Board of Curator Policy Listing

Policy	Department	Summary
1.11 Presentations before the Board	Board of Curators	To present before the Board of Curators, submit a written request to the Office of the President at least two weeks before the meeting. The Executive Committee will decide on approval, and the Board President will set the presentation time if approved.
1.13 Students' Right to Present Petitions	Board of Curators	Students have the right to present grievances to the Board through respectful petitions, without limitation.
1.15 Relatives of Curators Not to be Employed	Board of Curators	Relatives of Board members are not eligible for University employment.
1.18.1 Salaries-When Suspended	Board of Curators	Compensation for University officials ceases if they fail to perform duties without Board permission, unless the Board finds good cause.
1.20 Policy on Gifts and Donations	Board of Curators	All gifts to the University must be reported to the President and Board, and may only be accepted if they align with University policies and do not increase operating costs without approval.
1.22.5 Prohibition of Lending Institution's Staffing of University Financial Aid Offices	Board of Curators	Employees or agents of lending institutions must not be represented as University staff and are prohibited from staffing University financial aid offices.
Harassment and Abuse	Student Life	Residents must treat neighbors, roommates, visitors, staff, and others with courtesy and respect. Verbal abuse, such as swearing or name-calling, is prohibited, as are assault and physical violence. Sexual harassment or unwelcome behavior that limits someone's participation in activities is not allowed. Residents are required to report any harassment or abuse to residential staff or the Title IX office.
Horseplay	Student Life	Residents are prohibited from engaging in activities like water fights, snowball fights, roughhousing, and mock fights that could harm people or property or escalate to real fights. Running, screaming, or loud behavior is not allowed. Riding bicycles, skateboards, roller blades, or scooters inside the residence halls is banned, as are indoor sports like ball-playing, which are considered dangerous horseplay.
Illness	Student Life	In residence halls, where many individuals share close living quarters and amenities, it is essential to report all cases of illness or accidents to the resident director and Student Health Services. Residents seeking treatment should inform the resident director or staff assistant if possible. Those with contagious conditions may be temporarily moved to a quarantined room or asked to leave campus until they are no longer contagious.
Implied Consent	Student Life	All residents are accountable for their behavior and belongings within their assigned apartment, room, lounge, or area. Additionally, any resident present during a policy violation may be held responsible, even if they are not directly involved or in possession of inappropriate items—this is known as implied consent. Residents who witness inappropriate behavior or violations are expected to leave the area and report the incident to housing staff immediately.
Room Entry	Student Life	Lincoln University reserves the right to enter all areas of the campus and residence halls, including resident rooms, if there is a health or safety emergency. Regular maintenance, property inventory, and safety and sanitation inspections will be conducted. Efforts will be made to conduct these inspections while the assigned student is present, and students will be informed of their rights and the purpose of the inspection at that time.
Safety	Student Life	Residents must exercise due care for themselves, their property, and others, and are expected to cooperate fully with LUPD, university staff, and residential life staff regarding security and safety matters. Actions that compromise security will be addressed through student conduct procedures. Residents must carry a University Student ID or another form of government-issued photo identification while on campus and cannot share this identification to grant access to dining facilities or residence halls. Additionally, residents must not share keys, access cards, or access codes with anyone, including family and friends. Tampering with or disabling security systems, smoke alarms, or fire systems is prohibited. Residents are also not allowed to prop open entrance doors to buildings, locked areas, or their own rooms to allow unauthorized entry into restricted areas.
1.00 Authorization: Public Education and State Function	Board of Curators	The Tenth Amendment to the Constitution of the United States has been construed as making education a state function and responsibility.
1.00 Authorization: Public Education and State Function	Board of Curators	The Tenth Amendment to the Constitution of the United States has been construed as making education a state function and responsibility.
1.01 Establishment and State Support of Educational Institutions	Board of Curators	The state University is governed by a nine-member Board of Curators, appointed by the Governor with Senate approval. The General Assembly must maintain the University and other necessary educational institutions.
1.02 Authority	Board of Curators	The University is governed by a Board of Curators (Section 172.010, RSMo). Lincoln University's Board operates with similar authority and responsibilities as the state University of Missouri, with some exceptions (Section 175.040, RSMo). It may expand facilities and programs as needed to match state University standards (Section 175.050, RSMo).
1.03 Board to Prescribe Own Government	Board of Curators	The Curators may establish bylaws, rules, and delegate authority as needed (Section 172.100, RSMo).
1.04 Guiding Principle	Board of Curators	The Board of Curators sets policy for the University but does not handle day-to-day administration, which is managed by executive officers. Decisions should be made collectively, not individually, and the Board has final authority without external review.
1.05 Qualifications	Board of Curators	The Lincoln University Board has nine members, appointed by the Governor with Senate approval, with residency and political balance requirements (Section 175.020, RSMo).
1.06 Non-voting Student Representative Appointed to the Board	Board of Curators	The Governor appoints a non-voting student representative to the Lincoln University Board, serving a two-year term, with eligibility requirements including full-time enrollment and Missouri residency (Section 175.021, RSMo).
1.07 Confidentiality	Board of Curators	The Governor appoints a non-voting student representative to the Lincoln University Board for a two-year term, requiring full-time enrollment and Missouri residency (Section 175.021, RSMo).
1.08 Records Open to Public and Exceptions	Board of Curators	University records are generally open to the public, but certain records are designated as closed, including legal communications, personnel matters, student records, security information, and sensitive financial data, as permitted by law (Chapter 610, RSMo and Section 172.180, RSMo).
1.08.1 Records Access Policy	Board of Curators	Lincoln University provides access to public Board records upon request, with copies available for a fee, while originals remain with the Custodian of Records (Chapter 610, RSMo).
1.09 Attendance of Press at Board Meetings	Board of Curators	Board of Curators meetings are open to the media, with designated seating and permitted use of cameras. Direct communication requires recognition from the Board President. Press conferences may follow to provide further context.
1.10 Communications with the Board	Board of Curators	Communications to the Board of Curators must be submitted in writing to the University President, who may add comments but cannot delay or withhold them.
1.12 Effective Date of New Policies	Board of Curators	Board-approved policies take effect on the first business day after approval unless a different effective date is specified.
1.14 Authority to Confer Degrees	Board of Curators	The Curators may confer degrees on individuals deemed worthy. Commencement is held each May for students completing degree requirements in December, May, or the following summer, subject to specific guidelines.
1.16 Faculty Employment: Compensation, Retirement, Benefits	Board of Curators	The Curators may appoint, remove, and set compensation for University employees, including retirement and disability benefits, using public funds as deemed appropriate.
1.17 Personnel Action Policy	Board of Curators	The Board must approve VP compensation changes, personnel actions during financial crises, faculty promotions, tenure, sabbaticals, and leaves.
1.18 Salary Administration Policy	Board of Curators	The University President manages the salary program.
1.19 Hiring Procedures Exemption	Board of Curators	Lincoln University allows hiring exemptions for special circumstances, direct appointments, intradepartmental promotions, and departmental reorganizations.
1.20.1 Accepting Gifts	Board of Curators	The Vice President for University Advancement oversees gift processing and acknowledgment. Restricted gifts may be redirected if their original purpose becomes impractical. The University may dispose of tangible gifts as needed.
1.21 Expenditures from Gifts or Trust Funds	Board of Curators	Expenditures from gifts or trust funds must follow donor-approved guidelines and University policies, with final budget approval from the Board of Curators. If no donor instructions exist, the Board determines how funds are used. No securities or investments may be pledged or encumbered without Board approval, except General Fund securities with specific Board consent.
1.22 Student Loan Practices Code of Conduct	Board of Curators	The following policies are in regard to limitations on the University and its employees relative to lending institutions:
1.22.1 Prohibition of Certain Remuneration to University Employees	Board of Curators	University employees may not accept anything of value from lending institutions in connection with their University role, except for personal or unrelated University business. This includes a ban on payments for travel, meals, or lodging related to education loans. Lending institutions include any entity involved in making or guaranteeing student loans. Nonprofit professional association memberships are allowed.
1.22.2 Limitations on University Employees Participating on Lender Advisory Boards	Board of Curators	Prohibits Lincoln University of Missouri employees from receiving compensation or expenses for serving on lender advisory boards related to student loans.
1.22.4 Preferred Lender Lists	Board of Curators	If the University provides a Preferred Lender List, it must explain how lenders were chosen, emphasize student choice, and ensure inclusion is based only on student benefit. Lenders must honor repayment benefits, disclose loan sale agreements, and comply with Missouri’s Lending Code of Conduct. The list must be reviewed annually.
1.22.6 Proper Execution of Master Promissory Notes	Board of Curators	The University will not direct students to loan agreements that prevent them from choosing or entering the lender of their choice.
1.22.7 School as Lender	Board of Curators	If the University participates in the School as Lender program, it must treat those loans the same as loans from external lenders, with all Student Loan Practices Code of Conduct rules applying equally.
1.22.8 Prohibition of Opportunity Loans	Board of Curators	The University may not take part in loan arrangements that offer special terms in exchange for promoting a lender or meeting loan targets if it harms other borrowers.
1.23 Social Security Number Policy	Board of Curators	The University will safeguard the use of Social Security numbers, limiting their use to legal requirements like employment or financial aid. When used, a disclosure statement will be provided in compliance with federal and state privacy laws.
1.24 Lincoln University Code of Conduct, Ethics, and Civility in the Workplace	Board of Curators	The University’s Code of Conduct promotes integrity, professionalism, and respect across its community, including employees, contractors, and representatives. All members must follow laws and University policies, while supervisors are responsible for setting expectations and addressing issues. Student employees are included under this code, while other students follow the Student Code of Conduct. Violations should be reported through the procedures in Chapter X.
1.25 Tobacco Policy	Board of Curators	The University bans all tobacco and nicotine product use, including e-cigarettes and marijuana, on all campus property, buildings, and vehicles to support a healthy and safe environment.
1.25 Tobacco Policy	Board of Curators	The University bans all tobacco and nicotine product use, including e-cigarettes and marijuana, on all campus property, buildings, and vehicles to support a healthy and safe environment.
1.40 Authority of the University President	Board of Curators	Outlines the President’s appointment by the Board of Curators, reporting structure, and the roles of Vice Presidents and Cabinet members in University leadership.
1.41 Duties and Responsibilities of the President	Board of Curators	Details the President’s authority over University finances, contracts, personnel, discipline, budget oversight, and communication with the Board of Curators.
1.42 Vice President for Academic Affairs and Provost	Board of Curators	Explains the role of the Vice President for Academic Affairs and Provost, including reporting structure, primary duties, and service in the President’s absence.
1.43 Chief Operating Officer	Board of Curators	Describes the Chief Operating Officer’s appointment, reporting structure, core responsibilities, and authority to serve in the absence of the President and VPAA.
1.44 Vice President for Administration and Finance	Board of Curators	Outlines the Vice President for Administration and Finance role, reporting structure, assigned duties, and authority to act in the absence of senior leadership.
1.45 Chief Student Affairs Officer	Board of Curators	Defines the Chief Student Affairs Officer role, reporting structure, assigned responsibilities, and authority to serve in the absence of senior leadership.
1.46 Vice President for University Advancement	Board of Curators	Describes the Vice President for University Advancement, including appointment, reporting structure, and primary responsibilities as outlined in Chapter VII.
1.47 Vice President for Land Grant Engagement	Board of Curators	Outlines the Vice President for Land Grant Engagement role, including appointment, reporting structure, and primary duties as defined in Chapter VIII.
1.48 Executive Director & Chief HR Officer	Board of Curators	Covers the Executive Director & Chief HR Officer’s role in overseeing human resources, employee relations, compensation, recruitment, and policy compliance.
1.49 Internal Auditor	Board of Curators	Defines the Internal Auditor’s role in reviewing University operations, ensuring internal controls, conducting audits, and reporting to the President.
1.50 Director of Athletics and Campus Recreation	Board of Curators	Details the Director of Athletics and Campus Recreation role, overseeing athletic programs, compliance, budgeting, facilities, fundraising, and student welfare.
1.51 Counsel to the President	Board of Curators	Outlines the Counsel to the President’s role as legal advisor, overseeing contracts, policies, compliance, liability matters, and institutional legal guidance.
1.52 Executive Assistant to the President	Board of Curators	Describes the Executive Assistant to the President role, including appointment, reporting relationship, and responsibilities assigned by the President.
1.53 University Marshal	Board of Curators	Explains the University Marshal’s role in coordinating commencement, convocations, and official ceremonies, and supporting events with special guests.
1.54 Development and Oversight of University Policies	Board of Curators	Outlines the University policy proposal process, including shared governance review, presidential input, Board approval, and Rules Review Committee placement.
1.55 Communicating University Policy Changes	Board of Curators	Explains that policy changes affecting employees and students are shared with the appropriate governance body for review and comment before approval.
1.56 Honorary Degrees	Board of Curators	Details honorary degree eligibility, nomination procedures, presidential selection, Board approval, and confidentiality requirements for commencement awards.
1.57 Policy on Naming of Campus Facilities, Rooms & Programs	Board of Curators	Outlines procedures and guidelines for naming University facilities and programs, including donor criteria, Board approval, and contribution levels.
1.58 Use of the University Seal	Board of Curators	Explains the design, inscriptions, authorized uses, and reproduction guidelines of the official University Seal and the President’s role as Keeper.
10.00 Employee Handbook Policy	Board of Curators	The Human Resources Office will publish and regularly update an Employee Handbook, to set forth guidelines on the policies, procedures, and practices governing employment at Lincoln University. The University reserves the right to change, modify, or eliminate any policy or procedure in the handbook, subject to the approval of the President upon the recommendation of the Executive Director & Chief Human Resources Officer for Human Resources. The Employee Handbook shall not be viewed as a contract of employment or a legal document. All University employees that do not have a written contract for a specific term are at-will employees and may be terminated at any time, with or without cause, and without prior notice and also may leave employment at any time.
10.01 University Hiring Policy	Board of Curators	All full- and part-time regular faculty and staff positions are covered by the University’s hiring policy. When a department has a position vacancy, the department head must initiate a Position Control Requisition (PCR), and a job description. These forms must receive the necessary administrative approval culminating in the President’s authorization to hire the vacant position. A search committee, with a designated chairperson, will be responsible for facilitating the applicant screening and interviewing process.
10.01.1 Recruitment Process	Board of Curators	The position vacancy is posted and advertised based on the search committee’s request and direction of Human Resources. All job vacancies may be posted on the Lincoln University Web site for a minimum period of five (5) business days. The search committee may externally advertise in other publications as requested, at the expense of the department with the open position. The University also actively seeks to promote from within the institution when an employee has the necessary qualifications.
10.01.2 Applicant Screening Process	Board of Curators	The search committee will be responsible for retrieval of the applicant information and for conducting the applicant screening process. The committee's objective is to ensure that Lincoln University hires the best qualified and most suitable candidate for each job without regard to race, sex, sexual orientation, gender identity, national origin, religion, age, disability, military service or any other characteristic precluded by applicable federal, state and local laws. It is also the committee's responsibility to develop formal and consistent criteria for evaluating each applicant's credentials in relation to the specific qualifications and job responsibilities included in the vacancy announcement/job description.
10.01.3 Interview Process	Board of Curators	The search committee members must be familiar with what constitutes illegal and perceived discriminatory questions. Interview questions should focus on the applicant’s ability and knowledge to perform the essential functions of the job; questions must be consistent with all applicants. Phone screenings are optional and should, when possible, be followed by in-person interviews. The search committee will use a weighted rating system and a written evaluation format to be utilized with each candidate, as a fair method of determining the preferred candidate for recommendation. The hiring authority will conduct a job reference check on all candidates interviewed and considered for recommendation.
10.01.4 Recommending Hire	Board of Curators	When a candidate has been selected, the hiring authority will prepare a written recommendation along with an Applicant Log and an Interview Log, to be sent through the various levels as applicable (i.e., supervisor, vice president) and to the President, who is the ultimate hiring authority. Upon Presidential approval, the hiring authority is authorized to make a verbal employment offer to the selected candidate. If the candidate accepts the offer, an official written notification is sent to the candidate through Human Resources. As the final responsibility in the hiring process, the hiring authority will send a letter to all other candidates informing them that the position has been filled. The hiring authority will send copies of these letters, along with the completed selection and hiring packet, including the PTR, resume application, and job description in an electronic format to Human Resources. Employment is not finalized until it is approved by the President. Other guidelines for advertising and filling vacant positions are available in Human Resources.
10.01.5 Faculty Positions	Board of Curators	The department head is responsible for submitting the paperwork necessary to advertise a vacant faculty position, and for forming a search committee according to the guidelines in the University Hiring Policy (Section 10.01). The committee will also follow all guidelines in this policy. In addition to the process outlined in the hiring policy, applicants for faculty positions will be directed to submit a CV, official transcripts, and three letters of recommendation. After the interview process is complete, the committee will submit its recommendation of three to five ranked candidates to the department head. At their discretion, the department head, the Dean and VPAA may elect to interview the final candidates chosen by the search committee. The department head will forward a recommendation through academic channels to the President, who is the final hiring authority. Upon Presidential approval, the department head is authorized to make a verbal employment offer to the selected candidate. The salary offered to the candidate is dependent on rank and in accordance with the Faculty Compensation Plan. An academic appointment notification letter will be sent to the candidate by Human Resources.
10.01.6 Staff Positions	Board of Curators	Applicants for professional staff positions must submit an application, résumé, and cover letter.
10.01.7 Adjunct Faculty Positions	Board of Curators	Adjunct faculty are defined as temporary faculty who are hired on less than a full-time basis to provide instructional services on a course-by-course basis or perform other faculty related duties. All adjunct faculty must meet the minimum academic requirements of the discipline for which they provide instruction and be approved by the department head supervising said discipline. Compensation for adjunct faculty is a flat rate per credit hour in accordance with the University pay scale based on degree.
10.01.8 Appointment of Lecturer	Board of Curators	The position of lecturer is defined as a non-tenure track, temporary full-time faculty who is hired on a yearly basis (3-year max), renewable appointment to teach in their discipline. The qualifications for this appointment are completion of all doctoral coursework with the exception of the dissertation, its defense, and conferral of doctorate degree. As full-time faculty, the lecturer is governed by the University Rules and Regulations applying to faculty (e.g., office hours and limited committee work). Lecturer pay is commensurate with the Assistant Professor rank on the University’s compensation scale and general benefits.
10.02 Hiring Procedures Exemption Policy	Board of Curators	Lincoln University, in compliance with the Equal Employment Opportunity Commission’s “Uniform Guidelines for Employee Selection Procedures,” has established the following hiring procedures exemption policy statement: 1. Any situation which, in the opinion of the department head or appointing officer, makes advertising impractical due to special circumstances may be considered for a hiring procedures exemption by the President of the University if so, requested by the department head. 2. The presidential direct appointment procedure should be utilized under the special circumstances that make the regular selection and hiring process impractical. 3. An intradepartmental promotion may be made without advertising a vacancy if the person promoted possesses the skills and qualifications required in the new assignment. All departmental personnel who are qualified will be considered. 4. Changes in titles and/or duties due to departmental reorganization do not require the advertising of position vacancies. (This policy is also found in Chapter I, Section 1.19.)
10.03 Background Checks	Board of Curators	To determine suitability for employment, Lincoln University retains the right to perform a background check on any finalist being considered for employment. If a conviction is discovered, Human Resources will evaluate the relationship between the conviction and the responsibilities of the vacant position. Should an applicant not be hired due to a criminal conviction or other background screening, Human Resources will send the applicant pre-adverse action and adverse action correspondence in compliance with the Fair Credit Reporting Act. A relevant job-related conviction is grounds for non-selection of an applicant. Falsification of application materials, including failure to disclose criminal convictions, also is grounds for non-selection of an applicant. Conviction is defined as including all felonies and misdemeanors except minor traffic violations in relation to any position which does not require driving. For positions that require operation of a motor vehicle, the term “conviction” will include minor traffic violations.
10.04 Appointment and Assignment of Personnel	Board of Curators	Employment is not finalized until it is approved by the President of the University. The President may appoint and remove at her/his discretion employees of the University or make the final decision on any personnel matter and/or recommendation regarding any employee of the University. The President has the authority to assign, transfer, or reassign, in a lateral move, any employee. Such a move does not require a hiring procedures exemption. Staff employment does not carry a fixed term of employment. Faculty appointments are considered contractual with defined terms and conditions of employment. (See Chapter III, Sections 3.20.1 and 3.20.2.)
10.05 Job Description Policy	Board of Curators	Job descriptions serve to define the duties and responsibilities of all positions with the University. Each employee will be given a copy of the current job description for her/his position. A copy of each job description will also be maintained in Human Resources. Due to the dynamics of organizational change, job descriptions should be updated on a regularly scheduled basis or when significant job function changes take place. Each organizational unit is responsible for providing updated job descriptions to Human Resources. The following components must be included in a written job description: • position title • department or office where position is located • job classification and salary grade • status under the Fair Labor Standards Act (exempt or non-exempt) • essential functions • experience requirements • education and training requirements • required knowledge and skills • other pertinent position information • employee and supervisor acknowledgement signatures
10.06 Student Employment Policy	Board of Curators	Currently enrolled students are eligible for employment through departmental and workstudy (federal and institutional need-based aid) student employment. The hiring department should have authorized budgeted funds for departmental student employment and complete the proper student employment request form. Employment through federal and institutional aid/work study is also available for qualifying students based on need. Departmental student employment is limited to twenty-five (25) hours per week and need based work-study employment (institutional and/or federal) is limited to twenty (20) hours per week during the semester/summer session. Departmental students may be employed full time (forty (40) hours per week) between semesters/sessions as long as the student plans to enroll for the upcoming semester/session. While twenty (20) to twenty-five (25) hours are available to students, departments should strongly suggest a workload that does not hinder a student’s academic success. Student work opportunities are contingent on academic standing; those ineligible to enroll in classes due to an unsatisfactory academic standing, are also ineligible for student employment. Student employees must complete an I-9 Work Authorization Form and state/federal tax withholding forms at the commencement of their employment at the University. In accordance with federal USCIS guidelines, students attending the University on a F-1 Visa (international students) are limited to working a maximum of twenty (20) hours per week during the school sessions no matter what type of student employment program. F1 Visa students can work full-time on campus when school is not in session if they intend to register for the next academic semester. The department supervisor is responsible for monitoring the performance and conduct of the student worker and for submission of time sheets for payroll processing. The employee's immediate supervisor may terminate the student for poor performance, misconduct, a lack of funding, or any other lawful grounds after consulting Human Resources.
10.07 Job Classification	Board of Curators	Lincoln University utilizes the framework of the EEO-1 Job Classification Guide as recognized by the U.S. Equal Employment Opportunity Commission. The University has adapted the job classifications to fit its unique higher education workforce. The following job classifications are in effect: • Administrative officers • Administrative staff • Academic administrative staff • Academic faculty • Research/Extension faculty • Professional staff • Skilled crafts • Administrative support • Service and maintenance • Technical
10.08 Casual Temporary Employment	Board of Curators	Intermittent Temporary Appointment - This type of appointment may be made to positions needed only for occasional periods of time. These positions are not established as budgeted ongoing positions and do not meet criteria for benefit eligibility. Graduate Assistant Casual Appointments - Lincoln University graduate students enrolled in a course of study that would provide half time for compensated work and half time applied towards academic pursuit. The position would last up to 2-2.5 years months and be .5 FTE and paid in a monthly stipend. These positions are not eligible for any benefits. Supplemental Casual Appointments - Employees receive additional appointments to their primary positions for specified reasons and defined periods of time.
10.09 Staff Organizational Restructuring	Board of Curators	The University's restructuring policy and procedure for staff employees will apply in instances where the University needs to reorganize areas for different reasons which may include, but are not limited to the sustainability or efficiency of a department, or where roles and job classifications need to be changed and aligned with the University’s vision, strategic goals, and values. On occasion, a job may be reclassified due to a significant change in the responsibilities assigned to the position unrelated to the employee’s performance. This can result in a job being reclassified to either a lower pay range or a higher pay range. All salary offers or changes must be authorized and signed by the Department Head and all approvers of the PTR. Any change in salary or pay range should not be communicated to an employee until the approval process is complete. It is critical that all supervisors involve the Human Resources Office when they are planning any changes to their organizational structure that may result in adding new positions, eliminating, reducing, or restructuring existing positions, combining organizational units, significantly changing work assignments, and/or modifying reporting relationships for current employees. The Human Resources Office will review the factors affecting the need for reorganization, including any reorganization plan, organizational charts, and proposed job descriptions for new positions. The Human Resources Office will collaborate with supervisors to develop job descriptions, titles, salary recommendations, posting requirements, and communication strategies. In addition, the Human Resources Office, in consultation with the Department Head, will determine if new or reclassified positions resulting from a re-organization are posted.
10.10 Staff Internal Transfers	Board of Curators	Lincoln University supports growth and the opportunity for its employees to expand their knowledge and skills to grow within the University. Staff employees may apply for open positions that may enhance career growth opportunities. The University is committed to the development of its employees and makes every effort to fill vacant positions with qualified individuals. Employees are encouraged to explore vacant positions and career opportunities both within and outside of their current departments. Promotions are based upon knowledge, training, skills, and demonstrated ability. Employees may apply for a transfer/promotion opportunity provided they meet the following eligibility requirements: • Minimum of six (6) months continuous service in present position with the approval of the transferring employee's supervisor, unless approval is otherwise secured from the University President, the transferring employee's Department Head/President's Leadership Team level member (as applicable) and Human Resources. • Job performance at a satisfactory level and no current written or formal disciplinary action (or within the last six (6) months). • Meet the minimum experience, skill, and education qualifications for the open position. When an employee is promoted to a position on a higher pay range as a result of the employee’s responsibilities changing, the employee will receive a salary increase of the new pay range. If an employee moves to a position on a lower pay range, either voluntarily or due to a performance issue, he/she will receive a pay decrease to adjust his or her salary to the new pay range as allowed under Missouri law. If an employee accepts another position within the University that is on the same pay range as his/her current position, no salary adjustment is made. Before submitting the internal transfer request form, staff employees must discuss with their supervisor and their Department Head/President's Leadership Team level member (as applicable) their intention of applying for an internal position. Supervisors shall not retaliate against an employee who requests consideration for a transfer. The releasing supervisor and hiring supervisor must negotiate the transfer date. A reasonable period of time is typically two (2) weeks, but no later than four (4) weeks, after an employee's acceptance. Factors such as the urgency to fill the position, status of the employee's present workload, and difficulty in filling the employee's current position are to be considered in determining a transfer date. An internal transfer request form should be attached to the staff employee's application and a copy of the request should be separately sent for approval to the Human Resources Department at hrs@lincolnu.edu. No internal candidate should be considered for a position without receiving an internal transfer request form.
10.20 Employee Compensation	Board of Curators	Lincoln University's workforce is its most vital resource, and it is the intention of the University that the compensation plan demonstrates the high value the University holds for employees. All annual salary increases must be approved by the Board of Curators. The Employee Compensation and Benefits Committee is responsible for developing recommendations for and periodically reviewing the University faculty and staff salary compensation policies which address parity and equity in matters related to employee compensation. Other functions of the committee shall be outlined in the annual Committee Listing.
10.20.1 Faculty Compensation	Board of Curators	The University will use the College and University Personnel Association (CUPA) and the Coordinating Board for Higher Education (CBHE) as its primary resources for benchmarking faculty salaries. In certain situations the University may use relevant market data provided by CUPA and CBHE where data are available. Specific compensation is to be determined by salary protocols. The committee will provide current annual salary ranges each year following a review of the current data. The committee will utilize the mean of the Missouri state comparator group salaries as the mid-point in the range to develop a range for each the University faculty rank with minimum and maximum points. The ranges established will represent 85% to 125% of the mean. Each faculty salary range will have a baseline (85% of mean), midpoint (100% of mean), and maximum (125% of mean). A salary for a newly appointed faculty member is designated as out of range if the salary is not within the designated annual range associated with the given rank at which the faculty member is appointed. At the time of appointment, initial compensation for a new or existing position will have a salary range of between 85% and 100% of the mean. Salaries designated as out of range must be justified in writing by means of a Variance Form available from Human Resources. Recommendations for salaries that exceed the 125% maximum are designated as out of range and must be approved by the President. Based on national CUPA discipline data, the top two relevant disciplines to the University shall be identified and an additional 5% of the base salary for the rank will be applied at the time of initial employment. This shall be based on CUPA defined disciplines (CIP code) as determined upon academic appointment. Faculty Salary Adjustments Base annual salaries shall be adjusted each year upon recommendation of the Employee Compensation and Benefits Committee and approval of the president and Board of Curators as funds allow. The committee will make an annual recommendation for salary adjustments (based upon the methodology above) and will submit that recommendation to the President. Upon promotion in rank, faculty members will receive the current annual rank adjustment as recommended by the committee. Any variance in this protocol must be approved by the President. Salary Guidelines for Grants Faculty and staff with extramural grants working under unusual circumstances where consultation/collaboration is across departmental or university lines or involves a separate or remote operation, and the work performed is in addition to or exceeds regular departmental load, may be compensated for this service, at a rate consistent with standard practice in grant funded activity, and as specifically provided for in the agreement or approved in writing by the sponsoring agency. In addition, faculty and staff may, with approval by the administration as allowed under Chapter IV, Section 4.17, have their compensation increased up to a maximum of 125% of their base salary if they are successful at obtaining extramural grant awards. Compensation support in excess of the faculty/staff members’ normal base salary must be fully supported (wages and benefits) by the funding agency, and provided for in the grant proposal or by written permission of the granting agency. The adjustment in the compensation will remain in effect only through the duration of the extramural grant support for the adjustment. In the event funds are no longer available or at the end of the grant period, the compensation will revert to the previous compensation level of the employee with any other salary adjustments that may have been made by the University. See Chapter V, Section 5.15, for further guidelines and stipulations regarding grants and contracts.
10.20.2 Adjunct Faculty Compensation	Board of Curators	Adjunct faculty salary will be a flat rate of pay.
10.20.3 Compensation for Retired Faculty	Board of Curators	All University retired faculty, including professors emeriti will be paid at the adjunct faculty compensation rate. (See Section 10.20.2)
10.20.4 Staff Compensation	Board of Curators	The staff compensation system will utilize a broadband methodology in how positions are classified and organized for pay structure. Broadband is an approach to job classification and compensation that takes into consideration: content and scope of a job; job knowledge; skills and abilities. Placement of a position within a broadband is based on an analysis of these factors. A broadband pay range specifies the minimum pay rate, midpoint and the maximum pay rate for a grouping of jobs that are similar in level of complexity. A position is benchmarked within an identified band for fair market value by finding comparable positions with a primary job function similar to those at the University and seeing what the range of pay is for these positions with a comparator group. Job slotting is also utilized which internally compares to similar positions at the University for compensation value. The broadband is a flexible compensation system that offers the advantages of a simplified classification and compensation structure, increased employee pay mobility and flexibility for employee recruitment and retention purposes, enables management to compensate employees for significant changes in job duties and/or increased competencies.
10.21 Overtime Provisions and the Fair Labor Standards Act	Board of Curators	Exempt and Non-Exempt Positions All positions are presumed to be non-exempt as defined in the Fair Labor Standards Act ("FLSA") unless Lincoln University determines that the position meets one or a combination of the exemption criteria including executive, administrative, professional, computer, and highly compensated employees. Positions that are customarily defined as non-exempt are as follows: administrative support, technical, and service. The job classification of professional can have positions that are either non-exempt or exempt depending on if the exemptions test criteria is met. Work Hour Application All time spent by an employee performing an activity for the benefit of Lincoln University and under the control or direction of the University is classified as “hours of work.” Such time includes 1) time during which an employee is required to be on duty; 2) time during which an employee is permitted to work; and 3) waiting time or idle time which is under the control of an employer, and which is for the benefit of an employer. “Workday” means the period between the commencement of the principal activities that an employee is engaged to perform on a given day, and the completion of the principal activities for that day. All time spent by an employee in the performance of such activities is classified as hours of work. Any rest period authorized by Lincoln University that does not exceed twenty minutes and that is within the regular workday shall be considered hours of work. Bona fide meal periods (30 minutes or more) are not considered hours of work. An employee who travels from home before the regular workday begins and returns home at the end of the workday is engaged in normal “home to work” travel; such travel is not classified under hours of work. Time spent traveling shall be considered hours of work if 1) an employee is required to travel during regular working hours; 2) an employee is required to drive a vehicle or perform other work while traveling; 3) an employee is required to travel as a passenger on a one-day assignment away from the official duty station; or 4) an employee is required to travel as a passenger on an overnight assignment away from the official duty station during hours on non-workdays that correspond to the employee's regular working hours. Time spent in training during regular working hours shall be considered hours of work. Time spent in training outside regular working hours shall be considered hours of work if the employees are directed to participate in the training by the University and/or the purpose of the training is to improve the employees' performance of the duties and responsibilities of their current position. Employees on standby or on call is on duty, and time spent on standby is classified as hours of work if, for work-related reasons, the employees are restricted by official order to a designated post of duty and are assigned to be in a state of readiness to perform work, with limitations on the employees' activities so substantial that the employees cannot use the time effectively for their own purposes. Employees will be considered off duty and time spent in an on-call status shall not be considered hours of work if the employees are allowed to leave a telephone number or to carry an electronic device for the purpose of being contacted, even though the employees are required to remain within a reasonable call-back radius; or the employees are allowed to make arrangements such that any work which may arise during the on-call period will be performed by other persons. Notification of Work Schedule The department head is required to establish work schedules for their employees. In determining what activities constitute hours of work under the FLSA, regular working hours means the days and hours of an employee's regularly scheduled workweek. The regularly scheduled work week is subject to change based on department needs but should be clearly announced as far in advance of the change as possible. Essential Services Essential services personnel include those employees who are appointed to departments which operate beyond normal workday hours or have functions which require extended hours services. These employees are expected to be available on weekends, during holidays, during special events and in emergencies. Essential services include University Police, University Farms, KJLU-FM, Page Library, residence halls and other designated departments. Time Worked/Attendance All departments with non-exempt hourly paid employees will need to review and approve monthly timesheets for their non-exempt employees in ADP by the end of the first day of the following month after the closing of the pay period. All non-exempt salaried employees must maintain their own daily timecards in ADP. Timesheets are to include regular work week hours. Any timekeeping plan is acceptable as long as it is complete and accurate and reflects arrival time, lunch breaks and departure time. Individual timesheets for non-exempt employees must be approved by the employee by the end of the last day of the pay period through ADP. The submitted timecard will then go to the non-exempt employee’s direct supervisor to be approved no later than by the end of the first day of the month immediately following. History of individual employee work performed and timecards will be recorded in ADP. Overtime Provisions Staff employees generally perform work on a standard forty-hour workweek, Sunday through Saturday. Some positions will require additional hours beyond the forty-hour workweek. There is not a limit on the number of hours in a day, or days in a week, an employee may be required or scheduled to work, including overtime hours. Employees determined to be non-exempt from overtime provisions of the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of forty in a workweek at a rate not less than time and one-half their regular rates of pay. Overtime hours worked should be stated separately from the regular forty-hour workweek and calculated at time and one-half the employee's regular rate. The overtime requirement may not be waived by agreement between the department and the employee. An employee may not volunteer work time for his/her job or another employee’s job duties. All overtime must be approved by the department supervisor in advance of the time it is earned. The supervisor is responsible to ensure the overtime work is completed prior to approval of overtime pay. When the supervisor determines that circumstances warrant the request for overtime work, which could be either for an emergency situation of a temporary nature or a non-emergency when overtime is deemed the best way to handle the situation, the employee will be asked to work overtime. Employees of similar job functions should have equal opportunity or equal burden for overtime assignments, either by way of mandatory or volunteer assignment to perform overtime work. If the overtime work is mandatory, an employee system of designating required work will be devised by the department head so that all employees in that job category will have shared burden of work over a reasonable time. If an employee refuses to work mandatory overtime without sufficient justification of cause not to work, disciplinary action can be taken. An employee shall be compensated for all overtime work. A quarter of an hour shall be the largest fraction of an hour used for crediting irregular or occasional overtime work. When irregular or occasional overtime work is performed in other than the full fraction, odd minutes shall be rounded up or rounded down to the nearest full fraction of a quarter hour used to credit overtime work.
10.22 Payroll Administration	Board of Curators	The Payroll Office is responsible for the transaction of employee pay. This includes paycheck disbursal, processing payroll deductions, and benefit remittance. At the end of each calendar year, in accordance with Internal Revenue Service guidelines, Tax Form W-2 income reporting will be sent to each employee’s residential address.
10.23 Administrative Stipends	Board of Curators	The University acknowledges employees may incur additional responsibilities because of vacancies within a department. A stipend will not be granted for the additional duties in this instance unless a position is vacant for six (6) months. The additional duties incurred by an employee because of vacancies in a department fall under the "other duties as assigned" category of the employee's job description. When an employee is assigned additional duties not otherwise excluded above, an employee may be eligible to receive an administrative stipend as allowed herein. Increases in responsibility arise when an employee is temporarily assigned duties of a position that is in a higher grade or classification, or when new projects or duties are assigned representing a higher level of complexity or responsibility. A stipend may be offered to perform these duties on a temporary basis that are substantially outside the reasonable scope of the employee’s position such as: (1) significant additional duties or short-term projects not currently a part of the employee’s regular position; and (2) duties of a position in a higher grade or classification which would result in an upward reclassification if permanently assigned. As members of the University’s community, unclassified employees (academic, research and professional faculty) are expected to participate in a variety of the University’s activities and services without additional compensation. In addition, the salary of full-time faculty members generally is full compensation for job duties and activities performed for the University. There are occasions, however, when a faculty member is asked to perform administrative duties on a temporary basis that are substantially outside the scope or reasonable potential scope of the faculty member’s position. In such instances, the faculty member may be eligible to receive an administrative stipend. Any additional compensation paid to faculty for teaching duties is governed by Chapter III, Section 3.31.1. Additional duties receiving a stipend must be completed outside of the work schedule of a full-time assignment. If the need to perform the additional duties is during the employee's regular work hours, the employee must use annual leave for the time the duties are performed. Approvals and Authorization All administrative stipend arrangements must have prior approval before work or services can be performed by the employee and the request for a stipend must not be otherwise precluded herein. Justification for the following should be included in the stipend request: (1) an explanation of the duties to be performed beyond the employee’s current work assignment; (2) the duration of the work assignment, start and end dates and estimated hours, hourly rate if applicable; (3) the selection process used to determine the work assignment, or the unique qualifications possessed by the employee that make him/her uniquely qualified to perform the work or services; and (4) stipends related to grants must demonstrate alignment with the requirements of the grant, University policies, and federal and state regulatory requirements. The letter of justification requesting the administrative stipend must be approved and signed by a division/department level President's Leadership Team member. The request for authorization signatory may be delegated below these management levels; however, the President's Leadership Tam administrators remain responsible for complete requests that meet University policy standards. The maximum duration for an administrative stipend is one (1) year. Extensions beyond one (1) year require approval by Human Resources and the President of the University. Eligibility Exempt and non-exempt employees are eligible for administrative stipends. These additional duties should be compensated at an hourly rate for the additional hours worked. The department providing an hourly administrative stipend is responsible for any overtime pay that occurs. Hours worked by non-exempt employees in excess of 40 hours per week must be compensated at time and a half. Time worked on supplemental assignments must be reported on the employee’s timesheet for non-exempt employees. Ineligible employees include: Casual or temporary employees; and student workers. Other Conditions • Administrative stipends may not be used for merit or performance-based compensation. • Stipends are not to be used as a salary increase. • Stipends are not to be used to distribute leftover monies at the end of a budget year. • Stipends should not be used for teaching and advising a student, mentoring other faculty, fundraising or recruiting. • Where duties are assigned on an ongoing basis as part of the employee’s regular duties, the position needs to be reviewed for adequate compensation vs. stipend pay. • Workload changes with no primary job function changes does not justify payment of a stipend. • Assignment of temporary responsibilities at the same or lower level does not warrant an administrative stipend. • Permanent increases in responsibility should be appropriately addressed through the reclassification or promotion processes, not via an administrative stipend. • The amount of the administrative stipend shall not exceed the amount of salary increase that could be received by an employee if she/he were to receive a permanent promotion to the higher grade/classification. Stipend Amount and Payment The payment of an administrative stipend cannot extend past the end date of the academic or fiscal year in which the stipend was approved, based on the employee’s employment type. For example, a stipend paid to a 12-month employee cannot go beyond June 30 of the fiscal year in which it was granted; however, it may end earlier during the fiscal year if the temporary duties are completed or removed from the employee. Should it be necessary to continue the temporary work assignment beyond the end of the academic or fiscal year, a new justification and request needs to be submitted for review and approval. Supplemental Pay for Teaching Overload Teaching is normally performed by faculty as part of their regular duties. However, supplemental pay for teaching overload may be offered in limited and restricted situations of special need, with each case approved on an individual basis.
10.24 Moving Allowances	Board of Curators	Lincoln University may offer moving allowances for new employees when in the sole discretion of the President, the best interests of the University are served. Moving allowances are offered under the following terms: • Moving allowances may be granted up to $2,000. • Moving allowances are not an entitlement and will not be authorized in all circumstances. • Prior to making an offer of a moving allowance to a new employee, the allowance must bevauthorized in writing by the President. • As a condition of receiving a moving allowance, employees must sign an agreement requiring repayment of the allowance contingent upon continuing employment with the University for a continuous one year period. Failure to maintain employment with Lincoln University for at least one continuous year will result in forfeiture of the moving allowance and a requirement to repay the entire moving allowance. • In order to be eligible to receive a moving allowance, the employee must agree to move his/her permanent residence, no later than sixty (60) days after receiving the moving allowance, to a location within sixty (60) miles of 820 Chestnut Street, Jefferson City, Missouri. If the employee primarily works at an alternate site, such as one of the University's extension offices, relocation will be required within sixty (60) miles of the extension office. • Any approved moving allowances will be paid after the employee’s effective date of hire with Lincoln University and are taxable compensation, subject to withholdings and other deductions.
10.30 Annual Review of Benefits	Board of Curators	A periodic review of employee benefits will be conducted by the Human Resources Office with input from the Employee Compensation and Benefits Committee.
10.31 Employee Holiday Schedule	Board of Curators	A set schedule of sixteen (16) holidays will be observed during each fiscal year. The nonacademic holiday schedule is approved by the Board of Curators before the beginning of the fiscal year. These recognized holidays are listed: Independence Day, Labor Day, Veterans Day, Thanksgiving and the day after, Christmas Eve Day and Christmas Day, New Year’s Eve Day and New Year’s Day, Martin Luther King’s Birthday, Lincoln’s Birthday observed, Spring Recess Week (two days off), a free day designated on Good Friday, Memorial Day and Juneteenth. All regular full-time and part-time employees who are employed at the time of a recognized holiday will receive time-off pay for the holiday. Temporary employees will not be paid time off for a holiday. Employees will receive their regular salaries or wages for any day on which there is a holiday and on which no work is required. Holidays which occur during an approved paid leave of absence will be paid. Holidays which occur during an approved unpaid leave of absence will not be paid. Holidays observed by Lincoln University which occur on Sunday shall be observed on the following Monday; holidays which occur on a Saturday will be observed on the Friday immediately preceding the designated holiday. On holidays all employees, except those engaged in essential services (Physical Plant operations, LUPD, University Farms, KJLU-FM, Page Library, and residential operations when the residence halls are open), are excused from duty. The essential services departments determine appropriate staff holiday schedules. All full-time essential service employees who are normally scheduled to work on a holiday will be paid double time for performing their duties on that day. Any essential services employees who do not work the holiday will be paid their regular rate for the holiday. An essential services employees whose normal day off occurs on the holiday are entitled to that holiday and are entitled to received additional compensation equivalent to one day of pay at their regular rate.
10.31.1 Religious Holiday Accommodation	Board of Curators	In accordance with federal law, Lincoln University will make reasonable accommodation for employees’ observations of religious holidays as long as such accommodation does not cause undue hardship to the department. Employees must submit personal or vacation leave requests or, when possible, arrange alternative scheduling within the department in advance in order for the accommodation request to be considered. If an employee’s supervisor determines that the absence would cause undue hardship to the department, the supervisor must provide written justification.
10.32 Academic Holidays	Board of Curators	Notwithstanding the holiday schedule under Section 10.31, holidays for faculty on academic year contracts will be published in the academic calendar.
10.33 Annual Leave Policy	Board of Curators	Employees in full-time (.75 full time equivalency or higher), twelve (12)-month positions are entitled to accumulate annual leave as follows: Employees with less than ten (10) years of total University service earn ten (10) hours of annual leave each pay period with a maximum annual leave balance of 240 hours (i.e., a cap of thirty (30) days or two (2) times the annual total of fifteen (15) days). Employees who have completed ten (10) years of total University service earn twelve (12) hours of annual leave each pay period with a maximum annual leave balance of 288 hours (i.e., a cap of thirty-six (36) days or two (2) times the annual total of eighteen (18) days). Employees who have completed fifteen (15) years of total University service earn fourteen (14) hours of annual leave each pay period with a maximum annual leave balance of 336 hours (i.e., a cap of forty-two (42) days or two (2) times the annual total of twenty-one (21) days). The rate of accrual of annual leave is based upon total uninterrupted years of service at the University, not upon years in a particular position. Employees may accumulate more annual leave than their allowed maximum until June 30 of any year. After June 30, any excess annual leave over an employee’s maximum balance is reduced to the maximum, at which time the employee can begin accumulating above the maximum. An employee entitled to annual leave who has resigned or otherwise separated from University service at any time is entitled to only receive reimbursement for the amount of accrued annual leave which does not exceed the employee's maximum annual leave balance allowable accumulation. Any excess annual leave accrued after June 30 above the maximum annual leave balance shall not be paid to a separating employee. In addition, employees who fail to provide the required notice of their resignation will be deemed ineligible for rehire and will only receive one-half (1/2) of any accrued annual leave available to them at the time of their separation. Faculty on academic appointments are not eligible for annual leave accrual.
10.33.1 Requesting/Reporting Annual Leave	Board of Curators	Employee requests for, or reports of, annual leave will be submitted to the employee's direct supervisor through ADP when the employee plans to be absent from the regularly scheduled hours of work or has been absent due to illness or an emergency. Such requests or reports will be made and recorded in increments of no less than fifteen (15) minutes.
10.34 Personal Leave	Board of Curators	Employees are granted personal leave with pay each fiscal year, without carryover beyond the fiscal year. All faculty and staff are granted forty (40) hours of personal leave with pay each fiscal year. Personal leave for new hires will be prorated from the time of hire through the end of the fiscal year. All requests for personal leave must be approved by the department supervisor, based upon the needs of the department.
10.34.1 Requesting/Reporting Personal Leave	Board of Curators	Employee requests for, or reports of, personal leave are submitted to the employee's immediate supervisor through ADP when the employee plans to be absent from the regularly scheduled hours of work or has been absent due to illness or an emergency. Such requests or reports will be made and recorded in increments of no less than fifteen (15) minutes.
10.35 Sick Leave	Board of Curators	Sick leave is a provided benefit to protect employees from loss of pay due to illness or injury which makes the employees unable to fulfill the responsibilities of their positions. Both faculty and staff are eligible to accrue and take sick leave. (See Chapter III, Section 3.35.2, for policies regarding reporting and covering faculty absences.) Sick leave is accrued at the rate of eight (8) hours per month of continuous full-time service and is accrued from the beginning of employment. Sick leave accrues during any paid leave including annual leave, sick leave, special leaves with pay and as otherwise required by law. All employees must report use of sick leave from work to their immediate supervisor as soon as possible. If a sick leave request is made for more than three (3) consecutive workdays, a written doctor’s statement must be provided by the employee to his/her immediate supervisor. When the employee returns to work, the employee must submit a time off request through ADP for their immediate supervisor to approve. Upon termination of employment, employees shall not receive payment for accrued sick leave. Any unused accumulated sick leave balances will be reported to MOSERS for creditable service upon retirement. Lincoln University participates in the State of Missouri’s sick leave reciprocal program, which allows the transfer of unused accumulated sick leave for up to a five-year period after employment termination. An employee who suffers an injury and is eligible for time off work under Worker's Compensation may elect to receive Worker's Compensation and utilize sick leave pay from the University. The sick leave will be prorated and taken in conjunction with Worker's Compensation. Sick leave accrual will be reduced accordingly. (See Section 10.45.8: Workers’ Compensation.)
10.35.1 Requesting/Reporting Sick Leave	Board of Curators	Employee requests for, or reports of, sick leave are submitted to the employee's immediate supervisor through ADP when the employee plans to be absent from the regularly scheduled hours of work or has been absent due to illness or an emergency. Such requests or reports will be made and recorded in increments of no less than fifteen (15) minutes.
10.36 Family and Medical Leave	Board of Curators	Lincoln University, in compliance with the Family and Medical Leave Act (FMLA), provides employees the protections of this law pertaining to entitlement of leave, maintenance of health benefits during leave, and job restoration after leave; sets requirements for notice and certification of the need for FMLA leave; and protects employees who request to take FMLA leave. Subsequently, Lincoln University allows eligible employees to take job-protected, unpaid leave, or to substitute appropriate paid leave if the employee has earned or accrued it within a twelve (12)-month period, for up to a total of twelve (12) workweeks for certain family and medical reasons and up to a total of twenty-six (26) workweeks to care for a covered service member recovering from a serious illness or injury, for any of the following: • the birth of a child and to care for the newborn child; • the placement of a child with the employee for adoption or foster care or to care for a newly placed child; • to care for the employee's spouse, child or parent (but not in-law) with a serious health condition; • the employee's own serious health condition; • qualified exigencies arising out of a spouse's, child's or parent's active military duty or notification of an impending call or order to active duty; and/or • to care for a covered service member who is the employee's spouse, parent, child or nearest blood relative, recovering from an injury or illness that the service member incurred in the line of active duty in the armed forces which made such service member medically unfit to perform the duties of his/her office, grade, rank or rating. The definition of spouse shall be interpreted in compliance with federal law to include lawfully married couples, whether opposite sex, same sex or married under common law. In certain cases, this leave may be taken on an intermittent basis rather than all at once, or the employee may work a part-time schedule. An employee on this leave is also entitled to have health benefits maintained while on leave as if the employee had continued to work instead of taking the leave. If an employee was paying all or part of the premium payments prior to leave, the employee will continue to pay her or his share during the leave period. The employer may recover their share only if the employee does not return to work for a reason other than the serious health condition of the employee or the employee's immediate family member, or another reason beyond the employee's control. An employee generally has a right to return to the same position or an equivalent position with equivalent pay, benefits and working conditions at the conclusion of the leave. The taking of this leave cannot result in the loss of any benefit that accrued prior to the start of the leave. The university has a right to thirty days advance notice from the employee when practicable. In addition, the university may require an employee to submit certification from a health care provider to substantiate that the leave is due to the serious health condition of the employee or the employee's immediate family member. Failure to comply with these requirements may result in a delay in the start of this leave. The university may also require that an employee present a certification of fitness to return to work when the absence was caused by the employee's serious health condition. The university may delay restoring the employee to employment without such certificate relating to the health condition which caused the employee's absence.
10.37 Medical Leaves Not Under FMLA	Board of Curators	Medical leaves, including maternity leave, not taken under the FMLA may be taken at the request of the employee and upon approval of the employee's immediate supervisor and the University's President. Requests for leave are to include the period of absence and a doctor’s certification stating the need for medical leave, duration of leave required, and expected date of return to work. Medical leave may be paid leave utilizing any accrued sick, vacation leave and personal leave. Medical leave without pay may be requested and approved by the employee’s immediate supervisor and the President. This type of leave would require the employee to cover the cost of employee benefits during the time away from work unless the employee is on paid leave.
