I. Purpose This policy provides structure for instances where employees work on a regular or occasional basis at remote worksites for all or part of the regular scheduled workweek set by VCSU. NOTE: Additional requirements may apply per VCSU policy V611.16 Flexible Scheduling (Flex Time-Staff) if actual work office hours differ from normal VCSU office hours. This policy is meant to empower employees and supervisors to work together to develop the best working arrangements possible. This policy defines telework terms and conditions, indicates when a formal Remote Work Agreement is required and outlines the responsibilities of both teleworkers and the University. II. Scope This policy applies to all full-time and part-time faculty, staff, and student employees of Valley City State University. III. Definitions Primary Worksite is the physical location within the United States where an employee performs their work for more than 50 percent of their time during any 30 consecutive calendar day time period. Unless otherwise approved according to this policy, an employee's primary worksite is located on VCSU owned or leased property.  The employee’s tax withholding, unemployment, workers compensation, and any other tax requirements will be set up with the state they are living and working in.  Remote Worksite is an approved place of employment not located on VCSU owned or leased property Telework is defined as a work arrangement that allows employees to work at an approved remote worksite. The most common remote worksite location is the home of an employee. There are two distinct categories of  telework: occasional and regular. Occasional Telework A type of telework that is not long-standing and is typically arranged on a case-by-case basis.  Must meet all the following conditions:  Has no regular pattern to the days of the week or month when the telework occurs The duration of the telework is less than 30 consecutive calendar days  Occasional telework shall not exceed 20% of the work hours in a calendar year. This equates to an average of 16 hours per pay period for a full-time employee. 2.  Regular Telework A long-standing, regular pattern, pre-arranged type of telework. Shall be used if either of the following conditions applies: Occurs for greater than 30 consecutive calendar days. Occurs on a regular basis, e.g., every Monday, weekly for 4 hours on Friday afternoon, the first three workdays of the month, every day of the year, etc.     D.   Remote Work Agreement is a document approved by an employee, the employee’s supervisor and other appropriate VCSU officials agreeing to regular telework terms. This is a formal agreement with the university in which the employee agrees to perform their usual job duties at a remote worksite on a regular basis for all or part of the regular scheduled workweek.  IV. Policy Telework is typically a voluntary work alternative that is appropriate for some employees and some positions but not all employees and all positions. Teleworking is allowed by supervisors at their discretion. No university employee is entitled to or guaranteed the opportunity to telework. The university may establish telework as a condition of employment, based on the university’s business needs. In such cases, this requirement should be included when the position is advertised and in correspondence offering employment. Telework may also be considered on a case-by-case basis as a reasonable accommodation for a qualified individual with a disability. Contact the Office for Human Resources for more information. A. Regular Telework Regular telework must be documented and approved through a Remote Work Agreement between the employee and the university per the procedures outlined in Section V of this policy. It is the responsibility of the supervisor to ensure there is an agreement in place for an employee before they begin regular telework. The Remote Work Agreement establishes the specific conditions that apply to the employee working at a remote worksite.  A voluntary Remote Work Agreement may be discontinued, without cause, at any time, at the request of either the teleworker or the university. University and department business needs; employee performance; and other factors are considered by the supervisor to determine whether to maintain the agreement. When practicable, either the university or teleworker should provide a two week notice of termination of the Remote Work Agreement. However, when telework is an expected condition of employment, the Remote Work Agreement may only be discontinued at the option of VCSU.  Note: An employee engaged in regular telework may also engage in occasional telework, e.g., Regular telework occurs every Tuesday; in addition, the employee engages in an occasional telework day that is not a Tuesday. B. Occasional Telework Occasional telework arrangements may be allowed on a case-by-case basis if approved by an employee's supervisor or department head but shall not exceed 20% of the work hours within a pay period. The formal Remote Work Agreement is not required for occasional telework, but the duration of the telework and the supervisor permission should be documented in writing via VCSU email, Microsoft Teams chat or a text message between the employee and supervisor. A Remote Work Agreement is also not required for university sponsored business travel unless it is greater than 30 consecutive calendar days.  