and will be the sole responsibility of the user for its support.  Be aware that software purchased by the user for use on the University’s computers must be compatible with the computer’s operating system and may slow down or otherwise reduce the effectiveness of the computer. This is especially true if it requires a large amount of disk space or system memory to operate.  IF needed, requests can be made to the Information Technology Department (IT) to install programs. IT may choose to grant some users local administrative rights. However, if those rights are improperly utilized, for instance to interfere with the operation of the installed AntiVirus, or to install programs containing viruses, malware, etc. IT may revoke them at any time.

The IT Department at ADU grants access to the University network for current faculty and staff. Accounts will be disabled on the last day of an employee’s service at ADU.  Account passwords should not be shared. 

ADU reserves the right to monitor network and Internet traffic. If there is probable cause for a more in-depth monitoring of a system, the Department Supervisor will notify the Human Resources Department. If it is deemed necessary to monitor computer activities, such as Internet use and e-mail, approval for such a request will come from the Human Resources Department. University IT will commence the process only after approval is received from the Human Resources Department.

9.10 Student Laptop/Mobile Device Policy

The use of laptops/mobile devices in the classroom is strictly for learning activities related to the class in session. Instructors have the prerogative to ask that the lid of the laptops be closed or mobile devices turned off. Students may bring laptops to all classes as long as they abide by this policy.

9.11 ADU Confidentiality Agreement

I acknowledge that during the course of performing my assigned duties at Adventist University of Health Sciences, I may have access to, use, or disclose confidential information. Federal laws, including the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the Federal Educational Rights and Privacy Act of 1974 (FERPA), state regulations, licensure requirements, and practice acts detail the use of specific information related to healthcare and educational settings and professional behaviors. I hereby agree to handle such information in a confidential manner at all times during and after my employment at the University and commit to the following obligations:

• I will use and disclose confidential information only in connection with and for the purpose of performing my assigned duties.
• I will request, obtain or communicate confidential information only as necessary to perform my assigned duties and shall refrain from requesting, obtaining, or communicating more confidential information than is necessary to accomplish my assigned duties.
• I will take reasonable care to properly secure confidential information on computers and will take steps to ensure that others cannot view or access such information. When I am away from the workstation or when my tasks are completed, I will log off my computer or use a password-protected screensaver in order to prevent access by unauthorized users.
• I will not disclose my personal password(s) to anyone without the express written permission of my Department Chair or Department Manager, or record or post it in an accessible location, and will refrain from performing any tasks using another’s password.

I understand that as an employee of ADU, the use and disclosure of patient/student/employee information is governed by the rules and regulations established under HIPAA, FERPA, and related state and federal policies and procedures in addition to the policies and procedures of ADU. Therefore, with regard to confidential information, I commit to the following additional obligations:

• I will use and disclose confidential information solely in accordance with state, federal, and University policies set forth above or elsewhere. I also agree to familiarize myself with any periodic updates or changes to such policies in a timely manner.
• I will immediately report any unauthorized use or disclosure of confidential information that I become aware of to the appropriate supervisor.

I also understand and agree that my failure to fulfill any of the obligations set forth in this agreement and/or my violation of any terms of this agreement shall result in my being subject to appropriate state, federal and University disciplinary action.

9.12 Adventist Health System Corporate Compliance Program

Adventist Health System (“AHS”) Corporate Compliance Program is hereby adopted by ADU in its entirety and incorporated by reference as if fully set forth herein.

The AHS Compliance Program was designed and implemented to help ensure that all AHS Board members, directors, officers, employees, physicians, contractors, agents, entities, and representatives of AHS  understand and act in accordance with AHS’s mission and values, as well as its ethical and legal duties.  The mission and values of AHS, as well as its ethical and legal responsibilities, provide the foundation for AHS’s standards of business conduct.

Incorporated into the AHS Compliance Program are standards needed to comply with and provide guidance related to the Health Insurance Portability and Accountability Act of 1996 (“HIPAA”).  HIPAA provides comprehensive protection for the privacy and security of patient information.