10.38 Faculty Sabbatical Leave	Board of Curators	A faculty member who has been employed full time (teaching .75 FTE each semester) by Lincoln University six (6) consecutive years and who has been awarded continuous academic tenure is eligible to apply for a sabbatical leave. The person who is granted a sabbatical leave is entitled to one-half an academic year at full salary or a full academic year at half salary. Faculty members who wish to apply for a sabbatical leave must write a letter of application addressed to the Board of Curators, transmitted through the appropriate academic channels beginning with the faculty member's immediate supervisor. The application for leave with pay shall include a precise statement of planned activities designed to contribute to the professional growth of the applicant and to the benefit of the University. At the end of the sabbatical leave period, the faculty member shall submit a report to the Vice President for Academic Affairs detailing the nature and extent of activities engaged in during the leave within sixty (60) days after return from sabbatical leave. The faculty member who completes a sabbatical leave must return to Lincoln University for at least one (1) semester following the sabbatical. A faculty member who does not return following the sabbatical for a full semester after such leave or leaves prior to completing a full semester after sabbatical leave will be required to refund to the University, on a prorated basis, the salary received during the leave by no later than thirty (30) days after separation from the University. Sabbatical leave is dependent upon available funding, as determined by the President in consultation with the Vice President for Academic Affairs. • No more than three (3) sabbaticals will be awarded per academic year (note: only one (1) person per department may be granted a sabbatical at a time, and only two (2) persons per college may receive a sabbatical in the same year). • The award of a sabbatical leave is not guaranteed. • The review process will begin with the Department Head whose recommendation must include a cost analysis and plan for how to cover the duties of the faculty member during the sabbatical period. • Department Heads will submit their recommendation to the Dean. • The Provost/VPAA will convene a standing Sabbatical Review Committee (made up of two (2) representatives from each college; one (1) of which shall be the Dean) who will review faculty sabbatical proposals and make recommendations to Provost/VPAA. • The faculty sabbatical proposal must have the support of the Department Head, Dean, and the Sabbatical Review Committee. • The Provost/VPAA makes sabbatical recommendations to the President. • The President upon review and consideration of the recommendations forwards the recommendations to the Board for final approval. • Faculty recipients will be required to give a public presentation which will be advertised by the Office of the Provost/VPAA to their faculty colleagues. • It needs to be noted that persons on sabbaticals cannot work at another institution for pay without the permission of the Provost/VPAA and President.
10.39 Military Leave	Board of Curators	This policy covers all regular full-time and regular part-time employees who serve in the Armed Forces, Army, National Guard or reserve component of the Armed Forces as it relates to military service requests. The policy is in accordance with Federal Law of the Uniformed Services Employment and Re-employment Rights Act of 1994 and the Missouri Revised Statute 105.270. This policy covers an employee's compensation, benefits, retirement eligibility, length of service and reinstatement to employment rights. Leave with Pay for Periods of Intermittent Service (not to exceed 120 hours per fiscal year) Employees requesting uniformed services leave with pay must provide written documentation to their supervisors at least two (2) weeks in advance of the scheduled training or service, specifying the reason and duration of the leave. Employees who are members of the National Guard or Reserve units will be granted uniformed services leave with pay not to exceed fifteen (15) regular workdays in any calendar year. Travel time required for reporting to the place of duty is included in the fifteen (15) day allowance. Vacation or personal leave may be used for any training or service in excess of fifteen (15) workdays subject to the approval of the department supervisor. Leave Without Pay for Periods of Active Service Employees requesting uniformed services leave without pay should present their orders to their immediate supervisor. Extended uniformed services leave without pay will be granted to employees performing active military or national defense service. Cumulative uniformed services leave is limited to five (5) years throughout employment at Lincoln University. Employees can continue benefits coverage while on unpaid leave, to include health insurance coverage through COBRA, continued basic life insurance, and long-term disability for a year at their expense. Upon reinstatement, time served during the uniformed services leave will be credited toward the retirement service accrual with proper documentation. Employees are entitled to apply earned but unused vacation and personal leave to their service leave before beginning the unpaid portion. Vacation, personal leave and sick leave do not accrue while on leave. Reinstatement of Employment Upon honorable completion of military service, employees are entitled to be reinstated to the position they held prior to military leave or to an equivalent position for which they qualify. If disabled by reason of uniformed service, employees are entitled to be reinstated to their former position or a position of similar pay and status for which they are qualified, with reasonable accommodation. Upon reinstatement, employees' compensation, benefits, retirement eligibility, and length of service will be reinstated as if they had been continuously employed during the service leave period. Compensation will reflect any increases and annual across-the-board pay adjustments, or promotions by reason of seniority that reasonably would have been expected to take effect if the employee had not been on leave. To be eligible for reinstatement, employees must apply within the time periods outlined in the Uniformed Services Employment and Re-employment Rights Act of 1994. If, through no fault of the employee's own, it is impossible or unreasonable for the employee to apply for reinstatement within the prescribed period, the employee may report as soon as possible following the period, without forfeiting the employees' reinstatement rights. Protection from Discharge Period Upon reinstatement, an employee is protected from discharge without cause for a period of time tied to the length of uniformed service. One year of protection is provided if the period of uniformed service was more than 180 days. Six months protection is provided for service of 31 to 180 days. There is no protection period for service of less than 31 days.
10.40 Jury Duty and Court Witness Leave	Board of Curators	Regular full-time employees are eligible for paid jury duty leave up to a maximum of ten (10) days within a rolling year. An employee will be granted leave with pay when required to be absent to serve on a jury or when subpoenaed to serve as a witness related to any matter involving the University before a court, commission, or legislative committee. Employees who are called to such service must show the jury notice or subpoena to their immediate supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. A copy of the jury notice or subpoena must be forwarded to Human Resources for the employee’s personnel file. Employees are expected to report to work whenever the court schedule permits. The University will continue to provide University-paid health insurance benefits for the full term of the jury duty/witness absence. Vacation, sick leave, and holiday benefits will continue to accrue during jury duty/witness leave. The employee may request an excuse from jury duty if the employee’s absence would create serious operational difficulties. Paid court leave is not available to employees appearing on their own behalf or in an action in which they are named as the plaintiff or defendant. Absences from work for court appearances not pursuant to a subpoena must be taken as vacation leave, personal leave, or unpaid leave.
10.41 Domestic/Sexual Violence Victim Leave	Board of Curators	10.41.1 Victims Economic Safety and Security Act Leave Lincoln University complies with the Victims Economic Safety and Security Act ("VESSA") and to assist employees affected by domestic or sexual violence with job-protected leave and accommodations.
10.41.2 Employee Eligibility	Board of Curators	All employees who are the victim of domestic or sexual violence or who have a family or household member who is a victim of domestic or sexual violence are eligible for leave benefits under this policy. For purposes of this policy, the term "family or household member" shall mean a spouse, parent, son, daughter, other person related by blood or by present or prior marriage, or other person who shares a relationship through a son or daughter, and persons jointly residing in the same household" who is a victim of domestic or sexual violence.
10.41.3 Leave Entitlement	Board of Curators	An eligible employee may take up to two (2) weeks of unpaid leave per year. An employee's leave need not be taken on consecutive days.
10.41.4 Qualifying Reasons for Leave	Board of Curators	Eligible employees may take unpaid leave from work to address domestic violence or sexual abuse by: 1. Seeking medical attention for, or recovering from, physical or psychological injuries caused by domestic or sexual violence to the employee or the employee’s family or household member; 2. Obtaining services from a victim services organization for the employee or the employee’s family or household member; 3. Obtaining psychological or other counseling for the employee or the employee’s family or household member; 4. Participating in safety planning, temporarily or permanently relocating, or taking other actions to increase the safety of the employee or the employee’s family or household member from future domestic or sexual violence or to ensure economic security; or 5. Seeking legal assistance or remedies to ensure the health and safety of the employee or the employee’s family or household member, including preparing for or participating in any civil or criminal legal proceeding related to or derived from domestic or sexual violence.
10.41.5 Procedure for Requesting Leave	Board of Curators	Requests for leave under this policy shall be made to the University's Human Resources Department. Unless prior notice is not practicable, all leave shall be requested at least 48 hours in advance of the need for such leave. If prior notice is not practicable, an eligible employee may provide certification of the need for leave within a reasonable period after the leave is taken. Eligible employees taking leave under this policy must provide certification that (1) the employee or the employee’s family or household member is a victim of domestic or sexual violence, and (2) that the leave is for one of the qualifying reasons set forth above. The employee must provide the certification within a reasonable period after the University requests certification. Certification includes a sworn statement of the employee, as well as corroborating evidence. Corroborating evidence may come in the form of a police or court record, documentation from a victim's services organization, attorney, a member of the clergy or medical personnel. All documentation provided under this policy shall be maintained in the strictest confidence. Such information will only be disclosed with consent of the employee or as required by law.
10.41.6 Employee Status after Leave	Board of Curators	The University will not retaliate or discriminate against any employee for taking leave under this policy. Upon completion of leave, an employee will be reinstated to the same job held prior to leave or an equivalent position. The University will maintain the employee's health insurance throughout any unpaid leave; however, the University may recover from the employee the premium that the University paid for maintaining such coverage if the employee fails to return to work for a reason other than a continuation or recurrence of a reason that entitled the employee to VESSA leave or circumstances beyond control of the employee. If the employee has exhausted all available leave and is still unable or unwilling to return to work, the University may terminate the employee unless he/she is eligible for rights and protections under other laws or other University policies.
10.41.7 Reasonable Safety Accommodations	Board of Curators	The University also will grant reasonable safety accommodations to employees affected by domestic or sexual violence to the employee for their family or household member so long as the accommodation does not pose an undue hardship on University's operations. Reasonable safety accommodations are adjustments to a job structure, workplace facility, or work requirement, including a transfer, reassignment, modified schedule, leave, a changed telephone number or seating assignment, installation of a lock, implementation of a safety procedure, or assistance in documenting domestic violence that occurs at the workplace or in work-related settings, in response to actual or threatened domestic violence. In order to request a Reasonable Safety Accommodation, an eligible employee must provide the Human Resources Department a written statement signed by the employee or an individual acting on the employee’s behalf, certifying that the reasonable safety accommodation is for a purpose authorized under the VESSA. The University reserves the right to deny such requests to the extent they impose an undue hardship on the University.
10.42 Special Leaves	Board of Curators	A faculty member can request a special leave of absence for professional reasons such as research or exchange opportunities. The leave request will be initiated by the faculty member and must receive approval by and through the chain of administrative command including the President. The special leave of absence should not exceed a maximum of one (1) year.
10.42.1 Administratively Initiated Leaves	Board of Curators	An employee may be placed on paid or unpaid administratively initiated leave, subject to approval by the President, for personnel-related issues, i.e., during an investigation which may or may not result in termination of the employee.
10.43 Emergency Closure and Transition to Remote Operations	Board of Curators	As a major institution with 24/7 operations, the University will typically not close. However, under certain unusual and emergency circumstances, the University may cancel on-campus classes, suspend some or all administrative and academic functions, and/or transition to remote operations. Certain continuous operations may need to remain operating on-site. Special pay procedures may apply depending on the type of closure. • During periods of campus emergency, as determined by the President, the President may place into immediate effect any emergency regulations, procedures and other measures deemed necessary or appropriate to meet the emergency, safeguard persons and property and maintain educational activities.
10.43.1 Types of Closures	Board of Curators	• On-Site Closure and Transition to Remote Operations: Classes are cancelled on-campus, most buildings are closed, and the majority of academic and administrative functions are transitioned to remote operations. During a closure, employees (except those required to work on-site) are instructed that they should telework pursuant to Chapter X, Section 10.43 which may include delivery of courses online. Additionally, certain continuous operations may need to remain operating on-site (e.g., emergency services, facilities and grounds maintenance and student services). The necessity or feasibility of maintaining on-site operations will vary by the circumstances causing the closure, such as weather, health conditions, natural or human-induced disasters, major utility failures, etc. • On-Site Limited closure: Only specifically designated building(s) are closed due to an emergency that impacts a limited portion of the campus. In the event of an emergency where only designated buildings are closed, the expectation is that employees will continue to perform assigned duties. Every attempt will be made to facilitate the performance of those duties through temporary relocation, work from home or other arrangements which allow an employee to perform assigned duties.
10.43.1.1 Announcement	Board of Curators	• All announcements will be released by the President through established processes.
10.43.1.2 Authority	Board of Curators	• Only the President has the authority to close a campus. • The President, or his/her designee, has the authority to approve a limited closure.
10.43.1.3 Requirement to work during a closure	Board of Curators	• The President and his/her designees are responsible for designating employees as critical to the operation of the University who may be required to work on-site during a closure. • Employees who are required to work on-site may differ, depending on the nature of the situation. • The President and his/her designees are responsible for designating employees who may be required to work remotely during a closure. Employees who are not required to work onsite will be advised to work from another location so that emergency activities may be conducted more efficiently. • Department and unit leaders or their designees are responsible for communicating to employees which positions are required to work on-site and those which are required to work remotely during on-site closures. It is the general expectation that most positions will work remotely if operationally feasible and not needed on-site.
10.43.2 Pay Procedures for On-Site Closure and Transition to Remote Operations (herein also referred to as "closure")	Board of Curators	10.43.2.1 Benefit-Eligible Non-Exempt Employees • Employees who are required to work on-site during closure will receive premium pay. Premium pay will be paid at time and a half for all hours actually worked. Those hours actually worked will count toward the calculation of weekly overtime pay. • If employees are required to work less than their regular schedule, they will receive administrative pay for those hours they are not required to work up to their regular FTE (based on the regular daily work schedule). • Employees who are required to work remotely during a closure will receive their regular pay for hours worked, and are not eligible for premium pay or administrative pay. • Use of paid time off (e.g., annual leave) is required if an employee is absent from required on-site work and/or remote work. • Should a closure extend beyond five (5) days, employees who are required to work on-site or via remote work may use available accrued annual leave, personal days, or sick leave (as appropriate). Employees may, with supervisory approval, or take leave without pay.
10.43.2.2 Benefit-Eligible Exempt Employees	Board of Curators	• Employees who are required to work on-site or via remote work during closure will receive their regular pay (based on their normal schedule). Exempt employees are not eligible for premium pay for hours worked during a closure. • Employees who are not required to work on-site or via remote work during a closure will be granted administrative pay to continue their regular pay for up to five (5) work days per closure. Pay is based on their normal daily work schedule and regular FTE. • Should a closure extend beyond five (5) days, employees who are not working on-site or via remote work may use available accrued annual leave, personal days, sick leave (as appropriate) or take leave without pay (with approval).
10.43.2.3 Variable Hour and Student Employees	Board of Curators	• Variable hour and student employees who do not work during a closure will not be paid. Supervisors should work with those employees to make up the time if possible. Such employees may be requested to work and will be paid under normal pay procedures for hours worked.
10.43.3 Pay Procedures for a Limited On-Site Closure	Board of Curators	10.43.3.1 Benefit-Eligible Exempt and Nonexempt Administrative, Service, and Support Staff, and Benefit-Eligible Non-Exempt Academic Employees • Employees who are directed to leave the worksite and are unable to perform their duties at a different location (including telework) will be granted administrative leave to continue their regular pay for up to five (5) work days per closure. Pay is based on their normal daily work schedule and regular FTE. • Employees who are required to work on-site or via remote work during a limited closure will receive their regular pay. If they are required to work less than their regular schedule, employees will receive administrative pay for those hours they are not required to work up to their regular FTE. • Hours worked prior to the closure and/or travel time to/from home are not counted as hours worked, and are not eligible for administrative pay. • Should a limited closure extend beyond five (5) days, employees may use available accrued annual leave, personal days, sick leave (as appropriate), or take leave without pay.
10.43.3.2 Variable Hour and Student Employees	Board of Curators	• Variable hour and student employees who do not work during a limited closure will not be paid. Such employees may be requested to work and will be paid under normal pay procedures for hours worked.
10.44 Time Off Work to Vote	Board of Curators	All employees are entitled to time away from work to vote without affecting their accrued vacation, sick leave or personal leave time. All polling locations are open from 6:00 a.m. to 7:00 p.m. University employees are encouraged to exercise their right to vote between the hours of 6:00 a.m. and 9:00 a.m. or 4:00 p.m. and 7:00 p.m. If an alternative schedule is needed for employees to vote, employees are asked to communicate with their immediate supervisors at least one (1) week in advance of such vote regarding the time needed to visit their designated polling location.
10.45 Employee Benefits	Board of Curators	Lincoln University provides a full array of employee benefits. Such plans are subject to modification at any time without additional notice by action of the Board of Curators, by the President, or as required by law. The University also offers retirement plans through the Missouri State Employees Retirement System and the College and University Retirement Plan, as well as an employee assistance program, education assistance waiver, graduate tuition waiver and unemployment and workers compensation. The University may also offer voluntary, non-contributory employee benefits as reviewed by the Employee Compensation and Benefits Committee and approved by the President. All benefit plans are reviewed periodically by the Employee Compensation and Benefits Committee. Further details related to the University's benefit plans are set out in the faculty and staff handbooks.
10.45.1 Health Insurance	Board of Curators	The University’s full-time regular employees have the opportunity to enroll in a health insurance plan at the time of hire or during an annual open enrollment period thereafter. The University provides a determined amount of monthly premium contributions for each employee. An employee has the option for spouse and dependent coverage at the employee's expense. A new employee can elect to enroll in a health plan from the date of employment, effective the first day of the employee’s first full month of employment. An employee’s health insurance coverage ends when the employee elects to cancel coverage or upon employment termination. An election to continue health insurance coverage after termination from employment through COBRA provisions will be available to those qualifying employees, spouses or dependent children. Under COBRA guidelines, only those terminated for gross misconduct are not qualified.
10.45.10 Vision and Dental	Board of Curators	A Vision Plan and a Dental Insurance Plan are optional benefits and, if elected, are paid for by the employee. The premiums are payroll-deducted. Enrollment takes place at time of employment or during an open enrollment period each year.
10.45.11 Missouri State Employees’ Cafeteria Plan	Board of Curators	The Missouri State Employees’ Cafeteria Plan is an option benefit for Lincoln University employees. At the time of employment or during an open enrollment period each year, an employee may enroll in the plan and elect to tax defer any or all of the following: • health insurance premiums • medical expenses • dependent care assistance
10.45.12 Tax Deferred Plans	Board of Curators	Other ancillary benefits will be determined through competitive proposal consideration and recommendation by the Employee Compensation and Benefits Committee and authorized by the administration (unless the vendor has been pre-approved by the state).
10.45.12 Tax Deferred Plans	Board of Curators	Lincoln University offers employees different options and companies through which to participate in tax-sheltered programs. These are 403-B plans and deferred compensation plans.
10.45.2 Retirement Plans	Board of Curators	The University provides a vested employee retirement plan through the Missouri State Employees Retirement System (MOSERS). A "defined benefit plan" through MOSERS is for all full- or part-time employees who work at least 1,000 hours in a position within a twelve (12)-month period. The University contributes a determined percent annually of the employee’s base salary. An employee is fully vested after five (5) years of employment. A new employee will receive information regarding MOSERS Employee Retirement at the time of employment. The College and University Retirement Plan (CURP) is a 401(a) defined contribution plan for education employees, defined as benefit-eligible academic faculty, hired for the first time on or after July 1, 2002. The purpose of CURP is to provide a retirement benefit that offers the interstate portability needed to facilitate the recruitment of teaching personnel. The University contributes a determined percent annually of the base salary as established by the MOSERS agency.
10.45.3 Life Insurance and Long-Term Disability	Board of Curators	Employees who are in regular positions of .5 FTE or more and enrolled in the MOSERS retirement system are eligible for basic life insurance coverage paid by the University at an annual salary amount or a minimum of $15,000, whichever is more. Additionally, employee, spouse and children optional life insurance is available at cost to the employee. Long-Term Disability Insurance is paid by the University for employees enrolled in the MOSERS retirement system; this covers absences due to injuries and illnesses that are not job-related. The University provides disability insurance as a voluntary benefit to employees and any disability benefits received by the employee are taxable. The University’s long-term disability policy starts 90 days after the onset of illness or injury. The policy coverage is to cover 60% of the insured’s predisability income. This 60% will integrate where applicable with other income sources including social security awards and/or accrued leave. There is a maximum amount of $10,000 cumulative pay-out per month. Academic faculty enrolled in the College and University Retirement Plan receive similar life insurance and long-term disability insurance coverage.
10.45.4 Employee Assistance Program	Board of Curators	All employees who are eligible for health insurance will be covered by this employer-paid coverage. The Employee Assistance Program emphasizes the maintenance of health, the prevention of injuries in the workplace, and the value of rehabilitation for life problems. Intervention counseling services by a designated vendor are provided to employees and families for substance abuse, family issues, marital issues, work related issues, emotional and mental health, and legal or financial. Further information is available from the Office of Human Resources.
10.45.5 Undergraduate Educational Assistance Tuition Waiver	Board of Curators	An educational assistance tuition waiver for undergraduate enrollment is granted to full-time (1.0 FTE) benefit eligible employees immediately upon an employee's first day of employment, and the employee's timely completion of an Employee Tuition Waiver and Reimbursement Form. In-state tuition for full-time employees shall be waived for the first six (6) hours each semester for undergraduate enrollment. Fifty percent (50%) of in-state tuition for dependent children and/or spouse of an eligible employee shall be waived for the first twelve (12) hours each semester for undergraduate enrollment. A FAFSA for the enrolled student must be completed to determine eligibility except individuals who hold prior baccalaureate degrees. Any financial aid awards (PELL and FSEOG) will be applied prior to calculating tuition waivers. The Employee Tuition Waiver and Reimbursement Form must be submitted and approved for the respective semester no later than the last day for making financial arrangements with Student Accounts. For the purpose of this policy, a dependent child is defined as one of the following: one of natural birth (documented by copy of birth certificate), one of legal adoption (documented by copy of legal adoption certificate), a stepchild by marriage (documented by birth certificate and marriage license), and not over the age of 24. To establish eligibility, the dependent child must complete and submit a financial aid application (FAFSA) to demonstrate dependent status. This policy applies to fees for tuition only as stated above. This policy does not apply to any other fees. This policy does not include the summer session nor applied courses such as music where one on one instruction occurs. Only persons who have satisfied all University admission requirements are eligible to benefit from the provisions of the policy. Any person who receives a tuition waiver as provided herein and does not maintain a cumulative grade point average of 2.00 or above shall be denied further benefits under this policy until a cumulative grade point average of 2.00 or above has been achieved. Benefits shall be denied until a 2.00 or above grade point average is achieved the subsequent semester. An individual receiving the fee waiver benefit under this policy who is not a candidate for a degree shall be limited to a time period of thirty-six (36) months for receiving such benefits. An eligible employee shall be granted up to three (3) academic hours of release time to attend undergraduate classes at the University during the normal work week. In addition, eligible employees may utilize the lunch hour for attending academic classes with the approval of their immediate supervisors. If an employee received an educational assistance tuition waiver for undergraduate enrollment and his/her employment at the University is terminated for any voluntary or involuntary reason prior to the completion of the semester in which the tuition waiver was granted, the employee agrees to repay the amount of the tuition waiver under the terms of the Employee Tuition Waiver and Reimbursement Form.
10.45.6 Graduate Educational Assistance Tuition Waiver	Board of Curators	An educational assistance tuition waiver is granted for graduate enrollment to full time (1.0 FTE) benefit eligible employees immediately upon an employee's first date of employment, and the employee's timely completion of an Employee Tuition Waiver and Reimbursement Form. Fifty percent (50) of in-state tuition for full-time employees shall be waived for the first six (6) hours each semester (fall and spring only) for graduate enrollment. This benefit is available for employees only. Per IRS tax purposes, employee benefits for graduate tuition waiver that exceed the limit set by the IRS in a calendar year may be taxed and will appear on the employee W-2. The Employee Tuition Waiver and Reimbursement Form must be submitted and approved for the respective semester no later than the last day for making financial arrangements with Student Accounts. This benefit cannot be combined with any other tuition adjustment program. This policy applies to fees for tuition only as stated above. This policy does not apply to any other fees. Only persons who have satisfied all University admission requirements are eligible to benefit from the provisions of the policy. Any person who receives a tuition waiver as provided herein and does not maintain a cumulative grade point average of 3.00 or above shall be denied further benefits under this policy until a cumulative grade point average of 3.00 or above has been achieved. Benefits shall be denied until a 3.00 or above grade point average is achieved the subsequent semester. An eligible employee shall be granted up to three (3) academic hours of release time during the normal work week to attend graduate classes at the University. In addition, eligible employees may utilize the lunch hour for attending academic classes with the approval of their immediate supervisors.
10.45.7 Unemployment Insurance	Board of Curators	Terminated employees can apply for eligibility for unemployment through a claims process administered by the State of Missouri. If the terminated employee is determined eligible for unemployment assistance, the State of Missouri requests reimbursement for these claims from the University.
10.45.8 Workers’ Compensation	Board of Curators	The University utilizes the State of Missouri Workers’ Compensation Program. The State of Missouri, as a self-insurer, administers its workers' compensation program through the Office of Administration, Central Accident Reporting Office (CARO). CARO is devoted to providing timely workers' compensation benefits to the employees of the University. CARO utilizes a preferred provider network, a medical referral service and case management designed to provide prompt quality medical care in an economical manner. The University’s Human Resources Office provides specific information regarding employer, employee and supervisor responsibilities and proper injury reporting. If medical treatment is required, an employee must seek authorized medical care through CARO. In the case of an emergency, an employee should seek medical care promptly then notify CARO when possible. All employees—full-time, part-time, temporary or student workers—are eligible for coverage. Benefits available are medical care including fees and costs, payments based on lost wages, and rehabilitation services. The University in conjunction with CARO has established an Early Return to Work program to enhance the recovery of employees who are injured or contract an occupational disease in the course and scope of University employment. Employees will be placed in temporary modified duty assignments, when feasible, during the course of the recovery to perform duties consistent with the temporary limitations.
10.45.9 Employer Sponsored Non-Contributory Benefits	Board of Curators	The University will sponsor an array of voluntary, non-contributory employee benefits. All benefits will be reviewed on a periodic basis by the Employee Compensation and Benefits Committee.
10.60 Work Schedule	Board of Curators	The work week is Sunday at 12:01 a.m. through Saturday at 12:00 midnight. With the exception of essential services personnel or any other personnel hired to work a non-traditional work schedule, the majority of full-time, non-academic personnel are employed for a forty-hour work week, Monday through Friday. The President may declare a four-day, ten-hour-per-day work schedule to be observed during the summer months. The immediate supervisor has the discretion to alter the general hours of operation to fit the needs of the department and/or the employee.
10.61 Equal Employment Opportunity Policy Statement	Board of Curators	It is the policy of the University to promote and ensure equal employment opportunity for all persons regardless of race, color, national origin (including ancestry, or any other subcategory of national origin recognized by applicable law), sex (including marital status, family status, pregnancy, sexual orientation, gender identity, gender expression, or any other subcategory of sex recognized by applicable law), religion, age, disability, veteran status, genetic information or any other basis protected by applicable law. Equal employment opportunity principles govern all aspects of the University’s personnel policies, employment practices, and operations. All phases of employment, including recruitment, hiring, evaluation, promotion, transfer, assignment, training, benefits and separation, will be conducted in compliance with equal employment opportunity laws and regulations. Supervisors at all levels share the responsibility to ensure equal employment opportunity. The University has established a discrimination complaint procedure available to any University employees or job applicants who believe they have been discriminated against Information pertaining to the filing of a discrimination complaint is kept on file in Human Resources. (See Sections 10.81, and 10.82.) The University shall establish and maintain affirmative action procedures as allowed by state and federal law.
10.62 Immigration and Employment	Board of Curators	Lincoln University will comply with the Immigration Reform and Control Act of 1986 ("IRCA") and subsequent related laws pertaining to employment eligibility verification to ensure it hires only U.S. Citizens and foreign nationals authorized to work in the United States. The University participates in the E-Verify Program. All new employees require approval by Department of Homeland Security ("DHS") to determine eligibility to work in the United States. The VPAA may recommend sponsorship of faculty for professional visas and green cards to the University President for approval. All immigration sponsorship is considered on a case-by-case basis with consideration given for hard to fill or high need faculty positions and departmental ability to fund University costs associated with such sponsorships. All approved applications and petitions sponsored by the University will be processed through the University’s designated immigration counsel. The filing of an immigrant or nonimmigrant petition is not a guarantee of continued employment, nor a guarantee of any fixed terms or conditions of employment, nor a guarantee that a petition will be granted.
10.63 Drug-Free Workplace	Board of Curators	Employees are expected and required to report to work on time and in appropriate mental and physical condition for work. Each employee is responsible to help ensure a drug-free, healthful, safe and secure work environment. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance on University premises or while conducting University business off premises is absolutely prohibited. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences. Employees must, as a condition of employment, abide by the terms of this policy and report to the University any conviction under a criminal drug statute for violations on or off University premises. A report of a conviction must be made to the Human Resources Department within five (5) days after the conviction. Exception The distribution, dispensing, possession, or use of alcohol is prohibited on the University campus except for those times, places, and purposes approved by the President of the University.
10.63.1 Testing Requirement for the Commercial Driver’s License	Board of Curators	In accordance with the Omnibus Transportation Employee Testing Act of 1991, any Lincoln University employee who is required to obtain a commercial driver’s license (CDL) to operate a commercial motor vehicle is subject to testing for alcohol and controlled substances.
10.64 Alcohol/Drug Abuse Policy	Board of Curators	It is the policy of Lincoln University to prohibit the unlawful possession, purchase, manufacture, use, sale or distribution of illicit drugs, marijuana and alcohol by employees on University property or as part of any of its activities. The University has the right to require an employee to undergo alcohol and/or drug testing when there is a reasonable suspicion that the employee might be under the influence of alcohol or drugs. If an employee is found in violation of University policy, federal or state laws, or local ordinances, the circumstances accompanying each individual case will be considered when determining the consequences. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences. The University does not condone the abuse of alcohol and drugs; it does, however, recognize that employees with alcohol or drug-related problems should be encouraged to seek help in dealing with such problems. The use of a legal substance/drug, or the use of marijuana under applicable Missouri law, does not allow an employee to report to work under the influence. If an employee believes that he/she needs an accommodation due to the use of a legal drug or for the use of medical marijuana, the employee shall request an accommodation pursuant to the University’s Disability and Reasonable Accommodation policy.
10.65 Conflict of Interest and Financial Disclosure Policy	Board of Curators	Lincoln University employees are expected to comply with the requirements of the University's Conflict of Interest and Financial Disclosure Policy in Chapter XI.
10.66 Nepotism Policy	Board of Curators	No person who is related by blood or marriage to any member of the Board of Curators shall be appointed to any position in the University as officer, member of any faculty, or employee. A relative includes, but is not limited to, spouse, child, grandchild, greatgrandchild, great great-grandchild, parent, grandparent, great grandparent, great great grandparent, brother/sister, aunt/uncle, great aunt/uncle, niece/nephew, grand niece/nephew, and cousin. All relationships are included, whether full, half, step, foster, adopted, or in-law. No exceptions shall be made to this rule. No University employee may be involved in the hiring process of a job applicant related by blood or marriage to the employee or who has a relationship with the employee that would be considered a personal conflict. A relationship that would be considered a personal conflict includes, but is not limited to: domestic partners or significant others; individuals who are cohabitating, including roommates; individuals who are dating; individuals who are involved in a personal relationship; or individuals who are involved in a business relationship that might be construed as being a conflict of interest. The hiring process includes the search and screening process as well as the signature authority required to hire an applicant, unless granted an exception from the Board of Curators. No restriction on employment of persons related to other employees of the University will be made unless the employment would result in an employee having supervisory capacity over a relative (of any degree), either immediate or within the direct chain of command. Only the Board of Curators can grant an exception to the rule. If approved by the Board of Curators, supervisors are expected to remain objective in the hiring, evaluation, and discipline of the employee. If a supervisor is deemed to not remain objective due to supervising a family member, the President may provide progressive discipline, demote, reassign, or terminate the supervising employee.
10.67 Staff Performance Evaluation Policy	Board of Curators	All Lincoln University staff employees will have a formal performance evaluation at least twice a year. Using the evaluation process and tools provided by the Human Resources Department, supervisors will formally conduct mid-year and annual performance evaluations yearly. Evaluations will be submitted to the Human Resources Office by the required deadline. The staff performance evaluation procedure and guidelines are specified in the Employee Handbook and under the Human Resources link on the Lincoln University Web site. To provide a uniform method of documenting the results of the employee’s performance evaluation, each supervisor is required to document evaluation results on the Performance Evaluation Form available from the Human Resources Office. When the Performance Evaluation Form is completed at the supervisor level, the form is processed through the proper administrative channels. The final completed and signed form is given to the employee with copies maintained by the supervisor and in the employee’s personnel file. This policy is applicable to all Lincoln University staff employees. For the faculty evaluation policy, see Chapter III, section 3.20.8.
10.68 Discipline Policy	Board of Curators	The staff discipline policy establishes how the University addresses discipline but also comes under the jurisdiction of the employment-at-will policy: “Any employee without a contract or appointment for a specified term of employment can be terminated at any time for any reason or no reason but not for an illegal reason.” (See Section 10.90.) However, it is within the best interests of the University to have a system in place that fosters the professional growth and development of all employees. To meet this intent, it shall be the responsibility of supervisors to provide assistance, motivation and direction to the staff in the performance of job duties. Supervisors are responsible for informing their subordinates of institutional expectations. Where problems with employee behavior or performance arise, a supervisor should seek to correct the problem with the least amount of disruption to the work environment. Progressive discipline is a means to correct and/or improve employee behavior and performance. Progressive Discipline Progressive discipline may include a verbal warning, written warning, suspension, and ultimately, discharge. The goals of progressive discipline are to 1) inform the employee of iinadequacies in performance or instances of improper behavior; 2) clarify what constitutes satisfactory performance or misconduct; 3) instruct the employee on what action must be taken to correct the performance or behavior problem; and 4) inform the employee of what action will be taken in the future if the expectations are not met. Reasons for discipline may include but may not be limited to 1) violation of University rules and regulations; 2) failure to follow reasonable rules of procedure in the work place; 3) insubordination; 4) possession of any substance prohibited by state or federal law; 5) assault and/or battery; 6) excessive absenteeism and/or excessive tardiness; 7) theft or destruction of University property; and 8) abuse of leave privileges. Levels of Disciplinary Action 1. Verbal Warning: An employee may be issued a verbal warning for a performance or conduct problem. Verbal warnings are typically issued during a private meeting between the immediate supervisor and the employee where the immediate supervisor explains the problem and what the employee must do to return to satisfactory status. This interaction must be documented using the counseling form for verbal warnings provided by Human Resources. The employee should be informed that the meeting is being conducted for the purpose of issuing a verbal warning. The counseling form for verbal warning must be provided to the employee, and a copy should be provided to the office of Human Resources to be placed in the employee’s personnel file. 2. Written Warning: Employees may be issued a written warning which contains the following information: a description of the specific problem or offense; the most recent incident and when it occurred; previous actions taken to correct the problem (if applicable); expectations and acceptable standards of performance; and warning that further unsatisfactory behavior or performance may result in further disciplinary action. The written warning should be recorded via the counseling form for written warnings provided by the office of Human Resources. Typically the written warning is issued and discussed with the employee in a private meeting with the immediate supervisor. A copy of the written warning should be given to the employee and a copy placed in the employee's official personnel record, located in the Human Resources Office. The written warning may also specify a review period, if appropriate, in which the employee's behavior or performance will be reviewed. 3. Suspension: Staff employees may be suspended without pay for significant incidents of misconduct or poor performance, or when a series of disciplinary actions have been taken but the problem continues. Typically the employee is informed of the recommended suspension in a private meeting with her/his immediate supervisor. The employee is given a letter detailing the basis for the action which specifies 1) the length of the suspension (beginning and ending dates); 2) a description of the specific problem or offense; 3) the most recent incident and when it occurred; 4) previous actions taken to correct the problem, if applicable; 5) expectations and acceptable standards of performance; and 6) a warning that further unsatisfactory behavior or performance may result in further disciplinary action, up to and including discharge. The suspension letter may also specify a review period, if appropriate, in which the employee's behavior or performance will be reviewed. 4. Involuntary Termination: Employees may be discharged for incidents which are serious enough to warrant immediate involuntary termination, or after all the progressive disciplinary steps have been taken (suspension being an optional step). Typically a recommendation for termination is initiated by the immediate supervisor and transmitted through the appropriate administrative chain of command to the President of the University. The employee will be given written notice of the decision and the termination becomes final. The President may terminate any employee for reasons of gross neglect of duty on or off-campus, grossly inadequate performance, misconduct of a nature that may bring disgrace to the University, or actions that pose a threat to the safety and wellbeing of members of the University community. All termination decisions by the President are final and there is no appeal process unless the appeal is based on a claim of violation of University policies, state or federal laws. These types of appeals should be processed through the proper University grievance channel.
10.69 Job Abandonment	Board of Curators	Any employee who has been absent from the workplace for a period of three (3) consecutive work days without prior authorization or approval for such absence and under conditions which are not subsequently found to justify approval under existing University policy shall be deemed to have abandoned her/his University employment. Job abandonment shall be sufficient cause for immediate termination of University employment. A recommendation for termination for reason of job abandonment should be initiated by the immediate supervisor and transmitted through the appropriate administrative levels for approval by the President of the University. When a termination notice is given in a case of job abandonment, the employee will receive notice of termination.
10.70 Disability Accommodation, Leave, and Termination	Board of Curators	Lincoln University is committed to providing an accessible and supportive environment for employees with disabilities. Equal access for qualified individuals with a disability is an obligation of the University under Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990. Lincoln University does not discriminate on the basis of disability against qualified individuals with a disability in any program, service or activity offered by the University. The University is committed to ensuring that no qualified individual with a disability is excluded, denied services, segregated or otherwise treated differently than other individuals because of the absence of auxiliary aids or other appropriate services; however, accommodations cannot result in an undue burden to the University or fundamentally alter the essential functions of the job.
10.71 Political Activity Policy	Board of Curators	This policy concerns political activity and holding of public office by members of University faculty and staff. The policy is subject to any applicable provision of law or determination of the Missouri Ethics Commission. The following are allowable political activities that Lincoln University employees may engage in: 1. Working with organizations of political parties qualified to place candidates on the ballot in accordance with Missouri State Statutes or of political parties seeking such qualification; 2. Working with nonpartisan or bipartisan groups seeking the election of candidates to public office; 3. Working with nonpartisan or bipartisan groups seeking the approval or disapproval of issues which are or may be submitted to the voters for approval; and 4. Working for individual candidates seeking public office, including candidates for membership of any political committee established by Section 115.611, RSMo. Such activities, like any other personal, non-official undertaking, must be done on the individual's own time and should not interfere with University duties. (See Chapter XI, Conflict of Interest and Financial Disclosure Policy.) Employees may contribute funds or expend funds on behalf of the above parties, groups, candidates or issues, subject only to state and federal laws which regulate political contributions. Public Office Before officially announcing candidacy, or accepting any elective offices, employees must inform their immediate supervisors of such intention and the supervisors must make the fact known to the President. If the policy permits, the President will offer no objection to the candidacy provided it does not require time or attention that should be given to University duties. Subject to the requirements of notice to the President, an employee may, without the President's permission, become a candidate for and hold a part-time position for public office. In case of doubt, the President will decide if the candidacy is permissible under this policy. Such activity must be conducted on the individual's own time and is not to interfere with University duties. The holding of any full-time elective office in local, county, state or federal government is forbidden while the person is employed by the University unless the employee is granted a written exception by the President as allowed for some local government positions. Some offices, for example the Missouri General Assembly, should be considered full-time although not in session for the entire year. Any employee seeking election to such an office must resign or request a leave of absence as of the date of filing in the primary. Before accepting such office, employees are required to resign their University positions.
10.72 Remote Work	Board of Curators	10.72.1 Objectives Lincoln University recognizes that remote work can be an effective approach to fulfilling organizational objectives and providing employees with a flexible, productive work environment. Remote work arrangements are individually assessed based on the position duties and job requirements. In order to provide flexible work options, a remote work arrangement may include: • hybrid designations that involve an employee working some portion of the week/pay period at a remote site as well as on-campus, or • fully remote designations in which most work is conducted at an alternate off-campus designated location. A remote work arrangement may be made at the time of recruitment (i.e., condition of employment), during the employment period as determined by employee's departmental leadership and Lincoln University's Human Resources Department. All employees are expected to follow all professional standards of performance and conduct, applicable laws, and Lincoln University's Bylaws, Rules and Regulations and policies and procedures while at all work locations. All employees also are required to complete all Lincoln University mandatory training by specified deadlines, regardless of the work location. Lincoln University reserves the right to end the designated remote work arrangement at any time for operational needs, performance concerns, scheduling conflicts, budgetary impacts, customer service needs, or other related matters. A minimum notice period of 28 calendar days should be provided to the employee prior to a required return to a designated campus location unless emergency circumstances necessitate the time period to be shortened or if a different time period is mutually agreed upon by the employee and Lincoln University. Only hours spent on Lincoln University related work may be reflected as hours worked. If any time is dedicated to address personal items during the employee's workday, the employee is expected to use accrued leave as allowed under Lincoln University's policies.
10.72.2 Evaluating a Remote Work Arrangement	Board of Curators	Remote work arrangements are not required to be uniformly available to all positions or employees within a department because not all positions are conducive to remote work arrangements. Remote work arrangements are based upon Lincoln University’s mission in providing a residential campus experience coordinated with a department's defined business model. Instructional duties are generally not eligible for a remote work arrangement. Instructors are expected to provide classroom instruction in person unless an exception or official accommodation is approved, the position is hired as remote, or the class is officially designated as an online course. Department leadership is responsible for determining the best use of a remote work arrangement, while assessing the impact on campus operations, space availability, budget, and the student experience. The remote work arrangement is intended to benefit the employee and Lincoln University without putting undue burden or added expense on the supervisor, team, and/or department and must conform with all applicable Lincoln University policies, procedures, Rules and Regulations and state law. Each of the following factors should be considered by a department leadership: • Remote work arrangements must not adversely affect the services provided to students, parents, employees, colleagues, or the public, whether those services are directly provided by the employee or by other department members. • Remote work arrangements must not be assigned if it adversely impacts productivity at the individual or department level, or if the arrangement negatively impacts communications, collaborations, team-based environments, etc. • Work schedules in different time zones will need to be considered and managed to ensure department operations and services are not disrupted. Work schedules should be aligned with the Central Standard Time Zone when possible. • A remote work location agreement is not intended to provide child, dependent, and family care, convalescing, or caring for an ill family member. The presence of children or other dependents, guests, or pets in the remote work location cannot disrupt the overall performance of work activities or negatively affect the productivity of the employee. • Although a work schedule modification that is reflective of both the employee and Lincoln University needs might be possible, the focus of the arrangement must remain on the effective fulfillment of job responsibilities. • Remote work arrangements should be analyzed to determine if the position duties can be performed in a remote environment. • The employee’s prior/current work performance and conduct should be considered to determine whether the employee is likely to be successful in a remote work arrangement. • Remote work arrangements should not create or increase a need for additional staffing or increase work hours of existing staff. • Remote work arrangements should not create data security or other confidentiality risks that cannot be effectively mitigated. • Remote work arrangements require supervisors to be able to effectively manage work hours and productivity. The supervisor should provide clear performance goals and expectations for the employee, and the employee’s work quality, quantity, and timeliness should be adequately monitored by the supervisor. • Hourly (non-exempt) employees working over 40 hours during an assigned work week are eligible for overtime hours. Departments considering remote work arrangements are encouraged to contact the Lincoln University's Human Resources Department for consultation, especially for employment arrangements necessitating an out-of-state remote work location to ensure all employment law requirements and related costs are identified. Employees will be taxed according to the state and employment law and benefit provisions for the city and state designated as the primary work location which may have a financial impact to the department. Remote work arrangements should be reviewed by the department and employee after the first six months and annually thereafter or at the time of evaluation to confirm continuation of the arrangement. Employees hired into a position designated as fully remote do not necessitate a review outside of the performance evaluation process. Lincoln University will review work location arrangements annually. In the event of campus closure due to a declared emergency or inclement weather, employees may immediately be designated as remote workers for temporary or permanent arrangement. Remote work due to temporary campus closures will not require completion of a Lincoln University Work Location Request Form.
10.72.3 Electronic Devices and Data Security	Board of Curators	Reasonable steps must be taken to ensure that Lincoln University property is assigned and used according to Lincoln University policy and related requirements. Compliance with all Information Technology policies including, but not limited to, software licensing, virus protection, data security measures (i.e., multi-factor authentication) is required. Employees with a remote work arrangement are required to have a Lincoln University issued computer or another electronic device. Security and confidentiality of Lincoln University records must be maintained, and electronic records must be stored in Lincoln University-identified drives via secure remote access technology provided by Lincoln University Information Technology. The supervisor should identify the employee’s equipment needs and coordinate acquisition of assigned equipment. The employee must have high-speed internet service to work remotely. Lincoln University is not responsible for purchasing equipment to establish internet service such as modems, wireless routers and other DSL/cable communication devices. The employee is required to follow all Lincoln University policies and procedures regarding access to and destruction of sensitive or confidential data at any assigned work location. Employees are required to keep Lincoln University-owned equipment and information secure at the work site.
10.72.4 Workers’ Compensation	Board of Curators	Because unknown workers' compensation liability may be incurred if accidents occur off-site, the employee will immediately report accidents to their designated supervisor which occur at the remote work location during the agreed upon work hours while performing work-related duties. Job-related accidents will be reported on the specified worker’s compensation form.
10.72.5 Ending a Remote Work Arrangement	Board of Curators	Upon notification that a remote work arrangement is ending, the employee may be asked to work at the designated campus work location as directed by the supervisor. Failure to return to the designated worksite within the defined timeframe may result in disciplinary action, up to and including dismissal. The supervisor is required to notify Lincoln University of the cancellation of the remote work arrangement prior to communicating the cancellation to the employee. At the time of separation from employment, employees under a remote work arrangement are required to return all keys and Lincoln University-issued electronic devices used to access or store data (e.g., computer/laptop, docking station, power supply, tablet). Employees will be required to return all equipment within seven (7) calendar days following their separation date and will be billed the replacement cost if they fail to return required Lincoln University equipment. Employees transferring to a different Lincoln University position should initiate conversations between the new and departing units to ensure that property assignments can be transitioned accordingly.
10.72.6 Exclusions or Special Circumstances	Board of Curators	Remote work arrangements are limited to the United States. Student employees are not eligible for remote work arrangements unless an exception is approved by Lincoln University's Human Resources Department. Remote work arrangements may be eligible for a flexible work schedule as discussed and agreed to by the employee, supervisor, and department leadership. Notification of a work location change, based upon a performance concern, may not occur until after the employee has had an opportunity to meet performance objectives as outlined in a performance improvement plan. Commuting costs between multiple work locations as designated in a hybrid work arrangement are not an employer reimbursable expense. Employees designated as non-exempt under the Fair Labor Standards Act (FLSA) with a fully remote work arrangement may be eligible for compensation for travel time if travel occurs during the assigned work schedule. Travel expenses incurred while commuting between multiple work locations, such as airfare, mileage, hotel, and per diem, are not required to be covered by the employer. Working in a remote work location may be authorized for shorter time periods (i.e., less than two consecutive pay periods) in the best interests of the employee or Lincoln University as discussed and approved with the supervisor and Lincoln University's Human Resources Department. A Work Location Request Form is not required for one-time, irregular, or brief instances when an employee may perform work away from the designated campus location, nor will it be required when remote work is directed by Lincoln University due to a disruption of business operations or related emergency. Lincoln University is not required to furnish or provide additional equipment for the remote work location beyond the designated computer requirements unless the designated item is approved by Lincoln University's Human Resources Department as a reasonable accommodation under the Americans with Disabilities Act (ADA). Fully remote employees experiencing an extreme weather-related or other uncontrolled event (e.g., loss of electricity) that restricts or prohibits the ability to work should contact their supervisor for further instruction.
10.72.7 Consequences	Board of Curators	Failure to follow this policy and Lincoln University expectations may result in ending a remote work arrangement, and may result in an employee disciplinary action, up to and including dismissal.
10.73 Consensual Sexual or Romantic Relationships	Board of Curators	There are special risks in any sexual or romantic relationship between individual in inherently unequal positions, and the party who holds the position of greater authority or power assumes such risks. In the University context, such positions include (but are not limited to) supervisor and employee, senior faculty and junior faculty, mentor and mentee, professor and student and volunteer and student. Because of the potential for conflict of interest, exploitation, favoritism, bias, and the appearance of impropriety, such relationships undermine the real or perceived integrity of the supervision and evaluation provided. Additionally, such relationships may be less consensual than the individual whose position confers power or authority believes. The relationship is likely perceived in different ways by each of the parties to it, especially in retrospect. Moreover, such relationships may harm or injure others in the academic or work environment. Relations in which one party is in a position to review the work or influence the career of the other may provide grounds for complaints by third parties when that relationship gives undue access or advantage, restrict opportunities, or creates a perception of these problems. Furthermore, circumstances may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset to a romantic involvement, this past consent does not remove grounds for a charge based upon subsequent unwelcome conduct. Where such a relationship exists, the person in the position of greater authority or power will bear the primary burden of accountability and must ensure that he or she – and this is particularly important for faculty members – does not exercise any supervisory or evaluation function over the other person in the relationship. Where such recusal is required, the recusing party must notify his or her supervisor, department head, or dean, as applicable, so that the department head, dean or supervisor can exercise his or her responsibility to evaluate the possibility and adequacy of alternative supervisory evaluative arrangements. Staff members, mentors, and volunteers must also notify the Office of Human Resources. To reiterate, the responsibility for recusal and notification rests with the person in the position of greater authority or power. Failure to comply with these recusal and notification requirements is a violation of this policy, and therefore grounds for disciplinary action up to and including termination of employment. With students – The University will view it as unethical and a violation of this policy if University employees, mentors or volunteers engage in sexual or romantic relationships with students enrolled in their classes or subject to their supervision. Such employee/mentor/volunteer-student relationships may include, but are not limited to, faculty and student, advisor and advisee, teaching assistant and student, coach and athlete, the individuals who supervise the day-to-day student living environment of student residents, mentor and mentee relationships and volunteer and student relationships. The behavior is, in most cases, unethical even when the relationship is consensual (i.e., both parties have consented), because the voluntary consent of the student is in doubt, given the power imbalance in the student-employee/mentor/volunteer relationship. Even if consent were to be shown, a clear conflict of interest would still exist which might create the appearance of discrimination or favoritism in grading or access to educational or other University opportunities. Employees who violate this policy are subject to disciplinary action up to and including termination of employment. Mentors and volunteers who violate this policy are subject to their mentor and volunteer status with the University ending at the discretion of the University. Relationships between a graduate student and an undergraduate student, when the graduate student has some supervisory responsibility for the undergraduate student, are prohibited by this policy.
10.74 Pregnant Worker Accommodations	Board of Curators	The University will provide reasonable accommodations to employees and applicants with limitations related to pregnancy, childbirth or related medical conditions, unless the accommodation will cause undue hardship to the University's operations, as required by the federal Pregnant Workers Fairness Act (PWFA). An employee or applicant may request an accommodation due to pregnancy, childbirth or a related medical condition by submitting the request in writing to the University's Human Resources Office. The accommodation request should include an explanation of the pregnancy-related limitations, the accommodation needed and any alternative accommodation(s) that might be reasonable. Depending on the nature of the accommodation, the individual may be requested to submit a statement from a health care provider substantiating the need for the accommodation. Upon receipt of a request for accommodation, the Human Resources Office will contact the employee or applicant to discuss the request and determine if an accommodation is reasonable and can be provided without significant difficulty or expense, i.e., undue hardship. While the reasonableness of each accommodation request will be individually assessed, possible accommodations include allowing the individual to: sit while working; drink water during the workday; receive closer-in parking; have flexible hours; receive appropriately sized uniforms and safety apparel; receive additional break time to use the bathroom, eat and rest; take time off to recover from childbirth; and be excused from strenuous activities and/or activities that involve exposure to compounds deemed unsafe during pregnancy. An employee may request to use the employee's accrued paid leave or unpaid leave as a reasonable accommodation under this policy; however, the University will not require an employee to take time off if another reasonable accommodation can be provided that will allow the employee to continue to work. The University prohibits any retaliation, harassment or adverse action due to an individual’s request for an accommodation under this policy or for reporting or participating in an investigation of unlawful pregnancy discrimination.