C. General Expectations and Conditions Approval Authority. The decision to allow or require a remote worksite location is at the discretion of the supervisor with approval from the respective cabinet member. In addition, the Vice President for Business Affairs in charge of Human Resources and Payroll Services must provide approval if the primary worksite is in a location outside of North Dakota greater than 30 consecutive calendar days.   Faculty Appointment. Faculty interested in regular telework for 80% or more of the time employed must have “Special Appointment” contracts as defined by SBHE Policy 605.1 and VCSU Policy V605.01. Tenured/Tenure-track faculty are only eligible for occasional telework or regular telework occurring less than 80% of the time employed.  ADA Accommodation. This policy may be utilized as an Americans with Disability Accommodation (ADA) for a qualified individual with a disability. Human Resources will work with the employee and supervisor/department through the request and interactive dialogue process to discern if this is the best accommodation for the employee.   Compliance with Policies. Employees who telework must adhere to all State Board of Higher Education Policies, North Dakota University System Procedures and VCSU Policies.  Hours of Work. All employees are expected to be fully accessible during scheduled and approved work hours. The total number of hours that teleworking employees are expected to work does not change, regardless of work location. The university also expects the same level of productivity from teleworking employees that is expected from employees at the central workplace. Employees engaging in telework who are not exempt from the overtime requirements of the Fair Labor Standards Act are required to record all hours worked in a manner designated by the university. Working overtime hours requires the advance approval of the employee’s supervisor.   Use of Leave. Employees cannot use telework in place of sick leave, Family and Medical Leave, Workers’ Compensation leave, or other types of leave. However, the university may determine whether it is appropriate to offer telework as an opportunity for partial or full return-to-work based on the university’s return-to-work policies following an injury or illness. Telework is not intended to serve as a substitute for child or adult care on a regular basis. An exception to this requirement may be granted in special or limited circumstances, e.g., a K-12 school is closed for a weather event and it is in the best interest of VCSU to have the employee work that day as planned. Please note, employees are still required to work their total hours for each work week (typically 40 hours for full-time employees) in these circumstances; flex hours or partial leave may be used to work around child or elder care duties as approved by the supervisor.   Liability. Teleworkers are expected to maintain their remote work site in a safe manner, including the application of proper ergonomics and absence of safety hazards.  The university assumes no responsibility for injuries occurring in the employee's remote worksite outside the agreed upon work hours or for injuries that occur during working hours but do not arise out of and in the course of employment. The university also assumes no liability for damages to employee’s real or personal property resulting from participation in the Remote Work Agreement.    Workers' compensation coverage is limited to designated work areas in employees' homes or remote worksite. Employees agree to practice the same safety habits they would use in VCSU owned and leased property and to maintain safe conditions in their remote worksite. Employees must follow normal procedures for reporting illness or injury.    The employee may not allow students, other employees, members of the public, or any other person into their personal residence to conduct university business. The use of technology to conduct meetings remotely is encouraged.    8.  Equipment and Materials. Authorization to use any VCSU supplies and/or furniture in a remote worksite must be approved in writing by the immediate supervisor and the cabinet level supervisor. Unless otherwise specified in the Remote Work Agreement, the employee will be responsible for providing furniture at the remote worksite. The university is not responsible for loss, damage, or wear of employee-owned equipment and/or furniture. Repair and/or replacement costs and liability for privately owned equipment and furniture used for teleworking is the responsibility of the employee. If equipment is provided by the university, such equipment shall be used by the employee exclusively for university business.    The employee agrees to take reasonable steps to protect any university property from theft, damage, or misuse. The employee agrees to report to the supervisor any instances of loss or damage to university property or known unauthorized use or access to university systems or data. The employee is responsible for maintenance and repair of personal items. University property shall be repaired by the university and the employee is responsible for getting the property to and from the university.    