Standards needed to comply with the Florida Hospital Code of Conduct and the Reporting of Non-Compliance Policy, Human Resources Policy Number 800.268 (Effective 03/03/2010) are hereby incorporated into the ADU Compliance Program.

ADU employees should consult the AHS Corporate Compliance policies with any questions about the appropriateness of their business activities, the business activities of other employees, questions on HIPAA or  compliance with the communication or dissemination of confidential information, and are to report any suspected violations or other irregularities to their supervisor or the appropriate Compliance Officer.

ADU personnel and students can access the Florida Hospital CompassPoint Guide Line to verify the correct application of AHS compliance policies, or to report activity that does not appear to meet ADU’s compliance standards, please contact Starr Bender, the ADU Chief Compliance Officer at 407-303-5765.

Purpose of the Compliance Program

The Adventist University of Health Sciences (“ADU” or “University”) Compliance Program (“Compliance Program” or “Program”) was formally adopted by the ADU Board of Directors in 2013 and serves as the ADU compliance program.

The Program is intended to demonstrate in the clearest possible terms the absolute commitment of the organization to the highest level of ethics and compliance.  The Program plays an integral role in the Company’s operations, and its standards are infused in the day-to-day business of the Company in educating, training, and enriching students who enroll at the University.

ADU is a Seventh-day Adventist institution that specializes in healthcare education. Its location next to Florida Hospital near downtown Orlando gives students access to unparalleled clinical opportunities in physicians’ offices, imaging centers, rehabilitation clinics, and Florida Hospital’s own world-class facilities.

The University’s guiding philosophy, Healthcare as Ministry, is based on the idea that true wellness is not achieved through medical care alone, but through healing relationships that speak to peoples’ minds, bodies, and souls. This philosophy underpins each course of our associate, bachelor’s, master’s, doctorate and online programs.

9.13 Discrimination and Sexual Harassment

Nondiscrimination Statement

Adventist University of Health Sciences maintains a policy of equal education opportunity for all applicants without regard to sex, race, age, marital status, disability, sexual orientation, color, or national or ethnic origin. Adventist University does not discriminate in its educational or admission policies, financial affairs, employment programs, student life, or services in any University- administered program.

This notice is provided as required by the Title VI of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, Title IX of the Education Amendments of 1972, the Age Discrimination Act of 1975, and the Americans with Disabilities Act of 1990. Questions, complaints, or requests for additional information regarding these laws may be forwarded to the Title IX Coordinator, Starr Bender, at:

Adventist University of Health Sciences
Compliance/Human Resources
Attn: Starr Bender
671 Winyah Drive
Orlando, FL 32803
Ph. (407) 303-5765
starr.bender@adu.edu

Sex Discrimination and Sexual Harassment

Below is a brief summary of the full Title IX and Complaint Resolution Procedures which can be accessed at http://www.adu.edu/policies-and-campus-safety/title-ix.  If there are any discrepancies between this summary statement and the full policy, the full policy will prevail.

Policy Statement

Adventist University of Health Sciences (“University”) is committed to providing a learning, working, and living environment that promotes personal integrity, civility, and mutual respect in an environment free of discrimination on the basis of sex.  The University considers Sex Discrimination in all its forms to be a serious offense.  Sex Discrimination constitutes a violation of this policy, is unacceptable, and will not be tolerated.

Sexual Harassment, whether verbal, physical, or visual, is always inconsistent with the mission and expectations of the University, and may constitute a form of Sex Discrimination and is in violation of this policy.  Sexual Harassment also includes Sexual Violence/Assault.  Definitions and examples of specific conduct that constitutes Sexual Harassment and Sexual Violence/Assault are set forth in the full Title IX Policy and Complaint Resolution Procedures.