10.75 Employee Service and Support Animals Policy	Board of Curators	Lincoln University generally welcomes service animals in its buildings, classrooms, residence halls, meetings, dining areas, recreational facilities, activities, and events when the animal is accompanied by an employee with a disability who indicates the service animal is trained and provides a specific service to the employee that is directly related to the employee's disability. Lincoln University may not permit service animals when the animal poses a substantial and direct threat to health or safety or when the presence of the animal constitutes a fundamental alteration to the nature of a University program or service with such determinations being made by the University on a case-by-case basis. Definitions 1. Handler: An employee with a disability that a service animal assists or a personal care attendant who handles the animal for an employee with a disability. 2. Service Animal: Any dog individually trained to do work or perform tasks for the benefit of an employee with a disability, including a physical, sensory, psychiatric, intellectual, or other mental disability and meets the definition of “service animal” under the Americans with Disabilities Act (“ADA”) regulations at 28 CFR 35.104. The work or tasks performed must be directly related to the employee's disability. Examples include, but are not limited to: assisting employees who are blind or have low vision with navigation and other tasks, alerting employees who are deaf or hard of hearing to the presence of people or sounds, pulling a wheelchair, assisting an employee during a seizure, alerting employees to the presence of allergens, retrieving items such as books or the telephone, altering an employee to a sudden change in blood sugar levels, providing physical support and assistance with balance and stability to employees with mobility disabilities, and helping employees with psychiatric and neurological disabilities by preventing or interrupting impulsive or destructive behaviors. The crime deterrent effects of an animal’s presence or the provision of emotional support, well-being, comfort, or companionship do not constitute work or tasks for the purposes of this definition. 3. Emotional Support Animal/Assistance Animal: An emotional support animal (also often referred to as an Assistance Animal) may provide physical assistance, emotional support, calming, and other kinds of assistance. Emotional support animals are not necessarily trained and do not perform work or tasks that would qualify them as “service animals” under the Americans with Disabilities Act. Procedures Service Animals: In general, Lincoln University allows employees to use service animals in the workplace unless doing so would pose a substantial risk to health or safety. As required by Title I of the ADA, employees planning to bring service animals to work should discuss the issue with their supervisor and Human Resources and formally request the use of the service animal as a reasonable accommodation because of their disability. In general, supervisors and Human Resources should grant the request to use a service animal unless doing so would pose a substantial risk to health or safety (for example, where the animal would be entering a sterile environment, construction area, or a food preparation area). If the reason the animal is needed is not clear, then the ADA allows the supervisor or Human Resources to ask what tasks the animal performs and request simple documentation that confirms the existence of the employee’s disability. Emotional Support Animals (ESA): Emotional support animals are usually not considered to be reasonable accommodations in the workplace under Title I of the ADA because these animals are not necessarily trained. Thus, all requests for ESAs in the workplace must be evaluated on a case-by-case basis by Human Resources. Permitted Inquiries Regarding Service Animals In general, employees should not ask about the nature or extent of a person’s disability. However, as permitted by the ADA, if it is not obvious that the animal is required because of a disability, the handler may be asked: 1. If the animal is required because of a disability, and 2. What work or task the animal has been trained to perform? The handler should not be asked for documentation, such as proof that the animal has been certified, trained, or licensed as a service animal. Employees should not make inquiries about a service animal when it is readily apparent that an animal is trained to do work or perform tasks for an individual with a disability (e.g., if the dog is observed guiding an individual who is blind or has low vision, pulling a person’s wheelchair, or providing assistance with stability or balance to an individual with an observable mobility disability). Responsibilities of Handlers 1. Caring for the Service Animal. The cost of care, arrangements, and responsibilities for the well-being of a service animal are the sole responsibility of the handler at all times. 2. Leash Requirements. The service animal should generally be on a leash at all times unless the owner is unable to use a leash due to a disability or the use of the leash would interfere with the animal’s ability to perform its duties. 3. Keeping the Animal Under Control. The animal should respond to voice or hand commands at all times, and be fully controlled by the handler. 4. Being Responsible for Damage Caused by the Animal. Handlers are responsible for any damage or injuries caused by their animals and must take appropriate precautions to prevent property damage or injury. 5. Being Responsible for Waste. Cleaning up after the animal is the sole responsibility of the handler. In the event that the handler is not physically able to clean up after the animal, it is then the responsibility of the handler to hire someone capable of cleaning up after the animal. 6. Vaccination. Animals must be immunized against diseases common to that type of animal. All vaccinations must be current, and the animal must wear a rabies vaccination tag. 7. Observing Good Service Animal Etiquette. To the extent possible, the handler should ensure that the animal does not display behaviors or make noises that are disruptive or frightening to others unless part of the service being provided to the handler (e.g. barking to alert the handler of danger). Removal of Service Animals Service Animals may be removed from any University facilities or events for the following reasons: 1. An Out of Control Animal: A handler may be directed to remove an animal if it is out of control, and the handler does not take effective action to control it. If the outof-control behavior happens repeatedly, the handler may be prohibited from bringing the animal into University facilities until the handler can demonstrate that they have taken significant steps to mitigate the behavior. 2. Non-housebroken Animal: A handler may be directed to remove an animal that is not housebroken. 3. Direct Threat: A handler may be directed to remove an animal that Lincoln University determines to be a substantial and direct threat to the health and safety of individuals. This may occur as a result of an animal exhibiting aggressive behavior, a substantial lack of cleanliness of the animal, or the presence of an animal in a sensitive area like a sterile medical room, certain laboratories, mechanical or industrial areas, or food preparation location. 4. Illness: Any animal exhibiting signs of illness, including but not limited to a known zoonotic disease (a disease of animals, such as rabies or psittacosis, that can be transmitted to humans), severe diarrhea, severe vomiting, fever or open sores should not be on campus until deemed non-infectious/contagious by the written statement of a licensed veterinarian. Where a service animal is properly removed from campus, Lincoln University will seek to identify, with the handler, reasonable alternative opportunities to allow the handler to participate in the service, program, or activity without having the service animal on campus. Conflicting Disabilities Some people may have allergic reactions to animals that are substantial enough to qualify as disabilities. Lincoln University will consider the needs of both persons in meeting its obligations to reasonably accommodate all disabilities to resolve the problem as efficiently and expeditiously as possible. Employees requesting allergy accommodations should contact Human Resources. Service Animals in Training Under Missouri law, a service animal being trained generally has the same rights as a fully trained service animal when accompanied by a trainer and identified as such in any place of public accommodation. However, handlers of service animals in training also must adhere to all other requirements for service animals and are subject to the same removal policies.
10.80 Staff Complaint Policy: Non-Discriminatory	Board of Curators	Lincoln University encourages employees to seek a solution concerning disagreements arising from working relationships, working conditions, employment practices, or differences of interpretation of policy. The complaint basis must be a violation of Lincoln University policy, state or federal law. All full-time and part-time regular staff employees are entitled to utilize the complaint procedure. The procedures for initiating, processing, and resolving a complaint are available in the Employee Handbook or can be obtained by contacting the Human Resources Office/ Employee Relations. Claims of sexual harassment or alleged discrimination are not covered under this policy. See sections 10.81 and 10.82.
10.81 Allegations of Discrimination and Harassment on the Basis of Sex	Board of Curators	It is the policy of Lincoln University to provide a workplace environment that is free from sexual harassment, to assure compliance with federal and state employment law, and to provide a proper code of conduct for its employees. This policy applies to all employees of the University, who are advised to promptly report occurrences of sexual harassment. Employees found to be in violation of this policy are subject to disciplinary action up to and including termination. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when the conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment. The circumstances of sexual harassment include but are not limited to the following: • The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. • The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another department, a co-worker, or a non-employee. • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. • Unlawful sexual harassment may occur without economic injury to or discharge of the victim. • The harasser’s conduct must be unwelcome. It is unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII. The University recognizes that the issue of whether harassment or discrimination under Title VII has occurred requires factual determination based on all the evidence received. The University also recognizes that false accusations of harassment or discrimination can have serious effects on innocent men and women. False accusations of harassment may result in discipline ranging from warnings to termination and could be subject to civil litigation. Third parties providing false information in regard to the investigation of harassment also may result in discipline ranging from warnings to termination and could be subject to civil litigation. The University trusts all employees will act in a responsible manner to establish a pleasant working environment free of discrimination and free of unlawful harassment. The procedures for initiating, processing, and resolving a complaint are available in the Employee Handbook or can be obtained by contacting the Campus Complaint Coordinator or the Human Resources Office/Employee Relations. Should the University President be the subject of a complaint or concern under this policy, the complaint should be made to any member of the Board of Curators' Executive Committee.
10.82 Discrimination Complaint Policy	Board of Curators	In accordance with the University’s Equal Employment Opportunity Policy, the University has established a discrimination complaint procedure. This complaint procedure is for any type of allegation of discrimination or harassment based on a protected class (other than those allegations of sexual harassment that are determined to fall under the Title IX investigation procedures set forth in the University's Sexual Harassment Policy & Grievance Procedures). This complaint procedure is for any type of alleged discrimination regarding job decisions, employment practices, and other terms of employment or privileges of employment based on race, color, national origin (including ancestry, or any other subcategory of national origin recognized by applicable law), sex (including marital status, family status, pregnancy, sexual orientation, gender identity, gender expression, or any other subcategory of sex recognized by applicable law), religion, age, disability, veteran status, genetic information or any other basis protected by applicable law. Additionally, this complaint procedure pertains to a hostile work environment or harassment based on all the aforementioned protected classes. All employees are required to report any concerns or allegations of discrimination or harassment, including members of the campus community (i.e., faculty, staff and students) of which they become aware to the Human Resources Office/Employee Relations. Should the University President be the subject of a complaint or concern under this policy, the complaint should be made to any member of the Board of Curators' Executive Committee. The University will not retaliate against any individual who makes a harassment or discrimination complaint, assists another person in making a harassment complaint or cooperates in the University's investigation of such allegations. In addition, the University also will not tolerate acts of retaliation by any employee or other persons affiliated with the University. Any Lincoln University employee or job applicant has a right to file a. complaint of discrimination. The University recognizes that the issue of whether harassment or discrimination has occurred requires factual determination based on all the evidence received. The University also recognizes that false accusations of harassment or discrimination can have serious effects on innocent men and women. False accusations of harassment may result in discipline ranging from warnings to termination and could be subject to civil litigation. Third parties providing false information in regard to the investigation of harassment also may result in discipline ranging from warnings to termination and could be subject to civil litigation. The University trusts all employees will act in a responsible manner to establish a pleasant working environment free of discrimination and free of unlawful harassment. The procedures for initiating, processing, and resolving a complaint are available in the Employee Handbook or can be obtained by contacting the Human Resources Office. Claims of alleged sexual harassment acts are not covered under this policy. (See Section 10.81.)
10.90 Termination Provisions	Board of Curators	Notwithstanding any other provision to the contrary, any employee without a contract or appointment for a specified term of employment can be terminated at any time, for any reason or no reason, but not for an illegal reason. Employment with the University is normally terminated through one of the following actions: 1. resignation, or voluntary termination by the employee; 2. dismissal, or involuntary termination by the University for any reason at any time. Terminations are to be treated in a confidential, professional manner by all concerned. Prior to terminating an employee, the employee's immediate supervisor should consult with the Human Resources Department.
10.91 Resignation or Voluntary Termination	Board of Curators	Non-exempt staff employees who choose to terminate their employment with the University are required to give their supervisors a minimum of two (2)-weeks prior notice to the last day of employment. Exempt employees who choose to terminate their employment with the University are required to give their supervisors a minimum of four (4) weeks prior notice to the last day of employment. Employees are expected to work during their notice periods and may not use any form of paid leave during the notice periods. Employees who fail to provide the required notice will be deemed ineligible for rehire and will only receive one-half (1/2) of any accrued annual leave available to them at the time of their separation. Employees who plan to retire are asked to provide the University with a minimum of three (3)-months’ notice. This is to allow ample time for the employee withdraw process as well as the processing of appropriate retirement benefit forms to ensure that retirement benefits to which the employee may be entitled commence in a timely manner. A letter of resignation should be forwarded to the employee’s immediate supervisor and the resignation notification should then be sent through normal administrative channels to the Human Resources Department. The employee's immediate supervisor must notify Human Resources as soon as a letter of resignation has been received. In certain circumstances, when an employee gives notice of resignation, the University may require the employee to leave immediately or on any other date prior to the employee’s intended last day of work. This decision will be made based on the best interest of the University and not as a reflection on the employee. When such decision is made, the employee will receive pay in lieu of notice.
10.92 Dismissal or Involuntary Termination	Board of Curators	A staff employee, without a contract or appointment for a specified term of employment, can be terminated at any time, for any reason or no reason, but not for an illegal reason. When the University determines that it is in its best interest to terminate an employee, the employee will receive a notice of termination. Terminations are to be treated in a confidential, professional manner by all concerned. Faculty may be involuntarily terminated under the condition of financial exigency and through the process described therein. (See Chapter III, Section 3.42.)
10.93 Employee Withdraw Process	Board of Curators	The employee withdraw process must be completed prior to the transacting of the employee’s last payroll check to ensure any indebtedness to the University has been reconciled. Indebtedness includes financial obligation, outstanding cash advances, traffic and library fines, University-owned equipment and uniforms, filing of grade reports, and return of keys and employee identification cards. The employee should contact the Human Resources Office to request the employee withdraw form.
10.94 Withholding of Pay for Indebtedness to the University	Board of Curators	Any debt reconciliation must be documented by the terminating employee’s department supervisor and submitted to the Payroll Office so that wages can be withheld before the final paycheck processing period is completed. The recognized debt can be deducted from the employee’s last regular paycheck if it is before the regular paycheck release date. The employee should be paid equal to or exceeding the minimum wage amount for any unpaid wages after deduction for debt owed so that there is no violation of federal and state minimum wage law.
10.95 Termination Policy in Regard to Leave	Board of Curators	In addition to the provisions in the Special Leaves policy (Section 10.42), when a leave of absence occurs for disability or medical leave situations, the University will provide employer-paid benefits of health, retirement and life insurance during the initial six months of any approved medical/health leave; long-term disability benefits are available to those who qualify after 180 days. After one year of authorized disability or medical leave, an employee may be terminated or granted a continuation of the leave by the University President.
10.96 Employment Verification Policy	Board of Curators	Lincoln University will make every effort to maintain strict confidentiality of current and former employees’ employment information. All contacts from outside parties, whether in person, by phone, or by mail or e-mail, requesting employment verification for current or former employees will be referred to the Human Resources Office. Staff in the Human Resources Office will require a written request, with signed authorization by the current or former employee, to allow for release of information. The employment information provided will include job title(s), dates of employment, and earnings.
11.00 Purpose	Board of Curators	All Curators, officers, faculty, employees and volunteers of the University should be well informed about, and carefully adhere to, all laws and all duly promulgated policies regarding conflict of interest and be alert to situations which may have the appearance of a conflict of interest. The purpose of this regulation is to set forth the applicable provisions of law and to assist Curators, officers, faculty, employees and volunteers to avoid improper outside influences on institutionally related decisions and activities, or use their position or the property of the University for their personal financial or political gain.
11.01 Definitions	Board of Curators	Unless the context clearly requires otherwise, the following terms used in this regulation shall be defined as follows: 11.01.1 Curators The Board of Curators for Lincoln University. 11.01.2 Business with which he/she is associated Any sole proprietorship owned by the person, his/her spouse, or any dependent child in his/her custody; Any partnership or joint venture in which the person, or his/her spouse, is a partner, and any corporation or limited partnership in which he/she is an officer or director or of which the person, his/her spouse, or dependent child in his/her custody, whether singularly or collectively, owns in excess of ten percent (10%) of the outstanding shares of any class of stock or partnership units; or any trust in which the person is a trustee or settlor or in which the person, his/her spouse, or dependent child, whether singularly or collectively, is a beneficiary or holder of a reversionary interest of ten percent (10%) or more of the corpus of the trust. 11.01.3 Decision-making public servant Any Curator, official, appointee, faculty member or employee of the University who is designated by the Board of Curators, or the President of the University, as a decision-making public servant, and/or who exercises supervisory authority over the negotiation of contracts, who has the legal authority to adopt or vote on the adoption of rules and regulations with the force of law, or who exercises primary supervisory responsibility over purchasing decisions. 11.01.4 Dependent child, or dependent child in his/her custody All children, stepchildren, foster children, and wards, under the age of eighteen (18) residing in his or her household and who receive in excess of fifty percent (50%) of their support from a decision-making public servant. 11.01.5 Employee Any person employed by the University on either a full-time, part-time, or temporary basis at a particular time. 11.01.6 Officer A member of the Board of Curators, the President of the University, the VPAA, VPAF, CSAO, VPUA, VPCC, the Treasurer of the Board of Curators, the Director of Acquisitions and General Services, Director of Facilities and Planning, and any other person holding a position in the University designated by the Curators as "officer." 11.01.7 Substantial interest Ownership by a decision-making public servant, his/her spouse, or his/her dependent children, whether singularly or collectively, directly or indirectly, of ten percent (10%) or more of any business entity or of an interest having a value of Ten Thousand Dollars ($10,000.00) or more, or the receipt by such an individual, his/her spouse, or his/her dependent children, whether singularly or collectively, of a salary, gratuity, or other compensation or remuneration of Five Thousand Dollars ($5,000.00), or more, per year from any individual, partnership, organization, or association within any calendar year. 11.01.8 Substantial personal or private interest in any measure or action Any interest in a measure or action which results from a substantial interest in a business entity. 11.01.9 University Lincoln University.
11.02 General Procedures	Board of Curators	No Curator, officer, faculty member, employee or volunteer of the University shall engage in any: 11.02.1 Outside Interests Knowingly engage in any outside matters of financial interest incompatible with the impartial, objective, and effective performance of their University duties. They shall not use their decision-making authority to realize personal or political gain in any form or which would influence improperly the conduct of their University duties. They shall not knowingly use University property, funds, position or power for personal or political gain. 11.02.2 Use of Confidential Information Use confidential information obtained in the course of or by reason of his/her employment or official capacity in any manner, with intent to result in financial or political gain for himself/herself, his/her spouse, his/her dependent child in his/her custody, or any business with which he/she is associated. 11.02.3 Disclosure of Confidential Information Disclose confidential information obtained in the course of or by reason of his/her employment or official capacity in any manner with intent to result in financial or political gain for himself/herself or any other person. 11.02.4 Financial or Political Gain Use his/her decision-making authority for the purpose of obtaining a financial or political gain which materially enriches himself/herself, his/her spouse, or dependent children, by acting or refraining from acting for the purpose of coercing or extorting from another anything of actual pecuniary value. 11.02.5 Selling, Renting, Leasing of Property Participate in any matter, directly or indirectly, in which he/she attempts to influence any decision of the University, when he/she knows the result of such decision may be the acceptance of the performance of a service, or the sale, rental, or lease of any property to the University for consideration in excess of Five Hundred Dollars ($500.00) value per annum to him/her, to his/her spouse, to a dependent child in his/her custody, or to any business with which he/she is associated, unless the transaction is made pursuant to an award on a contract through the bid process or sale made after public notice and in the case of property other than real property, competitive bidding, provided that the bid or offer accepted is the lowest received and in all such cases the person shall abstain from any consideration or decision on any vote taken on any of such matters. 11.02.6 Outside Compensation Perform any services during the time of his/her office, appointment or employment for any consideration from any person, firm or corporation, other than the compensation provided for the performance of his/her official duties, by which service he/she attempts to influence a decision of the University. The employees of the University are hired to perform professional and skilled duties. Any outside employment or business interests must be clearly subordinate to and not interfere with the individual's obligations to the University. Except during the summer when he/she is not under contract to the University, a full-time faculty member who engages in outside activities for which he/she is remunerated must report each such activity to his/her Department Head prior to, when possible, the commencement of the activity. If in the Department Head's judgment the activity will interfere with the faculty member's performance of duties at the University or constitute a conflict of interest, it is the responsibility of the Department Head to discuss and attempt to resolve the problem with the faculty member. The Department Head must identify the specific nature and extent of the faculty member's diminished effectiveness or the conflict of interest. If an agreement cannot be reached, the matter will be taken to the College Dean who will attempt to reach a resolution satisfactory to both the individual and the administration. If resolution is not possible at the college level, the VPAA will make a determination. Because Lincoln University faculty members are hired primarily to teach, outside teaching by full-time faculty members is permitted only with the knowledge of and written consent of the VPAA, except during the summer if the Lincoln University faculty member is not under contract. 11.02.7 Faculty Consultation Activity Consultation by the faculty, whether income-producing or otherwise, is the application of professional and scholarly expertise in the external community. It is a significant means of professional improvement as well as a form of community service. However, consultation may, in some instances, also constitute a business interest requiring disclosure and approval when the entity for which the employee consults also transacts business with the University or is in competition with the University, or where the consultation itself competes with the work of the University. The University permits consulting activities that: 1. are related to the professional interest and development of the faculty member or other exempt person; 2. do not interfere with regular duties; 3. do not utilize University materials, facilities or resources except as specifically authorized by the appropriate Dean; 4. do not compete with the work of the University, and are not otherwise contrary to the best interest of the University; 5. do not violate federal or state law; and 6. do not represent a conflict of interest under other policies of the University. Each department shall make an annual report to the VPAA indicating the aggregate time and the nature of the service performed for each individual engaged in consulting. These reports shall be transmitted annually to the President.
11.02.10 Receipt of Gifts	Board of Curators	No employee should accept any personal gifts or gratuity or other award of monetary value from any person, company, or firm which transacts, or wishes to transact, business with the University. This is not intended to be applicable to meals/functions conducted at the initiative of the University and involving University purposes or business, or to compensation or fringe benefits provided by the University. Any exception requires the written approval of the employee's supervisor, based on a written explanation for the requested exception.
11.02.8 Procedure When Contracting	Board of Curators	When it is proposed that the University enter into 1) contracts for the sale of goods or services, or 2) research contracts or grants, or 3) other contracts, with private firms or corporations in which a Curator, officer, faculty member, employee or volunteer knows he/she has a direct or indirect financial interest, the following procedure shall be followed. Before the proposed contract is executed by the University, the University, Curator, officer, faculty member, employee or volunteer shall make a full disclosure of such financial interest, in writing, to the official having contract approval authority. This disclosure shall also be filed with the Secretary of the Board of Curators for public scrutiny for a period of at least ten (10) days prior to the approval of the contract. If there is a change in the financial interests of a Curator, officer, faculty member, employee or volunteer during the term of the contract, the change shall be reported immediately, in writing, and forwarded to the official having contract approval authority, and shall also be filed as required above. If the financial interest of the Curator, officer, faculty member, employee or volunteer in the private firm or corporation is such that it could influence the decision-making process of the private firm or corporation, and such person could also influence the decision-making process of the University in entering into or performing the contract: 1. The University shall not enter into the contract, or shall cancel the contract, if the terms of the contract so permit; or 2. The Board of Curators, the Curators, officer, faculty member, employee or volunteer shall take such action as is necessary to remove him/her from a relationship with the private firm or corporation that could influence the decision-making process of the private firm or corporation; or 3. The University shall establish a procedure to remove any opportunity for the University employee or volunteer to influence the entering into the contract by the University or the manner in which the contract is performed by the University.
11.02.9 Prohibited Services after Termination of Office or Employment	Board of Curators	No Curator, officer, faculty member, employee or volunteer shall: 1. Perform any service for consideration, during one year after termination of his/her office, appointment or employment, by which performance he/she attempts to influence a decision of the University, except that this provision shall not be construed to prohibit any person from performing such service, and receiving compensation therefore, in any adversary proceeding or in the preparation or filing of any public document or to prohibit an employee of the University from being employed by any other department, division or agency of the executive branch of state government. 2. Perform any service for any consideration for any person, firm or corporation after termination of his/her office or employment in relation to any case, decision, proceeding or application with respect to which he/she was directly concerned or in which he/she personally participated during the period of his/her service or employment.
11.03 Curator's Disclosure of Conflicts	Board of Curators	11.03.1 Duty to Disclose; Timing Whenever any conflict of interest appears to exist after taking oath of office, the Curator shall immediately fully disclose that conflict to the Board and to the President of the University. In no event shall such disclosure be delayed longer than seventy-two (72) hours prior to consideration of the matter by the Board.
11.03.2 Uncertainty as to Conflict	Board of Curators	Any Curator who is uncertain whether a conflict of interest may exist in any matter, whether such conflict is his/her own or that of another, may request the disinterested members of the Board who are present to resolve the issues of whether the conflict exists and is material to the particular matter being considered, by unanimous vote, with the affected member abstaining from voting.
11.03.3 Procedure for Disclosure	Board of Curators	The following procedures shall be observed in resolving all disclosures: 1. The interested Board member shall disclose any significant facts within his/her knowledge which indicate that the matter might adversely affect the University; then briefly state his/her position on the particular matter and answer pertinent questions; and shall refrain from exerting in any manner, his/her personal influence over the decision of such matter; and, if requested by the President of the Board, the interested member shall be absent from all discussions, recommendations, determinations and decisions concerning the particular matter; and, the Board and/or committee shall take no action on the matter unless and until a quorum of disinterested members is present; and, the interested member shall not vote on the particular matter. 2. The interested Board member may voluntarily recuse himself/herself from Board deliberations or actions if the member believes that a duality or conflict of interest exists with respect to any such deliberations or actions. Any such voluntary refusal shall not release the member from making full disclosure. 3. If a Curator fails to disclose, or after disclosure and adverse vote of the Board, fails or refuses to refrain from further action, such Curator may, by unanimous vote of the Board, be expelled from the Board meeting, with the affected member abstaining from voting, or from all future Board meetings until the conflict is resolved. 4. The disclosure of a conflict of interest by a Curator and inquiry by the Board concerning such matters shall be considered in closed session to the extent that the conflict arises out of matters enumerated in the Open Meetings statute.
11.04 No Discrimination for Filing Reports	Board of Curators	No person with supervisory authority shall discipline, discharge, threaten, retaliate or otherwise discriminate against a person or employee acting on behalf of a person, regarding compensation, terms, conditions, location, or privileges of employment because: 1. The person or employee acting on behalf of the person reports or is about to report, verbally or in writing, a violation or suspected violation of these regulations or of law. 2. A person or employee acting on behalf of the person is requested by the Missouri Ethics Commission to participate in an investigation, hearing, or inquiry held by the Commission or any related court action.
11.05 Financial Interest Statements	Board of Curators	Members of the Board of Curators, the President, the VPAA, VPAF, CSAO, VPUA, VPCC, the Treasurer, the Director of Acquisitions and General Services, Director of Facilities and Planning, and any other persons identified in the minutes of the Board of Curators as decision-making public servants, are required to file financial interest statements prescribed by Mo. Rev. Stat. § 105.483. The President may designate additional employees as decision-making public servants. The financial interest statements, as required by law, are to be filed with the Missouri Ethics Commission on an annual basis not later than the first (1st) day of May in each year and with the Secretary of State prior to that time.
11.06 Limitation on Gift Acceptance	Board of Curators	A Curator shall not accept gifts or benefits from any person holding contracts for supplies or services to the University, or from any bidder on contracts for such services or supplies. However, this provision shall not apply to acceptance of gifts, benefits, gratuities, amenities, or favors based on obvious family, friendship, or personal relationships where the circumstances make it clear that it is those relationships rather than the business of the University, which are the motivating factors.
11.07 Faculty-Authored Textbooks and Other Educational Materials	Board of Curators	University employees may not receive any direct financial benefit from the sale of textbooks or other educational materials to students at the institution. The employee may, however, profit from the sale of such materials to other universities, libraries, etc.
11.08 Political Activity	Board of Curators	University employees may not engage in political activity 1) during the course of their work day; 2) in any University room, building, or property occupied in the conduct of job duties; 3) while utilizing any University resources or facilities; 4) while wearing a uniform or any insignia identifying the office or position of the employee; or 5) when using any vehicle owned or leased by the University or the State of Missouri. (See Chapter X, Section 10.72 for allowable political activities.)
11.09 Conflicts of Commitment	Board of Curators	A conflict of commitment may arise when employees undertake any outside activity that interferes with their ability to operate at the expected level of job performance. University employees should therefore carefully consider whether the outside activity, i.e., political office, would require a level of time and commitment that could impinge (or could reasonably be conceived as impinging) on the ability to meet the requirements of their University position. Before employees undertake such an outside activity, they must disclose the intention to their supervisor, who will forward this notice of intention through the proper channels. The University President will have the final authority in approving such outside activity.
11.10 Conflict of Interest and Commitment Policies Relating to Cooperative Extension	Board of Curators	The area of Cooperative Extension follows the University conflict of interest and commitment policies as well as the guidelines and requirements of its federal partner, USDA-NIFA. Consulting Extension employees must disclose any planned consulting activities for review by the immediate supervisor. Permission may be granted when the activity • is outside the state of Missouri • is done on the employee’s own time or approved leave • is not contrary to the best interests of the university and the area of Extension • does not represent a conflict of interest under any policies of the university and the area of Extension When an Extension employee engages in consulting activities, an annual report must be made to the Dean of the College of Agriculture, Environmental and Human Sciences indicating the aggregate time for services performed. Ownership/Operation of a Business Extension employees must disclose any ownership and/or operation of a business outside their university duties to the immediate supervisor, including an estimation of the time commitment required to manage, operate, or be involved in a commercial business. Outside employment or business ventures which may conflict with employees' job requirements, or appear to conflict, require the review of the Extension administrator or their designee. The time spent on outside employment or business must be done on the employees' personal time. The employees' business must not compete unfairly with similar private businesses. The employees must not have an unfair advantage over other businesses because of special Cooperative Extension job-related knowledge. Selling articles or programs to media about work-related programs is prohibited. Serving as an Expert Witness Extension employees may serve as an expert witness with or without subpoena, provided that if serving under subpoena, they disclose such to the Extension administrator. If serving without subpoena, arrangements shall first be made with the employees' immediate supervisor for leave from their duties during the necessary time required to serve. Extension employees serving as an expert witness shall be entitled to retain all compensation received as such, and no deduction shall be made from their regular compensation. Private-Sector Support Extension employees must exercise caution and professional judgment when using any brand name in any service, work product, or program. To avoid potential conflicts, clarification should be sought from the immediate supervisor. It is appropriate to publicly recognize and acknowledge private sector support; however, no endorsement of product or services should be provided. It is appropriate to accept monies from the private sector to support programs and objectives of Cooperative Extension. Also, it is appropriate to recognize organizations' contributions, but acknowledge that acceptance of support is not an endorsement of contributors' products/services by the University or Cooperative Extension. Commodity Trading (Buying and Selling) If Extension employees' job assignment closely involves the commodities in question, the employees must disclose involvement in trading activities to the immediate supervisor. A determination will then be made regarding whether the employees' involvement presents unfair competition to others trading such commodities. If the activity appears to conflict with the employees' job time or assignment, a review by the Cooperative Extension administrator or their designee is required before further activity is undertaken. Issues of Public Debate Cooperative Extension employees must be objective in dealing with topics that are controversial or are issues of public debate. Employees have a responsibility to provide facts of the issue equally to all interested members of the public, regardless of their views concerning such issues. Employees primarily involved with one client group are governed by the same requirements of objectivity as those with varied clienteles.
11.11 Sanctions for Violations	Board of Curators	Any person knowingly violating the conflict of interest law is subject to punishment as prescribed by Mo. Rev. Stat. § 105.478. Any employee violating any of the provisions of Chapter XI shall be subject to disciplinary action, including suspension or termination of employment. The University administration shall establish and inform all employees of the existence and operation of an internal process for receiving employee complaints required by this Chapter XI, and to receive complaints or requests for investigation of violations or suspected violations of this Chapter XI or the statutes on conflict of interest. Any employee subject to discipline shall be entitled to full due process rights provided under the appropriate grievance procedure.
11.12 Stationery	Board of Curators	Official University stationery may not be used in outside business, personal and other private or political activities of employees.
11.13 Logo	Board of Curators	All Curators, officers, faculty members and employees shall not employ the name of the University or any of its graphic identification symbols in printed materials intended to endorse or promote individual enterprises or to otherwise enhance private gain without the written permission of the University President.
11.14 Statutory Requirements	Board of Curators	All Curators, officers, faculty members and employees shall comply with the requirements of Mo. Rev. Stat. Ch. 105 dealing with conflicts of interest, as well as any other state law governing official conduct. Failure to comply with those requirements shall be considered a violation of this regulation.
2.00 Shared Governance Bodies and Open Meetings	Board of Curators	Describes shared governance at Lincoln University, outlining faculty, staff, and student roles, committee participation, and open meeting requirements.
2.01 University Committees	Board of Curators	Defines the five types of University committees, including standing, advisory, ad hoc task forces, search and screening, and other committees.
2.01.1 General Policies on Committees	Board of Curators	Outlines University committee functions, membership rights, presidential veto authority, approval process, and requirements for meeting minutes and records.
2.02 Standing University Committees	Board of Curators	Explains the purpose, membership, terms, and authority of standing University committees, including appointment process and advisory role in governance.
2.03 Advisory Committees	Board of Curators	Describes advisory committees, including purpose, presidential appointment, two-year terms, student eligibility, and reporting requirements.
2.04 Ad Hoc Task Forces	Board of Curators	Defines ad hoc task forces, their purpose, deadlines, appointment authority, and role in addressing specific University issues or problems.
2.05 Search and Screening Committees	Board of Curators	Explains the role of search and screening committees in equitable hiring and outlines presidential authority over final employment decisions.
2.06 Other Committees of the University	Board of Curators	Explains the President’s authority to appoint special committees, define or modify functions, assign one-year terms, and receive direct reports.
2.07 Proposals and Recommendations	Board of Curators	Explains how shared governance groups submit proposals through administrative channels for approval under University policy development regulations.
2.08 Communication with the Administration	Board of Curators	Defines the role of shared governance chairs as liaisons to the President and administration, conveying approved proposals and resolutions.
2.09 Changes to the Governance Plan	Board of Curators	Affirms the Board of Curators’ authority to amend the governance plan when deemed necessary to serve the University’s best interests.
2.20 The Faculty Senate: Composition, Purpose, and Functions	Board of Curators	Describes the Faculty Senate’s composition and advisory role in curriculum, academic policies, degree programs, and academic standards.
2.21 Leadership of the Faculty Senate	Board of Curators	Outlines Faculty Senate leadership structure, officer roles, election process, term limits, and secret ballot procedures for annual selection.
2.21.1 Duties of the Officers of the Faculty Senate	Board of Curators	Details the duties of Faculty Senate officers, including chair, vice chair, secretary, and parliamentarian roles in governance and procedure.
2.22 Faculty Senate Meetings	Board of Curators	Defines Faculty Senate meeting schedule, quorum requirements, voting procedures, and order of business under Robert’s Rules of Order.
2.22.1 Non-voting Staff Representative to the Faculty Senate	Board of Curators	Explains the Staff Council representative’s role on the Faculty Senate, including liaison duties, agenda procedures, term length, and nonvoting status.
2.22.2 Non-voting Student Representative to the Faculty Senate	Board of Curators	Describes the Student Government Association representative’s liaison role on the Faculty Senate, including agenda procedures, term length, and nonvoting status.
2.23 Executive Committee of the Faculty Senate	Board of Curators	Outlines the Faculty Senate Executive Committee structure, membership, election process, term limits, voting rules, and liaison role with departments.
2.23.1 Duties of the Executive Committee	Board of Curators	Details the Executive Committee’s duties, including oversight of Senate membership, committee appointments, elections, and graduate approvals.
2.23.2 Meetings of the Executive Committee	Board of Curators	Defines Executive Committee meeting frequency, notice requirements, quorum rules, voting procedures, and proxy designation guidelines.
2.24 Standing Committees of the Faculty Senate	Board of Curators	Explains Faculty Senate standing committees, appointment process, term limits, advisory role, and participation in University Shared Governance.
2.24.1 The Standing Committees of the Faculty Senate	Board of Curators	Outlines Faculty Senate standing committees and their roles in curriculum review, academic policy development, general education oversight, and reporting.
2.25 Recommendations and Proposals	Board of Curators	Explains how Faculty Senate proposals and policy changes proceed through governance channels, Board approval, and official action documentation.
2.26 Amendments to the Faculty Senate Bylaws	Board of Curators	Describes the process for amending Faculty Senate bylaws, including prior notice requirements and a three-fourths majority vote for approval.
2.27 Faculty Membership on Standing University Committees	Board of Curators	Explains appointment procedures for University standing committees, including presidential authority, Faculty Senate recommendations, and eligibility guidelines.
2.30 The Staff Council: Composition, Purpose, and Functions	Board of Curators	Describes the Staff Council’s composition and advisory role in representing staff interests, promoting communication, and ensuring staff input in governance.
2.31 Composition of the Staff Council	Board of Curators	Outlines Staff Council representation by job classification, detailing council seat allocations and at-large positions for University staff.
2.32 Term of Service	Board of Curators	Defines Staff Council term lengths, staggered elections, term limits, and eligibility for re-election after a one-year absence.
2.32.1 Vacancies	Board of Curators	Explains procedures for filling Staff Council vacancies, including appointment of replacements and succession of the chair by the vice chair.
2.33 Elections	Board of Curators	States that Staff Council member elections are conducted annually during the month of April in accordance with governance procedures.
2.33.1 Voting	Board of Curators	States that all permanent University staff are eligible to vote for both classification and at-large Staff Council candidates.
2.33.2 Candidacy	Board of Curators	Outlines Staff Council nomination timelines, candidate acceptance requirements, and submission procedures before annual elections.
2.33.3 Distribution of Candidate Lists	Board of Curators	Specifies that Staff Council candidate lists and statements must be distributed at least two weeks before the election date.
2.33.4 Balloting	Board of Curators	Explains Staff Council voting procedures, ballot casting requirements, vote counting responsibilities, and run-off election process.
2.33.5 Announcement of Election Results	Board of Curators	States that the Staff Council chair announces elected members and classifications without disclosing individual vote totals.
2.33.6 Withdrawal or Ineligibility of Candidacy	Board of Curators	Explains Staff Council candidate withdrawal rules and procedures for filling vacancies if a candidate becomes ineligible before the term begins.
2.33.7 Unfilled Seats	Board of Curators	States that any unfilled Staff Council seat after a regular election will be filled according to established vacancy procedures.
2.34 Leadership of the Staff Council (Executive Committee)	Board of Curators	Outlines Staff Council Executive Committee leadership, officer elections, secret ballot procedures, and meeting requirements under Robert’s Rules.
2.34.1 Terms of Service	Board of Curators	States that Staff Council officers serve one-year terms and may hold office for no more than three consecutive terms.
2.34.2 Chair	Board of Curators	Defines the duties of the Staff Council chair, including presiding over meetings, setting agendas, representing staff, and casting tie-breaking votes.
2.34.3 Vice Chair	Board of Curators	Outlines the vice chair’s duties, including succession to chair, assuming leadership responsibilities, and serving on the Shared Governance Committee.
2.34.4 Secretary	Board of Curators	Defines the secretary’s duties, including recording minutes, maintaining records, managing communications, and serving on Shared Governance.
2.34.5 Parliamentarian	Board of Curators	Outlines the parliamentarian’s role in advising on Robert’s Rules of Order and serving on the University Shared Governance Committee.
2.34.6 Filling Vacancies (Officers)	Board of Curators	Explains procedures for filling Staff Council officer vacancies, including special elections, interim appointments, and temporary replacements.
2.35 Membership Responsibilities and Regulations	Board of Curators
2.35.1 Responsibilities	Board of Curators	Defines Staff Council member responsibilities, including meeting participation, communication with staff, and active service on assigned committees.
2.35.2 Service as a Part of Workload	Board of Curators	States that Staff Council service and meeting attendance are considered part of a member’s regular University work assignment.
2.35.3 Absences	Board of Curators	Explains absence notification requirements and replacement procedures after three absences in an academic year.
2.36 Staff Council Meetings	Board of Curators	Defines Staff Council meeting schedule, notice requirements, cancellation rules, and procedures for calling special or emergency meetings.
2.36.1 Procedures for Meetings	Board of Curators	Outlines Staff Council meeting procedures, order of business, agenda submission deadlines, and recognition of University community members.
2.36.2 Modifying the Agenda	Board of Curators	States that the Staff Council may modify agenda items through a motion and majority vote during official meetings.
2.36.3 Voting	Board of Curators	Defines Staff Council voting rules, eligibility, ballot procedures, majority requirements, bylaw amendment standards, and roll call options.
2.36.4 Quorum	Board of Curators	Defines quorum requirements for the Staff Council, requiring 51% of members present to conduct official business.
2.36.5 Minutes	Board of Curators	Explains Staff Council minutes procedures, including approval, posting, and distribution to the President’s Office and University staff.
2.37 Standing Committees of the Staff Council	Board of Curators	Describes Staff Council standing and ad hoc committees, their advisory role, record-keeping duties, and key committee functions.
2.37.1 Committee Chairs, Membership, and Terms of Service	Board of Curators	Outlines Staff Council committee appointments, membership rules, term limits, representation standards, and procedures for standing and ad hoc groups.
2.38 Staff Membership on University Committees	Board of Curators	Explains appointment procedures for University standing committees, including presidential authority, governance recommendations, and staff eligibility.
2.39 Recommendations and Proposals	Board of Curators	Explains how Staff Council recommendations are forwarded for review and affirms the University President’s final decision authority.
2.40 Amendments to the Staff Council Bylaws	Board of Curators	Outlines the process for proposing and approving Staff Council bylaw amendments, including committee review and a two-thirds vote requirement.
2.60 The Student Government Association: Name and Purposes	Board of Curators	Defines the Student Government Association (SGA), its purpose, and its role in student representation, shared governance, and campus unity.
2.61 Membership	Board of Curators	Explains SGA membership eligibility, voting rights, and office-holding restrictions for undergraduate, graduate, and part-time students.
2.62 Student Government Composition	Board of Curators	Outlines the three branches of the SGA—administrative, legislative, and judicial—and details their structure and membership roles.
2.62.1 Requirements for the SGA Administrative Branch Officers	Board of Curators	States that eligibility requirements for SGA offices and Mr. and Miss Lincoln University are outlined in Article V of the SGA Constitution.
2.63 Authority of the SGA	Board of Curators	Explains that the authority of the Student Government Association is defined in Article IV of the SGA Constitution in the student handbook.
2.64 Duties of Officers	Board of Curators	Outlines duties of SGA presiding officers, including leadership, coordination, reporting, and legislative recommendations per the SGA Constitution.
2.65 Responsibilities of the Student Senate	Board of Curators	Describes Student Senate responsibilities, including oversight, legislative authority, financial approval, and impeachment powers under the SGA Constitution.
2.66 Elections	Board of Curators	Explains that SGA elections follow Student Senate laws and are governed by Election Bylaws covering nominations, polling, campaigns, and inaugurations.
2.67 Student Participation in University Governance	Board of Curators	Explains the SGA’s role in student participation, the SGA president’s liaison duties, and presidential authority to appoint students to committees.
2.68 Representation on the Board of Curators	Board of Curators	Explains the SGA process for submitting nominees to the Missouri Governor for student representative to the Board of Curators.
2.80 Collective Bargaining	Board of Curators	Defines implementation of collective bargaining rights at the University, ensuring constitutional compliance, orderly administration, and good-faith negotiations.
2.81 The University's Bargaining Team	Board of Curators	States that the University President appoints the collective bargaining negotiation team, excluding Curators, students, and the President.
2.82 Scope of the Bargaining Unit	Board of Curators	Outlines recognition procedures for a Bargaining Representative, unit eligibility rules, election standards, and Board authority in disputes.
2.83 Bargaining, Content and Construction	Board of Curators	Defines management rights, collective bargaining timelines, contract limitations, grievance procedures, and conditions affecting agreement validity.
2.84 Impasse	Board of Curators	Outlines impasse procedures in collective bargaining, including mediation options, Board review, and authority to implement final offers.
2.85 Proposed Written Agreement	Board of Curators	States that collective bargaining agreements must be put in writing, signed by both parties, and delivered to the bargaining unit and President.
2.86 Submission of Proposed Contract	Board of Curators	Outlines approval steps for collective bargaining contracts, including unit vote, Board approval, signing, and impasse procedures if rejected.
2.87 Decertification	Board of Curators	Explains the process for decertifying a bargaining representative, including majority petition, Board review, and contract termination.
2% Nonresident Entertainer Fees	Comptroller	Two percent of all payments made to non-Missouri residents that provide entertainment to the University is required to be deducted and submitted to the Missouri Department of Revenue.
3.00 The Area of Academic Affairs	Board of Curators	Describes Academic Affairs, led by the Provost and VPAA, overseeing academic programs, student services, and faculty development.
3.01 Administration of Academic Affairs	Board of Curators	Outlines the VPAA’s authority over Academic Affairs, including curriculum approval, faculty actions, budget planning, and dean supervision.
3.02 Colleges: Leadership	Board of Curators	Defines the Dean’s appointment, evaluation, and leadership responsibilities in academic oversight, faculty actions, program development, and budgeting.
3.03 Academic Departments: Leadership	Board of Curators	Explains department head selection, evaluation, duties, compensation, workload release, and presidential authority in academic leadership.
3.04 Units and Areas under Academic Affairs	Board of Curators	Lists key units reporting to the VPAA, including Graduate Studies, Registrar, Library, Institutional Research, and academic support services.
3.05 The Office of Graduate and Extended Studies	Board of Curators	Describes Graduate and Extended Studies leadership, graduate faculty eligibility, degree requirements, and approval process for program changes.
3.05.1 Duties and Responsibilities of Dean of Graduate and Extended Studies	Board of Curators	Outlines the Dean of Graduate Studies’ duties in leadership, policy development, curriculum oversight, degree approval, and record management.
3.05.2 The Graduate Faculty	Board of Curators	Defines graduate faculty categories, qualifications, term limits, and approval process for appointments within Graduate Studies.
3.05.3 The Graduate Council	Board of Curators	Describes Graduate Council composition, terms, student representation, and its executive role in overseeing Graduate Studies programs.
3.05.4 Duties and Responsibilities of the Graduate Council	Board of Curators	Outlines Graduate Council duties in policy approval, program and course review, student appeals, and oversight of graduate curricula.
3.05.5 Office for Veteran Affairs	Board of Curators	Describes the Office for Veteran Affairs, supporting veterans and dependents with GI Bill benefits, academic evaluation, advocacy, and status reporting.
3.06 Office of University Assessment	Board of Curators	Defines the Office of University Assessment’s mission in data analysis, strategic planning support, and providing official institutional statistics.
3.07 Honors Program	Board of Curators	Describes the University Honors Program’s mission to enrich academics, boost engagement and retention, and develop globally minded, critical thinkers.
3.08 The University Library (Inman E. Page Library)	Board of Curators	Describes Page Library as the University’s primary information center, supporting research, accreditation standards, and student study needs.
3.08.1 The University Librarian	Board of Curators	Outlines the University Librarian’s appointment and responsibilities, including acquisitions, circulation, archives, media services, and staff supervision.
3.08.2 The Ethnic Studies Center and Archives	Board of Curators	Describes the Ethnic Studies Center and Archives, preserving African American and University history materials for research and curriculum support.
3.09 Center for Teaching and Learning	Board of Curators	Describes the Center for Teaching and Learning, supporting faculty development, evidence-based practices, and strategies to improve retention and efficiency.
3.10 Center for Mentoring and Tutoring	Board of Curators	Describes the Center for Mentoring and Tutoring, providing coaching, mentoring, and academic support to help students succeed and build confidence.
3.11 The Academic Success Center	Board of Curators	Describes the Academic Success Center, advising first-year and probation students, supporting retention, and coordinating GE 101: University Seminar.
3.12 Center for Online Learning	Board of Curators	Describes the Center for Online Learning, overseeing Canvas, instructional design, faculty training, and online and hybrid course delivery.
3.13 Career Services	Board of Curators	Describes the Office of Career Services, supporting career development, internships, and student preparation for professional opportunities.
3.20 The Academic Faculty	Board of Curators	Defines academic faculty as .75 FTE or higher, tenure-track or tenured members within degree-granting departments.
3.20.1 Appointment Policy	Board of Curators	Explains faculty hiring procedures, presidential appointment authority, VPAA recommendations, and annual notices of continued appointment.
3.20.2 Initial Appointment: Minimum Qualifications for the Various Academic Ranks	Board of Curators	Defines ranked faculty appointment criteria, degree requirements, experience standards, tenure status, and salary guidelines at initial hire.
3.20.3 Appointment to Adjunct Faculty	Board of Curators	Defines adjunct faculty status, minimum qualification requirements, and flat-rate per credit hour compensation policy.
3.20.4 Appointment of Lecturer	Board of Curators	Defines lecturer appointments as temporary, non-tenure track full-time roles, qualifications, compensation, and purpose within departments.
3.20.5 Conditions of Appointment: Cooperative Extension, Cooperative Research, and Extramurally-Funded Projects Personnel	Board of Curators	Outlines appointment, rank, tenure eligibility, and promotion policies for Cooperative Extension and Research faculty positions.
3.20.6 Special Appointments	Board of Curators	Outlines eligibility, selection process, privileges, and term limits for Professor Emeritus and Curators’ Distinguished Professor appointments.
3.20.7 Notification of Non-Reappointment of Faculty	Board of Curators	Explains faculty non-reappointment notice deadlines and conditions for termination of tenured faculty for cause or financial exigency.
3.20.8 Performance Evaluation	Board of Curators	Outlines annual faculty evaluation procedures, including agreements, self-evaluations, supervisor reviews, deadlines, and personnel file requirements.
3.21 Promotion and Tenure: Principles and Changes to Promotion and Tenure Policies Amendments	Board of Curators	Affirms fair and meaningful promotion and tenure policies and requires formal procedures for any changes under University regulations.
3.22 Promotion and Tenure: Annual Performance Evaluations	Board of Curators	Explains tenure-track status, promotion criteria, annual evaluations, workload agreements, and feedback in the promotion and tenure process.
3.22.1 Promotion and Tenure Criteria: Percentage of Work Effort	Board of Curators	Defines minimum and maximum effort percentages for teaching, scholarship/research, and service/extension in promotion and tenure criteria.
3.22.2 Promotion and Tenure Criteria and the Evaluation Process	Board of Curators	Explains the three-point evaluation scale for promotion and tenure, assessing quality in teaching, scholarship, and service.
3.23 Minimum Eligibility Requirements for Promotion	Board of Curators	States that eligible faculty in permanent positions may apply for promotion if they meet qualifications outlined in the Faculty Employee Handbook.
3.23.1 Eligibility for Promotion to the Rank of Assistant Professor	Board of Curators	Outlines minimum qualifications for promotion from instructor to assistant professor, including degree and service requirements.
3.23.2 Eligibility for Promotion to the Rank of Associate Professor	Board of Curators	Outlines minimum qualifications for promotion from assistant professor to associate professor, including degree and service requirements.
3.23.3 Eligibility for Promotion to the Rank of Professor	Board of Curators	States minimum qualifications for promotion from associate professor to professor, including a terminal degree and four years of service.
3.24 Minimum Eligibility Requirements for Tenure	Board of Curators	Outlines minimum qualifications for tenure eligibility at the assistant professor rank, including degree requirements and five years of service.
3.25 Terminal Degrees of Faculty by Area	Board of Curators	Defines recognized terminal degrees, including doctoral degrees and specific master’s degrees in art, theater, English, social work, nursing, business, and library science.
3.26 Probationary Service for Tenure	Board of Curators	Defines the seven-year maximum probation for tenure-track faculty and conditions for a one-year terminal contract.
3.26.1 Credit Toward Probationary Period	Board of Curators	Explains crediting up to three years of prior full-time service toward tenure probation when documented at appointment.
3.26.2 Three-Year Pre-Tenure Review	Board of Curators	Explains the pre-tenure review process, timeline, evaluation steps, and purpose for tenure-track faculty development and feedback.
3.26.3 Stopping the Tenure Clock	Board of Curators	Outlines the process to stop the tenure clock for one year due to qualifying circumstances, including review steps and final approval.
3.26.4 Non-Reappointment	Board of Curators	Specifies non-reappointment notice deadlines for probationary faculty based on year of service.
3.27 Procedures for Promotion and Tenure Evaluation	Board of Curators	Outlines promotion and tenure eligibility, application process, evaluation levels, deadlines, and final Board approval procedures.
3.27.1 Components of Promotion and Tenure Applications	Board of Curators	Lists required elements for promotion and tenure applications, including cover letter, CV, recommendations, evaluations, transcripts, and evidence.
3.27.2 Promotion and Tenure: Appeal	Board of Curators	Explains the promotion and tenure appeal process, deadlines, review committee structure, grounds for appeal, and final presidential decision.
3.28 Tenure Status and Administrative Appointments	Board of Curators	Clarifies that administrative appointments do not confer tenure unless separately granted and do not remove previously earned tenure.
3.29 Termination of Employment for Cause	Board of Curators	Outlines faculty dismissal procedures, causes, hearing rights, appeals process, and Board authority in termination decisions.
3.30 Policy on Reassignment of Administrators to Faculty Appointments	Board of Curators	Explains compensation policies for administrators transitioning to faculty, including salary determination and bridge contract provisions.
3.31 Workload Policy for Undergraduate Faculty	Board of Curators	Defines faculty work year, office hour requirements, campus presence, and standard teaching load with exceptions for labs, studios, and clinical roles.
3.31.1 Overload Policies	Board of Curators	Defines faculty overload policy, limits, compensation rules, summer restrictions, enrollment standards, and payment calculation guidelines.
3.31.2 Minimum Class Enrollment	Board of Curators	Defines minimum enrollment levels, tuition-only compensation, and approval procedures for under-enrolled graduate and undergraduate courses.
3.32 The Summer Session	Board of Curators	States that the summer session operates under the VPAA, with course offerings based on student demand and available University resources.
3.32.1 Selection of Faculty for the Summer Session	Board of Curators	Explains summer faculty selection based on qualifications, interest, and supervisor recommendation for instructional assignments.
3.32.2 Summer Workload Policy and Pay	Board of Curators	Defines summer teaching load limits, overload restrictions, and flat-rate compensation for courses meeting enrollment standards.