The employee will return university equipment, records, and materials upon request and/or termination of the Remote Work Agreement. The employee is responsible for any costs necessary to return, repair, or replace University property. If university property is not returned upon request, at the end of a Remote Work Agreement or upon termination, the employee (or former employee) will be responsible for all costs to replace any unreturned equipment.    Reasonable steps must be taken to ensure that University property is used in compliance with V802.06 Use of University Property.  9.  Office Space at VCSU. The university does not typically provide a private workspace at VCSU when the primary worksite is a remote worksite. The university may provide a “shared workspace” at VCSU in cases where the primary worksite is a remote worksite.    10.  Costs of Telework. The university is not obligated to assume responsibility for operating costs, home maintenance, or other costs incurred by employees in the use of their homes as remote worksites. In particular, the employee is responsible for providing secure, password protected internet access that effectively meets the needs of the position, unless the telework is directed by the university at a remote worksite owned or leased by the university.  11.  University Information. Teleworking employees must protect the security, confidentiality, and integrity of data, information, paper files, and access to computer systems using the same policies and procedures applicable at a VCSU work site. Both the employee engaged in telework and the supervisor granting permission to do telework shall ensure the telework environment can support the IT security prescribed in NDUS Procedure 1203.7 Data Classification and IT Security Standard. VCSU Technology Services should be consulted if there is uncertainty. 12.  Supervisor Responsibilities. Individuals with employee(s) under their supervision with remote worksite arrangements are responsible to review work and progress with their remote employee(s) regularly and provide effective and supportive feedback.    13.  Emergency Disruptions and Inclement Weather. If the primary worksite is closed due to an emergency or inclement weather, employees with a regular telework agreement indicating they will work at the remote site on the day(s) of the primary worksite closure shall work from their remote worksite. If there is an emergency at the occasional or regular remote worksite, such as a power outage, the teleworker/employee will notify the supervisor as soon as possible. The teleworker/employee may be reassigned to a VCSU worksite or other worksite in such cases or be required to take leave. D.   Exceptions to the Remote Work Agreement Requirement  1.    Exception to the policy for faculty.  a.    It is an accepted practice for faculty to carry out their work with varied schedules on campus and at remote worksites. When faculty engage in occasional telework, they do not need permission from their supervisor.  b.    Faculty teaching during summer semester do not need to complete a remote work agreement, provided they do not work for greater than 30 consecutive days outside of North Dakota.  c.    All other provisions of this policy apply to faculty.  2.    Exception to the Policy for Adverse Working Conditions. The university may implement a temporary allowance for more flexible and widespread telework arrangements during times of adverse working conditions, such as fire, power failure or public state of emergency. If the adverse working condition lasts for more than 30 consecutive calendar days, it may be necessary to temporarily lift certain requirements of this policy, such as a formal Remote Work Agreement, during all or a portion of the condition, as deemed appropriate by the University.  V.   Remote Work Agreement Approval  A.   The Remote Work Agreement Approval Process  Supervisor and employee consult to discuss if this is a viable option for the position and department. The VCSU “Remote Work Agreement In-State” form is completed provided the remote worksite is within the State of North Dakota, otherwise the “Remote Work Agreement Out-of-State” form is completed.  The Supervisor completes the PAF (Personnel Action Form) and attaches the appropriate form created in step 1 above.  The Office of Human Resources and Payroll will route the PAF for approvals including the cabinet-level supervisor and the Vice President for Business Affairs for instances involving work outside the state of North Dakota.  If approved, the Office of Human Resources and Payroll will process the request and the Remote Work Agreement form goes into the employee's official personnel file. V. B.  Remote Work Agreements which may not be approved: 1. Instances where the employee moved out of state and there are qualified employees living in North Dakota who could perform the tasks equally well. Although this arrangement may be easier for the department in the short-term, this arrangement creates additional administrative work for the duration of the employment. 2. Employees proposing to work for more than 30 consecutive days outside of North Dakota. Some states are more complex and VCSU reserves the right to deny a request based on the time, costs and risks involved. 