Scope

The Title IX Policy and Complaint Resolution Procedures apply to administrators, faculty, and other University employees; students; applicants for employment; customers; third-party contractors; and all other persons that participate in the University’s educational programs and activities, including third-party visitors on campus (the “University Community”).  The University’s prohibition on Sex Discrimination extends to all aspects of its educational programs and activities, including, but not limited to, admissions, employment, academics, athletics, clinicals, housing, and student services.

Reporting a Violation

Reporting a Violation

An inquiry or complaint shall be reported in writing to the Title IX Coordinator, Starr Bender, or the Deputy Title IX Coordinator, Katie Shaw (Denver Campus).  The complaint should include:

1. Date(s) and time(s) of the alleged sex discrimination
2. Names of all persons involved, including possible witnesses
3. Details outlining what happened
4. Contact information for the complainant

All University employees have a duty to file a report or complaint with the Title IX Coordinator or Deputy Title IX Coordinator when they believe or receive information indicating that a member of the University Community may have been subjected to conduct that constitutes prohibited Sex Discrimination.  Students are encouraged to file a report or complaint.

A person may also file a complaint of Sex Discrimination with the United States Department of Education’s Office for Civil Rights regarding an alleged violation of Title IX by visiting www2.ed.gov/about/offices/list/ocr/complaintintro.html or by calling 1-800-421-3481.

Investigation, Resolution, and Appeals

All complaints will be promptly and thoroughly investigated under the procedures outlined in the full Title IX Policy and Complaint Resolution Procedures, and the University will impose interim measures and take disciplinary and remedial action where appropriate.  The University will endeavor to conclude its investigation within sixty (60) calendar days of receiving it.  The complaint resolution procedures are designed for fairness to both the complainant and respondent and are implemented by University personnel who receive annual training on relevant issues.  The complainant and the respondent will receive a copy of the written report after the investigation has concluded and a resolution has been reached, and both have the right to file an appeal with the University President within ten (10) days of receipt of the written report.  The President’s decision on the appeal is final.

9.14 Intellectual Property Policy

Refer to published policy in Appendix F.

9.15 Food Service

The N.E.S.S. Café located in the Campus Center offers a variety of food items.

Florida Hospital offers full meal options at a 15% discount for students and University employees with a valid ADU identification card. Vendor items are not discounted.

9.16 Military Leave - Student Guidelines

Any student called to active duty from the Reserves of any branch of the military or the National Guard will receive special consideration from the University to ensure the smooth transition into and out of the University. Students should notify the Department Chair and a copy of the military orders should be submitted; the length of service should be defined when possible. A full refund of tuition and fees for the current trimester will be granted. Upon returning to University, the student should provide documentation that he or she has been released from active duty. Students leaving a professional program for active duty will be able to re-enter the program at the beginning of the same trimester in the suggested plan of study. Pre-Professional students will be able to begin classes at the beginning of the next trimester following their return to civilian life. Exceptions and special needs will be addressed on an individual basis.

9.17 Sabbath Observance

In keeping with the Seventh-day Adventist belief of the sanctity of the Sabbath, ADU gives special emphasis to the Sabbath hours (sundown Friday evening to sundown Saturday). All on-campus work activity is suspended during this period and may resume after sunset on Saturday evening. ADU values the uniqueness of our diverse spiritual community.  In honoring a culture of inclusiveness, faculty should not require that students submit class assignments from sundown Friday through Sunday. There are, however, worship activities; for example, Ecclesia and occasional faculty and staff worship activities on campus. Campus offices are closed from 3:00 p.m. Friday until 8:00 a.m. Monday, except the Library, which is open on Sunday evenings 3:00 p.m. to 9:00 p.m.

9.18 Funeral/Bereavement Leave

A period of bereavement time may be arranged for those who have experienced the recent loss of a spouse, father, mother, child, or, in some cases, other significant family members. Typically, such arrangements will take into consideration the impact of such a leave upon the employee’s responsibilities and the University as a whole.  

“Immediate family” includes the employee’s spouse, child, father, mother, sibling, and step or in-law equivalents of the above. Days are also available for the death of the grandparents and grandchildren of the employee.