3.32.3 Summer Instruction for Classes with Below Minimum or Small Enrollments	Board of Curators	Defines summer minimum enrollment levels, prorated compensation rules, and dean-approved exceptions for under-enrolled courses.
3.33 Grant Reassigned Time and Salary Adjustment	Board of Curators	Allows grant-funded faculty reassignment from teaching and permits base salary increases up to 125% with administrative approval.
3.34 Compensation for Retired Faculty	Board of Curators	States that retired faculty, including emeriti, rehired part-time are compensated at the adjunct rate based on highest degree earned.
3.35 Faculty Absence and Leave	Board of Curators	Outlines faculty leave policies, course coverage requirements, and supervisor approval procedures for planned absences.
3.35.1 Personal Leave	Board of Curators	States that faculty receive paid personal leave each fiscal year in accordance with Chapter X, Section 10.34 of University policy.
3.35.1 Personal Leave	Board of Curators	Details faculty sick leave reporting, accrual, extended illness procedures, and compensation for colleagues covering classes.
3.35.3 Vacation for Academic Faculty on Academic Year Contracts	Board of Curators	Explains that academic breaks count as paid vacation for nine-month faculty, though University duties may still be required.
3.35.4 Annual Leave for Academic Faculty on Twelve (12)-Month Appointments	Board of Curators	Outlines annual leave accrual, caps, carryover limits, and payout rules for twelve-month faculty based on years of service.
3.35.5 Professional Development	Board of Curators	Requires faculty to obtain supervisor approval and submit a Leave Request form for professional development away from campus.
3.35.6 University Business	Board of Curators	Requires supervisor approval, Leave Request forms, and Travel Authorization for faculty activities, including student travel documentation.
3.35.7 Leaves of Absence	Board of Curators	States that leaves of absence may be granted with or without pay for professional development, illness, or other valid reasons.
3.35.8 Sabbatical Leave	Board of Curators	References faculty sabbatical leave provisions as detailed in Chapter X, Section 10.38 of University policy
3.36 Reporting of Grades	Board of Curators	Requires faculty to submit final grades by 5:00 p.m. on the second working day after finals, with copies to the department head.
3.37 Review of the Undergraduate Curricula	Board of Curators	Explains curriculum proposal approvals, honors course requirements, and Teacher Education exemptions from Senate review.
3.38 Use of Copyrighted Materials for Educational and Research Purposes	Board of Curators	Outlines University copyright policy, fair use compliance, monitoring practices, and disciplinary consequences for violations.
3.39 Teaching Dual Credit Courses	Board of Curators	Explains dual credit course coordination and payment structure based on student enrollment, issued to instructors or partner institutions.
3.40 Faculty Grievance Policy	Board of Curators	Explains faculty complaint options for academic freedom, tenure denial, and salary inequity, including appeal eligibility requirements.
3.41 Policy on Misconduct in Science	Board of Curators	Establishes procedures for reporting, investigating, and resolving scientific misconduct, including definitions, due process, sanctions, and appeals.
3.42 Financial Exigency	Board of Curators	Outlines financial exigency policy, criteria for faculty termination, Board approval requirements, and relocation efforts.
3.43 Commencement: Attendance	Board of Curators	Requires faculty participation in Commencement and outlines approval process for excused absences through academic leadership.
3.44 Compensation for Administrator and Staff Teaching	Board of Curators
3.44.1 Purpose	Board of Curators	Clarifies policy for administrators and staff teaching as adjuncts, addressing qualifications, expectations, and compensation standards.
3.44.2 Vice Presidents and Deans	Board of Curators	States that Vice Presidents and Deans may teach but receive no additional compensation for instructional duties.
3.44.3 Teaching outside normal work hours	Board of Curators	Explains conditions for exempt staff teaching for adjunct pay, including presidential approval and non-interference with duties.
3.44.4 Teaching during normal work hours	Board of Curators	Details teaching rules for exempt and non-exempt staff, including compensation, approval requirements, and adjunct appointment standards.
3.60 Academic Policies and Regulations	Board of Curators	Describes Academic Affairs’ authority over curriculum, degree programs, graduate admissions, and student records governance.
3.61 Classification of Students	Board of Curators	Defines student classification by earned semester credit hours and outlines reclassification each academic term.
3.62 System of Course Numbering	Board of Curators	Explains University course numbering system, including lower division, upper division, and graduate-level designations.
3.63 The Semester Credit Hour	Board of Curators	Defines semester credit hours, laboratory equivalencies, and time requirements for alternative and accelerated course formats.
3.64 Student Load	Board of Curators	Defines part-time, full-time, and overload enrollment limits for undergraduate and graduate students by term.
3.65 System of Grading	Board of Curators	Outlines grading system, GPA-impact rules, incomplete grade deadlines, and final grade recording policies.
3.65.1 Grade Re-evaluation	Board of Curators	Explains student grade re-evaluation steps, approval chain, and appeal process under the Academic Complaint Policy.
3.65.2 Auditing Courses (“Hearer”)	Board of Curators	Explains course audit policy, instructor approval, transcript notation, and deadlines for changing audit or credit status.
3.66 Grade Point Average	Board of Curators	Defines grade point values, GPA calculation rules, repeat course policy, and exclusions for transfer and non-graded credits.
3.67 Repeated Courses	Board of Curators	Explains undergraduate course repeat policy, GPA recalculation rules, and restrictions on retaking courses with B or C grades.
3.68 Class Attendance Policy	Board of Curators	Outlines class attendance expectations, absence limits, grade penalties, and syllabus requirements for make-up policies.
3.68.1 University-Approved Absences	Board of Curators	Defines authority and documentation requirements for excused absences related to official University activities.
3.69 Academic Status Policies	Board of Curators	Explains policies for good academic standing, probation, suspension, appeals, dismissal, and reinstatement based on cumulative GPA.
3.70 Alternative Course Credit	Board of Curators	Outlines alternative methods for earning course credit, including CLEP, AP, dual credit, experiential learning, and other nontraditional options.
3.71 Upper Division Transfer Credit	Board of Curators	Explains that upper division credit is not awarded for courses from junior or community colleges unless covered by signed articulation agreements.
3.72 Date of Bulletin for Satisfying Undergraduate Degree Requirements	Board of Curators	Outlines how students select an Undergraduate Bulletin for graduation requirements, including time limits and rules for general education and major/minor requirements.
3.73 Degrees Offered	Board of Curators	Lists degrees and certifications authorized for Lincoln University by state and accrediting bodies, including associate, bachelor’s, master’s, and specialist degrees.
3.74 Requirements for the Various Degree Programs	Board of Curators	Details degree requirements published in current undergraduate and graduate bulletins, including general education, major and minor requirements, and GPA standards.
3.75 Policy on Modifying Programs for Students with Disabilities	Board of Curators	Explains procedures for requesting academic program modifications due to disability, including documentation, review process, committee actions, and appeal rights.
3.76 Residence Requirements	Board of Curators	Outlines Lincoln University’s residence credit requirements for bachelor’s degrees, including minimum 300-400 level hours and major/minor credit requirements.
3.77 Academic Honors	Board of Curators	Details Lincoln University’s Dean’s List criteria and graduation honors distinctions, including GPA thresholds and residency requirements.
3.78 Second Bachelor’s Degree	Board of Curators	Policy outlining requirements for earning a second bachelor’s degree at Lincoln University, including major change and minimum credit hours.
3.79 Graduate Enrollment Prior to Admission into a Graduate Program	Board of Curators	Policy outlining undergraduate enrollment in graduate courses, admission requirements, credit limits, and conditions for applying hours to a graduate degree.
3.80 Admission as a Graduate Student	Board of Curators	Graduate admission policy outlining eligibility, transcript requirements, conditional credit limits, and reference to official criteria in the graduate bulletin.
3.81 Undergraduate Admission into the Graduate Program	Board of Curators	Policy for senior undergraduates seeking special graduate admission, including GPA, approvals, credit limits, and graduate fee requirements.
3.82 Dismissal from the Graduate Program	Board of Curators	Graduate dismissal policy outlining academic performance standards, candidacy withdrawal, and the multi-level appeal process through the President.
3.83 Graduate Academic Appeal Process	Board of Curators	Graduate grade appeal policy outlining timelines for submitting written appeals and referencing procedures detailed in the official graduate bulletin.
3.84 Filing for a Degree	Board of Curators	Graduation filing policy detailing deadlines, submission methods through Records or Graduate Studies, and consequences for late applications.
3.85 Commencement	Board of Curators	Commencement policy outlining eligibility, summer participation rules, February 15 filing deadline, and academic and financial requirements.
3.86 Posthumous Degrees	Board of Curators	Policy outlining nomination and approval process for awarding posthumous undergraduate or graduate degrees to deceased students.
3.86.1 Requirements for Nomination:	Board of Curators	Criteria for awarding a posthumous degree, including good academic standing at time of death and enrollment status requirements.
3.86.2 Nomination/Approval Process	Board of Curators	Procedure for recommending and approving a posthumous degree, including required documentation, administrative review, and commencement recognition.
4.00 The Area of Chief Operating Officer	Board of Curators	Overview of the Chief Operating Officer’s role in overseeing operations, strategic initiatives, and coordination of ITS, Enrollment Management, and Campus Culture.
4.01 Organization and Administration of the Chief Operating Officer	Board of Curators	Details on the Chief Operating Officer’s appointment, leadership responsibilities, and role in advancing strategic priorities and institutional initiatives.
4.01.1 Office of Information Technology Services	Board of Curators	Overview of Information Technology Services leadership, outlining the CIO’s role in IT planning, cybersecurity, systems management, and campus technology support.
4.01.1.1 Responsibility	Board of Curators	University computing policies outlining lawful use, authorization, data protection, cybersecurity, and acceptable technology practices for faculty, staff, and students.
4.01.1.10 Access to Information Technology	Board of Curators	Policy outlining access control, credential management, password standards, and network security requirements for University IT systems and users.
4.01.1.2 Security	Board of Curators	University IT security policy covering data protection, identity standards, PII safeguards, cybersecurity rules, and user responsibilities for system integrity.
4.01.1.3 Software Purchases and Use Policy	Board of Curators	University policy requiring CIO approval for software purchases, prohibiting unauthorized installations, personal profit use, and illegal software copying.
4.01.1.4 World Wide Web Policies	Board of Curators	University website policy covering copyright protection, page approval processes, design standards, and prohibitions on plagiarism and illegal content hosting.
4.01.1.5 Electronic Mail (E-Mail) Policies	Board of Curators	University email policy covering acceptable use, security, MFA, account ownership, legal holds, access termination, PII protection, and compliance requirements.
4.01.1.6 Violations and Enforcement Procedures	Board of Curators	Policy requiring reporting of IT violations, outlining ITS enforcement authority, account suspension procedures, and disciplinary sanctions for misuse.
4.01.1.7 Technology Purchases	Board of Curators	Policy requiring ITS review of all hardware and software purchases to ensure compatibility, licensing compliance, and timely coordination for instructional labs.
4.01.1.8 Telecommunications Policies	Board of Curators	Telecommunications policy outlining access, acceptable use, remote work requirements, cost liability, and compliance standards for employees and students.
4.01.1.9 Employee Laptop Policies	Board of Curators	Policy governing University-issued laptops, including employee responsibilities, security standards, reporting requirements, and institutional ownership.
4.01.2 Office of Enrollment Management	Board of Curators
4.01.2.1 The Registrar’s Office: Student Records and Policies	Board of Curators	Overview of Registrar policies on student records, FERPA compliance, registration, graduation filing, summary checks, and transcript requests.
4.01.2.2 Financial Aid and Student Employment	Board of Curators	Overview of Student Financial Services, financial aid policies, Satisfactory Academic Progress (SAP), appeals, reinstatement, and default management.
4.01.2.3 Office of Undergraduate Recruitment and Admissions	Board of Curators	Overview of the Office of Undergraduate Recruitment and Admissions, including recruitment efforts, application review, and enrollment support services.
4.01.2.4 Office for Global Education	Board of Curators	Learn about the Office for Global Education, supporting international students, immigration compliance, and study abroad opportunities at Lincoln University.
4.01.2.5 Admission of Students	Board of Curators	Explore Lincoln University admission requirements for Missouri residents, transfers, international, home-schooled, visiting, and readmitting students.
4.01.3 Campus Culture	Board of Curators	Overview of Campus Culture at Lincoln University, including oversight of LUPD, LULETA, and leadership responsibilities of the VP of Campus Culture.
4.01.3.1 Units of Campus Culture	Board of Curators	Outlines the appointment process and core responsibilities of Campus Culture directors and supervisors at Lincoln University.
4.01.3.1.1 Chief of Police	Board of Curators	Details the leadership responsibilities for overseeing LUPD operations, campus safety, emergency management, and Clery Act compliance.
4.01.3.1.10 Visitor Parking	Board of Curators	Lincoln University provides designated visitor parking for guests, vendors, and service technicians, with priority given to employees and students. All visitors must register vehicles with LUPD and comply with campus traffic and parking regulations.
4.01.3.1.11 Loading Zones	Board of Curators	Loading zones at Lincoln University are reserved for vehicles with valid loading zone permits and are subject to posted time limits. Extended use or use without a permit requires prior authorization from LUPD.
4.01.3.1.12 Report of Accident	Board of Curators	Missouri law requires all motor vehicle accidents to be reported. Accidents occurring on campus must be reported to LUPD before vehicles are moved. Reports will not be taken if the vehicle leaves campus prior to notification.
4.01.3.1.13 Traffic Regulations and Violations	Board of Curators	Vehicle operators on campus must comply with Missouri traffic laws and University regulations. Drivers are responsible for violations, and vehicle owners may be liable for non-moving violations. LUPD may impose fines and refer cases for additional administrative action.
4.01.3.1.14 Payment of Fines and Appeals	Board of Curators	Pay traffic or parking fines at the Cashier’s Office or appeal within 7 days. Unpaid fines may block permits, registration, transcripts, or payroll release.
4.01.3.1.15 Administration and Enforcement of Vehicle Regulations	Board of Curators	The LUPD Director enforces vehicle regulations and issues citations detailing violations and fines, including for unattended vehicles.
4.01.3.1.16 Immobilization, Removal, or Impoundment of Unattended Vehicles	Board of Curators	LUPD may immobilize, remove, or impound unattended vehicles on University property at the owner’s expense.
4.01.3.1.17 Amendments to Vehicle, Traffic, and Parking Regulations	Board of Curators	LUPD may amend or rescind traffic and parking regulations at any time in accordance with state and local laws.
4.01.3.1.18 Campus Security	Board of Curators	LUPD ensures campus safety and security through crime prevention, investigations, law enforcement, and policy enforcement.
4.01.3.1.19 Authority of Public Safety Officers	Board of Curators	Lincoln University Public Safety officers are state-certified peace officers with full police powers, working jointly with local law enforcement agencies.
4.01.3.1.2 Director of Lincoln University Law Enforcement Training Academy	Board of Curators	Outlines leadership and management duties for overseeing police academy staff, instruction, program development, operations, and external funding initiatives.
4.01.3.1.20 Building Security	Board of Curators	Public Safety secures campus buildings after hours and maintains controlled access to residence halls for residents, escorted guests, and authorized personnel.
4.01.3.1.21 Sexual Assault and Victims’ Rights	Board of Curators	University policy outlines prevention, reporting, victim rights, and procedures for sexual assault, domestic violence, dating violence, and stalking.
4.01.3.1.3 Authority to Administer and Enforce Vehicle, Traffic, and Parking Regulations	Board of Curators	Establishes authority for Campus Culture safety and traffic regulations, committee oversight, enforcement scope, and compliance with Missouri state law.
4.01.3.1.4 Safety and Security Committee Membership and Responsibilities	Board of Curators	Outlines Emergency Preparedness Committee appointment process, leadership, and duties including parking policy, appeals, fines, and LUPD complaint review.
4.01.3.1.5 Vehicle, Traffic, and Parking Regulations	Board of Curators	LUPD administers and enforces all campus vehicle traffic and parking regulations, including assessment of fines, under authority of the Board of Curators.
4.01.3.1.6 Registration and the Operation of Motor Vehicles and Bicycles	Board of Curators	Employees and students must register vehicles or bicycles with LUPD within one business day and comply with campus permit, insurance, and safety rules.
4.01.3.1.7 Parking Regulations	Board of Curators	University parking is permit-based and fee-required, with disability access rules, reserved spaces, and fines for failure to display permits.
4.01.3.1.8 Official University Vehicle Parking	Board of Curators	University vehicles must comply with campus traffic and parking regulations. Drivers are responsible for fines, and departments must identify drivers or pay penalties.
4.01.3.1.9 Parking for Retirees and Senior Citizens	Board of Curators	Lincoln University retirees may purchase parking permits at the regular faculty and staff rate, while professors emeriti and students age 65 and older are eligible for free permits.
4.01.3.2 No Trespassing Policy	Board of Curators	Policy outlines issuance, review, appeal, and enforcement of No Trespass orders on campus under Missouri law.
4.01.3.3 Solicitation	Board of Curators	Commercial solicitation is prohibited on University property, with limited exceptions approved by the President or for recognized campus organizations.
4.01.4 Auxiliary Services	Board of Curators	The COO oversees Auxiliary Services, including dining, bookstore, vending, laundry, and coordination of University facility use and events.
4.01.4.1 Contracts Administration	Board of Curators	Auxiliary service contracts are valid only after authorized University signatures and full compliance with established approval procedures.
5.00 The Area of Administration and Finance	Board of Curators	Administration and Finance oversees University budgets, fiscal affairs, grants, contracts, student accounts, financial aid, technology, and facilities.
5.01 Organization and Administration of Administration and Finance	Board of Curators	The VPAF serves as CFO, overseeing University finances, budgets, audits, grants, procurement, technology, and student financial services.
5.02 Units of Administration and Finance: Directors and Supervisors	Board of Curators	Directors in Administration and Finance oversee unit operations, staff supervision, budget planning, and report directly to the VPAF.
5.03 Administration and Finance Policies	Board of Curators	Administration and Finance drafts and enforces financial and safety policies, administered through the Office of the VPAF.
5.03.1 Travel Policies	Board of Curators	University travel reimbursement policy covering advance booking, per diem rates, deadlines, and compliance with IRS and sponsored project rules.
5.03.2 Cash Advances for Travel	Board of Curators	Cash advances for travel are prohibited except for intercollegiate team travel, international travel, or trips involving students.
5.03.3 Policy for Expending Residual Funds on Fixed Price Contracts	Board of Curators	Policy on fixed price awards, cost reimbursement assumptions, and allocation of residual balances from sponsored project contracts.
5.10 Office of the Comptroller	Board of Curators	Overview of the Office of the Comptroller’s role in financial reporting, accounting, payroll, grants, cash management, debt, and audits.
5.10.1 Policy on Tuition and Fees	Board of Curators	Information on Lincoln University tuition and fees, payment deadlines, registration holds, transcripts, housing, meal plans, and fee policies.
5.10.2 Refund and Adjustment of Fees	Board of Curators	Tuition refund schedule for 16-, 8-, and 4-week courses, plus refund exceptions for military service or documented medical circumstances.
5.10.3 Debt Forgiveness on Death	Board of Curators	Lincoln University forgives unpaid balances for students who pass away while enrolled, with appropriate documentation provided.
5.10.4 Administration of Sponsored Grants and Contracts	Board of Curators	Lincoln University manages sponsored awards in compliance with grant terms, University policies, and CFR Part 200, with fiscal oversight by the Controller.
5.10.5 Investment Policy	Board of Curators	Lincoln University follows Missouri State Treasurer investment policies to guide institutional investments, overseen by the VPAF.
5.11 University Budget	Board of Curators	University employees share fiscal stewardship, with budget oversight led by the President, VPAF, and Board of Curators.
5.12 Purchasing	Board of Curators	University purchasing ensures cost-effective, compliant acquisition of goods and services under VPAF oversight and Director of Acquisitions.
5.12.1 Procurement Policies	Board of Curators	Purchasing oversees competitive bids over $10,000, formal bids over $100,000, and enforces contractor hiring and procurement rules.
5.12.2 Risk Management Policies	Board of Curators	Lincoln University risk management policy protects assets, ensures legal compliance, and promotes a safe environment for all.
5.12.2.1 Children on Campus	Board of Curators	Lincoln University childcare policy prioritizes academics and work, requiring advance permission and supervision when children are on campus.
5.12.2.2 Vehicular Travel	Board of Curators	Lincoln University vehicle policy outlines rules for state, personal, and rental vehicles used for official business and related liability coverage.
5.12.2.3 Employee Injuries	Board of Curators	Workers’ compensation benefits are available to employees injured in the course of employment, including vehicle accidents during official University business.
5.12.2.4 Accident Reporting	Board of Curators	All accidents must be reported promptly under University procedures. Employees may not accept liability or promise payment without proper authority.
5.12.2.5 Insurance	Board of Curators	The University maintains property and liability insurance as determined by the VPAF. Coverage details are available from the Director of Acquisitions.
5.13 Facilities and Planning	Board of Curators	The Director of Facilities and Planning oversees campus planning, capital improvements, design, construction, space management, and energy services.
5.13.1 Policies for Selecting Architectural, Engineering and Land Surveying Firms	Board of Curators	Policies for selecting architectural, engineering, and surveying firms, including qualifications, project levels, review process, and contract approval.
5.13.2 Bidding Policy for All Construction Projects	Board of Curators	Construction bidding and prevailing wage policies ensuring compliance with Missouri law for University building projects and labor standards.
5.13.3 Exceptions to bidding requirement for All Construction Projects	Board of Curators	Policy allowing the Director of Facilities and Planning to waive bidding up to $25,000 for time-sensitive needs or justified professional judgment.
5.13.4 Use of University Facilities	Board of Curators	Policy outlining priority use of University facilities, space-available rentals, approval process, fees, and the University’s right to deny access.
5.13.5 Space Allocation Policies	Board of Curators	University space management policy covering allocation principles, reassignment authority, Space Utilization Committee, and request procedures.
5.14 Buildings and Grounds	Board of Curators	Overview of Buildings and Grounds leadership, including maintenance, utilities, custodial services, motor pool, and budget oversight responsibilities.
5.14.1 Personal and Environmental Safety Guidelines	Board of Curators	Buildings and Grounds safety policy outlining OSHA-aligned practices, equipment training, CPR certification, and hazardous waste coordination.
5.14.2 Key Control Policy	Board of Curators	University key control policy covering issuance, audits, duplication restrictions, employee responsibility, returns, and limited student access.
5.14.3 Advertising	Board of Curators	Policy on commercial and non-commercial advertising at University facilities, including posting locations, restrictions, approvals, and marketing authority.
5.14.4 Sponsored Programs	Board of Curators	Policy on grant and contract funding, approvals, compliance requirements, conflict disclosures, and authorized acceptance of sponsored awards.
5.15 Guidelines for Grants and Contracts	Board of Curators	Policies on grant reassigned time, salary adjustments, F&A rates and distribution, and allowable indirect cost expenditures for sponsored projects.
6.00 The Area of Student Affairs	Board of Curators	The area of Student Affairs encompasses enrollment management and various nonacademic aspects of student life, including living on campus, participating in activities and student government, and accessing resources such as health services, access and ability services, residential life and housing. The area employs a student development philosophy consistent with the University Mission Statement, emphasizing the importance of meeting each individual student's matriculation and socio-educational needs.
6.01 Organization and Administration of Student Affairs: Units and Programs	Board of Curators	The Chief Student Affairs Officer (CSAO) is appointed by the President of the University and has administrative responsibility for all areas of Student Affairs. Areas reporting to the CSAO are listed in the current University organizational structure (available in the Office of the President). In the absence of the President, the VPAA, the COO, and the VPAF, the CSAO, shall serve as acting President of the University. The CSAO shall also have the following responsibilities: • Provide leadership for all units reporting to Student Affairs • Supervise and coordinate the activities of all personnel assigned to Student Affairs • Review Student Affairs services and programming • Approve student activities • Direct review and publication of such documents as the Student Handbook which shall contain the Student Code of Conduct, a set of defined policies governing student conduct, activities, services, publications, discipline, and grievance procedures • Supervise the non-academic discipline of students through implementation of the Student Code of Conduct • Supervise and evaluate unit directors, assistant directors and coordinators who report directly to the CSAO • Support staff development • Recommend for appointment, retention, promotion, probation or termination the personnel assigned to the administrative units of Student Affairs • Serve as liaison between University Student Affairs programs and external agencies • Participate in fiscal year budget planning • Serve as a liaison and/or agent as needed by students experiencing Universityrelated difficulties within or external to the University • Facilitate student transactions with the business office, academic support programs, and other administrative units as required • Undertake additional duties and responsibilities as assigned by the President
6.02 Units and Areas	Board of Curators	Leadership of the various units of Student Affairs are appointed by the President upon recommendation of the CSAO and report directly to the CSAO. Leaders in the various units shall have the following responsibilities: • Oversee daily operation of the unit • Foster appropriate student activities/programming/services • Recommend staff appointments, promotion and terminations • Supervise and evaluate unit staff • Promote staff development • Facilitate interdepartmental collaboration and development of programs, grants and projects • Participate in fiscal year budget planning • Undertake additional duties and responsibilities as may be assigned by the CSAO
6.03 Campus Life	Board of Curators	The area of Campus Life is responsible for facilitating the student co-curricular experience. The area includes Student Engagement, the University Center, the Student Government Association, Campus Activity Board, Royal Court, student organizations, and the Blue Tiger Resource Center.
6.03.1 Student Engagement	Board of Curators	The Office of Student Engagement shall offer programs and services to foster student development and student life. Three primary opportunities for students to become involved in extra-curricular activities are coordinated within the area of Student Engagement: • The Student Government Association (SGA): The SGA shall be composed of three branches-legislative, executive, and judicial-duly elected from the general student body by open referendum or appointment as constitutionally applicable. Policies and bylaws of the SGA are found in the Student Handbook. • Student organizations: Four types of student organizations may be recognized at the discretion of Lincoln University: o honorary organizations o departmental organizations o interest groups o Greek organizations with national affiliations Procedures that a group must follow to become a recognized organization at Lincoln University are found in the undergraduate bulleting and the Student Handbook. • Royal Connection (Court): The Royal Court of Miss Lincoln University and Mister Lincoln University is an organization of elected Queens and Kings. The Royal Connection is led by Miss and Mister Lincoln University and is advised by the Office for Student Engagement. • The Campus Activity Board (CAB): The Campus Activity Board is a studentled programming board. CAB facilitates signature campus-wide events like Welcome Week, student events for Homecoming, and Spring Fest. CAB is advised by the Office for Student Engagement.
6.04 Residential Life and Housing	Board of Curators	The area of Residential Life and Housing shall develop and implement programming to foster student development, acquisition of knowledge, understanding and appreciation for differences, and responsibility for self-improvement for students residing in the residence halls. The On-Campus Housing Policy describes which students are required to live in the residence halls. (See Section 6.24.)
6.05 Student Health and Counseling Services	Board of Curators	Student Health and Counseling Services offers limited medical services to support student health and wellbeing. The area, located in Thompkins Health Center, houses a nurse practitioner, counseling services, and access and abilities services. These limited medical services are provided at no additional cost for all currently enrolled students. Should students require more comprehensive or ongoing health services, staff will assist students with referrals and insurance billing.
6.05.1 Counseling Services	Board of Curators	Staff in the counseling center will provide personal, academic, and social counseling; outside referrals will be made when necessary.
6.05.2 Access and Ability Services	Board of Curators	The Coordinator of Access and Ability Services shall coordinate the University's efforts to comply with the regulations implementing Section 504/ADA for students. See Chapter III, Section 3.75: "Policy on Modifying Programs for Students with Disabilities." The following document is available from the Coordinator of Disability Services: "Procedures for Students with Disabilities Requesting Services." See Section 6.28 for the policy on service animals.
6.06 Office of Student Conduct and Community Standards	Board of Curators	The Office of Student Conduct and Community Standards is responsible for the nonacademic discipline of students and is led by a coordinator who reports directly to the CSAO, or their designee. This individual facilitates the student conduct process. Depending on the nature of the infraction, the coordinator may recommend disciplinary measures including but not limited to warning, probation, and suspension. In cases requiring extreme measures such as indefinite or long-term suspension, the University is obligated to allow the accused student certain procedural requirements of due process, all outlined in the Student Code of Conduct (found in the Student Handbook and on the Lincoln University Web site).
6.20 Policies and Regulations	Board of Curators	The areas of Student Affairs will draft, submit for Board approval, and then enforce policies and regulations to ensure access to services, equality of treatment, and adherence to University principles.
6.21 Notice of Services for Students with Disabilities	Board of Curators	Students seeking assistance regarding disabled accessibility, including persons with impaired vision or hearing, should contact the coordinator for Access and Ability Services. Students will be notified that the University does not discriminate on the basis of race, sex, sexual orientation, gender identity, national origin, religion, age, disability, military service or any other characteristic precluded by law in admission or access to, or treatment or employment in, its programs and activities. Any person having inquiries concerning compliance with Section 504 of the Rehabilitation Act of 1973, or the Americans with Disabilities Act (ADA), is directed to contact the coordinator for Disability Services. The coordinator has been designated by the University to facilitate the University's efforts to comply with the regulations implementing Section 504 and ADA. Students may also contact the Assistant Secretary for Civil Rights, U.S. Department of Education, regarding the University's compliance with the regulations implementing Section 504 of the Americans with Disabilities Act. The following documents shall be available on the Lincoln University Web site and from the Access and Abilities Coordinator in the Office for Counseling and Career Services: "Grievance Process for Students Denied Reasonable Accommodations or Subjected to Discrimination Because of a Disability" and "Procedures for Students with Disabilities Requesting Services."
6.22 Student Privacy Act	Board of Curators	In accordance with the federal "Family Educational Rights and Privacy Act of 1974," Lincoln University has developed the following policy with regard to access to student records: 1. Public Records (Directory Information): "Directory Information" includes the following information relating to a student: the student's name, address, telephone number, date and place of birth, major field of study, participation in officially recognized activities and sports, weight and height of members of athletic teams, dates of attendance, degrees and awards received, the most recent previous educational agency or institution attended by the student, and other information. Students shall be informed at the time of their admission that such records may be released unless they specifically request in writing by the last day of registration that all or part of the information shall not be disclosed as a matter of public record. 2. Confidential Records: The University will not send or release grade reports, transcripts, attendance data, identifying data, or other educational information in the student file intended for school use, without written consent from the student. Upon receipt of a signed authorization from the student, appropriate material may be released in accordance with the student's request. Exempted from this restriction are parents of dependent students as defined by the Internal Revenue Code, i.e., students who receive over one-half of their financial support from their natural or adoptive parents. The complete Student Records Policy is found in Chapter IV, Section 4.01.2.1.
6.23 Student Right-To-Know and Campus Security Act	Board of Curators	In compliance with the Student Right-To-Know and Campus Security Act, it is the policy of Lincoln University to make readily available information regarding Lincoln University's graduation rates and crime statistics. Graduation rates are available from the Office of the Registrar upon request. Current campus law enforcement policies and campus security statistics are available upon request from LUPD. The "Lincoln University Campus Security and Crime Statistics Report" is also available for viewing on the Lincoln University Web site.
6.24 On-Campus Housing Policy	Board of Curators	The educational value of campus residence living has long been established. To this effect, the area of Student Affairs administers an on-campus housing policy. Following are the rules and regulations of this policy: 1. All entering unmarried freshmen under twenty-one years of age, officially registered for twelve (12) or more academic hours (inclusive of the 16-week and both 8-week terms) and whose primary domicile is beyond a sixty (60)-mile radius of the University, are required to reside in the campus residence halls for four consecutive semesters. 2. Graduating seniors needing less than twelve (12) academic hours may reside on campus with verification from their academic advisor. Verification must be submitted through the Residence Life Review Committee. 3. Room and board are mutually inclusive components of on-campus residency. 4. All unmarried international students under the age of twenty-one (21) are required to reside on campus for four (4) consecutive semesters. Room and board are mutually inclusive components of such international student's contract. 5. Students who desire an exemption from this policy must file a written request to the Office of Residential Life and Housing for review by the Residential Life Review Committee. 6. Veterans of the U.S. Armed Forces are exempted from this policy. 7. Transfer students under twenty-one (21) years of age with verification that they resided for a minimum of two (2) semesters in on-campus housing at another institution are exempted from this policy. 8. All unmarried transfer students under twenty-one (21) years of age, whose primary domicile is beyond a sixty (60)-mile radius of the University, who have lived in on-campus housing for less than two (2) semesters are required to live on campus for the remainder of the four (4) semester duration; e.g., students who lived on campus at another institution for one (1) semester are required to live for three (3) semesters in a University residence hall. 9. Students whose twenty-first (21) birthday occurs while living in a residence hall are required to remain in the residence hall until the end of that semester. 10. In the event rooms on campus are not available to accommodate all students affected by the On-Campus Housing Policy, a waiting list will be maintained. Those students on the waiting list will be reviewed by the Office of Residential Life and Housing for their eligibility to reside off-campus, per the On-Campus Housing Policy. Students who sign a month-to-month lease, or identify temporary housing, will remain on the waiting list and will be notified by the Office of Residential Life and Housing of on-campus vacancies. 11. Each student living off campus, due to unavailable space, must report to the Office of Student Life with their current address and phone number. These students will be notified by mail of their room assignment on campus for the following semester/year. Notification of housing assignments are sent to students' University issued emails, and through the University housing assignment software. Registration for the next academic year will automatically include room and board costs. Notwithstanding the University's strong commitment to the student development philosophy, the official residence hall contract explicitly states the mutual rights and responsibilities of the University and its residential students. In the spirit and intent of the University Oath, it is the position of the University that on-campus living is a privilege, not an obligation, for students. Consequently, the University reserves the exclusive right to negotiate and/or terminate contractual arrangements between its students at any time it deems appropriate.
6.24.1 Termination of the Housing Contract and Removal from the Residence Hall	Board of Curators	Upon action by the VPCC or her/his designee, a student may have her/his housing contract terminated and may be removed from the residence hall for one or more of the following reasons: 1. an unwillingness or inability to abide by the terms and conditions of the housing contract; 2. an unwillingness or inability to make payments per the established deadline dates; 3. failure to maintain enrollment in the number of credit hours required by the housing contract; 4. engagement in behavior deemed detrimental to the health, safety, welfare, and/or security of self or other residents. The housing contract may also be terminated when a student has been suspended or dismissed from the University for poor academic standing, or when a "summary suspension" has been imposed on a student for violations as listed in the Student Handbook. The student whose housing contract is terminated will be notified by email and telephone and will be given a specified time by which to vacate University property. If the student fails to vacate by the specified time, LUPD will escort the student off University property. If any personal items are left in the residence hall at the time of removal, the items shall become the property of the University and disposed of.
6.25 Student Travel Regulations	Board of Curators	The following regulations shall be in place for all undergraduate students, graduate students, and members of student organizations of Lincoln University who plan to travel on University business: 1) When planning to travel and when traveling on University business, students and student organizations must adhere to all established travel policies of the University as set forth by the CSAO. 2) Students seeking approval of and funding for travel must meet the following criteria: a. Currently enrolled in Lincoln University b. Minimum 2.00 cumulative GPA 3) Car rental through the University or through a private company is allowed. Car rentals must be administered through the University's Car Rental Partner and an authorized Lincoln University employee shall act as the designated driver. 4) Students may be issued a cash advance for meals based upon the University's current per diem rate. The amount of the advance will be determined by the appropriate approving authority. 5) The per diem meal rate applies only when meals are not provided as a part of the conference or activity. 6) Students attending University funded conferences remain under the University conduct system, must attend all required sessions, and are expected to behave in a polite and respectful manner. 7) Students requesting University funding will have chaperone and transportation requirements evaluated according to each event by the appropriate approving authority. 8) The following will apply to student organizations requesting funding for travel: a. Funding may be requested for conference registration, hotel accommodations and transportation and/or mileage b. A University official must accompany any student organization requesting travel funding 9) All group travel must be approved through the respective Presidential Advisory Council member for which the group represents.
6.26 Title IX Sexual Harassment and Discrimination Based on Gender Policy	Board of Curators	In accordance with the guidelines set forth by Title IX of the Education Amendments of 1972 (hereafter Title IX) and the U.S. Department of Education, Lincoln University recognizes that sexual harassment and discrimination based on gender are prohibited by Title IX and therefore has established the following policy: Lincoln University prohibits sexual harassment and discrimination based on gender of an individual or group of students in connection with academic, educational, extracurricular, athletic, and all other programs of the institution. If an allegation of sexual harassment or gender discrimination is made, the institution will take immediate steps to address the issue and to resolve it in a timely manner. To this end, the University has developed the "Sexual Harassment and Gender Discrimination Complaint Process Guidelines." This document is available from the Title IX Coordinator in the Office of the President, the Office of the Vice President for Student Affairs, and the Human Resources Office. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when the conduct explicitly or implicitly affects a student's ability to participate in or benefit from the school's programs, interferes with a student's academic performance, or creates an intimidating, hostile, or offensive academic environment. The circumstances of sexual harassment include but are not limited to the following: • The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. • The harasser can be the victim's instructor or supervisor, an instructor or supervisor in another area, a staff member, or a fellow student. • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. • Unlawful sexual harassment may occur without economic injury to or discharge of the victim. • The harasser's conduct must be unwelcome. It is unlawful to retaliate against an individual for filing a gender discrimination or sexual harassment complaint, testifying, or participating in any way in an investigation, proceeding, or litigation under Title IX. Any student who believes that he/she has suffered gender discrimination or sexual harassment under the terms of this policy should contact the Campus Complaint Coordinator in the Office of the President, the CSAO, and/or the Human Resources Office for assistance.
6.27 Children on Campus Policy	Board of Curators	Lincoln University is cognizant of the difficulties students may encounter relative to safe and uninterrupted care of minor children; however, the University's first priority is to provide an environment conducive to academic and work pursuits. Therefore, students are responsible for making childcare arrangements that do not include routinely bringing the minor child to work or to class for any extended period of time. In all cases, the student who brings the child to campus is responsible for direct, constant care and attention to the child's health, safety and welfare. Children may be invited to campus to participate in a course or program that legitimately involves children (e.g., education classes, University-sponsored community outreach activities, etc.) and that provides adequate supervision. Children who are sick and/or infectious should never be brought to campus, and certain areas of campus (e.g., construction sites) may never be open to children for safety and liability reasons. Permission to bring children into the classroom or work environment must be sought in advance from the class instructor or unit supervisor. The instructor of record maintains control of the classroom environment. (See Chapter V, Section 5.12.2.1, for the complete policy regarding children on campus.)
6.28 Student Service and Support Animals Policy	Board of Curators	Lincoln University generally welcomes service animals in its buildings, classrooms, residence halls, meetings, dining areas, recreational facilities, activities, and events when the animal is accompanied by a student with a disability who indicates the service animal is trained and provides a specific service to student that is directly related to the student's disability. Lincoln University may not permit service animals when the animal poses a substantial and direct threat to health or safety or when the presence of the animal constitutes a fundamental alteration to the nature of a University program or service with such determinations being made by the University on a case-by-case basis. Definitions 1. Handler: A student with a disability that a service animal assists or a personal care attendant who handles the animal for a student with a disability. 2. Service Animal: Any dog individually trained to do work or perform tasks for the benefit of a student with a disability, including a physical, sensory, psychiatric, intellectual, or other mental disability and meets the definition of “service animal” under the Americans with Disabilities Act (“ADA”) regulations at 28 CFR 35.104. The work or tasks performed must be directly related to the student's disability. Examples include, but are not limited to: assisting students who are blind or have low vision with navigation and other tasks, alerting students who are deaf or hard of hearing to the presence of people or sounds, pulling a wheelchair, assisting a student during a seizure, alerting students to the presence of allergens, retrieving items such as books or the telephone, altering a student to a sudden change in blood sugar levels, providing physical support and assistance with balance and stability to students with mobility disabilities, and helping students with psychiatric and neurological disabilities by preventing or interrupting impulsive or destructive behaviors. The crime deterrent effects of an animal’s presence or the provision of emotional support, well-being, comfort, or companionship do not constitute work or tasks for the purposes of this definition. 3. Emotional Support Animal/Assistance Animal: An emotional support animal (also often referred to as an Assistance Animal) may provide physical assistance, emotional support, calming, and other kinds of assistance. Emotional support animals are not necessarily trained and do not perform work or tasks that would qualify them as “service animals” under the Americans with Disabilities Act. Procedures Service Animals: Students who wish to bring a service animal to Lincoln University are covered by Title II of the ADA, and thus students may bring their service animals to campus – including residential halls, classrooms, and other University facilities – without prior approval. However, Lincoln University students are strongly encouraged to reach out to the Office of the Coordinator of Access and Ability Services to ensure that their experience bringing the animal to campus is smooth. Additionally, students who plan to live in residence halls also are strongly encouraged to inform Residential Life and Campus Dining Services that they plan to have a service animal living with them. Advance notice of a service animal for residence halls may allow more flexibility in meeting a student's needs. Emotional Support Animals (ESA): Students who wish to bring an emotional support animal into residence halls as an exception to the pet policy must go through the reasonable accommodation process with the Office of the Coordinator of Access and Ability Services. In addition, students with emotional support animals that have been approved as a reasonable accommodation must be contained in the handler's residence. Students generally are not permitted to bring emotional support animals into classrooms, meetings, or other University facilities. Permitted Inquiries Regarding Service Animals In general, members of the Lincoln University community should not ask about the nature or extent of a person’s disability. However, as permitted by the ADA, if it is not obvious that the animal is required because of a disability, the handler may be asked: 1. If the animal is required because of a disability, and 2. What work or task the animal has been trained to perform? The handler should not be asked for documentation, such as proof that the animal has been certified, trained, or licensed as a service animal. Generally, members of the Lincoln University community should not make inquiries about a service animal when it is readily apparent that an animal is trained to do work or perform tasks for an individual with a disability (e.g., if the dog is observed guiding an individual who is blind or has low vision, pulling a person’s wheelchair, or providing assistance with stability or balance to an individual with an observable mobility disability). Responsibilities of Handlers 1. Caring for the Service Animal. The cost of care, arrangements, and responsibilities for the well-being of a service animal are the sole responsibility of the handler at all times. 2. Leash Requirements. The service animal should generally be on a leash at all times unless the owner is unable to use a leash due to a disability or the use of the leash would interfere with the animal’s ability to perform its duties. 3. Keeping the Animal Under Control. The animal should respond to voice or hand commands at all times, and be fully controlled by the handler. 4. Being Responsible for Damage Caused by the Animal. Handlers are responsible for any damage or injuries caused by their animals and must take appropriate precautions to prevent property damage or injury. 5. Being Responsible for Waste. Cleaning up after the animal is the sole responsibility of the handler. In the event that the handler is not physically able to clean up after the animal, it is then the responsibility of the handler to hire someone capable of cleaning up after the animal. 6. Vaccination. Animals must be immunized against diseases common to that type of animal. All vaccinations must be current, and the animal must wear a rabies vaccination tag. 7. Observing Good Service Animal Etiquette. To the extent possible, the handler should ensure that the animal does not display behaviors or make noises that are disruptive or frightening to others unless part of the service being provided to the handler (e.g. barking to alert the handler of danger). Removal of Service Animals Service Animals may be removed from any University facilities or events for the following reasons: 1. An Out of Control Animal: A handler may be directed to remove an animal if it is out of control, and the handler does not take effective action to control it. If the out-of-control behavior happens repeatedly, the handler may be prohibited from bringing the animal into University facilities until the handler can demonstrate that they have taken significant steps to mitigate the behavior. 2. Non-housebroken Animal: A handler may be directed to remove an animal that is not housebroken. 3. Direct Threat: A handler may be directed to remove an animal that Lincoln University determines to be a substantial and direct threat to the health and safety of individuals. This may occur as a result of an animal exhibiting aggressive behavior, a substantial lack of cleanliness of the animal, or the presence of an animal in a sensitive area like a sterile medical room, certain laboratories, mechanical or industrial areas, or food preparation location. 4. Illness: Any animal exhibiting signs of illness, including but not limited to a known zoonotic disease (a disease of animals, such as rabies or psittacosis, that can be transmitted to humans), severe diarrhea, severe vomiting, fever or open sores should not be on campus until deemed non-infectious/contagious by the written statement of a licensed veterinarian. Where a service animal is properly removed from campus, Lincoln University will seek to identify, with the handler, reasonable alternative opportunities to allow the handler to participate in the service, program, or activity without having the service animal on campus. Conflicting Disabilities Some people may have allergic reactions to animals that are substantial enough to qualify as disabilities. Lincoln University will consider the needs of both persons in meeting its obligations to reasonably accommodate all disabilities to resolve the problem as efficiently and expeditiously as possible. Students requesting allergy accommodations should contact the Office of the Coordinator of Access and Ability Services. Service Animals in Training Under Missouri law, a service animal being trained generally has the same rights as a fully trained service animal when accompanied by a trainer and identified as such in any place of public accommodation. However, handlers of service animals in training also must adhere to all other requirements for service animals and are subject to the same removal policies. Additional guidelines relating to service animals are located in the office of the Coordinator of Access and Ability Services. Dispute Resolution Procedure: In the event of a dispute regarding a service animal, the complainant should confer with the Coordinator for Access and Ability Services. If the matter is not resolved, the complainant should submit a written statement addressed to the Grievance Committee. If the complainant remains dissatisfied with the committee's recommendations, the dispute will be forwarded to the University President who shall gather information, review the matter, and issue a final decision on the University's behalf.
6.29 Drug Prevention Program and Policy Statement	Board of Curators	Lincoln University prohibits the unlawful possession, use or distribution of illicit drugs, marijuana, and/or alcohol by students or employees on the University property or as a part of any official University activity. Lincoln University has developed and adopted the drug and alcohol awareness/prevention program described herein pursuant to the requirements set forth in the Drug-Free Schools and Communities Act. A copy of this Drug and Alcohol Policy shall be distributed annually to each University employee and to each University student who is taking one or more classes for academic credit and students enrolled in continuing education classes. As set forth in 34 CFR 86.100, Lincoln University is required to provide at a minimum, an annual distribution of the Drug and Alcohol Policy in writing (print or electronic) to each employee and student that must contain the following: • Standards of conduct that clearly prohibit, at a minimum, the unlawful possession, use, or distribution of illicit drugs, marijuana, and alcohol by employees and students on its property or as part of its activities; • A description of applicable legal sanctions under local, state, or federal law for the unlawful possession or distribution of illicit drugs, marijuana, and alcohol; • A description of health risks associated with the use of illicit drugs, marijuana, and the abuse of alcohol; • A description of available drug or alcohol counseling, treatment, or rehabilitation or reentry programs; • A clear statement of the disciplinary sanctions that Lincoln University will impose on employees and students and a description of termination of employment and referral for prosecution for the unlawful possession, use, or distribution of illicit drugs, marijuana, and alcohol. Disciplinary sanctions may also include completing an appropriate rehabilitation program; and • A statement on implementation of a biennial review by Lincoln University of its program to determine the effectiveness, implement needed changes, and ensure that disciplinary sanctions are consistently enforced.
6.30 Mandatory Student Health Insurance	Board of Curators	Lincoln University will continue to require health insurance participation for international students but will allow students the option to waive coverage if they have and will maintain coverage comparable to that of the University's international student health insurance plan (vetted by the University's insurance carrier). All international students (undergraduate and graduate) are required to participate in the University's mandatory student health insurance program and will be charged twice per year for the full year policy. Students may waive insurance by completing the approved paperwork and providing proof of comparable coverage. In the event that student fails to maintain coverage, he or she will be automatically billed for the University's health plan. Students sponsored by the Saudi Arabian Cultural Mission (SACM) and any other state/government entity providing comparable and adequate coverage will not be subject to the waiver process.
6.31 Campus Protests and Demonstrations	Board of Curators	As an institution of higher education, Lincoln University respects and supports the sharing of various viewpoints on issues and topics that are at the forefront of the minds of our students, faculty, staff and the surrounding community. In some cases, expression might be presented in the form of protests and demonstrations. While these particular activities are protected by federal and state laws, as well as University policy, Lincoln University does reserve its right to place reasonable restrictions on the location and manner of the activity. Protest and Demonstration Locations: Organizations and individuals affiliated with Lincoln University may utilize the Scruggs University Center Outdoor Amphitheater, located on the east side of the building. External organizations and individuals may utilize the sidewalk at the intersection of Chestnut and Dunklin Streets, west of Inman E. Page Library. Advance Notice and Reservations: Organizations and individuals affiliated with Lincoln University wishing to utilize the Scruggs University Center Outdoor Amphitheater must contact the Office for Student Engagement at 573-681-5266 a minimum of 48 hours prior to the planned activity to ensure space availability. External organizations and individuals wishing to utilize the sidewalk at the intersection of Chestnut and Dunklin Streets must contact the LUPD a minimum of 48 hours prior to the planned activity to ensure space availability. Restrictions: The mission of Lincoln University is to provide excellent educational opportunities including theoretical and applied learning experiences to a diverse population within a nurturing, student-centered environment. These learning experiences are the main priority of the University and any intrusion on or interruption of this are prohibited. To protect the delivery of this mission, all demonstration and protest activities are limited to the outdoor areas identified in this policy. If at any time it is determined that a protest or demonstration infringes upon the pursuit of intellectual endeavors or the basic rights of others, University officials reserve the right to end the activity. The support of the exchange of ideas is not an endorsement of any particular viewpoint on behalf of the University. Materials promoting the activity and viewpoint may be distributed prior to and during, but must not bear any Lincoln University logo to suggest endorsement. Any organization or individual participating in a protest or demonstration activity on University property is expected to govern themselves according to federal and state laws, as well as any codes of conduct as stated in the Lincoln University Student Handbook and Lincoln University Rules and Regulations.
6.32 Participation in Commencement	Board of Curators	Students' participation in commencement is governed by Chapter III, Section 3.85.
6.33 Anti-Hazing Provisions	Board of Curators	Lincoln University is committed to fostering a safe and inclusive learning environment for all students, faculty, and staff. In compliance with state and federal law, hazing is strictly prohibited in all forms.
6.33.1 Definition of Hazing	Board of Curators	The definition of hazing is expansive. Federal law defines hazing as any intentional, knowing, or reckless act committed by a person, whether individually or in concert with other persons, against another person or persons regardless of that person’s willingness to participate that: (I) was committed in the course of an initiation into, an affiliation with, or the maintenance of membership in, an organization and (II) causes or creates a risk, above the reasonable risk encountered in the course of participation in the institution of higher education or the organization of physical or psychological injury. Examples of hazing include, but are not limited to: • Whipping, beating, striking, electronic shocking, placing of a harmful substance on someone’s body, or similar activity; • Causing, coercing, or otherwise inducing sleep deprivation, exposure to the elements, confinement in a small space, extreme calisthenics, or other similar activity; • Causing, coercing, or otherwise inducing another person to consume food, liquid, alcohol, drugs or other substances; • Causing, coercing, or otherwise inducing another person to perform sexual acts; • Any activity that places another person in reasonable fear of bodily harm through the use of threatening words or conduct; and • Any activity against another person that includes a criminal violation of local, state, tribal, or federal law or induces, causes, or requires another person to perform a duty or task that involves a criminal violation of local, state, tribal or federal law. An individual cannot consent to hazing. Even if an individual willingly participates in an act, the act may still constitute hazing under this policy.
6.33.2 Prohibited Activities	Board of Curators	Hazing is prohibited in all forms, regardless of location. Hazing, whether committed on or off campus is prohibited. In addition, promoting, encouraging, enabling, or failing to report hazing is prohibited. This policy applies to: • Students (whether individually or in groups); • Student organizations, clubs, teams, or groups, regardless of whether the organization, club, team or group is recognized by Lincoln University. For purposes of federal law, any group of two or more students could be deemed a student organization or group; and • Faculty, staff and administrators.
6.33.3 Reporting, Investigation, and Punishment for Hazing	Board of Curators	Lincoln University encourages all students, faculty, and staff to report any incidents of hazing or suspected hazing. Lincoln University has developed policies and procedures for reporting and investigation of hazing incidents which are available on the University website. In addition, resources regarding hazing incidents and resources for preventing hazing are available on the University's website and accessible to the general public. Consistent with federal law, Lincoln University compiles reports and statistics on hazing incidents occurring on campus and such reports are updated on a semi-annual basis. These reports are posted on the University's website.
7.00 The Area of University Advancement	Board of Curators	The area of University Advancement leads efforts to secure philanthropic support for the University, promote the institutional mission by building and strengthening relationships with diverse constituencies, and encouraging investment in support of the University. The unit is led by the Vice President of University Advancement, and includes the Office of University Advancement, the Office of Alumni Affairs, and the Office of University Relations.
7.01 Organization and Administration of the Area of University Advancement	Board of Curators	The Vice President for University Advancement (VPUA) is appointed by the President of the University and has administrative responsibilities for all areas of Advancement. Areas reporting to the VPUA are listed in the current University organizational structure (available in the Office of the President). The VPUA shall have additional duties and responsibilities as may be assigned by the President. The VPUA shall also have the following responsibilities: • Provide leadership for all units reporting to Advancement • Recommend appointment, retention, promotion or termination of all personnel assigned to the area of Advancement • Supervise and evaluate unit directors and coordinators who report directly to the VPUA • Provide leadership, vision, and strategic direction for fundraising (including annual giving, planned giving, major gifts, capital campaigns, and corporate and foundation fundraising), and alumni affairs • Recommend standards to be adhered to for gifts required to name buildings, endow professorships, establish professional chairs, and establish named scholarships • Develop and manage fundraising campaigns • Provide the leadership for annual giving and direction to solicit and secure funds and resources; increase donor support; maintain existing donors; and cultivate new major donors and endowments • Assume additional duties and responsibilities as required by the President
7.01.1 Director of Advancement, Annual Fund	Board of Curators	The Director of Advancement reports directly to the VPUA and coordinates with the VPUA to give direction and functional oversight to the annual fund. The Director of Advancement acts as a representative and ambassador to promote positive relationships and strong partnerships for the benefit of the University and assumes additional duties and responsibilities required by the VPUA.
7.01.2 Fiscal Affairs Specialist	Board of Curators	The Fiscal Affairs Specialist reports directly to the VPUA and coordinates with the VPUA to give direction and functional oversight to all programs in the Office of Advancement and the Office of Alumni Affairs. The Fiscal Affairs Specialist acts as a representative and ambassador to promote positive relationships and strong partnerships for the benefit of the University and assumes additional duties and responsibilities required by the VPUA.
7.02 Office of Advancement	Board of Curators	The Office of Advancement is led by the VPUA and is responsible for building and strengthening relationships with diverse constituencies that encourage investment in and support of the University, its programs and initiatives. This is accomplished through a strategic effort that incorporates alumni affairs, marketing, public relations, and the 62nd and 65th Legacy Regiments Foundation.
7.03 Office of Alumni Affairs	Board of Curators	The Office of Alumni Affairs is a liaison between alumni, faculty, students and administrators. It develops and implements programs to enhance lifelong relationships. The office is headed by a director who reports to the VPUA. The director also assumes additional duties and responsibilities required by the VPUA.
7.04 Office of University Relations	Board of Curators	The Office of University Relations is responsible for articulating, reinforcing, and promoting the mission and vision of Lincoln University. Additionally, this area creates, reviews, and revises the communication and marketing plan, manages communication, and is responsible for all facets of the University’s brand by developing, coordinating, organizing, and implementing the appropriate marketing strategies to strengthen and facilitate brand awareness by effectively reaching the University’s target audience and the community-at-large.