3. Employees requesting to work outside of the United States. 4. Employees requesting to work remotely due to a medical condition, without an approved ADA Accommodation. VI. Enforcement; Complaints, Grievances, or Appeals An employee who disagrees with a denial of a request for permission to enter a Remote Work Agreement or any other action relating to this policy is encouraged to discuss the concern with their supervisor. If the discussion with the supervisor does not resolve the issue, an employee may appeal the matter to the supervisor’s supervisor. Employees may formally grieve decisions on Remote Work Agreements under existing grievance/complaint processes. Exception to Terms and Conditions of the Policy. Upon the recommendation of an employee’s cabinet level supervisor, the VCSU President may grant an exception to this policy by providing written notice to the employee, immediate supervisor, and Cabinet level supervisor. VII. Related Policies, Documents, and Forms VCSU Policy V611.16 Flexible Scheduling Policy (Flex Time-Staff) SBHE Policy 605.1 Academic Freedom and Tenure; Academic Appointments VCSU Policy V605.01 Faculty Appointments VCSU Policy V802.06 Use of University Property NDUS Procedure 1203.7 Data Classification and IT Security Standard Remote Work Agreement In-State Form Remote Work Agreement Out-of-State Form Sponsored by: Vice President for Business Affairs Established: May 2022 Review: October 2023      

I. Purpose The purpose of the Valley City State University grievance policies and procedures is to provide a fair and efficient process to resolve faculty grievances. II. Scope This policy provides a process that may be used to resolve faculty grievances. These policies and procedures are only available to faculty as defined in SBHE Policy 605.01 (2) (c) and for grievances as defined by SBHE Policy 612 (2). "Grievance" is defined in SBHE Policy 612 (2) as follows: "Grievance" means an allegation of a violation of a specific Board or institutional policy, procedure or practice pertaining to the employment relationship. This includes the terms of the grievant's employment contract and this policy. Discretionary actions, such as salary adjustments and performance evaluations, may not be grieved, except to determine: (a) whether the discretionary action was made in accordance with relevant Board or institutional policies, practices, procedures or criteria; and (b) whether the action constitutes a clear abuse of discretion. Complaints involving any matters covered under Sections 605.3 or 605.4 are not grievances under this policy. Grievances cannot be filed against written Board and institutional policies, per se. "Faculty" is defined in SBHE Policy 605.1 (2) (c) as follows: "Faculty" means all members of the academic staff, excluding only coaches and administrators in their capacities as coaches or administrators. III. Informal Resolution The goal of informal resolution is to resolve disputes involving faculty without resort to mediation or other formal grievance procedures. Faculty should make reasonable and good faith efforts to resolve disputes directly, promptly, and informally. Faculty seeking to resolve a dispute informally may seek the assistance of academic administrators (including division and department chairs). IV. Mediation SBHE Policy 605.05 (4) provides that mediation is mandatory in connection with grievances. If a faculty member is unable to resolve a grievance informally, and still desires to pursue the grievance further, the faculty member must initiate the mediation process as provided in VCSU Policy V605.5 and SBHE Policy 605.05. V. Post-Mediation Formal Grievance Process Most disputes involving faculty should be resolved either informally or through the mediation process. At times, however, informal resolution or resolution through mediation is not successful. If resolution of the grievance is not accomplished informally or through mediation, then the grievant may initiate the post-mediation formal grievance process. Standing Committee on Faculty Rights The Standing Committee on Faculty Rights shall participate in the formal resolution of grievances. Committee Procedures Complaint. The grievant initiates the formal grievance process by submitting a complaint to the Chair of the Standing Committee on Faculty Rights (the "Committee"). The complaint shall (1) identify the person(s) against whom the grievance is brought (the "respondent(s)"); (2) describe in detail the factual basis for the grievance; (3) describe the reasonable and good faith efforts made by the grievant to resolve the matter informally and through mediation; and (4) describe the remedy or relief sought by the grievant. The grievant must sign the complaint. Answer. The Chair shall promptly provide the respondent with a copy of the grievant's complaint. The respondent shall file an answer with the Chair no later than seven (7) calendar days after the respondent's receipt of the complaint. The Chair may extend this deadline for submitting an answer, but should not extend the response date more than fourteen (14) additional calendar days without the agreement of the grievant or some extraordinary circumstance. Once the respondent has