Contract faculty will submit request for funeral leave to their respective department chair, who will work with them to facilitate arrangements for their classes during the absence.

The employee must provide appropriate documentation (obituary notice, death certificate, etc.) to Human Resources as soon as practical.  The documentation will be filed in the employee’s personnel file.  No provision is made to cover travel costs associated with a funeral leave. 

9.19 Student Bereavement Guidelines

Students are allowed to consider time off for bereavement as excused if the death was an immediate family member (spouse, parent, sibling, child, or grandparent). Other family members such as aunts, uncles, and cousins are usually not in this category unless they were part of the immediate family. In general five school days are given that are not counted against attendance. Additional time must be requested by the student and agreed to by the instructor. Verification must be provided at the time of the student’s return to class. All coursework needs to be made up within a timeframe agreed upon with the course instructor.

9.20 Jury Duty

Employees who are called to serve on jury duty will notify their Department Chair so that arrangements may be made to cover their responsibilities.

Employees may retain the standard jury fee even though they are paid their regular, full salary by ADU.

9.21 Merit Awards

Merit Awards recognize the accomplishments of selected employees in the areas of professional achievement and institutional values. The two Merit Awards, their criteria and instructions for submitting a merit award nomination are described and located on the R: drive under “Merit Awards.” Employees who have worked full-time at the University for a minimum of two years are eligible to be nominated.

Staff of the Year Award

Adventist University has worked to create an environment that supports the growth of the individuals who work and study here.  In doing so, it has identified four qualities upon which that environment is built: Nurture, Excellence, Spirituality, and Stewardship.  This award honors the individual who, in the past year, best exemplifies the values which characterize the Mission of ADU. The Core Values of ADU are:  

• Nurture
  • Helps others meet their goals
  • Puts others first
  • Sees his/her life in terms of the service he/she can provide to others
  • Exhibits consistent kindness
• Excellence
  • Provides consistent and reliable workplace performance
  • Lives by a code of high ethical standards
  • Serves as a professional role model to students and coworkers
  • Participates in lifelong learning
• Spirituality
  • Exemplifies “fruits of the Spirit” (Galatians 5:22): loving, happy, peaceful, patient, good, faithful, gentle, and self-controlled
  • Conveys trust in the providence of God that dispels anxiety and stress
  • Demonstrates an abiding respect for students and colleagues in all circumstances
  • Supports others in their spiritual and moral development
• Stewardship
  • Protects and conserves the resources for which he/she is responsible
  • Shares his/her personal gifts with others
  • Respects the inherent value and dignity of human life
  • Lives a Christ-like life

Educator of the Year Award

Adventist University of Health Sciences Educator of the Year Award is established to recognize, honor, and reward a faculty members whose accomplishments have made an extraordinary impact on students, peers, the University, and community.  Nominees should demonstrate the following: 

A. Excellence as an Educator including the following:

• Educate and entice future scholars
• Stimulate learning
• Encourage students to be critical thinkers who will be life-long learners
• Transmit knowledge to students
• Transform and extend knowledge
• Serve as a mentor to students 

B. Significant contributions as a citizen of the University and community as delineated in the criteria for the “Professional Service” award (see Professional Service award for details):

• Provides outreach to students and staff
• Provides evidence of professional involvement/engagement including service on local, national and international endeavors
• Demonstrates efforts which involve interaction and engagement with the community 

C. Evidence of the Core Values of the University:

• Nurture
• Excellence
• Stewardship
• Spirituality

9.22 APA Citation Style

Authors cite sources used in a publication in order to give credit to the ideas they have incorporated in their own work. This is necessary to avoid plagiarism. There are a range of styles available. The style one uses is dependent on the discipline or class for which an individual is writing. The MLA, APA, and Chicago are commonly used styles. The MLA style is from the Modern Language Association and is commonly used in the humanities. APA is from the American Psychological Association and is generally used for papers prepared for the social sciences, while history scholars use the Chicago and Turabian styles.