1.11 Presentations before the Board

Board of Curators

To present before the Board of Curators, submit a written request to the Office of the President at least two weeks before the meeting. The Executive Committee will decide on approval, and the Board President will set the presentation time if approved.

1.13 Students' Right to Present Petitions

Board of Curators

Students have the right to present grievances to the Board through respectful petitions, without limitation.

1.15 Relatives of Curators Not to be Employed

Board of Curators

Relatives of Board members are not eligible for University employment.

1.18.1 Salaries-When Suspended

Board of Curators

Compensation for University officials ceases if they fail to perform duties without Board permission, unless the Board finds good cause.

1.20 Policy on Gifts and Donations

Board of Curators

All gifts to the University must be reported to the President and Board, and may only be accepted if they align with University policies and do not increase operating costs without approval.

1.22.5 Prohibition of Lending Institution's Staffing of University Financial Aid Offices

Board of Curators

Employees or agents of lending institutions must not be represented as University staff and are prohibited from staffing University financial aid offices.

Harassment and Abuse

Student Life

Residents must treat neighbors, roommates, visitors, staff, and others with courtesy and respect. Verbal abuse, such as swearing or name-calling, is prohibited, as are assault and physical violence. Sexual harassment or unwelcome behavior that limits someone's participation in activities is not allowed. Residents are required to report any harassment or abuse to residential staff or the Title IX office.

Horseplay

Student Life

Residents are prohibited from engaging in activities like water fights, snowball fights, roughhousing, and mock fights that could harm people or property or escalate to real fights. Running, screaming, or loud behavior is not allowed. Riding bicycles, skateboards, roller blades, or scooters inside the residence halls is banned, as are indoor sports like ball-playing, which are considered dangerous horseplay.

Illness

Student Life

In residence halls, where many individuals share close living quarters and amenities, it is essential to report all cases of illness or accidents to the resident director and Student Health Services. Residents seeking treatment should inform the resident director or staff assistant if possible. Those with contagious conditions may be temporarily moved to a quarantined room or asked to leave campus until they are no longer contagious.

Implied Consent

Student Life

All residents are accountable for their behavior and belongings within their assigned apartment, room, lounge, or area. Additionally, any resident present during a policy violation may be held responsible, even if they are not directly involved or in possession of inappropriate items—this is known as implied consent. Residents who witness inappropriate behavior or violations are expected to leave the area and report the incident to housing staff immediately.

Room Entry

Student Life

Lincoln University reserves the right to enter all areas of the campus and residence halls, including resident rooms, if there is a health or safety emergency. Regular maintenance, property inventory, and safety and sanitation inspections will be conducted. Efforts will be made to conduct these inspections while the assigned student is present, and students will be informed of their rights and the purpose of the inspection at that time.

Safety

Student Life

Residents must exercise due care for themselves, their property, and others, and are expected to cooperate fully with LUPD, university staff, and residential life staff regarding security and safety matters. Actions that compromise security will be addressed through student conduct procedures. Residents must carry a University Student ID or another form of government-issued photo identification while on campus and cannot share this identification to grant access to dining facilities or residence halls. Additionally, residents must not share keys, access cards, or access codes with anyone, including family and friends. Tampering with or disabling security systems, smoke alarms, or fire systems is prohibited. Residents are also not allowed to prop open entrance doors to buildings, locked areas, or their own rooms to allow unauthorized entry into restricted areas.

1.00 Authorization: Public Education and State Function

Board of Curators

The Tenth Amendment to the Constitution of the United States has been construed as making education a state function and responsibility.

1.00 Authorization: Public Education and State Function

Board of Curators

The Tenth Amendment to the Constitution of the United States has been construed as making education a state function and responsibility.

1.01 Establishment and State Support of Educational Institutions

Board of Curators

The state University is governed by a nine-member Board of Curators, appointed by the Governor with Senate approval. The General Assembly must maintain the University and other necessary educational institutions.

1.02 Authority

Board of Curators

The University is governed by a Board of Curators (Section 172.010, RSMo). Lincoln University's Board operates with similar authority and responsibilities as the state University of Missouri, with some exceptions (Section 175.040, RSMo). It may expand facilities and programs as needed to match state University standards (Section 175.050, RSMo).

1.03 Board to Prescribe Own Government

Board of Curators

The Curators may establish bylaws, rules, and delegate authority as needed (Section 172.100, RSMo).

1.04 Guiding Principle

Board of Curators

The Board of Curators sets policy for the University but does not handle day-to-day administration, which is managed by executive officers. Decisions should be made collectively, not individually, and the Board has final authority without external review.

1.05 Qualifications

Board of Curators

The Lincoln University Board has nine members, appointed by the Governor with Senate approval, with residency and political balance requirements (Section 175.020, RSMo).

1.06 Non-voting Student Representative Appointed to the Board

Board of Curators

The Governor appoints a non-voting student representative to the Lincoln University Board, serving a two-year term, with eligibility requirements including full-time enrollment and Missouri residency (Section 175.021, RSMo).

1.07 Confidentiality

Board of Curators

The Governor appoints a non-voting student representative to the Lincoln University Board for a two-year term, requiring full-time enrollment and Missouri residency (Section 175.021, RSMo).

1.08 Records Open to Public and Exceptions

Board of Curators

University records are generally open to the public, but certain records are designated as closed, including legal communications, personnel matters, student records, security information, and sensitive financial data, as permitted by law (Chapter 610, RSMo and Section 172.180, RSMo).

1.08.1 Records Access Policy

Board of Curators

Lincoln University provides access to public Board records upon request, with copies available for a fee, while originals remain with the Custodian of Records (Chapter 610, RSMo).

1.09 Attendance of Press at Board Meetings

Board of Curators

Board of Curators meetings are open to the media, with designated seating and permitted use of cameras. Direct communication requires recognition from the Board President. Press conferences may follow to provide further context.

1.10 Communications with the Board

Board of Curators

Communications to the Board of Curators must be submitted in writing to the University President, who may add comments but cannot delay or withhold them.

1.12 Effective Date of New Policies

Board of Curators

Board-approved policies take effect on the first business day after approval unless a different effective date is specified.

1.14 Authority to Confer Degrees

Board of Curators

The Curators may confer degrees on individuals deemed worthy. Commencement is held each May for students completing degree requirements in December, May, or the following summer, subject to specific guidelines.

1.16 Faculty Employment: Compensation, Retirement, Benefits

Board of Curators

The Curators may appoint, remove, and set compensation for University employees, including retirement and disability benefits, using public funds as deemed appropriate.

1.17 Personnel Action Policy

Board of Curators

The Board must approve VP compensation changes, personnel actions during financial crises, faculty promotions, tenure, sabbaticals, and leaves.

1.18 Salary Administration Policy

Board of Curators

The University President manages the salary program.

1.19 Hiring Procedures Exemption

Board of Curators

Lincoln University allows hiring exemptions for special circumstances, direct appointments, intradepartmental promotions, and departmental reorganizations.

1.20.1 Accepting Gifts

Board of Curators

The Vice President for University Advancement oversees gift processing and acknowledgment. Restricted gifts may be redirected if their original purpose becomes impractical. The University may dispose of tangible gifts as needed.

1.21 Expenditures from Gifts or Trust Funds

Board of Curators

Expenditures from gifts or trust funds must follow donor-approved guidelines and University policies, with final budget approval from the Board of Curators. If no donor instructions exist, the Board determines how funds are used. No securities or investments may be pledged or encumbered without Board approval, except General Fund securities with specific Board consent.

1.22 Student Loan Practices Code of Conduct

Board of Curators

The following policies are in regard to limitations on the University and its employees relative to lending institutions:

1.22.1 Prohibition of Certain Remuneration to University Employees

Board of Curators

University employees may not accept anything of value from lending institutions in connection with their University role, except for personal or unrelated University business. This includes a ban on payments for travel, meals, or lodging related to education loans. Lending institutions include any entity involved in making or guaranteeing student loans. Nonprofit professional association memberships are allowed.

1.22.2 Limitations on University Employees Participating on Lender Advisory Boards

Board of Curators

Prohibits Lincoln University of Missouri employees from receiving compensation or expenses for serving on lender advisory boards related to student loans.

1.22.4 Preferred Lender Lists

Board of Curators

If the University provides a Preferred Lender List, it must explain how lenders were chosen, emphasize student choice, and ensure inclusion is based only on student benefit. Lenders must honor repayment benefits, disclose loan sale agreements, and comply with Missouri’s Lending Code of Conduct. The list must be reviewed annually.

1.22.6 Proper Execution of Master Promissory Notes

Board of Curators

The University will not direct students to loan agreements that prevent them from choosing or entering the lender of their choice.

1.22.7 School as Lender

Board of Curators

If the University participates in the School as Lender program, it must treat those loans the same as loans from external lenders, with all Student Loan Practices Code of Conduct rules applying equally.

1.22.8 Prohibition of Opportunity Loans

Board of Curators

The University may not take part in loan arrangements that offer special terms in exchange for promoting a lender or meeting loan targets if it harms other borrowers.

1.23 Social Security Number Policy

Board of Curators

The University will safeguard the use of Social Security numbers, limiting their use to legal requirements like employment or financial aid. When used, a disclosure statement will be provided in compliance with federal and state privacy laws.

1.24 Lincoln University Code of Conduct, Ethics, and Civility in the Workplace

Board of Curators

The University’s Code of Conduct promotes integrity, professionalism, and respect across its community, including employees, contractors, and representatives. All members must follow laws and University policies, while supervisors are responsible for setting expectations and addressing issues. Student employees are included under this code, while other students follow the Student Code of Conduct. Violations should be reported through the procedures in Chapter X.

1.25 Tobacco Policy

Board of Curators

The University bans all tobacco and nicotine product use, including e-cigarettes and marijuana, on all campus property, buildings, and vehicles to support a healthy and safe environment.

1.25 Tobacco Policy

Board of Curators

The University bans all tobacco and nicotine product use, including e-cigarettes and marijuana, on all campus property, buildings, and vehicles to support a healthy and safe environment.

1.40 Authority of the University President

Board of Curators

Outlines the President’s appointment by the Board of Curators, reporting structure, and the roles of Vice Presidents and Cabinet members in University leadership.

1.41 Duties and Responsibilities of the President

Board of Curators

Details the President’s authority over University finances, contracts, personnel, discipline, budget oversight, and communication with the Board of Curators.

1.42 Vice President for Academic Affairs and Provost

Board of Curators

Explains the role of the Vice President for Academic Affairs and Provost, including reporting structure, primary duties, and service in the President’s absence.

1.43 Chief Operating Officer

Board of Curators

Describes the Chief Operating Officer’s appointment, reporting structure, core responsibilities, and authority to serve in the absence of the President and VPAA.

1.44 Vice President for Administration and Finance

Board of Curators

Outlines the Vice President for Administration and Finance role, reporting structure, assigned duties, and authority to act in the absence of senior leadership.

1.45 Chief Student Affairs Officer

Board of Curators

Defines the Chief Student Affairs Officer role, reporting structure, assigned responsibilities, and authority to serve in the absence of senior leadership.

1.46 Vice President for University Advancement

Board of Curators

Describes the Vice President for University Advancement, including appointment, reporting structure, and primary responsibilities as outlined in Chapter VII.

1.47 Vice President for Land Grant Engagement

Board of Curators

Outlines the Vice President for Land Grant Engagement role, including appointment, reporting structure, and primary duties as defined in Chapter VIII.

1.48 Executive Director & Chief HR Officer

Board of Curators

Covers the Executive Director & Chief HR Officer’s role in overseeing human resources, employee relations, compensation, recruitment, and policy compliance.

1.49 Internal Auditor

Board of Curators

Defines the Internal Auditor’s role in reviewing University operations, ensuring internal controls, conducting audits, and reporting to the President.

1.50 Director of Athletics and Campus Recreation

Board of Curators

Details the Director of Athletics and Campus Recreation role, overseeing athletic programs, compliance, budgeting, facilities, fundraising, and student welfare.

1.51 Counsel to the President

Board of Curators

Outlines the Counsel to the President’s role as legal advisor, overseeing contracts, policies, compliance, liability matters, and institutional legal guidance.

1.52 Executive Assistant to the President

Board of Curators

Describes the Executive Assistant to the President role, including appointment, reporting relationship, and responsibilities assigned by the President.

1.53 University Marshal

Board of Curators

Explains the University Marshal’s role in coordinating commencement, convocations, and official ceremonies, and supporting events with special guests.

1.54 Development and Oversight of University Policies

Board of Curators

Outlines the University policy proposal process, including shared governance review, presidential input, Board approval, and Rules Review Committee placement.

1.55 Communicating University Policy Changes

Board of Curators

Explains that policy changes affecting employees and students are shared with the appropriate governance body for review and comment before approval.

1.56 Honorary Degrees

Board of Curators

Details honorary degree eligibility, nomination procedures, presidential selection, Board approval, and confidentiality requirements for commencement awards.

1.57 Policy on Naming of Campus Facilities, Rooms & Programs

Board of Curators

Outlines procedures and guidelines for naming University facilities and programs, including donor criteria, Board approval, and contribution levels.

1.58 Use of the University Seal

Board of Curators

Explains the design, inscriptions, authorized uses, and reproduction guidelines of the official University Seal and the President’s role as Keeper.

10.00 Employee Handbook Policy

Board of Curators

The Human Resources Office will publish and regularly update an Employee Handbook, to set forth guidelines on the policies, procedures, and practices governing employment at Lincoln University. The University reserves the right to change, modify, or eliminate any policy or procedure in the handbook, subject to the approval of the President upon the recommendation of the Executive Director & Chief Human Resources Officer for Human Resources. The Employee Handbook shall not be viewed as a contract of employment or a legal document. All University employees that do not have a written contract for a specific term are at-will employees and may be terminated at any time, with or without cause, and without prior notice and also may leave employment at any time.

10.01 University Hiring Policy

Board of Curators

All full- and part-time regular faculty and staff positions are covered by the University’s hiring policy. When a department has a position vacancy, the department head must initiate a Position Control Requisition (PCR), and a job description. These forms must receive the necessary administrative approval culminating in the President’s authorization to hire the vacant position. A search committee, with a designated chairperson, will be responsible for facilitating the applicant screening and interviewing process.

10.01.1 Recruitment Process

Board of Curators

The position vacancy is posted and advertised based on the search committee’s request and direction of Human Resources. All job vacancies may be posted on the Lincoln University Web site for a minimum period of five (5) business days. The search committee may externally advertise in other publications as requested, at the expense of the department with the open position. The University also actively seeks to promote from within the institution when an employee has the necessary qualifications.

10.01.2 Applicant Screening Process

Board of Curators

The search committee will be responsible for retrieval of the applicant information and for conducting the applicant screening process. The committee's objective is to ensure that Lincoln University hires the best qualified and most suitable candidate for each job without regard to race, sex, sexual orientation, gender identity, national origin, religion, age, disability, military service or any other characteristic precluded by applicable federal, state and local laws. It is also the committee's responsibility to develop formal and consistent criteria for evaluating each applicant's credentials in relation to the specific qualifications and job responsibilities included in the vacancy announcement/job description.