submitted an answer, the Chair shall promptly provide the grievant with a copy of the answer. Determination of Hearing. The Committee shall meet promptly (ordinarily within fourteen (14) calendar days) following the filing of an answer to determine whether a Hearing is warranted. A Hearing is not warranted if the Committee determines: (1) that the grievance is outside the scope of this policy; or (2) that reasonable and good faith efforts have not been made to resolve the matter informally or through mediation. Should the Committee determine that no Hearing is warranted, the Committee shall promptly (ordinarily within seven (7) calendar days of the determination) provide notice and a brief written explanation of this decision to the grievant and the respondent. Otherwise, the Committee shall promptly (ordinarily within twenty-one (21) calendar days of the determination) schedule a Hearing. Notice of Hearing. Notice of the time, date, and place of the Hearing shall be mailed to the grievant and respondent at their last known University addresses. Notice of the Hearing date shall be given at least fourteen (14) calendar days before the scheduled Hearing date, unless the Committee, the grievant, and the respondent otherwise agree. Hearing Procedures. Who May Attend. Only members of the Standing Committee on Faculty Rights, the grievant, and the respondent may attend the full Hearing. Other witnesses may be present only while giving testimony. A committee member shall be disqualified if the member determines that he or she could not act without unfair bias or prejudice in reaching a decision. Objections to the participation of the particular Committee members must be submitted in writing to the Committee Chair in advance of the Hearing. The Chair's decision on the objection is final and binding. The grievant and the respondent may each designate one member of the Committee to be excused from participation in resolution of the grievance. In the event there are multiple grievants, the multiple grievants may collectively designate one Committee member to be excused, provided the grievants are in agreement regarding who is to be excused. Likewise, in the event there are multiple respondents, the multiple respondents may collectively designate one Committee member to be excused, provided the respondents are in agreement regarding who is to be excused. In the event multiple grievants or multiple respondents cannot collectively agree on the member to be excused, then such grievants or respondents shall not be entitled to excuse a member. The grievant and the respondent must provide the Chair written notice in advance of the Hearing of Committee members to be excused. Since the grievance process is an internal, professional procedure for resolving disputes, it should not be construed as a formal legal proceeding such as a trial. Thus, while an individual may seek legal advice pertaining to the process, lawyers representing the disputants are specifically prohibited from attending any portion of the Hearing. Record of Committee Proceedings. The Hearing shall be audio recorded, if such recording is requested by any grievant or respondent. The Chair shall maintain a written record of all action taken by the Committee on a particular grievance and shall make this record available to the parties to the grievance on request. In no event, however, should the vote of an individual Committee member be disclosed and the record shall be maintained in such a manner as to preserve the confidentiality of the votes of individual Committee members. Decorum. Proper and professional decorum is required during the Hearing. The Chair may exclude from the Hearing any person who fails to maintain a proper and professional decorum. Quorum. The Committee may take action only if a quorum is present at a meeting of the Committee. A quorum is a majority of Committee members eligible to participate in the formal resolution of a particular grievance. A Committee member is not eligible to participate if that member (1) has been determined to be disqualified, or (2) has been excused by a party to the grievance. Evidence. The grievant and the respondent may introduce evidence and examine witnesses. No rigid rules of evidence will be in effect. The Committee may allow hearsay testimony. The Committee may exclude character evidence and evidence that is irrelevant or unduly repetitious. The Committee may limit both the number of witnesses and the time granted to each witness during the Hearing. Failure to Appear. Failure of the grievant or the respondent to appear at the Hearing shall not prevent the Hearing from proceeding. The Committee may, however, decide to cancel the Hearing if the grievant or the respondent is not present. Order of Presentation. The grievant shall proceed first, followed by the respondent. Questioning. The grievant and the respondent shall have a reasonable opportunity to rebut opposing evidence and to cross-examine opposing witnesses. Committee members may question the grievant, the respondent, and witnesses. Committee Recommendation. After the Hearing is concluded, the Chair of the Committee shall excuse the grievant and the respondent. To maintain confidentiality of committee discussion and voting, any audio recording will