Adventist University of Health Sciences recommends that the APA style be followed for writing assignments in its undergraduate courses and official University documents. However, authors are expected to prepare their proposals, abstracts, or articles in the writing styles required by their editors when writing for journals or publications.

Citation instructions for the APA style can be obtained at http://www.apastyle.org.

9.23 Academic Freedom

All learning and all teaching take place within the framework of a worldview of the nature of reality, humanity, knowledge, and values. The roots of academic freedom in the Christian university are found in a principle that the best education is attained when intellectual growth occurs within an environment in which Biblically-based concepts are central to the aims of education.

Adventist University of Health Sciences subscribes to principles of academic freedom generally held to be important in higher education. These principles make possible the disciplined and creative pursuit of truth, recognizing that freedom is never absolute and implies commensurate responsibilities.

At ADU, the principle of academic freedom is central to establishing such aims. This principle reflects a belief in freedom as an essential right in a democratic society, but with a particular focus in an academic community. It is the guarantee that instructors and students will be able to carry on the functions of learning, research, and teaching with minimum restrictions. It applies to subjects within the instructor’s professional expertise, within which there is a special need for freedom to pursue truth. It also applies to the atmosphere of open inquiry necessary in an academic community if learning is to be honest and thorough.

For the faith-based institution, academic freedom has an additional significance. This places a responsibility on Christian faculty to be self-disciplined, responsible, mature scholars, and to investigate, teach, and publish within the area of their academic competence without external restraint. They will have due regard for the character and aims of the institution and a concern for the spiritual and intellectual needs of their students.

9.24 Academic Integrity Policy

Academic integrity is fundamental to the vision and mission of Adventist University of Health Sciences. We place a high value on truth which implies a corresponding intolerance of academic dishonesty. It is important that all students are judged on their ability, and that no student is unfairly allowed an advantage over others, affects the security and integrity of the learning process, or diminishes the reliability and quality of a conferred degree. To graduate ethical, skilled professionals and citizens is a desired outcome of the University

Ethical and Professional Behavior

Students are expected to adhere to the ethical and professional standards associated with their programs and academic courses. Such standards are generally communicated to students by instructors and are available through publications produced by professional organizations. Unethical or unprofessional behavior will be treated in the same manner as academic dishonesty.

Categories of Academic Misconduct

The following document is concerned with students’ actions - not their intentions. Academic dishonesty includes, but is not limited to, the following actions:

A. Cheating on Examinations

Cheating is using or attempting to use materials, information, notes, study aids, or other assistance in any type of examination or evaluation which has not been authorized by the instructor.

Clarification

• Students completing any type of examination or evaluation are prohibited from looking at another student’s materials and from using external aids of any sort (e.g., books, notes, calculators, electronic resources, or conversation with others) unless the instructor has indicated specifically in advance that this will be allowed.
• Students may not take examinations or evaluations in the place of other persons. Students may not allow other persons to take examinations or evaluations in their place.
• Students may not acquire unauthorized information about an examination or evaluation and may not use any such information improperly acquired by others.

B. Plagiarism

Plagiarism is intentionally or carelessly presenting the work of another as one’s own. It includes submitting an assignment purporting to be the student’s original work which has wholly or in part been created by another person. It also includes the presentation of the work, ideas, representations, or words of another person without customary and proper acknowledgment of sources. Students must consult with their instructors for clarification in any situation in which the need for documentation is an issue. Students will have plagiarized in any situation in which their work is not properly documented.

Clarification

• Every direct quotation must be identified by quotation marks or appropriate indentation and must be properly acknowledged by parenthetical citation in the text, in a footnote, or endnote.
• When material from another source is paraphrased or summarized in whole or in part in one’s own words, that source must be acknowledged in a footnote or endnote or by parenthetical citation in the text.
• Information gained in reading or research that is not common professional knowledge must be acknowledged in a parenthetical citation in the text or in a footnote or endnote.
• This prohibition includes, but is not limited to, the use of papers, reports, projects, and other such materials prepared by someone else.