10.01.3 Interview Process

Board of Curators

The search committee members must be familiar with what constitutes illegal and perceived discriminatory questions. Interview questions should focus on the applicant’s ability and knowledge to perform the essential functions of the job; questions must be consistent with all applicants. Phone screenings are optional and should, when possible, be followed by in-person interviews. The search committee will use a weighted rating system and a written evaluation format to be utilized with each candidate, as a fair method of determining the preferred candidate for recommendation. The hiring authority will conduct a job reference check on all candidates interviewed and considered for recommendation.

10.01.4 Recommending Hire

Board of Curators

When a candidate has been selected, the hiring authority will prepare a written recommendation along with an Applicant Log and an Interview Log, to be sent through the various levels as applicable (i.e., supervisor, vice president) and to the President, who is the ultimate hiring authority. Upon Presidential approval, the hiring authority is authorized to make a verbal employment offer to the selected candidate. If the candidate accepts the offer, an official written notification is sent to the candidate through Human Resources. As the final responsibility in the hiring process, the hiring authority will send a letter to all other candidates informing them that the position has been filled. The hiring authority will send copies of these letters, along with the completed selection and hiring packet, including the PTR, resume application, and job description in an electronic format to Human Resources. Employment is not finalized until it is approved by the President. Other guidelines for advertising and filling vacant positions are available in Human Resources.

10.01.5 Faculty Positions

Board of Curators

The department head is responsible for submitting the paperwork necessary to advertise a vacant faculty position, and for forming a search committee according to the guidelines in the University Hiring Policy (Section 10.01). The committee will also follow all guidelines in this policy. In addition to the process outlined in the hiring policy, applicants for faculty positions will be directed to submit a CV, official transcripts, and three letters of recommendation. After the interview process is complete, the committee will submit its recommendation of three to five ranked candidates to the department head. At their discretion, the department head, the Dean and VPAA may elect to interview the final candidates chosen by the search committee. The department head will forward a recommendation through academic channels to the President, who is the final hiring authority. Upon Presidential approval, the department head is authorized to make a verbal employment offer to the selected candidate. The salary offered to the candidate is dependent on rank and in accordance with the Faculty Compensation Plan. An academic appointment notification letter will be sent to the candidate by Human Resources.

10.01.6 Staff Positions

Board of Curators

Applicants for professional staff positions must submit an application, résumé, and cover letter.

10.01.7 Adjunct Faculty Positions

Board of Curators

Adjunct faculty are defined as temporary faculty who are hired on less than a full-time basis to provide instructional services on a course-by-course basis or perform other faculty related duties. All adjunct faculty must meet the minimum academic requirements of the discipline for which they provide instruction and be approved by the department head supervising said discipline. Compensation for adjunct faculty is a flat rate per credit hour in accordance with the University pay scale based on degree.

10.01.8 Appointment of Lecturer

Board of Curators

The position of lecturer is defined as a non-tenure track, temporary full-time faculty who is hired on a yearly basis (3-year max), renewable appointment to teach in their discipline. The qualifications for this appointment are completion of all doctoral coursework with the exception of the dissertation, its defense, and conferral of doctorate degree. As full-time faculty, the lecturer is governed by the University Rules and Regulations applying to faculty (e.g., office hours and limited committee work). Lecturer pay is commensurate with the Assistant Professor rank on the University’s compensation scale and general benefits.

10.02 Hiring Procedures Exemption Policy

Board of Curators

Lincoln University, in compliance with the Equal Employment Opportunity Commission’s “Uniform Guidelines for Employee Selection Procedures,” has established the following hiring procedures exemption policy statement: 1. Any situation which, in the opinion of the department head or appointing officer, makes advertising impractical due to special circumstances may be considered for a hiring procedures exemption by the President of the University if so, requested by the department head. 2. The presidential direct appointment procedure should be utilized under the special circumstances that make the regular selection and hiring process impractical. 3. An intradepartmental promotion may be made without advertising a vacancy if the person promoted possesses the skills and qualifications required in the new assignment. All departmental personnel who are qualified will be considered. 4. Changes in titles and/or duties due to departmental reorganization do not require the advertising of position vacancies. (This policy is also found in Chapter I, Section 1.19.)

10.03 Background Checks

Board of Curators

To determine suitability for employment, Lincoln University retains the right to perform a background check on any finalist being considered for employment. If a conviction is discovered, Human Resources will evaluate the relationship between the conviction and the responsibilities of the vacant position. Should an applicant not be hired due to a criminal conviction or other background screening, Human Resources will send the applicant pre-adverse action and adverse action correspondence in compliance with the Fair Credit Reporting Act. A relevant job-related conviction is grounds for non-selection of an applicant. Falsification of application materials, including failure to disclose criminal convictions, also is grounds for non-selection of an applicant. Conviction is defined as including all felonies and misdemeanors except minor traffic violations in relation to any position which does not require driving. For positions that require operation of a motor vehicle, the term “conviction” will include minor traffic violations.

10.04 Appointment and Assignment of Personnel

Board of Curators

Employment is not finalized until it is approved by the President of the University. The President may appoint and remove at her/his discretion employees of the University or make the final decision on any personnel matter and/or recommendation regarding any employee of the University. The President has the authority to assign, transfer, or reassign, in a lateral move, any employee. Such a move does not require a hiring procedures exemption. Staff employment does not carry a fixed term of employment. Faculty appointments are considered contractual with defined terms and conditions of employment. (See Chapter III, Sections 3.20.1 and 3.20.2.)

10.05 Job Description Policy

Board of Curators

Job descriptions serve to define the duties and responsibilities of all positions with the University. Each employee will be given a copy of the current job description for her/his position. A copy of each job description will also be maintained in Human Resources. Due to the dynamics of organizational change, job descriptions should be updated on a regularly scheduled basis or when significant job function changes take place. Each organizational unit is responsible for providing updated job descriptions to Human Resources. The following components must be included in a written job description: • position title • department or office where position is located • job classification and salary grade • status under the Fair Labor Standards Act (exempt or non-exempt) • essential functions • experience requirements • education and training requirements • required knowledge and skills • other pertinent position information • employee and supervisor acknowledgement signatures

10.06 Student Employment Policy

Board of Curators

Currently enrolled students are eligible for employment through departmental and workstudy (federal and institutional need-based aid) student employment. The hiring department should have authorized budgeted funds for departmental student employment and complete the proper student employment request form. Employment through federal and institutional aid/work study is also available for qualifying students based on need. Departmental student employment is limited to twenty-five (25) hours per week and need based work-study employment (institutional and/or federal) is limited to twenty (20) hours per week during the semester/summer session. Departmental students may be employed full time (forty (40) hours per week) between semesters/sessions as long as the student plans to enroll for the upcoming semester/session. While twenty (20) to twenty-five (25) hours are available to students, departments should strongly suggest a workload that does not hinder a student’s academic success. Student work opportunities are contingent on academic standing; those ineligible to enroll in classes due to an unsatisfactory academic standing, are also ineligible for student employment. Student employees must complete an I-9 Work Authorization Form and state/federal tax withholding forms at the commencement of their employment at the University. In accordance with federal USCIS guidelines, students attending the University on a F-1 Visa (international students) are limited to working a maximum of twenty (20) hours per week during the school sessions no matter what type of student employment program. F1 Visa students can work full-time on campus when school is not in session if they intend to register for the next academic semester. The department supervisor is responsible for monitoring the performance and conduct of the student worker and for submission of time sheets for payroll processing. The employee's immediate supervisor may terminate the student for poor performance, misconduct, a lack of funding, or any other lawful grounds after consulting Human Resources.

10.07 Job Classification

Board of Curators

Lincoln University utilizes the framework of the EEO-1 Job Classification Guide as recognized by the U.S. Equal Employment Opportunity Commission. The University has adapted the job classifications to fit its unique higher education workforce. The following job classifications are in effect: • Administrative officers • Administrative staff • Academic administrative staff • Academic faculty • Research/Extension faculty • Professional staff • Skilled crafts • Administrative support • Service and maintenance • Technical

10.08 Casual Temporary Employment

Board of Curators

Intermittent Temporary Appointment - This type of appointment may be made to positions needed only for occasional periods of time. These positions are not established as budgeted ongoing positions and do not meet criteria for benefit eligibility. Graduate Assistant Casual Appointments - Lincoln University graduate students enrolled in a course of study that would provide half time for compensated work and half time applied towards academic pursuit. The position would last up to 2-2.5 years months and be .5 FTE and paid in a monthly stipend. These positions are not eligible for any benefits. Supplemental Casual Appointments - Employees receive additional appointments to their primary positions for specified reasons and defined periods of time.

10.09 Staff Organizational Restructuring

Board of Curators

The University's restructuring policy and procedure for staff employees will apply in instances where the University needs to reorganize areas for different reasons which may include, but are not limited to the sustainability or efficiency of a department, or where roles and job classifications need to be changed and aligned with the University’s vision, strategic goals, and values. On occasion, a job may be reclassified due to a significant change in the responsibilities assigned to the position unrelated to the employee’s performance. This can result in a job being reclassified to either a lower pay range or a higher pay range. All salary offers or changes must be authorized and signed by the Department Head and all approvers of the PTR. Any change in salary or pay range should not be communicated to an employee until the approval process is complete. It is critical that all supervisors involve the Human Resources Office when they are planning any changes to their organizational structure that may result in adding new positions, eliminating, reducing, or restructuring existing positions, combining organizational units, significantly changing work assignments, and/or modifying reporting relationships for current employees. The Human Resources Office will review the factors affecting the need for reorganization, including any reorganization plan, organizational charts, and proposed job descriptions for new positions. The Human Resources Office will collaborate with supervisors to develop job descriptions, titles, salary recommendations, posting requirements, and communication strategies. In addition, the Human Resources Office, in consultation with the Department Head, will determine if new or reclassified positions resulting from a re-organization are posted.

10.10 Staff Internal Transfers

Board of Curators

Lincoln University supports growth and the opportunity for its employees to expand their knowledge and skills to grow within the University. Staff employees may apply for open positions that may enhance career growth opportunities. The University is committed to the development of its employees and makes every effort to fill vacant positions with qualified individuals. Employees are encouraged to explore vacant positions and career opportunities both within and outside of their current departments. Promotions are based upon knowledge, training, skills, and demonstrated ability. Employees may apply for a transfer/promotion opportunity provided they meet the following eligibility requirements: • Minimum of six (6) months continuous service in present position with the approval of the transferring employee's supervisor, unless approval is otherwise secured from the University President, the transferring employee's Department Head/President's Leadership Team level member (as applicable) and Human Resources. • Job performance at a satisfactory level and no current written or formal disciplinary action (or within the last six (6) months). • Meet the minimum experience, skill, and education qualifications for the open position. When an employee is promoted to a position on a higher pay range as a result of the employee’s responsibilities changing, the employee will receive a salary increase of the new pay range. If an employee moves to a position on a lower pay range, either voluntarily or due to a performance issue, he/she will receive a pay decrease to adjust his or her salary to the new pay range as allowed under Missouri law. If an employee accepts another position within the University that is on the same pay range as his/her current position, no salary adjustment is made. Before submitting the internal transfer request form, staff employees must discuss with their supervisor and their Department Head/President's Leadership Team level member (as applicable) their intention of applying for an internal position. Supervisors shall not retaliate against an employee who requests consideration for a transfer. The releasing supervisor and hiring supervisor must negotiate the transfer date. A reasonable period of time is typically two (2) weeks, but no later than four (4) weeks, after an employee's acceptance. Factors such as the urgency to fill the position, status of the employee's present workload, and difficulty in filling the employee's current position are to be considered in determining a transfer date. An internal transfer request form should be attached to the staff employee's application and a copy of the request should be separately sent for approval to the Human Resources Department at hrs@lincolnu.edu. No internal candidate should be considered for a position without receiving an internal transfer request form.

10.20 Employee Compensation

Board of Curators

Lincoln University's workforce is its most vital resource, and it is the intention of the University that the compensation plan demonstrates the high value the University holds for employees. All annual salary increases must be approved by the Board of Curators. The Employee Compensation and Benefits Committee is responsible for developing recommendations for and periodically reviewing the University faculty and staff salary compensation policies which address parity and equity in matters related to employee compensation. Other functions of the committee shall be outlined in the annual Committee Listing.

10.20.1 Faculty Compensation

Board of Curators

The University will use the College and University Personnel Association (CUPA) and the Coordinating Board for Higher Education (CBHE) as its primary resources for benchmarking faculty salaries. In certain situations the University may use relevant market data provided by CUPA and CBHE where data are available. Specific compensation is to be determined by salary protocols. The committee will provide current annual salary ranges each year following a review of the current data. The committee will utilize the mean of the Missouri state comparator group salaries as the mid-point in the range to develop a range for each the University faculty rank with minimum and maximum points. The ranges established will represent 85% to 125% of the mean. Each faculty salary range will have a baseline (85% of mean), midpoint (100% of mean), and maximum (125% of mean). A salary for a newly appointed faculty member is designated as out of range if the salary is not within the designated annual range associated with the given rank at which the faculty member is appointed. At the time of appointment, initial compensation for a new or existing position will have a salary range of between 85% and 100% of the mean. Salaries designated as out of range must be justified in writing by means of a Variance Form available from Human Resources. Recommendations for salaries that exceed the 125% maximum are designated as out of range and must be approved by the President. Based on national CUPA discipline data, the top two relevant disciplines to the University shall be identified and an additional 5% of the base salary for the rank will be applied at the time of initial employment. This shall be based on CUPA defined disciplines (CIP code) as determined upon academic appointment. Faculty Salary Adjustments Base annual salaries shall be adjusted each year upon recommendation of the Employee Compensation and Benefits Committee and approval of the president and Board of Curators as funds allow. The committee will make an annual recommendation for salary adjustments (based upon the methodology above) and will submit that recommendation to the President. Upon promotion in rank, faculty members will receive the current annual rank adjustment as recommended by the committee. Any variance in this protocol must be approved by the President. Salary Guidelines for Grants Faculty and staff with extramural grants working under unusual circumstances where consultation/collaboration is across departmental or university lines or involves a separate or remote operation, and the work performed is in addition to or exceeds regular departmental load, may be compensated for this service, at a rate consistent with standard practice in grant funded activity, and as specifically provided for in the agreement or approved in writing by the sponsoring agency. In addition, faculty and staff may, with approval by the administration as allowed under Chapter IV, Section 4.17, have their compensation increased up to a maximum of 125% of their base salary if they are successful at obtaining extramural grant awards. Compensation support in excess of the faculty/staff members’ normal base salary must be fully supported (wages and benefits) by the funding agency, and provided for in the grant proposal or by written permission of the granting agency. The adjustment in the compensation will remain in effect only through the duration of the extramural grant support for the adjustment. In the event funds are no longer available or at the end of the grant period, the compensation will revert to the previous compensation level of the employee with any other salary adjustments that may have been made by the University. See Chapter V, Section 5.15, for further guidelines and stipulations regarding grants and contracts.

10.20.2 Adjunct Faculty Compensation

Board of Curators

Adjunct faculty salary will be a flat rate of pay.

10.20.3 Compensation for Retired Faculty

Board of Curators

All University retired faculty, including professors emeriti will be paid at the adjunct faculty compensation rate. (See Section 10.20.2)

10.20.4 Staff Compensation

Board of Curators

The staff compensation system will utilize a broadband methodology in how positions are classified and organized for pay structure. Broadband is an approach to job classification and compensation that takes into consideration: content and scope of a job; job knowledge; skills and abilities. Placement of a position within a broadband is based on an analysis of these factors. A broadband pay range specifies the minimum pay rate, midpoint and the maximum pay rate for a grouping of jobs that are similar in level of complexity. A position is benchmarked within an identified band for fair market value by finding comparable positions with a primary job function similar to those at the University and seeing what the range of pay is for these positions with a comparator group. Job slotting is also utilized which internally compares to similar positions at the University for compensation value. The broadband is a flexible compensation system that offers the advantages of a simplified classification and compensation structure, increased employee pay mobility and flexibility for employee recruitment and retention purposes, enables management to compensate employees for significant changes in job duties and/or increased competencies.

10.21 Overtime Provisions and the Fair Labor Standards Act

Board of Curators

Exempt and Non-Exempt Positions All positions are presumed to be non-exempt as defined in the Fair Labor Standards Act ("FLSA") unless Lincoln University determines that the position meets one or a combination of the exemption criteria including executive, administrative, professional, computer, and highly compensated employees. Positions that are customarily defined as non-exempt are as follows: administrative support, technical, and service. The job classification of professional can have positions that are either non-exempt or exempt depending on if the exemptions test criteria is met. Work Hour Application All time spent by an employee performing an activity for the benefit of Lincoln University and under the control or direction of the University is classified as “hours of work.” Such time includes 1) time during which an employee is required to be on duty; 2) time during which an employee is permitted to work; and 3) waiting time or idle time which is under the control of an employer, and which is for the benefit of an employer. “Workday” means the period between the commencement of the principal activities that an employee is engaged to perform on a given day, and the completion of the principal activities for that day. All time spent by an employee in the performance of such activities is classified as hours of work. Any rest period authorized by Lincoln University that does not exceed twenty minutes and that is within the regular workday shall be considered hours of work. Bona fide meal periods (30 minutes or more) are not considered hours of work. An employee who travels from home before the regular workday begins and returns home at the end of the workday is engaged in normal “home to work” travel; such travel is not classified under hours of work. Time spent traveling shall be considered hours of work if 1) an employee is required to travel during regular working hours; 2) an employee is required to drive a vehicle or perform other work while traveling; 3) an employee is required to travel as a passenger on a one-day assignment away from the official duty station; or 4) an employee is required to travel as a passenger on an overnight assignment away from the official duty station during hours on non-workdays that correspond to the employee's regular working hours. Time spent in training during regular working hours shall be considered hours of work. Time spent in training outside regular working hours shall be considered hours of work if the employees are directed to participate in the training by the University and/or the purpose of the training is to improve the employees' performance of the duties and responsibilities of their current position. Employees on standby or on call is on duty, and time spent on standby is classified as hours of work if, for work-related reasons, the employees are restricted by official order to a designated post of duty and are assigned to be in a state of readiness to perform work, with limitations on the employees' activities so substantial that the employees cannot use the time effectively for their own purposes. Employees will be considered off duty and time spent in an on-call status shall not be considered hours of work if the employees are allowed to leave a telephone number or to carry an electronic device for the purpose of being contacted, even though the employees are required to remain within a reasonable call-back radius; or the employees are allowed to make arrangements such that any work which may arise during the on-call period will be performed by other persons. Notification of Work Schedule The department head is required to establish work schedules for their employees. In determining what activities constitute hours of work under the FLSA, regular working hours means the days and hours of an employee's regularly scheduled workweek. The regularly scheduled work week is subject to change based on department needs but should be clearly announced as far in advance of the change as possible. Essential Services Essential services personnel include those employees who are appointed to departments which operate beyond normal workday hours or have functions which require extended hours services. These employees are expected to be available on weekends, during holidays, during special events and in emergencies. Essential services include University Police, University Farms, KJLU-FM, Page Library, residence halls and other designated departments. Time Worked/Attendance All departments with non-exempt hourly paid employees will need to review and approve monthly timesheets for their non-exempt employees in ADP by the end of the first day of the following month after the closing of the pay period. All non-exempt salaried employees must maintain their own daily timecards in ADP. Timesheets are to include regular work week hours. Any timekeeping plan is acceptable as long as it is complete and accurate and reflects arrival time, lunch breaks and departure time. Individual timesheets for non-exempt employees must be approved by the employee by the end of the last day of the pay period through ADP. The submitted timecard will then go to the non-exempt employee’s direct supervisor to be approved no later than by the end of the first day of the month immediately following. History of individual employee work performed and timecards will be recorded in ADP. Overtime Provisions Staff employees generally perform work on a standard forty-hour workweek, Sunday through Saturday. Some positions will require additional hours beyond the forty-hour workweek. There is not a limit on the number of hours in a day, or days in a week, an employee may be required or scheduled to work, including overtime hours. Employees determined to be non-exempt from overtime provisions of the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of forty in a workweek at a rate not less than time and one-half their regular rates of pay. Overtime hours worked should be stated separately from the regular forty-hour workweek and calculated at time and one-half the employee's regular rate. The overtime requirement may not be waived by agreement between the department and the employee. An employee may not volunteer work time for his/her job or another employee’s job duties. All overtime must be approved by the department supervisor in advance of the time it is earned. The supervisor is responsible to ensure the overtime work is completed prior to approval of overtime pay. When the supervisor determines that circumstances warrant the request for overtime work, which could be either for an emergency situation of a temporary nature or a non-emergency when overtime is deemed the best way to handle the situation, the employee will be asked to work overtime. Employees of similar job functions should have equal opportunity or equal burden for overtime assignments, either by way of mandatory or volunteer assignment to perform overtime work. If the overtime work is mandatory, an employee system of designating required work will be devised by the department head so that all employees in that job category will have shared burden of work over a reasonable time. If an employee refuses to work mandatory overtime without sufficient justification of cause not to work, disciplinary action can be taken. An employee shall be compensated for all overtime work. A quarter of an hour shall be the largest fraction of an hour used for crediting irregular or occasional overtime work. When irregular or occasional overtime work is performed in other than the full fraction, odd minutes shall be rounded up or rounded down to the nearest full fraction of a quarter hour used to credit overtime work.

10.22 Payroll Administration

Board of Curators

The Payroll Office is responsible for the transaction of employee pay. This includes paycheck disbursal, processing payroll deductions, and benefit remittance. At the end of each calendar year, in accordance with Internal Revenue Service guidelines, Tax Form W-2 income reporting will be sent to each employee’s residential address.

10.23 Administrative Stipends

Board of Curators

The University acknowledges employees may incur additional responsibilities because of vacancies within a department. A stipend will not be granted for the additional duties in this instance unless a position is vacant for six (6) months. The additional duties incurred by an employee because of vacancies in a department fall under the "other duties as assigned" category of the employee's job description. When an employee is assigned additional duties not otherwise excluded above, an employee may be eligible to receive an administrative stipend as allowed herein. Increases in responsibility arise when an employee is temporarily assigned duties of a position that is in a higher grade or classification, or when new projects or duties are assigned representing a higher level of complexity or responsibility. A stipend may be offered to perform these duties on a temporary basis that are substantially outside the reasonable scope of the employee’s position such as: (1) significant additional duties or short-term projects not currently a part of the employee’s regular position; and (2) duties of a position in a higher grade or classification which would result in an upward reclassification if permanently assigned. As members of the University’s community, unclassified employees (academic, research and professional faculty) are expected to participate in a variety of the University’s activities and services without additional compensation. In addition, the salary of full-time faculty members generally is full compensation for job duties and activities performed for the University. There are occasions, however, when a faculty member is asked to perform administrative duties on a temporary basis that are substantially outside the scope or reasonable potential scope of the faculty member’s position. In such instances, the faculty member may be eligible to receive an administrative stipend. Any additional compensation paid to faculty for teaching duties is governed by Chapter III, Section 3.31.1. Additional duties receiving a stipend must be completed outside of the work schedule of a full-time assignment. If the need to perform the additional duties is during the employee's regular work hours, the employee must use annual leave for the time the duties are performed. Approvals and Authorization All administrative stipend arrangements must have prior approval before work or services can be performed by the employee and the request for a stipend must not be otherwise precluded herein. Justification for the following should be included in the stipend request: (1) an explanation of the duties to be performed beyond the employee’s current work assignment; (2) the duration of the work assignment, start and end dates and estimated hours, hourly rate if applicable; (3) the selection process used to determine the work assignment, or the unique qualifications possessed by the employee that make him/her uniquely qualified to perform the work or services; and (4) stipends related to grants must demonstrate alignment with the requirements of the grant, University policies, and federal and state regulatory requirements. The letter of justification requesting the administrative stipend must be approved and signed by a division/department level President's Leadership Team member. The request for authorization signatory may be delegated below these management levels; however, the President's Leadership Tam administrators remain responsible for complete requests that meet University policy standards. The maximum duration for an administrative stipend is one (1) year. Extensions beyond one (1) year require approval by Human Resources and the President of the University. Eligibility Exempt and non-exempt employees are eligible for administrative stipends. These additional duties should be compensated at an hourly rate for the additional hours worked. The department providing an hourly administrative stipend is responsible for any overtime pay that occurs. Hours worked by non-exempt employees in excess of 40 hours per week must be compensated at time and a half. Time worked on supplemental assignments must be reported on the employee’s timesheet for non-exempt employees. Ineligible employees include: Casual or temporary employees; and student workers. Other Conditions • Administrative stipends may not be used for merit or performance-based compensation. • Stipends are not to be used as a salary increase. • Stipends are not to be used to distribute leftover monies at the end of a budget year. • Stipends should not be used for teaching and advising a student, mentoring other faculty, fundraising or recruiting. • Where duties are assigned on an ongoing basis as part of the employee’s regular duties, the position needs to be reviewed for adequate compensation vs. stipend pay. • Workload changes with no primary job function changes does not justify payment of a stipend. • Assignment of temporary responsibilities at the same or lower level does not warrant an administrative stipend. • Permanent increases in responsibility should be appropriately addressed through the reclassification or promotion processes, not via an administrative stipend. • The amount of the administrative stipend shall not exceed the amount of salary increase that could be received by an employee if she/he were to receive a permanent promotion to the higher grade/classification. Stipend Amount and Payment The payment of an administrative stipend cannot extend past the end date of the academic or fiscal year in which the stipend was approved, based on the employee’s employment type. For example, a stipend paid to a 12-month employee cannot go beyond June 30 of the fiscal year in which it was granted; however, it may end earlier during the fiscal year if the temporary duties are completed or removed from the employee. Should it be necessary to continue the temporary work assignment beyond the end of the academic or fiscal year, a new justification and request needs to be submitted for review and approval. Supplemental Pay for Teaching Overload Teaching is normally performed by faculty as part of their regular duties. However, supplemental pay for teaching overload may be offered in limited and restricted situations of special need, with each case approved on an individual basis.

10.24 Moving Allowances

Board of Curators

Lincoln University may offer moving allowances for new employees when in the sole discretion of the President, the best interests of the University are served. Moving allowances are offered under the following terms: • Moving allowances may be granted up to $2,000. • Moving allowances are not an entitlement and will not be authorized in all circumstances. • Prior to making an offer of a moving allowance to a new employee, the allowance must bevauthorized in writing by the President. • As a condition of receiving a moving allowance, employees must sign an agreement requiring repayment of the allowance contingent upon continuing employment with the University for a continuous one year period. Failure to maintain employment with Lincoln University for at least one continuous year will result in forfeiture of the moving allowance and a requirement to repay the entire moving allowance. • In order to be eligible to receive a moving allowance, the employee must agree to move his/her permanent residence, no later than sixty (60) days after receiving the moving allowance, to a location within sixty (60) miles of 820 Chestnut Street, Jefferson City, Missouri. If the employee primarily works at an alternate site, such as one of the University's extension offices, relocation will be required within sixty (60) miles of the extension office. • Any approved moving allowances will be paid after the employee’s effective date of hire with Lincoln University and are taxable compensation, subject to withholdings and other deductions.

10.30 Annual Review of Benefits

Board of Curators

A periodic review of employee benefits will be conducted by the Human Resources Office with input from the Employee Compensation and Benefits Committee.

10.31 Employee Holiday Schedule

Board of Curators

A set schedule of sixteen (16) holidays will be observed during each fiscal year. The nonacademic holiday schedule is approved by the Board of Curators before the beginning of the fiscal year. These recognized holidays are listed: Independence Day, Labor Day, Veterans Day, Thanksgiving and the day after, Christmas Eve Day and Christmas Day, New Year’s Eve Day and New Year’s Day, Martin Luther King’s Birthday, Lincoln’s Birthday observed, Spring Recess Week (two days off), a free day designated on Good Friday, Memorial Day and Juneteenth. All regular full-time and part-time employees who are employed at the time of a recognized holiday will receive time-off pay for the holiday. Temporary employees will not be paid time off for a holiday. Employees will receive their regular salaries or wages for any day on which there is a holiday and on which no work is required. Holidays which occur during an approved paid leave of absence will be paid. Holidays which occur during an approved unpaid leave of absence will not be paid. Holidays observed by Lincoln University which occur on Sunday shall be observed on the following Monday; holidays which occur on a Saturday will be observed on the Friday immediately preceding the designated holiday. On holidays all employees, except those engaged in essential services (Physical Plant operations, LUPD, University Farms, KJLU-FM, Page Library, and residential operations when the residence halls are open), are excused from duty. The essential services departments determine appropriate staff holiday schedules. All full-time essential service employees who are normally scheduled to work on a holiday will be paid double time for performing their duties on that day. Any essential services employees who do not work the holiday will be paid their regular rate for the holiday. An essential services employees whose normal day off occurs on the holiday are entitled to that holiday and are entitled to received additional compensation equivalent to one day of pay at their regular rate.

10.31.1 Religious Holiday Accommodation

Board of Curators

In accordance with federal law, Lincoln University will make reasonable accommodation for employees’ observations of religious holidays as long as such accommodation does not cause undue hardship to the department. Employees must submit personal or vacation leave requests or, when possible, arrange alternative scheduling within the department in advance in order for the accommodation request to be considered. If an employee’s supervisor determines that the absence would cause undue hardship to the department, the supervisor must provide written justification.

10.32 Academic Holidays

Board of Curators

Notwithstanding the holiday schedule under Section 10.31, holidays for faculty on academic year contracts will be published in the academic calendar.

10.33 Annual Leave Policy

Board of Curators

Employees in full-time (.75 full time equivalency or higher), twelve (12)-month positions are entitled to accumulate annual leave as follows: Employees with less than ten (10) years of total University service earn ten (10) hours of annual leave each pay period with a maximum annual leave balance of 240 hours (i.e., a cap of thirty (30) days or two (2) times the annual total of fifteen (15) days). Employees who have completed ten (10) years of total University service earn twelve (12) hours of annual leave each pay period with a maximum annual leave balance of 288 hours (i.e., a cap of thirty-six (36) days or two (2) times the annual total of eighteen (18) days). Employees who have completed fifteen (15) years of total University service earn fourteen (14) hours of annual leave each pay period with a maximum annual leave balance of 336 hours (i.e., a cap of forty-two (42) days or two (2) times the annual total of twenty-one (21) days). The rate of accrual of annual leave is based upon total uninterrupted years of service at the University, not upon years in a particular position. Employees may accumulate more annual leave than their allowed maximum until June 30 of any year. After June 30, any excess annual leave over an employee’s maximum balance is reduced to the maximum, at which time the employee can begin accumulating above the maximum. An employee entitled to annual leave who has resigned or otherwise separated from University service at any time is entitled to only receive reimbursement for the amount of accrued annual leave which does not exceed the employee's maximum annual leave balance allowable accumulation. Any excess annual leave accrued after June 30 above the maximum annual leave balance shall not be paid to a separating employee. In addition, employees who fail to provide the required notice of their resignation will be deemed ineligible for rehire and will only receive one-half (1/2) of any accrued annual leave available to them at the time of their separation. Faculty on academic appointments are not eligible for annual leave accrual.

10.33.1 Requesting/Reporting Annual Leave

Board of Curators

Employee requests for, or reports of, annual leave will be submitted to the employee's direct supervisor through ADP when the employee plans to be absent from the regularly scheduled hours of work or has been absent due to illness or an emergency. Such requests or reports will be made and recorded in increments of no less than fifteen (15) minutes.

10.34 Personal Leave

Board of Curators

Employees are granted personal leave with pay each fiscal year, without carryover beyond the fiscal year. All faculty and staff are granted forty (40) hours of personal leave with pay each fiscal year. Personal leave for new hires will be prorated from the time of hire through the end of the fiscal year. All requests for personal leave must be approved by the department supervisor, based upon the needs of the department.

10.34.1 Requesting/Reporting Personal Leave

Board of Curators

Employee requests for, or reports of, personal leave are submitted to the employee's immediate supervisor through ADP when the employee plans to be absent from the regularly scheduled hours of work or has been absent due to illness or an emergency. Such requests or reports will be made and recorded in increments of no less than fifteen (15) minutes.

10.35 Sick Leave

Board of Curators

Sick leave is a provided benefit to protect employees from loss of pay due to illness or injury which makes the employees unable to fulfill the responsibilities of their positions. Both faculty and staff are eligible to accrue and take sick leave. (See Chapter III, Section 3.35.2, for policies regarding reporting and covering faculty absences.) Sick leave is accrued at the rate of eight (8) hours per month of continuous full-time service and is accrued from the beginning of employment. Sick leave accrues during any paid leave including annual leave, sick leave, special leaves with pay and as otherwise required by law. All employees must report use of sick leave from work to their immediate supervisor as soon as possible. If a sick leave request is made for more than three (3) consecutive workdays, a written doctor’s statement must be provided by the employee to his/her immediate supervisor. When the employee returns to work, the employee must submit a time off request through ADP for their immediate supervisor to approve. Upon termination of employment, employees shall not receive payment for accrued sick leave. Any unused accumulated sick leave balances will be reported to MOSERS for creditable service upon retirement. Lincoln University participates in the State of Missouri’s sick leave reciprocal program, which allows the transfer of unused accumulated sick leave for up to a five-year period after employment termination. An employee who suffers an injury and is eligible for time off work under Worker's Compensation may elect to receive Worker's Compensation and utilize sick leave pay from the University. The sick leave will be prorated and taken in conjunction with Worker's Compensation. Sick leave accrual will be reduced accordingly. (See Section 10.45.8: Workers’ Compensation.)

10.35.1 Requesting/Reporting Sick Leave

Board of Curators

Employee requests for, or reports of, sick leave are submitted to the employee's immediate supervisor through ADP when the employee plans to be absent from the regularly scheduled hours of work or has been absent due to illness or an emergency. Such requests or reports will be made and recorded in increments of no less than fifteen (15) minutes.

10.36 Family and Medical Leave

Board of Curators

Lincoln University, in compliance with the Family and Medical Leave Act (FMLA), provides employees the protections of this law pertaining to entitlement of leave, maintenance of health benefits during leave, and job restoration after leave; sets requirements for notice and certification of the need for FMLA leave; and protects employees who request to take FMLA leave. Subsequently, Lincoln University allows eligible employees to take job-protected, unpaid leave, or to substitute appropriate paid leave if the employee has earned or accrued it within a twelve (12)-month period, for up to a total of twelve (12) workweeks for certain family and medical reasons and up to a total of twenty-six (26) workweeks to care for a covered service member recovering from a serious illness or injury, for any of the following: • the birth of a child and to care for the newborn child; • the placement of a child with the employee for adoption or foster care or to care for a newly placed child; • to care for the employee's spouse, child or parent (but not in-law) with a serious health condition; • the employee's own serious health condition; • qualified exigencies arising out of a spouse's, child's or parent's active military duty or notification of an impending call or order to active duty; and/or • to care for a covered service member who is the employee's spouse, parent, child or nearest blood relative, recovering from an injury or illness that the service member incurred in the line of active duty in the armed forces which made such service member medically unfit to perform the duties of his/her office, grade, rank or rating. The definition of spouse shall be interpreted in compliance with federal law to include lawfully married couples, whether opposite sex, same sex or married under common law. In certain cases, this leave may be taken on an intermittent basis rather than all at once, or the employee may work a part-time schedule. An employee on this leave is also entitled to have health benefits maintained while on leave as if the employee had continued to work instead of taking the leave. If an employee was paying all or part of the premium payments prior to leave, the employee will continue to pay her or his share during the leave period. The employer may recover their share only if the employee does not return to work for a reason other than the serious health condition of the employee or the employee's immediate family member, or another reason beyond the employee's control. An employee generally has a right to return to the same position or an equivalent position with equivalent pay, benefits and working conditions at the conclusion of the leave. The taking of this leave cannot result in the loss of any benefit that accrued prior to the start of the leave. The university has a right to thirty days advance notice from the employee when practicable. In addition, the university may require an employee to submit certification from a health care provider to substantiate that the leave is due to the serious health condition of the employee or the employee's immediate family member. Failure to comply with these requirements may result in a delay in the start of this leave. The university may also require that an employee present a certification of fitness to return to work when the absence was caused by the employee's serious health condition. The university may delay restoring the employee to employment without such certificate relating to the health condition which caused the employee's absence.

10.37 Medical Leaves Not Under FMLA

Board of Curators

Medical leaves, including maternity leave, not taken under the FMLA may be taken at the request of the employee and upon approval of the employee's immediate supervisor and the University's President. Requests for leave are to include the period of absence and a doctor’s certification stating the need for medical leave, duration of leave required, and expected date of return to work. Medical leave may be paid leave utilizing any accrued sick, vacation leave and personal leave. Medical leave without pay may be requested and approved by the employee’s immediate supervisor and the President. This type of leave would require the employee to cover the cost of employee benefits during the time away from work unless the employee is on paid leave.

10.38 Faculty Sabbatical Leave

Board of Curators

A faculty member who has been employed full time (teaching .75 FTE each semester) by Lincoln University six (6) consecutive years and who has been awarded continuous academic tenure is eligible to apply for a sabbatical leave. The person who is granted a sabbatical leave is entitled to one-half an academic year at full salary or a full academic year at half salary. Faculty members who wish to apply for a sabbatical leave must write a letter of application addressed to the Board of Curators, transmitted through the appropriate academic channels beginning with the faculty member's immediate supervisor. The application for leave with pay shall include a precise statement of planned activities designed to contribute to the professional growth of the applicant and to the benefit of the University. At the end of the sabbatical leave period, the faculty member shall submit a report to the Vice President for Academic Affairs detailing the nature and extent of activities engaged in during the leave within sixty (60) days after return from sabbatical leave. The faculty member who completes a sabbatical leave must return to Lincoln University for at least one (1) semester following the sabbatical. A faculty member who does not return following the sabbatical for a full semester after such leave or leaves prior to completing a full semester after sabbatical leave will be required to refund to the University, on a prorated basis, the salary received during the leave by no later than thirty (30) days after separation from the University. Sabbatical leave is dependent upon available funding, as determined by the President in consultation with the Vice President for Academic Affairs. • No more than three (3) sabbaticals will be awarded per academic year (note: only one (1) person per department may be granted a sabbatical at a time, and only two (2) persons per college may receive a sabbatical in the same year). • The award of a sabbatical leave is not guaranteed. • The review process will begin with the Department Head whose recommendation must include a cost analysis and plan for how to cover the duties of the faculty member during the sabbatical period. • Department Heads will submit their recommendation to the Dean. • The Provost/VPAA will convene a standing Sabbatical Review Committee (made up of two (2) representatives from each college; one (1) of which shall be the Dean) who will review faculty sabbatical proposals and make recommendations to Provost/VPAA. • The faculty sabbatical proposal must have the support of the Department Head, Dean, and the Sabbatical Review Committee. • The Provost/VPAA makes sabbatical recommendations to the President. • The President upon review and consideration of the recommendations forwards the recommendations to the Board for final approval. • Faculty recipients will be required to give a public presentation which will be advertised by the Office of the Provost/VPAA to their faculty colleagues. • It needs to be noted that persons on sabbaticals cannot work at another institution for pay without the permission of the Provost/VPAA and President.

10.39 Military Leave

Board of Curators

This policy covers all regular full-time and regular part-time employees who serve in the Armed Forces, Army, National Guard or reserve component of the Armed Forces as it relates to military service requests. The policy is in accordance with Federal Law of the Uniformed Services Employment and Re-employment Rights Act of 1994 and the Missouri Revised Statute 105.270. This policy covers an employee's compensation, benefits, retirement eligibility, length of service and reinstatement to employment rights. Leave with Pay for Periods of Intermittent Service (not to exceed 120 hours per fiscal year) Employees requesting uniformed services leave with pay must provide written documentation to their supervisors at least two (2) weeks in advance of the scheduled training or service, specifying the reason and duration of the leave. Employees who are members of the National Guard or Reserve units will be granted uniformed services leave with pay not to exceed fifteen (15) regular workdays in any calendar year. Travel time required for reporting to the place of duty is included in the fifteen (15) day allowance. Vacation or personal leave may be used for any training or service in excess of fifteen (15) workdays subject to the approval of the department supervisor. Leave Without Pay for Periods of Active Service Employees requesting uniformed services leave without pay should present their orders to their immediate supervisor. Extended uniformed services leave without pay will be granted to employees performing active military or national defense service. Cumulative uniformed services leave is limited to five (5) years throughout employment at Lincoln University. Employees can continue benefits coverage while on unpaid leave, to include health insurance coverage through COBRA, continued basic life insurance, and long-term disability for a year at their expense. Upon reinstatement, time served during the uniformed services leave will be credited toward the retirement service accrual with proper documentation. Employees are entitled to apply earned but unused vacation and personal leave to their service leave before beginning the unpaid portion. Vacation, personal leave and sick leave do not accrue while on leave. Reinstatement of Employment Upon honorable completion of military service, employees are entitled to be reinstated to the position they held prior to military leave or to an equivalent position for which they qualify. If disabled by reason of uniformed service, employees are entitled to be reinstated to their former position or a position of similar pay and status for which they are qualified, with reasonable accommodation. Upon reinstatement, employees' compensation, benefits, retirement eligibility, and length of service will be reinstated as if they had been continuously employed during the service leave period. Compensation will reflect any increases and annual across-the-board pay adjustments, or promotions by reason of seniority that reasonably would have been expected to take effect if the employee had not been on leave. To be eligible for reinstatement, employees must apply within the time periods outlined in the Uniformed Services Employment and Re-employment Rights Act of 1994. If, through no fault of the employee's own, it is impossible or unreasonable for the employee to apply for reinstatement within the prescribed period, the employee may report as soon as possible following the period, without forfeiting the employees' reinstatement rights. Protection from Discharge Period Upon reinstatement, an employee is protected from discharge without cause for a period of time tied to the length of uniformed service. One year of protection is provided if the period of uniformed service was more than 180 days. Six months protection is provided for service of 31 to 180 days. There is no protection period for service of less than 31 days.

10.40 Jury Duty and Court Witness Leave

Board of Curators

Regular full-time employees are eligible for paid jury duty leave up to a maximum of ten (10) days within a rolling year. An employee will be granted leave with pay when required to be absent to serve on a jury or when subpoenaed to serve as a witness related to any matter involving the University before a court, commission, or legislative committee. Employees who are called to such service must show the jury notice or subpoena to their immediate supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. A copy of the jury notice or subpoena must be forwarded to Human Resources for the employee’s personnel file. Employees are expected to report to work whenever the court schedule permits. The University will continue to provide University-paid health insurance benefits for the full term of the jury duty/witness absence. Vacation, sick leave, and holiday benefits will continue to accrue during jury duty/witness leave. The employee may request an excuse from jury duty if the employee’s absence would create serious operational difficulties. Paid court leave is not available to employees appearing on their own behalf or in an action in which they are named as the plaintiff or defendant. Absences from work for court appearances not pursuant to a subpoena must be taken as vacation leave, personal leave, or unpaid leave.

10.41 Domestic/Sexual Violence Victim Leave

Board of Curators

10.41.1 Victims Economic Safety and Security Act Leave Lincoln University complies with the Victims Economic Safety and Security Act ("VESSA") and to assist employees affected by domestic or sexual violence with job-protected leave and accommodations.

10.41.2 Employee Eligibility

Board of Curators

All employees who are the victim of domestic or sexual violence or who have a family or household member who is a victim of domestic or sexual violence are eligible for leave benefits under this policy. For purposes of this policy, the term "family or household member" shall mean a spouse, parent, son, daughter, other person related by blood or by present or prior marriage, or other person who shares a relationship through a son or daughter, and persons jointly residing in the same household" who is a victim of domestic or sexual violence.

10.41.3 Leave Entitlement

Board of Curators

An eligible employee may take up to two (2) weeks of unpaid leave per year. An employee's leave need not be taken on consecutive days.

10.41.4 Qualifying Reasons for Leave

Board of Curators

Eligible employees may take unpaid leave from work to address domestic violence or sexual abuse by: 1. Seeking medical attention for, or recovering from, physical or psychological injuries caused by domestic or sexual violence to the employee or the employee’s family or household member; 2. Obtaining services from a victim services organization for the employee or the employee’s family or household member; 3. Obtaining psychological or other counseling for the employee or the employee’s family or household member; 4. Participating in safety planning, temporarily or permanently relocating, or taking other actions to increase the safety of the employee or the employee’s family or household member from future domestic or sexual violence or to ensure economic security; or 5. Seeking legal assistance or remedies to ensure the health and safety of the employee or the employee’s family or household member, including preparing for or participating in any civil or criminal legal proceeding related to or derived from domestic or sexual violence.

10.41.5 Procedure for Requesting Leave

Board of Curators

Requests for leave under this policy shall be made to the University's Human Resources Department. Unless prior notice is not practicable, all leave shall be requested at least 48 hours in advance of the need for such leave. If prior notice is not practicable, an eligible employee may provide certification of the need for leave within a reasonable period after the leave is taken. Eligible employees taking leave under this policy must provide certification that (1) the employee or the employee’s family or household member is a victim of domestic or sexual violence, and (2) that the leave is for one of the qualifying reasons set forth above. The employee must provide the certification within a reasonable period after the University requests certification. Certification includes a sworn statement of the employee, as well as corroborating evidence. Corroborating evidence may come in the form of a police or court record, documentation from a victim's services organization, attorney, a member of the clergy or medical personnel. All documentation provided under this policy shall be maintained in the strictest confidence. Such information will only be disclosed with consent of the employee or as required by law.

10.41.6 Employee Status after Leave

Board of Curators

The University will not retaliate or discriminate against any employee for taking leave under this policy. Upon completion of leave, an employee will be reinstated to the same job held prior to leave or an equivalent position. The University will maintain the employee's health insurance throughout any unpaid leave; however, the University may recover from the employee the premium that the University paid for maintaining such coverage if the employee fails to return to work for a reason other than a continuation or recurrence of a reason that entitled the employee to VESSA leave or circumstances beyond control of the employee. If the employee has exhausted all available leave and is still unable or unwilling to return to work, the University may terminate the employee unless he/she is eligible for rights and protections under other laws or other University policies.