be halted before committee deliberation begins. The Committee shall then discuss the evidence presented during the Hearing. The Chair shall then poll the members of the Committee present at the Hearing by secret ballot on the question of whether to sustain the grievance. Committee members should consider the preponderance of the evidence in making their recommendation. The recommendation to sustain or deny the grievance will be determined by a simple majority of the Committee members present at the Hearing. Remedy. A grievant may request certain remedies. If the Committee recommends that the grievance be sustained, the Committee shall discuss and recommend an appropriate remedy. The recommendation for such a remedy will be determined by a simple majority of the Committee members present at the Hearing. The Chair of the Committee shall prepare a written report of the recommendation(s) of the Committee. This report shall be reviewed by the Committee members who participated in the Hearing. Members shall indicate their approval by signing the report. The Chair of the Committee shall promptly report the recommendations(s) of the Committee to the President of the University through the Vice President for Academic Affairs, and shall also provide a copy of the report to the grievant and the respondent. Determination of Grievance. The President, in consultation with the Vice President for Academic Affairs, shall decide the grievance. The President may, in his or her complete discretion, accept or reject the recommendations of the Committee, in whole or in part. The President's decision is final and will be communicated to the grievant and the respondent in a manner that is deemed appropriate. Ordinarily, the President's decision should be communicated within fourteen (14) calendar days of the President's receipt of the Committee's report. VI. Implementation The process described in this policy is intended to facilitate the internal resolution of faculty grievances. The University expects participants in the process to attempt in good faith to carefully follow the procedures described in this policy. Nonetheless, there may be circumstances when participants in the process err in attempting to follow the procedures described in this policy. If such an error is promptly brought to the attention of the Chair of the Standing Committee on Faculty Rights, the University will make reasonable efforts to correct the error, if practicable. However, such an error in complying with the requirements of this policy shall in no event provide the basis for any legal claim against the University or against participants in the process. Sponsor: Faculty Senate Approved: December 2012 Revised: April 2022

It is Valley City State University's desire to provide a drug-free, healthful, and safe workplace. To promote this goal, employees are required to report to work in an appropriate mental and physical condition to perform their jobs in a satisfactory manner.    While conducting business-related activities on and off Valley City State University's premises, the unlawful manufacture, distribution, dispensation, possession, use of a controlled substance, or being under the influence of alcohol or illegal drugs is prohibited. Alcohol may be permitted at university-sponsored events if it is specifically authorized by the university President in accordance with SBHE Policy 918. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace. Violations of this policy may lead to disciplinary action, up to and including termination of employment, and/or participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences. A supervisor will require an employee to leave the workplace if the supervisor, in their discretion, determines the employee has reported to work in an inappropriate mental or physical condition and cannot perform the essential functions of the job effectively and in a safe manner that does not endanger themselves or others. The employee will be required to use sick leave first, then annual leave, and then unpaid leave.. If the supervisor determines the employee should not operate a motor vehicle, the supervisor may arrange transportation for the employee. If the employee refuses to accept transportation and insists on operating a motor vehicle, the supervisor will inform the employee that law enforcement officials will be notified that the employee appears unfit to operate a motor vehicle. Law enforcement officials should then be appropriately notified. An employee who suspects that a colleague or co-worker is under the influence of alcohol or illegal drugs should contact his/her department chair or supervisor immediately. An employee who suspects a supervisor or department head is under the influence of alcohol or other illegal drugs should contact the next level of supervision or administration immediately. To inform employees about important provisions of this policy, Valley City State University has established a drug-free awareness program. The program provides information on the dangers and effects of substance abuse in the workplace, resources available to employees and consequences for violations of this policy. Each new employee, at the time of hire, shall receive a copy of SBHE Policy 615 and Procedure 615 and acknowledge