C. Fabrication, Forgery and Obstruction

Fabrication is the use of invented, counterfeited, altered, or forged information in assignments of any type, including those activities done in conjunction with academic courses that require students to be involved in out-of-classroom experiences. Forgery is the imitating or counterfeiting of images, documents, signatures, and the like. Obstruction is any behavior that limits the academic opportunities of other students by improperly impeding their work or their access to educational resources.

Clarification

• Fabricated or forged information may not be used in any laboratory experiment, report of research, or academic exercise. Invention for artistic purposes is legitimate under circumstances explicitly authorized by an instructor.
• Students may not furnish to instructors fabricated or forged explanations of absences or of other aspects of their performance and behavior.
• Students may not furnish, or attempt to furnish, fabricated, forged, or misleading information to University officials on University records or on records of agencies in which students are fulfilling academic assignments (including clinical sites, service learning, etc.).
• Students may not steal, change, or destroy another student’s work. Students may not impede the work of others by the theft, defacement, or mutilation of resources so as to deprive others of their use.
• Students may not access or use patient information in ways that violate HIPAA regulations.

D. Multiple Submissions

Multiple submission is the submission of the same or substantially the same work for credit in two or more courses. Multiple submission shall include the use of any prior academic effort previously submitted for academic credit at this or a different institution. Multiple submission shall not include those situations where the prior written approval of the instructor in the current course is given to the student to use a prior academic work or endeavor.

Clarification

• Students may not normally submit any academic assignment, work, or endeavor in more than one course for academic credit of any sort. This will apply to submission of the same or substantially the same work in the same trimester or in different trimesters.
• Students may not normally submit the same or substantially the same work in two different classes for academic credit even if the work is being graded on different bases in the separate courses (e.g., graded for research effort and content versus grammar and spelling).
• Students may resubmit a prior academic endeavor if there is substantial new work, research, or other appropriate additional effort. The student shall disclose the use of the prior work to the instructor and receive the instructor’s permission to use it PRIOR to the submission of the current endeavor.
• Students may submit the same or substantially the same work in two or more courses with prior written permission from all faculty involved. Instructors will specify the expected academic effort applicable to their courses and the overall endeavor shall reflect the same or additional academic effort as if separate assignments were submitted in each course. Failure by the student to obtain written permission from each instructor shall be considered a multiple submission.

E. Complicity

Complicity is assisting or attempting to assist another person in any act of academic dishonesty.

Clarification

• Students may not allow other students to copy from their papers during any type of examination.
• Students may not assist other students in acts of academic dishonesty by providing material of any kind that one may have reason to believe will be misrepresented to an instructor or other University official.
• Students may not provide substantive information about test questions or the material to be tested before a scheduled examination unless they have been specifically authorized to do so by the course instructor. This does not apply to examinations that have been administered and returned to students in previous trimesters.

F. Misconduct in Research Endeavors

Misconduct in research is serious deviation from the accepted professional practices within a discipline or from the policies of the University in carrying out, reporting, or exhibiting, the results of research or in publishing, exhibiting or performing creative endeavors. It includes the fabrication or falsification of data, plagiarism, and scientific or creative misrepresentation. It does not include honest error or honest disagreement about the interpretation of data.

Clarification

• Students may not invent or counterfeit information.
• Students may not report results dishonestly, whether by altering data, by improperly revising data, by selective reporting, or analysis of data, or by being grossly negligent in the collecting or analysis of data.
• Students may not represent another person’s ideas, writing, or data as their own.
• Students may not appropriate or release the ideas or data of others when such data have been shared in the expectation of confidentiality.
• Students may not publish, exhibit, or perform work in circumstances that will mislead others. They may not misrepresent the nature of the material or its originality, and they may not add or delete the names of authors without permission.
• Students must adhere to all federal, state, municipal, and University regulations for the protection of human and other animal subjects.
• Students may not conceal or otherwise fail to report any misconduct involving research, professional conduct, or artistic performance of which they have knowledge.