10.41.7 Reasonable Safety Accommodations

Board of Curators

The University also will grant reasonable safety accommodations to employees affected by domestic or sexual violence to the employee for their family or household member so long as the accommodation does not pose an undue hardship on University's operations. Reasonable safety accommodations are adjustments to a job structure, workplace facility, or work requirement, including a transfer, reassignment, modified schedule, leave, a changed telephone number or seating assignment, installation of a lock, implementation of a safety procedure, or assistance in documenting domestic violence that occurs at the workplace or in work-related settings, in response to actual or threatened domestic violence. In order to request a Reasonable Safety Accommodation, an eligible employee must provide the Human Resources Department a written statement signed by the employee or an individual acting on the employee’s behalf, certifying that the reasonable safety accommodation is for a purpose authorized under the VESSA. The University reserves the right to deny such requests to the extent they impose an undue hardship on the University.

10.42 Special Leaves

Board of Curators

A faculty member can request a special leave of absence for professional reasons such as research or exchange opportunities. The leave request will be initiated by the faculty member and must receive approval by and through the chain of administrative command including the President. The special leave of absence should not exceed a maximum of one (1) year.

10.42.1 Administratively Initiated Leaves

Board of Curators

An employee may be placed on paid or unpaid administratively initiated leave, subject to approval by the President, for personnel-related issues, i.e., during an investigation which may or may not result in termination of the employee.

10.43 Emergency Closure and Transition to Remote Operations

Board of Curators

As a major institution with 24/7 operations, the University will typically not close. However, under certain unusual and emergency circumstances, the University may cancel on-campus classes, suspend some or all administrative and academic functions, and/or transition to remote operations. Certain continuous operations may need to remain operating on-site. Special pay procedures may apply depending on the type of closure. • During periods of campus emergency, as determined by the President, the President may place into immediate effect any emergency regulations, procedures and other measures deemed necessary or appropriate to meet the emergency, safeguard persons and property and maintain educational activities.

10.43.1 Types of Closures

Board of Curators

• On-Site Closure and Transition to Remote Operations: Classes are cancelled on-campus, most buildings are closed, and the majority of academic and administrative functions are transitioned to remote operations. During a closure, employees (except those required to work on-site) are instructed that they should telework pursuant to Chapter X, Section 10.43 which may include delivery of courses online. Additionally, certain continuous operations may need to remain operating on-site (e.g., emergency services, facilities and grounds maintenance and student services). The necessity or feasibility of maintaining on-site operations will vary by the circumstances causing the closure, such as weather, health conditions, natural or human-induced disasters, major utility failures, etc. • On-Site Limited closure: Only specifically designated building(s) are closed due to an emergency that impacts a limited portion of the campus. In the event of an emergency where only designated buildings are closed, the expectation is that employees will continue to perform assigned duties. Every attempt will be made to facilitate the performance of those duties through temporary relocation, work from home or other arrangements which allow an employee to perform assigned duties.

10.43.1.1 Announcement

Board of Curators

• All announcements will be released by the President through established processes.

10.43.1.2 Authority

Board of Curators

• Only the President has the authority to close a campus. • The President, or his/her designee, has the authority to approve a limited closure.

10.43.1.3 Requirement to work during a closure

Board of Curators

• The President and his/her designees are responsible for designating employees as critical to the operation of the University who may be required to work on-site during a closure. • Employees who are required to work on-site may differ, depending on the nature of the situation. • The President and his/her designees are responsible for designating employees who may be required to work remotely during a closure. Employees who are not required to work onsite will be advised to work from another location so that emergency activities may be conducted more efficiently. • Department and unit leaders or their designees are responsible for communicating to employees which positions are required to work on-site and those which are required to work remotely during on-site closures. It is the general expectation that most positions will work remotely if operationally feasible and not needed on-site.

10.43.2 Pay Procedures for On-Site Closure and Transition to Remote Operations (herein also referred to as "closure")

Board of Curators

10.43.2.1 Benefit-Eligible Non-Exempt Employees • Employees who are required to work on-site during closure will receive premium pay. Premium pay will be paid at time and a half for all hours actually worked. Those hours actually worked will count toward the calculation of weekly overtime pay. • If employees are required to work less than their regular schedule, they will receive administrative pay for those hours they are not required to work up to their regular FTE (based on the regular daily work schedule). • Employees who are required to work remotely during a closure will receive their regular pay for hours worked, and are not eligible for premium pay or administrative pay. • Use of paid time off (e.g., annual leave) is required if an employee is absent from required on-site work and/or remote work. • Should a closure extend beyond five (5) days, employees who are required to work on-site or via remote work may use available accrued annual leave, personal days, or sick leave (as appropriate). Employees may, with supervisory approval, or take leave without pay.

10.43.2.2 Benefit-Eligible Exempt Employees

Board of Curators

• Employees who are required to work on-site or via remote work during closure will receive their regular pay (based on their normal schedule). Exempt employees are not eligible for premium pay for hours worked during a closure. • Employees who are not required to work on-site or via remote work during a closure will be granted administrative pay to continue their regular pay for up to five (5) work days per closure. Pay is based on their normal daily work schedule and regular FTE. • Should a closure extend beyond five (5) days, employees who are not working on-site or via remote work may use available accrued annual leave, personal days, sick leave (as appropriate) or take leave without pay (with approval).

10.43.2.3 Variable Hour and Student Employees

Board of Curators

• Variable hour and student employees who do not work during a closure will not be paid. Supervisors should work with those employees to make up the time if possible. Such employees may be requested to work and will be paid under normal pay procedures for hours worked.

10.43.3 Pay Procedures for a Limited On-Site Closure

Board of Curators

10.43.3.1 Benefit-Eligible Exempt and Nonexempt Administrative, Service, and Support Staff, and Benefit-Eligible Non-Exempt Academic Employees • Employees who are directed to leave the worksite and are unable to perform their duties at a different location (including telework) will be granted administrative leave to continue their regular pay for up to five (5) work days per closure. Pay is based on their normal daily work schedule and regular FTE. • Employees who are required to work on-site or via remote work during a limited closure will receive their regular pay. If they are required to work less than their regular schedule, employees will receive administrative pay for those hours they are not required to work up to their regular FTE. • Hours worked prior to the closure and/or travel time to/from home are not counted as hours worked, and are not eligible for administrative pay. • Should a limited closure extend beyond five (5) days, employees may use available accrued annual leave, personal days, sick leave (as appropriate), or take leave without pay.

10.43.3.2 Variable Hour and Student Employees

Board of Curators

• Variable hour and student employees who do not work during a limited closure will not be paid. Such employees may be requested to work and will be paid under normal pay procedures for hours worked.

10.44 Time Off Work to Vote

Board of Curators

All employees are entitled to time away from work to vote without affecting their accrued vacation, sick leave or personal leave time. All polling locations are open from 6:00 a.m. to 7:00 p.m. University employees are encouraged to exercise their right to vote between the hours of 6:00 a.m. and 9:00 a.m. or 4:00 p.m. and 7:00 p.m. If an alternative schedule is needed for employees to vote, employees are asked to communicate with their immediate supervisors at least one (1) week in advance of such vote regarding the time needed to visit their designated polling location.

10.45 Employee Benefits

Board of Curators

Lincoln University provides a full array of employee benefits. Such plans are subject to modification at any time without additional notice by action of the Board of Curators, by the President, or as required by law. The University also offers retirement plans through the Missouri State Employees Retirement System and the College and University Retirement Plan, as well as an employee assistance program, education assistance waiver, graduate tuition waiver and unemployment and workers compensation. The University may also offer voluntary, non-contributory employee benefits as reviewed by the Employee Compensation and Benefits Committee and approved by the President. All benefit plans are reviewed periodically by the Employee Compensation and Benefits Committee. Further details related to the University's benefit plans are set out in the faculty and staff handbooks.

10.45.1 Health Insurance

Board of Curators

The University’s full-time regular employees have the opportunity to enroll in a health insurance plan at the time of hire or during an annual open enrollment period thereafter. The University provides a determined amount of monthly premium contributions for each employee. An employee has the option for spouse and dependent coverage at the employee's expense. A new employee can elect to enroll in a health plan from the date of employment, effective the first day of the employee’s first full month of employment. An employee’s health insurance coverage ends when the employee elects to cancel coverage or upon employment termination. An election to continue health insurance coverage after termination from employment through COBRA provisions will be available to those qualifying employees, spouses or dependent children. Under COBRA guidelines, only those terminated for gross misconduct are not qualified.

10.45.10 Vision and Dental

Board of Curators

A Vision Plan and a Dental Insurance Plan are optional benefits and, if elected, are paid for by the employee. The premiums are payroll-deducted. Enrollment takes place at time of employment or during an open enrollment period each year.

10.45.11 Missouri State Employees’ Cafeteria Plan

Board of Curators

The Missouri State Employees’ Cafeteria Plan is an option benefit for Lincoln University employees. At the time of employment or during an open enrollment period each year, an employee may enroll in the plan and elect to tax defer any or all of the following: • health insurance premiums • medical expenses • dependent care assistance

10.45.12 Tax Deferred Plans

Board of Curators

Other ancillary benefits will be determined through competitive proposal consideration and recommendation by the Employee Compensation and Benefits Committee and authorized by the administration (unless the vendor has been pre-approved by the state).

10.45.12 Tax Deferred Plans

Board of Curators

Lincoln University offers employees different options and companies through which to participate in tax-sheltered programs. These are 403-B plans and deferred compensation plans.

10.45.2 Retirement Plans

Board of Curators

The University provides a vested employee retirement plan through the Missouri State Employees Retirement System (MOSERS). A "defined benefit plan" through MOSERS is for all full- or part-time employees who work at least 1,000 hours in a position within a twelve (12)-month period. The University contributes a determined percent annually of the employee’s base salary. An employee is fully vested after five (5) years of employment. A new employee will receive information regarding MOSERS Employee Retirement at the time of employment. The College and University Retirement Plan (CURP) is a 401(a) defined contribution plan for education employees, defined as benefit-eligible academic faculty, hired for the first time on or after July 1, 2002. The purpose of CURP is to provide a retirement benefit that offers the interstate portability needed to facilitate the recruitment of teaching personnel. The University contributes a determined percent annually of the base salary as established by the MOSERS agency.

10.45.3 Life Insurance and Long-Term Disability

Board of Curators

Employees who are in regular positions of .5 FTE or more and enrolled in the MOSERS retirement system are eligible for basic life insurance coverage paid by the University at an annual salary amount or a minimum of $15,000, whichever is more. Additionally, employee, spouse and children optional life insurance is available at cost to the employee. Long-Term Disability Insurance is paid by the University for employees enrolled in the MOSERS retirement system; this covers absences due to injuries and illnesses that are not job-related. The University provides disability insurance as a voluntary benefit to employees and any disability benefits received by the employee are taxable. The University’s long-term disability policy starts 90 days after the onset of illness or injury. The policy coverage is to cover 60% of the insured’s predisability income. This 60% will integrate where applicable with other income sources including social security awards and/or accrued leave. There is a maximum amount of $10,000 cumulative pay-out per month. Academic faculty enrolled in the College and University Retirement Plan receive similar life insurance and long-term disability insurance coverage.

10.45.4 Employee Assistance Program

Board of Curators

All employees who are eligible for health insurance will be covered by this employer-paid coverage. The Employee Assistance Program emphasizes the maintenance of health, the prevention of injuries in the workplace, and the value of rehabilitation for life problems. Intervention counseling services by a designated vendor are provided to employees and families for substance abuse, family issues, marital issues, work related issues, emotional and mental health, and legal or financial. Further information is available from the Office of Human Resources.

10.45.5 Undergraduate Educational Assistance Tuition Waiver

Board of Curators

An educational assistance tuition waiver for undergraduate enrollment is granted to full-time (1.0 FTE) benefit eligible employees immediately upon an employee's first day of employment, and the employee's timely completion of an Employee Tuition Waiver and Reimbursement Form. In-state tuition for full-time employees shall be waived for the first six (6) hours each semester for undergraduate enrollment. Fifty percent (50%) of in-state tuition for dependent children and/or spouse of an eligible employee shall be waived for the first twelve (12) hours each semester for undergraduate enrollment. A FAFSA for the enrolled student must be completed to determine eligibility except individuals who hold prior baccalaureate degrees. Any financial aid awards (PELL and FSEOG) will be applied prior to calculating tuition waivers. The Employee Tuition Waiver and Reimbursement Form must be submitted and approved for the respective semester no later than the last day for making financial arrangements with Student Accounts. For the purpose of this policy, a dependent child is defined as one of the following: one of natural birth (documented by copy of birth certificate), one of legal adoption (documented by copy of legal adoption certificate), a stepchild by marriage (documented by birth certificate and marriage license), and not over the age of 24. To establish eligibility, the dependent child must complete and submit a financial aid application (FAFSA) to demonstrate dependent status. This policy applies to fees for tuition only as stated above. This policy does not apply to any other fees. This policy does not include the summer session nor applied courses such as music where one on one instruction occurs. Only persons who have satisfied all University admission requirements are eligible to benefit from the provisions of the policy. Any person who receives a tuition waiver as provided herein and does not maintain a cumulative grade point average of 2.00 or above shall be denied further benefits under this policy until a cumulative grade point average of 2.00 or above has been achieved. Benefits shall be denied until a 2.00 or above grade point average is achieved the subsequent semester. An individual receiving the fee waiver benefit under this policy who is not a candidate for a degree shall be limited to a time period of thirty-six (36) months for receiving such benefits. An eligible employee shall be granted up to three (3) academic hours of release time to attend undergraduate classes at the University during the normal work week. In addition, eligible employees may utilize the lunch hour for attending academic classes with the approval of their immediate supervisors. If an employee received an educational assistance tuition waiver for undergraduate enrollment and his/her employment at the University is terminated for any voluntary or involuntary reason prior to the completion of the semester in which the tuition waiver was granted, the employee agrees to repay the amount of the tuition waiver under the terms of the Employee Tuition Waiver and Reimbursement Form.

10.45.6 Graduate Educational Assistance Tuition Waiver

Board of Curators

An educational assistance tuition waiver is granted for graduate enrollment to full time (1.0 FTE) benefit eligible employees immediately upon an employee's first date of employment, and the employee's timely completion of an Employee Tuition Waiver and Reimbursement Form. Fifty percent (50) of in-state tuition for full-time employees shall be waived for the first six (6) hours each semester (fall and spring only) for graduate enrollment. This benefit is available for employees only. Per IRS tax purposes, employee benefits for graduate tuition waiver that exceed the limit set by the IRS in a calendar year may be taxed and will appear on the employee W-2. The Employee Tuition Waiver and Reimbursement Form must be submitted and approved for the respective semester no later than the last day for making financial arrangements with Student Accounts. This benefit cannot be combined with any other tuition adjustment program. This policy applies to fees for tuition only as stated above. This policy does not apply to any other fees. Only persons who have satisfied all University admission requirements are eligible to benefit from the provisions of the policy. Any person who receives a tuition waiver as provided herein and does not maintain a cumulative grade point average of 3.00 or above shall be denied further benefits under this policy until a cumulative grade point average of 3.00 or above has been achieved. Benefits shall be denied until a 3.00 or above grade point average is achieved the subsequent semester. An eligible employee shall be granted up to three (3) academic hours of release time during the normal work week to attend graduate classes at the University. In addition, eligible employees may utilize the lunch hour for attending academic classes with the approval of their immediate supervisors.

10.45.7 Unemployment Insurance

Board of Curators

Terminated employees can apply for eligibility for unemployment through a claims process administered by the State of Missouri. If the terminated employee is determined eligible for unemployment assistance, the State of Missouri requests reimbursement for these claims from the University.

10.45.8 Workers’ Compensation

Board of Curators

The University utilizes the State of Missouri Workers’ Compensation Program. The State of Missouri, as a self-insurer, administers its workers' compensation program through the Office of Administration, Central Accident Reporting Office (CARO). CARO is devoted to providing timely workers' compensation benefits to the employees of the University. CARO utilizes a preferred provider network, a medical referral service and case management designed to provide prompt quality medical care in an economical manner. The University’s Human Resources Office provides specific information regarding employer, employee and supervisor responsibilities and proper injury reporting. If medical treatment is required, an employee must seek authorized medical care through CARO. In the case of an emergency, an employee should seek medical care promptly then notify CARO when possible. All employees—full-time, part-time, temporary or student workers—are eligible for coverage. Benefits available are medical care including fees and costs, payments based on lost wages, and rehabilitation services. The University in conjunction with CARO has established an Early Return to Work program to enhance the recovery of employees who are injured or contract an occupational disease in the course and scope of University employment. Employees will be placed in temporary modified duty assignments, when feasible, during the course of the recovery to perform duties consistent with the temporary limitations.

10.45.9 Employer Sponsored Non-Contributory Benefits

Board of Curators

The University will sponsor an array of voluntary, non-contributory employee benefits. All benefits will be reviewed on a periodic basis by the Employee Compensation and Benefits Committee.

10.60 Work Schedule

Board of Curators

The work week is Sunday at 12:01 a.m. through Saturday at 12:00 midnight. With the exception of essential services personnel or any other personnel hired to work a non-traditional work schedule, the majority of full-time, non-academic personnel are employed for a forty-hour work week, Monday through Friday. The President may declare a four-day, ten-hour-per-day work schedule to be observed during the summer months. The immediate supervisor has the discretion to alter the general hours of operation to fit the needs of the department and/or the employee.

10.61 Equal Employment Opportunity Policy Statement

Board of Curators

It is the policy of the University to promote and ensure equal employment opportunity for all persons regardless of race, color, national origin (including ancestry, or any other subcategory of national origin recognized by applicable law), sex (including marital status, family status, pregnancy, sexual orientation, gender identity, gender expression, or any other subcategory of sex recognized by applicable law), religion, age, disability, veteran status, genetic information or any other basis protected by applicable law. Equal employment opportunity principles govern all aspects of the University’s personnel policies, employment practices, and operations. All phases of employment, including recruitment, hiring, evaluation, promotion, transfer, assignment, training, benefits and separation, will be conducted in compliance with equal employment opportunity laws and regulations. Supervisors at all levels share the responsibility to ensure equal employment opportunity. The University has established a discrimination complaint procedure available to any University employees or job applicants who believe they have been discriminated against Information pertaining to the filing of a discrimination complaint is kept on file in Human Resources. (See Sections 10.81, and 10.82.) The University shall establish and maintain affirmative action procedures as allowed by state and federal law.

10.62 Immigration and Employment

Board of Curators

Lincoln University will comply with the Immigration Reform and Control Act of 1986 ("IRCA") and subsequent related laws pertaining to employment eligibility verification to ensure it hires only U.S. Citizens and foreign nationals authorized to work in the United States. The University participates in the E-Verify Program. All new employees require approval by Department of Homeland Security ("DHS") to determine eligibility to work in the United States. The VPAA may recommend sponsorship of faculty for professional visas and green cards to the University President for approval. All immigration sponsorship is considered on a case-by-case basis with consideration given for hard to fill or high need faculty positions and departmental ability to fund University costs associated with such sponsorships. All approved applications and petitions sponsored by the University will be processed through the University’s designated immigration counsel. The filing of an immigrant or nonimmigrant petition is not a guarantee of continued employment, nor a guarantee of any fixed terms or conditions of employment, nor a guarantee that a petition will be granted.

10.63 Drug-Free Workplace

Board of Curators

Employees are expected and required to report to work on time and in appropriate mental and physical condition for work. Each employee is responsible to help ensure a drug-free, healthful, safe and secure work environment. The unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance on University premises or while conducting University business off premises is absolutely prohibited. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences. Employees must, as a condition of employment, abide by the terms of this policy and report to the University any conviction under a criminal drug statute for violations on or off University premises. A report of a conviction must be made to the Human Resources Department within five (5) days after the conviction. Exception The distribution, dispensing, possession, or use of alcohol is prohibited on the University campus except for those times, places, and purposes approved by the President of the University.

10.63.1 Testing Requirement for the Commercial Driver’s License

Board of Curators

In accordance with the Omnibus Transportation Employee Testing Act of 1991, any Lincoln University employee who is required to obtain a commercial driver’s license (CDL) to operate a commercial motor vehicle is subject to testing for alcohol and controlled substances.

10.64 Alcohol/Drug Abuse Policy

Board of Curators

It is the policy of Lincoln University to prohibit the unlawful possession, purchase, manufacture, use, sale or distribution of illicit drugs, marijuana and alcohol by employees on University property or as part of any of its activities. The University has the right to require an employee to undergo alcohol and/or drug testing when there is a reasonable suspicion that the employee might be under the influence of alcohol or drugs. If an employee is found in violation of University policy, federal or state laws, or local ordinances, the circumstances accompanying each individual case will be considered when determining the consequences. Violations of this policy will result in disciplinary action, up to and including termination, and may have legal consequences. The University does not condone the abuse of alcohol and drugs; it does, however, recognize that employees with alcohol or drug-related problems should be encouraged to seek help in dealing with such problems. The use of a legal substance/drug, or the use of marijuana under applicable Missouri law, does not allow an employee to report to work under the influence. If an employee believes that he/she needs an accommodation due to the use of a legal drug or for the use of medical marijuana, the employee shall request an accommodation pursuant to the University’s Disability and Reasonable Accommodation policy.

10.65 Conflict of Interest and Financial Disclosure Policy

Board of Curators

Lincoln University employees are expected to comply with the requirements of the University's Conflict of Interest and Financial Disclosure Policy in Chapter XI.

10.66 Nepotism Policy

Board of Curators

No person who is related by blood or marriage to any member of the Board of Curators shall be appointed to any position in the University as officer, member of any faculty, or employee. A relative includes, but is not limited to, spouse, child, grandchild, greatgrandchild, great great-grandchild, parent, grandparent, great grandparent, great great grandparent, brother/sister, aunt/uncle, great aunt/uncle, niece/nephew, grand niece/nephew, and cousin. All relationships are included, whether full, half, step, foster, adopted, or in-law. No exceptions shall be made to this rule. No University employee may be involved in the hiring process of a job applicant related by blood or marriage to the employee or who has a relationship with the employee that would be considered a personal conflict. A relationship that would be considered a personal conflict includes, but is not limited to: domestic partners or significant others; individuals who are cohabitating, including roommates; individuals who are dating; individuals who are involved in a personal relationship; or individuals who are involved in a business relationship that might be construed as being a conflict of interest. The hiring process includes the search and screening process as well as the signature authority required to hire an applicant, unless granted an exception from the Board of Curators. No restriction on employment of persons related to other employees of the University will be made unless the employment would result in an employee having supervisory capacity over a relative (of any degree), either immediate or within the direct chain of command. Only the Board of Curators can grant an exception to the rule. If approved by the Board of Curators, supervisors are expected to remain objective in the hiring, evaluation, and discipline of the employee. If a supervisor is deemed to not remain objective due to supervising a family member, the President may provide progressive discipline, demote, reassign, or terminate the supervising employee.

10.67 Staff Performance Evaluation Policy

Board of Curators

All Lincoln University staff employees will have a formal performance evaluation at least twice a year. Using the evaluation process and tools provided by the Human Resources Department, supervisors will formally conduct mid-year and annual performance evaluations yearly. Evaluations will be submitted to the Human Resources Office by the required deadline. The staff performance evaluation procedure and guidelines are specified in the Employee Handbook and under the Human Resources link on the Lincoln University Web site. To provide a uniform method of documenting the results of the employee’s performance evaluation, each supervisor is required to document evaluation results on the Performance Evaluation Form available from the Human Resources Office. When the Performance Evaluation Form is completed at the supervisor level, the form is processed through the proper administrative channels. The final completed and signed form is given to the employee with copies maintained by the supervisor and in the employee’s personnel file. This policy is applicable to all Lincoln University staff employees. For the faculty evaluation policy, see Chapter III, section 3.20.8.

10.68 Discipline Policy

Board of Curators

The staff discipline policy establishes how the University addresses discipline but also comes under the jurisdiction of the employment-at-will policy: “Any employee without a contract or appointment for a specified term of employment can be terminated at any time for any reason or no reason but not for an illegal reason.” (See Section 10.90.) However, it is within the best interests of the University to have a system in place that fosters the professional growth and development of all employees. To meet this intent, it shall be the responsibility of supervisors to provide assistance, motivation and direction to the staff in the performance of job duties. Supervisors are responsible for informing their subordinates of institutional expectations. Where problems with employee behavior or performance arise, a supervisor should seek to correct the problem with the least amount of disruption to the work environment. Progressive discipline is a means to correct and/or improve employee behavior and performance. Progressive Discipline Progressive discipline may include a verbal warning, written warning, suspension, and ultimately, discharge. The goals of progressive discipline are to 1) inform the employee of iinadequacies in performance or instances of improper behavior; 2) clarify what constitutes satisfactory performance or misconduct; 3) instruct the employee on what action must be taken to correct the performance or behavior problem; and 4) inform the employee of what action will be taken in the future if the expectations are not met. Reasons for discipline may include but may not be limited to 1) violation of University rules and regulations; 2) failure to follow reasonable rules of procedure in the work place; 3) insubordination; 4) possession of any substance prohibited by state or federal law; 5) assault and/or battery; 6) excessive absenteeism and/or excessive tardiness; 7) theft or destruction of University property; and 8) abuse of leave privileges. Levels of Disciplinary Action 1. Verbal Warning: An employee may be issued a verbal warning for a performance or conduct problem. Verbal warnings are typically issued during a private meeting between the immediate supervisor and the employee where the immediate supervisor explains the problem and what the employee must do to return to satisfactory status. This interaction must be documented using the counseling form for verbal warnings provided by Human Resources. The employee should be informed that the meeting is being conducted for the purpose of issuing a verbal warning. The counseling form for verbal warning must be provided to the employee, and a copy should be provided to the office of Human Resources to be placed in the employee’s personnel file. 2. Written Warning: Employees may be issued a written warning which contains the following information: a description of the specific problem or offense; the most recent incident and when it occurred; previous actions taken to correct the problem (if applicable); expectations and acceptable standards of performance; and warning that further unsatisfactory behavior or performance may result in further disciplinary action. The written warning should be recorded via the counseling form for written warnings provided by the office of Human Resources. Typically the written warning is issued and discussed with the employee in a private meeting with the immediate supervisor. A copy of the written warning should be given to the employee and a copy placed in the employee's official personnel record, located in the Human Resources Office. The written warning may also specify a review period, if appropriate, in which the employee's behavior or performance will be reviewed. 3. Suspension: Staff employees may be suspended without pay for significant incidents of misconduct or poor performance, or when a series of disciplinary actions have been taken but the problem continues. Typically the employee is informed of the recommended suspension in a private meeting with her/his immediate supervisor. The employee is given a letter detailing the basis for the action which specifies 1) the length of the suspension (beginning and ending dates); 2) a description of the specific problem or offense; 3) the most recent incident and when it occurred; 4) previous actions taken to correct the problem, if applicable; 5) expectations and acceptable standards of performance; and 6) a warning that further unsatisfactory behavior or performance may result in further disciplinary action, up to and including discharge. The suspension letter may also specify a review period, if appropriate, in which the employee's behavior or performance will be reviewed. 4. Involuntary Termination: Employees may be discharged for incidents which are serious enough to warrant immediate involuntary termination, or after all the progressive disciplinary steps have been taken (suspension being an optional step). Typically a recommendation for termination is initiated by the immediate supervisor and transmitted through the appropriate administrative chain of command to the President of the University. The employee will be given written notice of the decision and the termination becomes final. The President may terminate any employee for reasons of gross neglect of duty on or off-campus, grossly inadequate performance, misconduct of a nature that may bring disgrace to the University, or actions that pose a threat to the safety and wellbeing of members of the University community. All termination decisions by the President are final and there is no appeal process unless the appeal is based on a claim of violation of University policies, state or federal laws. These types of appeals should be processed through the proper University grievance channel.

10.69 Job Abandonment

Board of Curators

Any employee who has been absent from the workplace for a period of three (3) consecutive work days without prior authorization or approval for such absence and under conditions which are not subsequently found to justify approval under existing University policy shall be deemed to have abandoned her/his University employment. Job abandonment shall be sufficient cause for immediate termination of University employment. A recommendation for termination for reason of job abandonment should be initiated by the immediate supervisor and transmitted through the appropriate administrative levels for approval by the President of the University. When a termination notice is given in a case of job abandonment, the employee will receive notice of termination.

10.70 Disability Accommodation, Leave, and Termination

Board of Curators

Lincoln University is committed to providing an accessible and supportive environment for employees with disabilities. Equal access for qualified individuals with a disability is an obligation of the University under Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990. Lincoln University does not discriminate on the basis of disability against qualified individuals with a disability in any program, service or activity offered by the University. The University is committed to ensuring that no qualified individual with a disability is excluded, denied services, segregated or otherwise treated differently than other individuals because of the absence of auxiliary aids or other appropriate services; however, accommodations cannot result in an undue burden to the University or fundamentally alter the essential functions of the job.

10.71 Political Activity Policy

Board of Curators

This policy concerns political activity and holding of public office by members of University faculty and staff. The policy is subject to any applicable provision of law or determination of the Missouri Ethics Commission. The following are allowable political activities that Lincoln University employees may engage in: 1. Working with organizations of political parties qualified to place candidates on the ballot in accordance with Missouri State Statutes or of political parties seeking such qualification; 2. Working with nonpartisan or bipartisan groups seeking the election of candidates to public office; 3. Working with nonpartisan or bipartisan groups seeking the approval or disapproval of issues which are or may be submitted to the voters for approval; and 4. Working for individual candidates seeking public office, including candidates for membership of any political committee established by Section 115.611, RSMo. Such activities, like any other personal, non-official undertaking, must be done on the individual's own time and should not interfere with University duties. (See Chapter XI, Conflict of Interest and Financial Disclosure Policy.) Employees may contribute funds or expend funds on behalf of the above parties, groups, candidates or issues, subject only to state and federal laws which regulate political contributions. Public Office Before officially announcing candidacy, or accepting any elective offices, employees must inform their immediate supervisors of such intention and the supervisors must make the fact known to the President. If the policy permits, the President will offer no objection to the candidacy provided it does not require time or attention that should be given to University duties. Subject to the requirements of notice to the President, an employee may, without the President's permission, become a candidate for and hold a part-time position for public office. In case of doubt, the President will decide if the candidacy is permissible under this policy. Such activity must be conducted on the individual's own time and is not to interfere with University duties. The holding of any full-time elective office in local, county, state or federal government is forbidden while the person is employed by the University unless the employee is granted a written exception by the President as allowed for some local government positions. Some offices, for example the Missouri General Assembly, should be considered full-time although not in session for the entire year. Any employee seeking election to such an office must resign or request a leave of absence as of the date of filing in the primary. Before accepting such office, employees are required to resign their University positions.

10.72 Remote Work

Board of Curators

10.72.1 Objectives Lincoln University recognizes that remote work can be an effective approach to fulfilling organizational objectives and providing employees with a flexible, productive work environment. Remote work arrangements are individually assessed based on the position duties and job requirements. In order to provide flexible work options, a remote work arrangement may include: • hybrid designations that involve an employee working some portion of the week/pay period at a remote site as well as on-campus, or • fully remote designations in which most work is conducted at an alternate off-campus designated location. A remote work arrangement may be made at the time of recruitment (i.e., condition of employment), during the employment period as determined by employee's departmental leadership and Lincoln University's Human Resources Department. All employees are expected to follow all professional standards of performance and conduct, applicable laws, and Lincoln University's Bylaws, Rules and Regulations and policies and procedures while at all work locations. All employees also are required to complete all Lincoln University mandatory training by specified deadlines, regardless of the work location. Lincoln University reserves the right to end the designated remote work arrangement at any time for operational needs, performance concerns, scheduling conflicts, budgetary impacts, customer service needs, or other related matters. A minimum notice period of 28 calendar days should be provided to the employee prior to a required return to a designated campus location unless emergency circumstances necessitate the time period to be shortened or if a different time period is mutually agreed upon by the employee and Lincoln University. Only hours spent on Lincoln University related work may be reflected as hours worked. If any time is dedicated to address personal items during the employee's workday, the employee is expected to use accrued leave as allowed under Lincoln University's policies.

10.72.2 Evaluating a Remote Work Arrangement

Board of Curators

Remote work arrangements are not required to be uniformly available to all positions or employees within a department because not all positions are conducive to remote work arrangements. Remote work arrangements are based upon Lincoln University’s mission in providing a residential campus experience coordinated with a department's defined business model. Instructional duties are generally not eligible for a remote work arrangement. Instructors are expected to provide classroom instruction in person unless an exception or official accommodation is approved, the position is hired as remote, or the class is officially designated as an online course. Department leadership is responsible for determining the best use of a remote work arrangement, while assessing the impact on campus operations, space availability, budget, and the student experience. The remote work arrangement is intended to benefit the employee and Lincoln University without putting undue burden or added expense on the supervisor, team, and/or department and must conform with all applicable Lincoln University policies, procedures, Rules and Regulations and state law. Each of the following factors should be considered by a department leadership: • Remote work arrangements must not adversely affect the services provided to students, parents, employees, colleagues, or the public, whether those services are directly provided by the employee or by other department members. • Remote work arrangements must not be assigned if it adversely impacts productivity at the individual or department level, or if the arrangement negatively impacts communications, collaborations, team-based environments, etc. • Work schedules in different time zones will need to be considered and managed to ensure department operations and services are not disrupted. Work schedules should be aligned with the Central Standard Time Zone when possible. • A remote work location agreement is not intended to provide child, dependent, and family care, convalescing, or caring for an ill family member. The presence of children or other dependents, guests, or pets in the remote work location cannot disrupt the overall performance of work activities or negatively affect the productivity of the employee. • Although a work schedule modification that is reflective of both the employee and Lincoln University needs might be possible, the focus of the arrangement must remain on the effective fulfillment of job responsibilities. • Remote work arrangements should be analyzed to determine if the position duties can be performed in a remote environment. • The employee’s prior/current work performance and conduct should be considered to determine whether the employee is likely to be successful in a remote work arrangement. • Remote work arrangements should not create or increase a need for additional staffing or increase work hours of existing staff. • Remote work arrangements should not create data security or other confidentiality risks that cannot be effectively mitigated. • Remote work arrangements require supervisors to be able to effectively manage work hours and productivity. The supervisor should provide clear performance goals and expectations for the employee, and the employee’s work quality, quantity, and timeliness should be adequately monitored by the supervisor. • Hourly (non-exempt) employees working over 40 hours during an assigned work week are eligible for overtime hours. Departments considering remote work arrangements are encouraged to contact the Lincoln University's Human Resources Department for consultation, especially for employment arrangements necessitating an out-of-state remote work location to ensure all employment law requirements and related costs are identified. Employees will be taxed according to the state and employment law and benefit provisions for the city and state designated as the primary work location which may have a financial impact to the department. Remote work arrangements should be reviewed by the department and employee after the first six months and annually thereafter or at the time of evaluation to confirm continuation of the arrangement. Employees hired into a position designated as fully remote do not necessitate a review outside of the performance evaluation process. Lincoln University will review work location arrangements annually. In the event of campus closure due to a declared emergency or inclement weather, employees may immediately be designated as remote workers for temporary or permanent arrangement. Remote work due to temporary campus closures will not require completion of a Lincoln University Work Location Request Form.

10.72.3 Electronic Devices and Data Security

Board of Curators

Reasonable steps must be taken to ensure that Lincoln University property is assigned and used according to Lincoln University policy and related requirements. Compliance with all Information Technology policies including, but not limited to, software licensing, virus protection, data security measures (i.e., multi-factor authentication) is required. Employees with a remote work arrangement are required to have a Lincoln University issued computer or another electronic device. Security and confidentiality of Lincoln University records must be maintained, and electronic records must be stored in Lincoln University-identified drives via secure remote access technology provided by Lincoln University Information Technology. The supervisor should identify the employee’s equipment needs and coordinate acquisition of assigned equipment. The employee must have high-speed internet service to work remotely. Lincoln University is not responsible for purchasing equipment to establish internet service such as modems, wireless routers and other DSL/cable communication devices. The employee is required to follow all Lincoln University policies and procedures regarding access to and destruction of sensitive or confidential data at any assigned work location. Employees are required to keep Lincoln University-owned equipment and information secure at the work site.

10.72.4 Workers’ Compensation

Board of Curators

Because unknown workers' compensation liability may be incurred if accidents occur off-site, the employee will immediately report accidents to their designated supervisor which occur at the remote work location during the agreed upon work hours while performing work-related duties. Job-related accidents will be reported on the specified worker’s compensation form.

10.72.5 Ending a Remote Work Arrangement

Board of Curators

Upon notification that a remote work arrangement is ending, the employee may be asked to work at the designated campus work location as directed by the supervisor. Failure to return to the designated worksite within the defined timeframe may result in disciplinary action, up to and including dismissal. The supervisor is required to notify Lincoln University of the cancellation of the remote work arrangement prior to communicating the cancellation to the employee. At the time of separation from employment, employees under a remote work arrangement are required to return all keys and Lincoln University-issued electronic devices used to access or store data (e.g., computer/laptop, docking station, power supply, tablet). Employees will be required to return all equipment within seven (7) calendar days following their separation date and will be billed the replacement cost if they fail to return required Lincoln University equipment. Employees transferring to a different Lincoln University position should initiate conversations between the new and departing units to ensure that property assignments can be transitioned accordingly.

10.72.6 Exclusions or Special Circumstances

Board of Curators

Remote work arrangements are limited to the United States. Student employees are not eligible for remote work arrangements unless an exception is approved by Lincoln University's Human Resources Department. Remote work arrangements may be eligible for a flexible work schedule as discussed and agreed to by the employee, supervisor, and department leadership. Notification of a work location change, based upon a performance concern, may not occur until after the employee has had an opportunity to meet performance objectives as outlined in a performance improvement plan. Commuting costs between multiple work locations as designated in a hybrid work arrangement are not an employer reimbursable expense. Employees designated as non-exempt under the Fair Labor Standards Act (FLSA) with a fully remote work arrangement may be eligible for compensation for travel time if travel occurs during the assigned work schedule. Travel expenses incurred while commuting between multiple work locations, such as airfare, mileage, hotel, and per diem, are not required to be covered by the employer. Working in a remote work location may be authorized for shorter time periods (i.e., less than two consecutive pay periods) in the best interests of the employee or Lincoln University as discussed and approved with the supervisor and Lincoln University's Human Resources Department. A Work Location Request Form is not required for one-time, irregular, or brief instances when an employee may perform work away from the designated campus location, nor will it be required when remote work is directed by Lincoln University due to a disruption of business operations or related emergency. Lincoln University is not required to furnish or provide additional equipment for the remote work location beyond the designated computer requirements unless the designated item is approved by Lincoln University's Human Resources Department as a reasonable accommodation under the Americans with Disabilities Act (ADA). Fully remote employees experiencing an extreme weather-related or other uncontrolled event (e.g., loss of electricity) that restricts or prohibits the ability to work should contact their supervisor for further instruction.

10.72.7 Consequences

Board of Curators

Failure to follow this policy and Lincoln University expectations may result in ending a remote work arrangement, and may result in an employee disciplinary action, up to and including dismissal.

10.73 Consensual Sexual or Romantic Relationships

Board of Curators

There are special risks in any sexual or romantic relationship between individual in inherently unequal positions, and the party who holds the position of greater authority or power assumes such risks. In the University context, such positions include (but are not limited to) supervisor and employee, senior faculty and junior faculty, mentor and mentee, professor and student and volunteer and student. Because of the potential for conflict of interest, exploitation, favoritism, bias, and the appearance of impropriety, such relationships undermine the real or perceived integrity of the supervision and evaluation provided. Additionally, such relationships may be less consensual than the individual whose position confers power or authority believes. The relationship is likely perceived in different ways by each of the parties to it, especially in retrospect. Moreover, such relationships may harm or injure others in the academic or work environment. Relations in which one party is in a position to review the work or influence the career of the other may provide grounds for complaints by third parties when that relationship gives undue access or advantage, restrict opportunities, or creates a perception of these problems. Furthermore, circumstances may change, and conduct that was previously welcome may become unwelcome. Even when both parties have consented at the outset to a romantic involvement, this past consent does not remove grounds for a charge based upon subsequent unwelcome conduct. Where such a relationship exists, the person in the position of greater authority or power will bear the primary burden of accountability and must ensure that he or she – and this is particularly important for faculty members – does not exercise any supervisory or evaluation function over the other person in the relationship. Where such recusal is required, the recusing party must notify his or her supervisor, department head, or dean, as applicable, so that the department head, dean or supervisor can exercise his or her responsibility to evaluate the possibility and adequacy of alternative supervisory evaluative arrangements. Staff members, mentors, and volunteers must also notify the Office of Human Resources. To reiterate, the responsibility for recusal and notification rests with the person in the position of greater authority or power. Failure to comply with these recusal and notification requirements is a violation of this policy, and therefore grounds for disciplinary action up to and including termination of employment. With students – The University will view it as unethical and a violation of this policy if University employees, mentors or volunteers engage in sexual or romantic relationships with students enrolled in their classes or subject to their supervision. Such employee/mentor/volunteer-student relationships may include, but are not limited to, faculty and student, advisor and advisee, teaching assistant and student, coach and athlete, the individuals who supervise the day-to-day student living environment of student residents, mentor and mentee relationships and volunteer and student relationships. The behavior is, in most cases, unethical even when the relationship is consensual (i.e., both parties have consented), because the voluntary consent of the student is in doubt, given the power imbalance in the student-employee/mentor/volunteer relationship. Even if consent were to be shown, a clear conflict of interest would still exist which might create the appearance of discrimination or favoritism in grading or access to educational or other University opportunities. Employees who violate this policy are subject to disciplinary action up to and including termination of employment. Mentors and volunteers who violate this policy are subject to their mentor and volunteer status with the University ending at the discretion of the University. Relationships between a graduate student and an undergraduate student, when the graduate student has some supervisory responsibility for the undergraduate student, are prohibited by this policy.

10.74 Pregnant Worker Accommodations

Board of Curators

The University will provide reasonable accommodations to employees and applicants with limitations related to pregnancy, childbirth or related medical conditions, unless the accommodation will cause undue hardship to the University's operations, as required by the federal Pregnant Workers Fairness Act (PWFA). An employee or applicant may request an accommodation due to pregnancy, childbirth or a related medical condition by submitting the request in writing to the University's Human Resources Office. The accommodation request should include an explanation of the pregnancy-related limitations, the accommodation needed and any alternative accommodation(s) that might be reasonable. Depending on the nature of the accommodation, the individual may be requested to submit a statement from a health care provider substantiating the need for the accommodation. Upon receipt of a request for accommodation, the Human Resources Office will contact the employee or applicant to discuss the request and determine if an accommodation is reasonable and can be provided without significant difficulty or expense, i.e., undue hardship. While the reasonableness of each accommodation request will be individually assessed, possible accommodations include allowing the individual to: sit while working; drink water during the workday; receive closer-in parking; have flexible hours; receive appropriately sized uniforms and safety apparel; receive additional break time to use the bathroom, eat and rest; take time off to recover from childbirth; and be excused from strenuous activities and/or activities that involve exposure to compounds deemed unsafe during pregnancy. An employee may request to use the employee's accrued paid leave or unpaid leave as a reasonable accommodation under this policy; however, the University will not require an employee to take time off if another reasonable accommodation can be provided that will allow the employee to continue to work. The University prohibits any retaliation, harassment or adverse action due to an individual’s request for an accommodation under this policy or for reporting or participating in an investigation of unlawful pregnancy discrimination.