in writing that they received and reviewed the policy and procedure. Institutions and the university system shall document on an annual basis that each benefited employees has received a copy of SBHE Policy 615 and Procedure 615. This may be done as part of an annual evaluation, in-service training, electronically, or other appropriate procedure. Employees with questions or concerns about substance dependency or abuse are encouraged to use the resources of the Employee Assistance Program. They may also wish to discuss these matters with their supervisor or the Human Resources Department to receive assistance or referrals to appropriate resources in the community. Under the Drug-Free Workplace Act, an employee who performs work for a government contract or grant must notify Valley City State University of a criminal conviction for drug-related activity occurring in the workplace. The report must be made within five days of the conviction. Failure to inform the supervisor or department head will subject the individual to disciplinary action up to and including dismissal for the first offense. Under the Drug-Free Workplace Act of 1988 involving employees on federal grants or contracts, VCSU will notify the appropriate federal contracting officer within 10 days of receiving such notice from a faculty or staff member on a federal grant or contract or otherwise receiving notice of such a conviction. Supervisors or department heads who are notified of a criminal drug statute conviction by an employee shall immediately inform Human Resources for staff or Academic Affairs for faculty. Notification to a federal contacting agency will be through Human Resources. Employees with questions on this policy or issues related to drug or alcohol use in the workplace should raise their concerns with their supervisor or the Human Resources Department without fear of retaliation. Sponsored by: Vice President for Student Affairs  Reviewed: Winter 1996  Reviewed: Winter 2005 Revised: Winter 2005 Revised: Spring 2015

A. Faculty Resignations      To resign, a faculty member should do the following: Discuss proposed action with his/her department chair Submit resignation directly to the President Provide copies to his/her department chair and the Vice President for Academic Affairs Complete a faculty check-out (Form AA-38-2004) which is available in the Office of the Vice President for Academic Affairs       The President will provide a written acceptance of the resignation. B. Staff Resignation To resign, a staff member should do the following: Provide two weeks' notice to his/her department head Submit resignation directly to his/her Supervisor Complete a staff check-out form which is available in the Office of Employee Services Continue to work until the resignation date, unless prior approval to use sick or annual leave is given by the appropriate direct report to the President       One week's notice is required for temporary and probationary employees.       The supervisor shall provide a copy of the resignation to the Office of Human Resources.       The period of notice may be reduced or waived upon recommendation of the department head. Sponsor: VPBA Reviewed: Winter 1996 Revised: July 2001 Revised: 2014

  The Departmental Administrative Assistant facilitates the responsibilities of the department, under the direction of the Department Chair, serves as receptionist for the Department, and acts as a faculty resource in the completion of travel forms and other university processes. See the NDUS Broadband Job Classification for a detailed description of the types of duties performed by individuals in these positions (5000 Band).   While specific duties may vary from department to department, responsibilities identified in VCSU policy or campus practice include:  Maintaining documentation of faculty absences    Maintaining Incomplete paperwork until submitted to Registrar Supervising student workers for the Department Tracking departmental budgets Taking minutes at department meetings Assist/coordinate events planned by the Department Managing payroll/accounts payable items for the Department   Administrative Assistants (for any academic unit, to include departmental or program assistants) are not hired as professional educators or personal assistants, and therefore should not be asked to complete the following: Departmental activities that require professional educator's judgment, to include teaching classes (proctoring an exam or lab, or showing a movie is acceptable; presenting lesson materials is not) Paper grading of any kind  Academic advising Preparation of course materials, either online or in hard copy, that requires expertise beyond  clerical assistance  Personal work for an individual or assistance in support of a private organization, including off-campus errands, copying, or other clerical assistance, and support of non-university funded research.   The Department Chair should be aware of the Administrative Assistant's workload and assist in task prioritization. Work requests that fall outside the purview of the Departmental Assistant should be reported to the Department Chair.   Sponsored by: Academic Policy & Affairs Council  Approved: Summer, 1989 Reviewed: Winter, 1996 Revised: December 2012, November 2021