G. Computer Misuse

Use of computers that is disruptive, unethical, or illegal use of the University’s computer resources, including any actions which violate the Adventist University of Health Sciences Student Computer Use Policy is prohibited. Misuse of computers also includes disruptive, unethical, or illegal use of the computers of another institution or agency in which students are performing part of their academic program.

Clarification

• Students may not use the University computer system in support of any act of plagiarism.
• Students may not monitor or tamper with another person’s electronic communications.
• Students may not use University computer resources to engage in illegal activity, including but not limited to the following: illegally accessing other computer systems, exchanging stolen information, and violating copyright agreements which involve software or any other protected material.
• Students may not use any University computer as a host system for any unauthorized service or application.

H. Misuse of Intellectual Property

Misuse of intellectual property is the illegal use of copyright materials, trademarks, trade secrets, or intellectual properties.

Clarification

• Students may not violate the University policy concerning the fair use of copies. This policy can be found in the ADU Academic Bulletin.

I. Policies and Procedures for Dealing with Academic Misconduct

Students suspected of academic misconduct, whether acknowledging involvement or not, shall be allowed to continue in the course without prejudice pending completion of the disciplinary process. If the instructor must submit a final course grade before the case is resolved, then the student should be given an “Incomplete,” which will not affect his or her GPA.

1. The instructor will report the incident to the department chair and inform the student in writing within five (5) business days of the discovery of presumed misconduct. The instructor will include in the written correspondence instructions for the student to contact the instructor and arrange a meeting time to discuss the allegation. The student may have an Adventist University faculty or staff member of his or her choice present at the meeting with the instructor if he or she chooses. The student must respond within five (5) business days from the date of the letter.
2. If the student does not respond to the notification, the instructor will continue with the investigation and complete a report without the student’s input.
3. The instructor may take up to five (5) business days to review all evidence, interview any witnesses, and may seek counsel from their department chair, or faculty colleagues.

      Note: Any instructor or other staff member investigating a student of academic misconduct or who receives a complaint alleging misconduct that raises suspicion will contact the Office of Academic Administration or the Office of Student Services to request any record of prior academic misconduct.

 4. The instructor then makes a decision regarding the allegation.

 5.  If the instructor determines that the student has not violated the academic misconduct policy, the student will be notified in writing within five (5) business days of concluding the review.

 6.  If the instructor determines that the student has violated the policy, the instructor will complete the Academic Integrity Report Form (AIRF-See Appendix E ), and send a meeting invitation to the student within five (5) business days of concluding the review.

 7. When the student and faculty meet, the student will be asked to initial and sign the appropriate response. The student will be given a copy of the AIRF. The student may chose an Adventist University faculty or staff member to be present at the meeting with the instructor, if he or she chooses.

 8. If the student fails to respond to the meeting invitation, the instructor will complete the Academic Integrity Report Form (See Appendix E ) and impose a final academic sanction. A copy of the final academic sanction will be sent via certified mail to the student.

 9. The original AIRF will be retained by the Department Chair and copies of the form will be submitted to the office of Academic Administration and the Office of Student Services.

10. If the instructor takes no action within (5) business five days of meeting with the student, the allegations will be considered dismissed.

11. The decisions of the Office of Academic Administration or the Office of Student Services may be appealed to the President, whose decision is final.

J. Disciplinary Sanctions for Academic Misconduct

Sanctions will be imposed according to the severity of the misconduct. Multiple sanctions may be imposed should the behavior call for the imposition of a more severe penalty. In all cases, the University reserves the right to require counseling or testing of students as deemed appropriate. Definitions of disciplinary sanctions include the following:

Academic action
May include altering a grade or assigning a failing grade for the assignment, examination, or course.
Note: All academic misconduct and sanctions are recorded on an Academic Integrity Report Form (AIRF), which is kept on file with the Department Chair, Office of Academic Administration, and the Office of Student Services. If student misconduct (academic or citizenship) reoccurs, the AIRF report will be taken into consideration in determining further sanctions.

Restitution
Students are required to compensate the University or other persons for damages, injuries, or losses. Failure to comply could result in suspension or dismissal.

Probation
There may be specific restrictions or extra requirements placed on the student for a specified period. A student found guilty of misconduct may be required to participate in a rehabilitation process. These may vary with each case and may include action not academically restrictive in nature, such as restriction from participation in University activities or other requirements. A student may be required to meet periodically with designated persons during probation or in a rehabilitation process. Any further misconduct on the student’s part during the period of probation may result in disciplinary suspension or dismissal.

University suspension

Suspension prohibits the student from attending the University. It prohibits the student from being present on specified University-owned, leased, or controlled property without permission for a specified period of time. Students placed on University disciplinary suspension must comply with all suspension requirements.

University dismissal

Dismissal permanently prohibits the student from attending classes at the University and prohibits the student from re-enrolling at the University.

Degree Nullification

If allegations of academic misconduct come to light subsequent to a student’s graduation from the University, the instructor, program director, or department chair may make recommendations for disciplinary action to the Office of Academic Administration. Sanctions may include nullification of the degree awarded. Decisions of this nature may be appealed to the President of the University.

The disciplinary authority of Adventist University of Health Sciences is vested in the President, those asked by the President to act on his or her behalf, and in the committees and administrators of Adventist University for whom jurisdiction may be conferred for specific cases or specific areas of responsibility.

Resources

The following institutions’ policies were the sources referred to for guidance in the creation of the Adventist University Academic Integrity Policies and Procedures for Dealing with Academic Misconduct:

• The University of Central Florida
• The University of Cincinnati
• The University of New Orleans
• Rutgers University
• Iowa State University
• Central Michigan University

9.25 Breastfeeding Support Policy

Adventist University will provide nursing mothers with work breaks each day, to permit them to express breast milk for a period of one year following the birth of their child. (According to Section 7 of the Fair Labor Standards Act of 1938 (29 U.S.C. 207))

A lactating mother typically needs to breastfeed and/or express milk about every three to four hours.  (According to http://www.breastfeedingbasics.com/articles/returning-to-work) The frequency of breaks as well as the duration of each break will vary.  The time spent to breastfeed and/or express milk should not exceed 20% of your work day.

The nursing mother is expected to plan and fulfill their work obligation. 

ADU will provide employees who desire to use this benefit with a private room that is free from intrusion to express their milk during work hours.  The room will include an electrical outlet, comfortable chair, and nearby access to running water (not necessarily in the room).  Employees may use their private office (but not open or cubicle offices) provided that the office is free from intrusion.

Employees may use their own cooler packs or may store milk in a designated refrigerator, if available.  They should provide their own containers, clearly labeled with their name and date.  They should take the milk home at the end of each work day.

An employee who desires to use this benefit is expected to request lactation support prior to or during maternity leave, preferably no later than four weeks before returning to work, by completing a Breastfeeding Support Accommodation Request form (see Appendix G ) and submitting it to the Chief Compliance Officer.  In addition, she must notify the Chief Compliance Officer of any change to the request.  The Chief Compliance Officer will notify the supervisor of the nursing mother’s request.

Upon receiving the Breastfeeding Support Accommodation Request form, an appropriate space will be identified.

Management and employees are expected to provide an atmosphere of support for employees who desire to use this benefit.

Questions regarding location site and other issues should be directed to the Chief Compliance Officer.

9.26 Service Animal Support Policy

Service animals are allowed on campus as established by the Americans with Disabilities ACT (ADA).   A service animal is defined by the (ADA) as a dog and/or miniature horse individually trained to do work or perform tasks for the benefit of an individual with a disability.  Animals that are not trained to perform tasks that mitigate the effects of a disability, including animals that are used purely for emotional support, are not service animals.

A person with a disability who utilizes a service animal is strongly encouraged to register with the Disability Services Office.  Access the Service Animal Support Policy.