10.75 Employee Service and Support Animals Policy

Board of Curators

Lincoln University generally welcomes service animals in its buildings, classrooms, residence halls, meetings, dining areas, recreational facilities, activities, and events when the animal is accompanied by an employee with a disability who indicates the service animal is trained and provides a specific service to the employee that is directly related to the employee's disability. Lincoln University may not permit service animals when the animal poses a substantial and direct threat to health or safety or when the presence of the animal constitutes a fundamental alteration to the nature of a University program or service with such determinations being made by the University on a case-by-case basis. Definitions 1. Handler: An employee with a disability that a service animal assists or a personal care attendant who handles the animal for an employee with a disability. 2. Service Animal: Any dog individually trained to do work or perform tasks for the benefit of an employee with a disability, including a physical, sensory, psychiatric, intellectual, or other mental disability and meets the definition of “service animal” under the Americans with Disabilities Act (“ADA”) regulations at 28 CFR 35.104. The work or tasks performed must be directly related to the employee's disability. Examples include, but are not limited to: assisting employees who are blind or have low vision with navigation and other tasks, alerting employees who are deaf or hard of hearing to the presence of people or sounds, pulling a wheelchair, assisting an employee during a seizure, alerting employees to the presence of allergens, retrieving items such as books or the telephone, altering an employee to a sudden change in blood sugar levels, providing physical support and assistance with balance and stability to employees with mobility disabilities, and helping employees with psychiatric and neurological disabilities by preventing or interrupting impulsive or destructive behaviors. The crime deterrent effects of an animal’s presence or the provision of emotional support, well-being, comfort, or companionship do not constitute work or tasks for the purposes of this definition. 3. Emotional Support Animal/Assistance Animal: An emotional support animal (also often referred to as an Assistance Animal) may provide physical assistance, emotional support, calming, and other kinds of assistance. Emotional support animals are not necessarily trained and do not perform work or tasks that would qualify them as “service animals” under the Americans with Disabilities Act. Procedures Service Animals: In general, Lincoln University allows employees to use service animals in the workplace unless doing so would pose a substantial risk to health or safety. As required by Title I of the ADA, employees planning to bring service animals to work should discuss the issue with their supervisor and Human Resources and formally request the use of the service animal as a reasonable accommodation because of their disability. In general, supervisors and Human Resources should grant the request to use a service animal unless doing so would pose a substantial risk to health or safety (for example, where the animal would be entering a sterile environment, construction area, or a food preparation area). If the reason the animal is needed is not clear, then the ADA allows the supervisor or Human Resources to ask what tasks the animal performs and request simple documentation that confirms the existence of the employee’s disability. Emotional Support Animals (ESA): Emotional support animals are usually not considered to be reasonable accommodations in the workplace under Title I of the ADA because these animals are not necessarily trained. Thus, all requests for ESAs in the workplace must be evaluated on a case-by-case basis by Human Resources. Permitted Inquiries Regarding Service Animals In general, employees should not ask about the nature or extent of a person’s disability. However, as permitted by the ADA, if it is not obvious that the animal is required because of a disability, the handler may be asked: 1. If the animal is required because of a disability, and 2. What work or task the animal has been trained to perform? The handler should not be asked for documentation, such as proof that the animal has been certified, trained, or licensed as a service animal. Employees should not make inquiries about a service animal when it is readily apparent that an animal is trained to do work or perform tasks for an individual with a disability (e.g., if the dog is observed guiding an individual who is blind or has low vision, pulling a person’s wheelchair, or providing assistance with stability or balance to an individual with an observable mobility disability). Responsibilities of Handlers 1. Caring for the Service Animal. The cost of care, arrangements, and responsibilities for the well-being of a service animal are the sole responsibility of the handler at all times. 2. Leash Requirements. The service animal should generally be on a leash at all times unless the owner is unable to use a leash due to a disability or the use of the leash would interfere with the animal’s ability to perform its duties. 3. Keeping the Animal Under Control. The animal should respond to voice or hand commands at all times, and be fully controlled by the handler. 4. Being Responsible for Damage Caused by the Animal. Handlers are responsible for any damage or injuries caused by their animals and must take appropriate precautions to prevent property damage or injury. 5. Being Responsible for Waste. Cleaning up after the animal is the sole responsibility of the handler. In the event that the handler is not physically able to clean up after the animal, it is then the responsibility of the handler to hire someone capable of cleaning up after the animal. 6. Vaccination. Animals must be immunized against diseases common to that type of animal. All vaccinations must be current, and the animal must wear a rabies vaccination tag. 7. Observing Good Service Animal Etiquette. To the extent possible, the handler should ensure that the animal does not display behaviors or make noises that are disruptive or frightening to others unless part of the service being provided to the handler (e.g. barking to alert the handler of danger). Removal of Service Animals Service Animals may be removed from any University facilities or events for the following reasons: 1. An Out of Control Animal: A handler may be directed to remove an animal if it is out of control, and the handler does not take effective action to control it. If the outof-control behavior happens repeatedly, the handler may be prohibited from bringing the animal into University facilities until the handler can demonstrate that they have taken significant steps to mitigate the behavior. 2. Non-housebroken Animal: A handler may be directed to remove an animal that is not housebroken. 3. Direct Threat: A handler may be directed to remove an animal that Lincoln University determines to be a substantial and direct threat to the health and safety of individuals. This may occur as a result of an animal exhibiting aggressive behavior, a substantial lack of cleanliness of the animal, or the presence of an animal in a sensitive area like a sterile medical room, certain laboratories, mechanical or industrial areas, or food preparation location. 4. Illness: Any animal exhibiting signs of illness, including but not limited to a known zoonotic disease (a disease of animals, such as rabies or psittacosis, that can be transmitted to humans), severe diarrhea, severe vomiting, fever or open sores should not be on campus until deemed non-infectious/contagious by the written statement of a licensed veterinarian. Where a service animal is properly removed from campus, Lincoln University will seek to identify, with the handler, reasonable alternative opportunities to allow the handler to participate in the service, program, or activity without having the service animal on campus. Conflicting Disabilities Some people may have allergic reactions to animals that are substantial enough to qualify as disabilities. Lincoln University will consider the needs of both persons in meeting its obligations to reasonably accommodate all disabilities to resolve the problem as efficiently and expeditiously as possible. Employees requesting allergy accommodations should contact Human Resources. Service Animals in Training Under Missouri law, a service animal being trained generally has the same rights as a fully trained service animal when accompanied by a trainer and identified as such in any place of public accommodation. However, handlers of service animals in training also must adhere to all other requirements for service animals and are subject to the same removal policies.

10.80 Staff Complaint Policy: Non-Discriminatory

Board of Curators

Lincoln University encourages employees to seek a solution concerning disagreements arising from working relationships, working conditions, employment practices, or differences of interpretation of policy. The complaint basis must be a violation of Lincoln University policy, state or federal law. All full-time and part-time regular staff employees are entitled to utilize the complaint procedure. The procedures for initiating, processing, and resolving a complaint are available in the Employee Handbook or can be obtained by contacting the Human Resources Office/ Employee Relations. Claims of sexual harassment or alleged discrimination are not covered under this policy. See sections 10.81 and 10.82.

10.81 Allegations of Discrimination and Harassment on the Basis of Sex

Board of Curators

It is the policy of Lincoln University to provide a workplace environment that is free from sexual harassment, to assure compliance with federal and state employment law, and to provide a proper code of conduct for its employees. This policy applies to all employees of the University, who are advised to promptly report occurrences of sexual harassment. Employees found to be in violation of this policy are subject to disciplinary action up to and including termination. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when the conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment. The circumstances of sexual harassment include but are not limited to the following: • The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. • The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another department, a co-worker, or a non-employee. • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. • Unlawful sexual harassment may occur without economic injury to or discharge of the victim. • The harasser’s conduct must be unwelcome. It is unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII. The University recognizes that the issue of whether harassment or discrimination under Title VII has occurred requires factual determination based on all the evidence received. The University also recognizes that false accusations of harassment or discrimination can have serious effects on innocent men and women. False accusations of harassment may result in discipline ranging from warnings to termination and could be subject to civil litigation. Third parties providing false information in regard to the investigation of harassment also may result in discipline ranging from warnings to termination and could be subject to civil litigation. The University trusts all employees will act in a responsible manner to establish a pleasant working environment free of discrimination and free of unlawful harassment. The procedures for initiating, processing, and resolving a complaint are available in the Employee Handbook or can be obtained by contacting the Campus Complaint Coordinator or the Human Resources Office/Employee Relations. Should the University President be the subject of a complaint or concern under this policy, the complaint should be made to any member of the Board of Curators' Executive Committee.

10.82 Discrimination Complaint Policy

Board of Curators

In accordance with the University’s Equal Employment Opportunity Policy, the University has established a discrimination complaint procedure. This complaint procedure is for any type of allegation of discrimination or harassment based on a protected class (other than those allegations of sexual harassment that are determined to fall under the Title IX investigation procedures set forth in the University's Sexual Harassment Policy & Grievance Procedures). This complaint procedure is for any type of alleged discrimination regarding job decisions, employment practices, and other terms of employment or privileges of employment based on race, color, national origin (including ancestry, or any other subcategory of national origin recognized by applicable law), sex (including marital status, family status, pregnancy, sexual orientation, gender identity, gender expression, or any other subcategory of sex recognized by applicable law), religion, age, disability, veteran status, genetic information or any other basis protected by applicable law. Additionally, this complaint procedure pertains to a hostile work environment or harassment based on all the aforementioned protected classes. All employees are required to report any concerns or allegations of discrimination or harassment, including members of the campus community (i.e., faculty, staff and students) of which they become aware to the Human Resources Office/Employee Relations. Should the University President be the subject of a complaint or concern under this policy, the complaint should be made to any member of the Board of Curators' Executive Committee. The University will not retaliate against any individual who makes a harassment or discrimination complaint, assists another person in making a harassment complaint or cooperates in the University's investigation of such allegations. In addition, the University also will not tolerate acts of retaliation by any employee or other persons affiliated with the University. Any Lincoln University employee or job applicant has a right to file a. complaint of discrimination. The University recognizes that the issue of whether harassment or discrimination has occurred requires factual determination based on all the evidence received. The University also recognizes that false accusations of harassment or discrimination can have serious effects on innocent men and women. False accusations of harassment may result in discipline ranging from warnings to termination and could be subject to civil litigation. Third parties providing false information in regard to the investigation of harassment also may result in discipline ranging from warnings to termination and could be subject to civil litigation. The University trusts all employees will act in a responsible manner to establish a pleasant working environment free of discrimination and free of unlawful harassment. The procedures for initiating, processing, and resolving a complaint are available in the Employee Handbook or can be obtained by contacting the Human Resources Office. Claims of alleged sexual harassment acts are not covered under this policy. (See Section 10.81.)

10.90 Termination Provisions

Board of Curators

Notwithstanding any other provision to the contrary, any employee without a contract or appointment for a specified term of employment can be terminated at any time, for any reason or no reason, but not for an illegal reason. Employment with the University is normally terminated through one of the following actions: 1. resignation, or voluntary termination by the employee; 2. dismissal, or involuntary termination by the University for any reason at any time. Terminations are to be treated in a confidential, professional manner by all concerned. Prior to terminating an employee, the employee's immediate supervisor should consult with the Human Resources Department.

10.91 Resignation or Voluntary Termination

Board of Curators

Non-exempt staff employees who choose to terminate their employment with the University are required to give their supervisors a minimum of two (2)-weeks prior notice to the last day of employment. Exempt employees who choose to terminate their employment with the University are required to give their supervisors a minimum of four (4) weeks prior notice to the last day of employment. Employees are expected to work during their notice periods and may not use any form of paid leave during the notice periods. Employees who fail to provide the required notice will be deemed ineligible for rehire and will only receive one-half (1/2) of any accrued annual leave available to them at the time of their separation. Employees who plan to retire are asked to provide the University with a minimum of three (3)-months’ notice. This is to allow ample time for the employee withdraw process as well as the processing of appropriate retirement benefit forms to ensure that retirement benefits to which the employee may be entitled commence in a timely manner. A letter of resignation should be forwarded to the employee’s immediate supervisor and the resignation notification should then be sent through normal administrative channels to the Human Resources Department. The employee's immediate supervisor must notify Human Resources as soon as a letter of resignation has been received. In certain circumstances, when an employee gives notice of resignation, the University may require the employee to leave immediately or on any other date prior to the employee’s intended last day of work. This decision will be made based on the best interest of the University and not as a reflection on the employee. When such decision is made, the employee will receive pay in lieu of notice.

10.92 Dismissal or Involuntary Termination

Board of Curators

A staff employee, without a contract or appointment for a specified term of employment, can be terminated at any time, for any reason or no reason, but not for an illegal reason. When the University determines that it is in its best interest to terminate an employee, the employee will receive a notice of termination. Terminations are to be treated in a confidential, professional manner by all concerned. Faculty may be involuntarily terminated under the condition of financial exigency and through the process described therein. (See Chapter III, Section 3.42.)

10.93 Employee Withdraw Process

Board of Curators

The employee withdraw process must be completed prior to the transacting of the employee’s last payroll check to ensure any indebtedness to the University has been reconciled. Indebtedness includes financial obligation, outstanding cash advances, traffic and library fines, University-owned equipment and uniforms, filing of grade reports, and return of keys and employee identification cards. The employee should contact the Human Resources Office to request the employee withdraw form.

10.94 Withholding of Pay for Indebtedness to the University

Board of Curators

Any debt reconciliation must be documented by the terminating employee’s department supervisor and submitted to the Payroll Office so that wages can be withheld before the final paycheck processing period is completed. The recognized debt can be deducted from the employee’s last regular paycheck if it is before the regular paycheck release date. The employee should be paid equal to or exceeding the minimum wage amount for any unpaid wages after deduction for debt owed so that there is no violation of federal and state minimum wage law.

10.95 Termination Policy in Regard to Leave

Board of Curators

In addition to the provisions in the Special Leaves policy (Section 10.42), when a leave of absence occurs for disability or medical leave situations, the University will provide employer-paid benefits of health, retirement and life insurance during the initial six months of any approved medical/health leave; long-term disability benefits are available to those who qualify after 180 days. After one year of authorized disability or medical leave, an employee may be terminated or granted a continuation of the leave by the University President.

10.96 Employment Verification Policy

Board of Curators

Lincoln University will make every effort to maintain strict confidentiality of current and former employees’ employment information. All contacts from outside parties, whether in person, by phone, or by mail or e-mail, requesting employment verification for current or former employees will be referred to the Human Resources Office. Staff in the Human Resources Office will require a written request, with signed authorization by the current or former employee, to allow for release of information. The employment information provided will include job title(s), dates of employment, and earnings.

11.00 Purpose

Board of Curators

All Curators, officers, faculty, employees and volunteers of the University should be well informed about, and carefully adhere to, all laws and all duly promulgated policies regarding conflict of interest and be alert to situations which may have the appearance of a conflict of interest. The purpose of this regulation is to set forth the applicable provisions of law and to assist Curators, officers, faculty, employees and volunteers to avoid improper outside influences on institutionally related decisions and activities, or use their position or the property of the University for their personal financial or political gain.

11.01 Definitions

Board of Curators

Unless the context clearly requires otherwise, the following terms used in this regulation shall be defined as follows: 11.01.1 Curators The Board of Curators for Lincoln University. 11.01.2 Business with which he/she is associated Any sole proprietorship owned by the person, his/her spouse, or any dependent child in his/her custody; Any partnership or joint venture in which the person, or his/her spouse, is a partner, and any corporation or limited partnership in which he/she is an officer or director or of which the person, his/her spouse, or dependent child in his/her custody, whether singularly or collectively, owns in excess of ten percent (10%) of the outstanding shares of any class of stock or partnership units; or any trust in which the person is a trustee or settlor or in which the person, his/her spouse, or dependent child, whether singularly or collectively, is a beneficiary or holder of a reversionary interest of ten percent (10%) or more of the corpus of the trust. 11.01.3 Decision-making public servant Any Curator, official, appointee, faculty member or employee of the University who is designated by the Board of Curators, or the President of the University, as a decision-making public servant, and/or who exercises supervisory authority over the negotiation of contracts, who has the legal authority to adopt or vote on the adoption of rules and regulations with the force of law, or who exercises primary supervisory responsibility over purchasing decisions. 11.01.4 Dependent child, or dependent child in his/her custody All children, stepchildren, foster children, and wards, under the age of eighteen (18) residing in his or her household and who receive in excess of fifty percent (50%) of their support from a decision-making public servant. 11.01.5 Employee Any person employed by the University on either a full-time, part-time, or temporary basis at a particular time. 11.01.6 Officer A member of the Board of Curators, the President of the University, the VPAA, VPAF, CSAO, VPUA, VPCC, the Treasurer of the Board of Curators, the Director of Acquisitions and General Services, Director of Facilities and Planning, and any other person holding a position in the University designated by the Curators as "officer." 11.01.7 Substantial interest Ownership by a decision-making public servant, his/her spouse, or his/her dependent children, whether singularly or collectively, directly or indirectly, of ten percent (10%) or more of any business entity or of an interest having a value of Ten Thousand Dollars ($10,000.00) or more, or the receipt by such an individual, his/her spouse, or his/her dependent children, whether singularly or collectively, of a salary, gratuity, or other compensation or remuneration of Five Thousand Dollars ($5,000.00), or more, per year from any individual, partnership, organization, or association within any calendar year. 11.01.8 Substantial personal or private interest in any measure or action Any interest in a measure or action which results from a substantial interest in a business entity. 11.01.9 University Lincoln University.

11.02 General Procedures

Board of Curators

No Curator, officer, faculty member, employee or volunteer of the University shall engage in any: 11.02.1 Outside Interests Knowingly engage in any outside matters of financial interest incompatible with the impartial, objective, and effective performance of their University duties. They shall not use their decision-making authority to realize personal or political gain in any form or which would influence improperly the conduct of their University duties. They shall not knowingly use University property, funds, position or power for personal or political gain. 11.02.2 Use of Confidential Information Use confidential information obtained in the course of or by reason of his/her employment or official capacity in any manner, with intent to result in financial or political gain for himself/herself, his/her spouse, his/her dependent child in his/her custody, or any business with which he/she is associated. 11.02.3 Disclosure of Confidential Information Disclose confidential information obtained in the course of or by reason of his/her employment or official capacity in any manner with intent to result in financial or political gain for himself/herself or any other person. 11.02.4 Financial or Political Gain Use his/her decision-making authority for the purpose of obtaining a financial or political gain which materially enriches himself/herself, his/her spouse, or dependent children, by acting or refraining from acting for the purpose of coercing or extorting from another anything of actual pecuniary value. 11.02.5 Selling, Renting, Leasing of Property Participate in any matter, directly or indirectly, in which he/she attempts to influence any decision of the University, when he/she knows the result of such decision may be the acceptance of the performance of a service, or the sale, rental, or lease of any property to the University for consideration in excess of Five Hundred Dollars ($500.00) value per annum to him/her, to his/her spouse, to a dependent child in his/her custody, or to any business with which he/she is associated, unless the transaction is made pursuant to an award on a contract through the bid process or sale made after public notice and in the case of property other than real property, competitive bidding, provided that the bid or offer accepted is the lowest received and in all such cases the person shall abstain from any consideration or decision on any vote taken on any of such matters. 11.02.6 Outside Compensation Perform any services during the time of his/her office, appointment or employment for any consideration from any person, firm or corporation, other than the compensation provided for the performance of his/her official duties, by which service he/she attempts to influence a decision of the University. The employees of the University are hired to perform professional and skilled duties. Any outside employment or business interests must be clearly subordinate to and not interfere with the individual's obligations to the University. Except during the summer when he/she is not under contract to the University, a full-time faculty member who engages in outside activities for which he/she is remunerated must report each such activity to his/her Department Head prior to, when possible, the commencement of the activity. If in the Department Head's judgment the activity will interfere with the faculty member's performance of duties at the University or constitute a conflict of interest, it is the responsibility of the Department Head to discuss and attempt to resolve the problem with the faculty member. The Department Head must identify the specific nature and extent of the faculty member's diminished effectiveness or the conflict of interest. If an agreement cannot be reached, the matter will be taken to the College Dean who will attempt to reach a resolution satisfactory to both the individual and the administration. If resolution is not possible at the college level, the VPAA will make a determination. Because Lincoln University faculty members are hired primarily to teach, outside teaching by full-time faculty members is permitted only with the knowledge of and written consent of the VPAA, except during the summer if the Lincoln University faculty member is not under contract. 11.02.7 Faculty Consultation Activity Consultation by the faculty, whether income-producing or otherwise, is the application of professional and scholarly expertise in the external community. It is a significant means of professional improvement as well as a form of community service. However, consultation may, in some instances, also constitute a business interest requiring disclosure and approval when the entity for which the employee consults also transacts business with the University or is in competition with the University, or where the consultation itself competes with the work of the University. The University permits consulting activities that: 1. are related to the professional interest and development of the faculty member or other exempt person; 2. do not interfere with regular duties; 3. do not utilize University materials, facilities or resources except as specifically authorized by the appropriate Dean; 4. do not compete with the work of the University, and are not otherwise contrary to the best interest of the University; 5. do not violate federal or state law; and 6. do not represent a conflict of interest under other policies of the University. Each department shall make an annual report to the VPAA indicating the aggregate time and the nature of the service performed for each individual engaged in consulting. These reports shall be transmitted annually to the President.

11.02.10 Receipt of Gifts

Board of Curators

No employee should accept any personal gifts or gratuity or other award of monetary value from any person, company, or firm which transacts, or wishes to transact, business with the University. This is not intended to be applicable to meals/functions conducted at the initiative of the University and involving University purposes or business, or to compensation or fringe benefits provided by the University. Any exception requires the written approval of the employee's supervisor, based on a written explanation for the requested exception.

11.02.8 Procedure When Contracting

Board of Curators

When it is proposed that the University enter into 1) contracts for the sale of goods or services, or 2) research contracts or grants, or 3) other contracts, with private firms or corporations in which a Curator, officer, faculty member, employee or volunteer knows he/she has a direct or indirect financial interest, the following procedure shall be followed. Before the proposed contract is executed by the University, the University, Curator, officer, faculty member, employee or volunteer shall make a full disclosure of such financial interest, in writing, to the official having contract approval authority. This disclosure shall also be filed with the Secretary of the Board of Curators for public scrutiny for a period of at least ten (10) days prior to the approval of the contract. If there is a change in the financial interests of a Curator, officer, faculty member, employee or volunteer during the term of the contract, the change shall be reported immediately, in writing, and forwarded to the official having contract approval authority, and shall also be filed as required above. If the financial interest of the Curator, officer, faculty member, employee or volunteer in the private firm or corporation is such that it could influence the decision-making process of the private firm or corporation, and such person could also influence the decision-making process of the University in entering into or performing the contract: 1. The University shall not enter into the contract, or shall cancel the contract, if the terms of the contract so permit; or 2. The Board of Curators, the Curators, officer, faculty member, employee or volunteer shall take such action as is necessary to remove him/her from a relationship with the private firm or corporation that could influence the decision-making process of the private firm or corporation; or 3. The University shall establish a procedure to remove any opportunity for the University employee or volunteer to influence the entering into the contract by the University or the manner in which the contract is performed by the University.

11.02.9 Prohibited Services after Termination of Office or Employment

Board of Curators

No Curator, officer, faculty member, employee or volunteer shall: 1. Perform any service for consideration, during one year after termination of his/her office, appointment or employment, by which performance he/she attempts to influence a decision of the University, except that this provision shall not be construed to prohibit any person from performing such service, and receiving compensation therefore, in any adversary proceeding or in the preparation or filing of any public document or to prohibit an employee of the University from being employed by any other department, division or agency of the executive branch of state government. 2. Perform any service for any consideration for any person, firm or corporation after termination of his/her office or employment in relation to any case, decision, proceeding or application with respect to which he/she was directly concerned or in which he/she personally participated during the period of his/her service or employment.

11.03 Curator's Disclosure of Conflicts

Board of Curators

11.03.1 Duty to Disclose; Timing Whenever any conflict of interest appears to exist after taking oath of office, the Curator shall immediately fully disclose that conflict to the Board and to the President of the University. In no event shall such disclosure be delayed longer than seventy-two (72) hours prior to consideration of the matter by the Board.

11.03.2 Uncertainty as to Conflict

Board of Curators

Any Curator who is uncertain whether a conflict of interest may exist in any matter, whether such conflict is his/her own or that of another, may request the disinterested members of the Board who are present to resolve the issues of whether the conflict exists and is material to the particular matter being considered, by unanimous vote, with the affected member abstaining from voting.

11.03.3 Procedure for Disclosure

Board of Curators

The following procedures shall be observed in resolving all disclosures: 1. The interested Board member shall disclose any significant facts within his/her knowledge which indicate that the matter might adversely affect the University; then briefly state his/her position on the particular matter and answer pertinent questions; and shall refrain from exerting in any manner, his/her personal influence over the decision of such matter; and, if requested by the President of the Board, the interested member shall be absent from all discussions, recommendations, determinations and decisions concerning the particular matter; and, the Board and/or committee shall take no action on the matter unless and until a quorum of disinterested members is present; and, the interested member shall not vote on the particular matter. 2. The interested Board member may voluntarily recuse himself/herself from Board deliberations or actions if the member believes that a duality or conflict of interest exists with respect to any such deliberations or actions. Any such voluntary refusal shall not release the member from making full disclosure. 3. If a Curator fails to disclose, or after disclosure and adverse vote of the Board, fails or refuses to refrain from further action, such Curator may, by unanimous vote of the Board, be expelled from the Board meeting, with the affected member abstaining from voting, or from all future Board meetings until the conflict is resolved. 4. The disclosure of a conflict of interest by a Curator and inquiry by the Board concerning such matters shall be considered in closed session to the extent that the conflict arises out of matters enumerated in the Open Meetings statute.

11.04 No Discrimination for Filing Reports

Board of Curators

No person with supervisory authority shall discipline, discharge, threaten, retaliate or otherwise discriminate against a person or employee acting on behalf of a person, regarding compensation, terms, conditions, location, or privileges of employment because: 1. The person or employee acting on behalf of the person reports or is about to report, verbally or in writing, a violation or suspected violation of these regulations or of law. 2. A person or employee acting on behalf of the person is requested by the Missouri Ethics Commission to participate in an investigation, hearing, or inquiry held by the Commission or any related court action.

11.05 Financial Interest Statements

Board of Curators

Members of the Board of Curators, the President, the VPAA, VPAF, CSAO, VPUA, VPCC, the Treasurer, the Director of Acquisitions and General Services, Director of Facilities and Planning, and any other persons identified in the minutes of the Board of Curators as decision-making public servants, are required to file financial interest statements prescribed by Mo. Rev. Stat. § 105.483. The President may designate additional employees as decision-making public servants. The financial interest statements, as required by law, are to be filed with the Missouri Ethics Commission on an annual basis not later than the first (1st) day of May in each year and with the Secretary of State prior to that time.

11.06 Limitation on Gift Acceptance

Board of Curators

A Curator shall not accept gifts or benefits from any person holding contracts for supplies or services to the University, or from any bidder on contracts for such services or supplies. However, this provision shall not apply to acceptance of gifts, benefits, gratuities, amenities, or favors based on obvious family, friendship, or personal relationships where the circumstances make it clear that it is those relationships rather than the business of the University, which are the motivating factors.

11.07 Faculty-Authored Textbooks and Other Educational Materials

Board of Curators

University employees may not receive any direct financial benefit from the sale of textbooks or other educational materials to students at the institution. The employee may, however, profit from the sale of such materials to other universities, libraries, etc.

11.08 Political Activity

Board of Curators

University employees may not engage in political activity 1) during the course of their work day; 2) in any University room, building, or property occupied in the conduct of job duties; 3) while utilizing any University resources or facilities; 4) while wearing a uniform or any insignia identifying the office or position of the employee; or 5) when using any vehicle owned or leased by the University or the State of Missouri. (See Chapter X, Section 10.72 for allowable political activities.)

11.09 Conflicts of Commitment

Board of Curators

A conflict of commitment may arise when employees undertake any outside activity that interferes with their ability to operate at the expected level of job performance. University employees should therefore carefully consider whether the outside activity, i.e., political office, would require a level of time and commitment that could impinge (or could reasonably be conceived as impinging) on the ability to meet the requirements of their University position. Before employees undertake such an outside activity, they must disclose the intention to their supervisor, who will forward this notice of intention through the proper channels. The University President will have the final authority in approving such outside activity.

11.10 Conflict of Interest and Commitment Policies Relating to Cooperative Extension

Board of Curators

The area of Cooperative Extension follows the University conflict of interest and commitment policies as well as the guidelines and requirements of its federal partner, USDA-NIFA. Consulting Extension employees must disclose any planned consulting activities for review by the immediate supervisor. Permission may be granted when the activity • is outside the state of Missouri • is done on the employee’s own time or approved leave • is not contrary to the best interests of the university and the area of Extension • does not represent a conflict of interest under any policies of the university and the area of Extension When an Extension employee engages in consulting activities, an annual report must be made to the Dean of the College of Agriculture, Environmental and Human Sciences indicating the aggregate time for services performed. Ownership/Operation of a Business Extension employees must disclose any ownership and/or operation of a business outside their university duties to the immediate supervisor, including an estimation of the time commitment required to manage, operate, or be involved in a commercial business. Outside employment or business ventures which may conflict with employees' job requirements, or appear to conflict, require the review of the Extension administrator or their designee. The time spent on outside employment or business must be done on the employees' personal time. The employees' business must not compete unfairly with similar private businesses. The employees must not have an unfair advantage over other businesses because of special Cooperative Extension job-related knowledge. Selling articles or programs to media about work-related programs is prohibited. Serving as an Expert Witness Extension employees may serve as an expert witness with or without subpoena, provided that if serving under subpoena, they disclose such to the Extension administrator. If serving without subpoena, arrangements shall first be made with the employees' immediate supervisor for leave from their duties during the necessary time required to serve. Extension employees serving as an expert witness shall be entitled to retain all compensation received as such, and no deduction shall be made from their regular compensation. Private-Sector Support Extension employees must exercise caution and professional judgment when using any brand name in any service, work product, or program. To avoid potential conflicts, clarification should be sought from the immediate supervisor. It is appropriate to publicly recognize and acknowledge private sector support; however, no endorsement of product or services should be provided. It is appropriate to accept monies from the private sector to support programs and objectives of Cooperative Extension. Also, it is appropriate to recognize organizations' contributions, but acknowledge that acceptance of support is not an endorsement of contributors' products/services by the University or Cooperative Extension. Commodity Trading (Buying and Selling) If Extension employees' job assignment closely involves the commodities in question, the employees must disclose involvement in trading activities to the immediate supervisor. A determination will then be made regarding whether the employees' involvement presents unfair competition to others trading such commodities. If the activity appears to conflict with the employees' job time or assignment, a review by the Cooperative Extension administrator or their designee is required before further activity is undertaken. Issues of Public Debate Cooperative Extension employees must be objective in dealing with topics that are controversial or are issues of public debate. Employees have a responsibility to provide facts of the issue equally to all interested members of the public, regardless of their views concerning such issues. Employees primarily involved with one client group are governed by the same requirements of objectivity as those with varied clienteles.

11.11 Sanctions for Violations

Board of Curators

Any person knowingly violating the conflict of interest law is subject to punishment as prescribed by Mo. Rev. Stat. § 105.478. Any employee violating any of the provisions of Chapter XI shall be subject to disciplinary action, including suspension or termination of employment. The University administration shall establish and inform all employees of the existence and operation of an internal process for receiving employee complaints required by this Chapter XI, and to receive complaints or requests for investigation of violations or suspected violations of this Chapter XI or the statutes on conflict of interest. Any employee subject to discipline shall be entitled to full due process rights provided under the appropriate grievance procedure.

11.12 Stationery

Board of Curators

Official University stationery may not be used in outside business, personal and other private or political activities of employees.

11.13 Logo

Board of Curators

All Curators, officers, faculty members and employees shall not employ the name of the University or any of its graphic identification symbols in printed materials intended to endorse or promote individual enterprises or to otherwise enhance private gain without the written permission of the University President.

11.14 Statutory Requirements

Board of Curators

All Curators, officers, faculty members and employees shall comply with the requirements of Mo. Rev. Stat. Ch. 105 dealing with conflicts of interest, as well as any other state law governing official conduct. Failure to comply with those requirements shall be considered a violation of this regulation.

2.00 Shared Governance Bodies and Open Meetings

Board of Curators

Describes shared governance at Lincoln University, outlining faculty, staff, and student roles, committee participation, and open meeting requirements.

2.01 University Committees

Board of Curators

Defines the five types of University committees, including standing, advisory, ad hoc task forces, search and screening, and other committees.

2.01.1 General Policies on Committees

Board of Curators

Outlines University committee functions, membership rights, presidential veto authority, approval process, and requirements for meeting minutes and records.

2.02 Standing University Committees

Board of Curators

Explains the purpose, membership, terms, and authority of standing University committees, including appointment process and advisory role in governance.

2.03 Advisory Committees

Board of Curators

Describes advisory committees, including purpose, presidential appointment, two-year terms, student eligibility, and reporting requirements.

2.04 Ad Hoc Task Forces

Board of Curators

Defines ad hoc task forces, their purpose, deadlines, appointment authority, and role in addressing specific University issues or problems.

2.05 Search and Screening Committees

Board of Curators

Explains the role of search and screening committees in equitable hiring and outlines presidential authority over final employment decisions.

2.06 Other Committees of the University

Board of Curators

Explains the President’s authority to appoint special committees, define or modify functions, assign one-year terms, and receive direct reports.

2.07 Proposals and Recommendations

Board of Curators

Explains how shared governance groups submit proposals through administrative channels for approval under University policy development regulations.

2.08 Communication with the Administration

Board of Curators

Defines the role of shared governance chairs as liaisons to the President and administration, conveying approved proposals and resolutions.

2.09 Changes to the Governance Plan

Board of Curators

Affirms the Board of Curators’ authority to amend the governance plan when deemed necessary to serve the University’s best interests.

2.20 The Faculty Senate: Composition, Purpose, and Functions

Board of Curators

Describes the Faculty Senate’s composition and advisory role in curriculum, academic policies, degree programs, and academic standards.

2.21 Leadership of the Faculty Senate

Board of Curators

Outlines Faculty Senate leadership structure, officer roles, election process, term limits, and secret ballot procedures for annual selection.

2.21.1 Duties of the Officers of the Faculty Senate

Board of Curators

Details the duties of Faculty Senate officers, including chair, vice chair, secretary, and parliamentarian roles in governance and procedure.

2.22 Faculty Senate Meetings

Board of Curators

Defines Faculty Senate meeting schedule, quorum requirements, voting procedures, and order of business under Robert’s Rules of Order.

2.22.1 Non-voting Staff Representative to the Faculty Senate

Board of Curators

Explains the Staff Council representative’s role on the Faculty Senate, including liaison duties, agenda procedures, term length, and nonvoting status.

2.22.2 Non-voting Student Representative to the Faculty Senate

Board of Curators

Describes the Student Government Association representative’s liaison role on the Faculty Senate, including agenda procedures, term length, and nonvoting status.

2.23 Executive Committee of the Faculty Senate

Board of Curators

Outlines the Faculty Senate Executive Committee structure, membership, election process, term limits, voting rules, and liaison role with departments.

2.23.1 Duties of the Executive Committee

Board of Curators

Details the Executive Committee’s duties, including oversight of Senate membership, committee appointments, elections, and graduate approvals.

2.23.2 Meetings of the Executive Committee

Board of Curators

Defines Executive Committee meeting frequency, notice requirements, quorum rules, voting procedures, and proxy designation guidelines.

2.24 Standing Committees of the Faculty Senate

Board of Curators

Explains Faculty Senate standing committees, appointment process, term limits, advisory role, and participation in University Shared Governance.

2.24.1 The Standing Committees of the Faculty Senate

Board of Curators

Outlines Faculty Senate standing committees and their roles in curriculum review, academic policy development, general education oversight, and reporting.

2.25 Recommendations and Proposals

Board of Curators

Explains how Faculty Senate proposals and policy changes proceed through governance channels, Board approval, and official action documentation.

2.26 Amendments to the Faculty Senate Bylaws

Board of Curators

Describes the process for amending Faculty Senate bylaws, including prior notice requirements and a three-fourths majority vote for approval.

2.27 Faculty Membership on Standing University Committees

Board of Curators

Explains appointment procedures for University standing committees, including presidential authority, Faculty Senate recommendations, and eligibility guidelines.

2.30 The Staff Council: Composition, Purpose, and Functions

Board of Curators

Describes the Staff Council’s composition and advisory role in representing staff interests, promoting communication, and ensuring staff input in governance.

2.31 Composition of the Staff Council

Board of Curators

Outlines Staff Council representation by job classification, detailing council seat allocations and at-large positions for University staff.

2.32 Term of Service

Board of Curators

Defines Staff Council term lengths, staggered elections, term limits, and eligibility for re-election after a one-year absence.

2.32.1 Vacancies

Board of Curators

Explains procedures for filling Staff Council vacancies, including appointment of replacements and succession of the chair by the vice chair.

2.33 Elections

Board of Curators

States that Staff Council member elections are conducted annually during the month of April in accordance with governance procedures.

2.33.1 Voting

Board of Curators

States that all permanent University staff are eligible to vote for both classification and at-large Staff Council candidates.

2.33.2 Candidacy

Board of Curators

Outlines Staff Council nomination timelines, candidate acceptance requirements, and submission procedures before annual elections.

2.33.3 Distribution of Candidate Lists

Board of Curators

Specifies that Staff Council candidate lists and statements must be distributed at least two weeks before the election date.

2.33.4 Balloting

Board of Curators

Explains Staff Council voting procedures, ballot casting requirements, vote counting responsibilities, and run-off election process.

2.33.5 Announcement of Election Results

Board of Curators

States that the Staff Council chair announces elected members and classifications without disclosing individual vote totals.

2.33.6 Withdrawal or Ineligibility of Candidacy

Board of Curators

Explains Staff Council candidate withdrawal rules and procedures for filling vacancies if a candidate becomes ineligible before the term begins.

2.33.7 Unfilled Seats

Board of Curators

States that any unfilled Staff Council seat after a regular election will be filled according to established vacancy procedures.

2.34 Leadership of the Staff Council (Executive Committee)

Board of Curators

Outlines Staff Council Executive Committee leadership, officer elections, secret ballot procedures, and meeting requirements under Robert’s Rules.

2.34.1 Terms of Service

Board of Curators

States that Staff Council officers serve one-year terms and may hold office for no more than three consecutive terms.

2.34.2 Chair

Board of Curators

Defines the duties of the Staff Council chair, including presiding over meetings, setting agendas, representing staff, and casting tie-breaking votes.

2.34.3 Vice Chair

Board of Curators

Outlines the vice chair’s duties, including succession to chair, assuming leadership responsibilities, and serving on the Shared Governance Committee.

2.34.4 Secretary

Board of Curators

Defines the secretary’s duties, including recording minutes, maintaining records, managing communications, and serving on Shared Governance.

2.34.5 Parliamentarian

Board of Curators

Outlines the parliamentarian’s role in advising on Robert’s Rules of Order and serving on the University Shared Governance Committee.

2.34.6 Filling Vacancies (Officers)

Board of Curators

Explains procedures for filling Staff Council officer vacancies, including special elections, interim appointments, and temporary replacements.

2.35 Membership Responsibilities and Regulations

Board of Curators

2.35.1 Responsibilities

Board of Curators

Defines Staff Council member responsibilities, including meeting participation, communication with staff, and active service on assigned committees.

2.35.2 Service as a Part of Workload

Board of Curators

States that Staff Council service and meeting attendance are considered part of a member’s regular University work assignment.

2.35.3 Absences

Board of Curators

Explains absence notification requirements and replacement procedures after three absences in an academic year.

2.36 Staff Council Meetings

Board of Curators

Defines Staff Council meeting schedule, notice requirements, cancellation rules, and procedures for calling special or emergency meetings.

2.36.1 Procedures for Meetings

Board of Curators

Outlines Staff Council meeting procedures, order of business, agenda submission deadlines, and recognition of University community members.

2.36.2 Modifying the Agenda

Board of Curators

States that the Staff Council may modify agenda items through a motion and majority vote during official meetings.

2.36.3 Voting

Board of Curators

Defines Staff Council voting rules, eligibility, ballot procedures, majority requirements, bylaw amendment standards, and roll call options.

2.36.4 Quorum

Board of Curators

Defines quorum requirements for the Staff Council, requiring 51% of members present to conduct official business.

2.36.5 Minutes

Board of Curators

Explains Staff Council minutes procedures, including approval, posting, and distribution to the President’s Office and University staff.

2.37 Standing Committees of the Staff Council

Board of Curators

Describes Staff Council standing and ad hoc committees, their advisory role, record-keeping duties, and key committee functions.

2.37.1 Committee Chairs, Membership, and Terms of Service

Board of Curators

Outlines Staff Council committee appointments, membership rules, term limits, representation standards, and procedures for standing and ad hoc groups.

2.38 Staff Membership on University Committees

Board of Curators

Explains appointment procedures for University standing committees, including presidential authority, governance recommendations, and staff eligibility.

2.39 Recommendations and Proposals

Board of Curators

Explains how Staff Council recommendations are forwarded for review and affirms the University President’s final decision authority.

2.40 Amendments to the Staff Council Bylaws

Board of Curators

Outlines the process for proposing and approving Staff Council bylaw amendments, including committee review and a two-thirds vote requirement.

2.60 The Student Government Association: Name and Purposes

Board of Curators

Defines the Student Government Association (SGA), its purpose, and its role in student representation, shared governance, and campus unity.

2.61 Membership

Board of Curators

Explains SGA membership eligibility, voting rights, and office-holding restrictions for undergraduate, graduate, and part-time students.

2.62 Student Government Composition

Board of Curators

Outlines the three branches of the SGA—administrative, legislative, and judicial—and details their structure and membership roles.

2.62.1 Requirements for the SGA Administrative Branch Officers

Board of Curators

States that eligibility requirements for SGA offices and Mr. and Miss Lincoln University are outlined in Article V of the SGA Constitution.

2.63 Authority of the SGA

Board of Curators

Explains that the authority of the Student Government Association is defined in Article IV of the SGA Constitution in the student handbook.

2.64 Duties of Officers

Board of Curators

Outlines duties of SGA presiding officers, including leadership, coordination, reporting, and legislative recommendations per the SGA Constitution.

2.65 Responsibilities of the Student Senate

Board of Curators

Describes Student Senate responsibilities, including oversight, legislative authority, financial approval, and impeachment powers under the SGA Constitution.

2.66 Elections

Board of Curators

Explains that SGA elections follow Student Senate laws and are governed by Election Bylaws covering nominations, polling, campaigns, and inaugurations.

2.67 Student Participation in University Governance

Board of Curators

Explains the SGA’s role in student participation, the SGA president’s liaison duties, and presidential authority to appoint students to committees.

2.68 Representation on the Board of Curators

Board of Curators

Explains the SGA process for submitting nominees to the Missouri Governor for student representative to the Board of Curators.

2.80 Collective Bargaining

Board of Curators

Defines implementation of collective bargaining rights at the University, ensuring constitutional compliance, orderly administration, and good-faith negotiations.

2.81 The University's Bargaining Team

Board of Curators

States that the University President appoints the collective bargaining negotiation team, excluding Curators, students, and the President.

2.82 Scope of the Bargaining Unit

Board of Curators

Outlines recognition procedures for a Bargaining Representative, unit eligibility rules, election standards, and Board authority in disputes.

2.83 Bargaining, Content and Construction

Board of Curators

Defines management rights, collective bargaining timelines, contract limitations, grievance procedures, and conditions affecting agreement validity.

2.84 Impasse

Board of Curators

Outlines impasse procedures in collective bargaining, including mediation options, Board review, and authority to implement final offers.

2.85 Proposed Written Agreement

Board of Curators

States that collective bargaining agreements must be put in writing, signed by both parties, and delivered to the bargaining unit and President.

2.86 Submission of Proposed Contract

Board of Curators

Outlines approval steps for collective bargaining contracts, including unit vote, Board approval, signing, and impasse procedures if rejected.

2.87 Decertification

Board of Curators

Explains the process for decertifying a bargaining representative, including majority petition, Board review, and contract termination.

2% Nonresident Entertainer Fees

Comptroller

Two percent of all payments made to non-Missouri residents that provide entertainment to the University is required to be deducted and submitted to the Missouri Department of Revenue.

3.00 The Area of Academic Affairs

Board of Curators

Describes Academic Affairs, led by the Provost and VPAA, overseeing academic programs, student services, and faculty development.

3.01 Administration of Academic Affairs

Board of Curators

Outlines the VPAA’s authority over Academic Affairs, including curriculum approval, faculty actions, budget planning, and dean supervision.

3.02 Colleges: Leadership

Board of Curators

Defines the Dean’s appointment, evaluation, and leadership responsibilities in academic oversight, faculty actions, program development, and budgeting.

3.03 Academic Departments: Leadership

Board of Curators

Explains department head selection, evaluation, duties, compensation, workload release, and presidential authority in academic leadership.

3.04 Units and Areas under Academic Affairs

Board of Curators

Lists key units reporting to the VPAA, including Graduate Studies, Registrar, Library, Institutional Research, and academic support services.

3.05 The Office of Graduate and Extended Studies

Board of Curators

Describes Graduate and Extended Studies leadership, graduate faculty eligibility, degree requirements, and approval process for program changes.

3.05.1 Duties and Responsibilities of Dean of Graduate and Extended Studies

Board of Curators

Outlines the Dean of Graduate Studies’ duties in leadership, policy development, curriculum oversight, degree approval, and record management.

3.05.2 The Graduate Faculty

Board of Curators

Defines graduate faculty categories, qualifications, term limits, and approval process for appointments within Graduate Studies.

3.05.3 The Graduate Council

Board of Curators

Describes Graduate Council composition, terms, student representation, and its executive role in overseeing Graduate Studies programs.

3.05.4 Duties and Responsibilities of the Graduate Council

Board of Curators

Outlines Graduate Council duties in policy approval, program and course review, student appeals, and oversight of graduate curricula.

3.05.5 Office for Veteran Affairs

Board of Curators

Describes the Office for Veteran Affairs, supporting veterans and dependents with GI Bill benefits, academic evaluation, advocacy, and status reporting.

3.06 Office of University Assessment

Board of Curators

Defines the Office of University Assessment’s mission in data analysis, strategic planning support, and providing official institutional statistics.

3.07 Honors Program

Board of Curators

Describes the University Honors Program’s mission to enrich academics, boost engagement and retention, and develop globally minded, critical thinkers.

3.08 The University Library (Inman E. Page Library)

Board of Curators

Describes Page Library as the University’s primary information center, supporting research, accreditation standards, and student study needs.

3.08.1 The University Librarian

Board of Curators

Outlines the University Librarian’s appointment and responsibilities, including acquisitions, circulation, archives, media services, and staff supervision.

3.08.2 The Ethnic Studies Center and Archives

Board of Curators

Describes the Ethnic Studies Center and Archives, preserving African American and University history materials for research and curriculum support.

3.09 Center for Teaching and Learning

Board of Curators

Describes the Center for Teaching and Learning, supporting faculty development, evidence-based practices, and strategies to improve retention and efficiency.

3.10 Center for Mentoring and Tutoring

Board of Curators

Describes the Center for Mentoring and Tutoring, providing coaching, mentoring, and academic support to help students succeed and build confidence.

3.11 The Academic Success Center

Board of Curators

Describes the Academic Success Center, advising first-year and probation students, supporting retention, and coordinating GE 101: University Seminar.

3.12 Center for Online Learning

Board of Curators

Describes the Center for Online Learning, overseeing Canvas, instructional design, faculty training, and online and hybrid course delivery.

3.13 Career Services

Board of Curators

Describes the Office of Career Services, supporting career development, internships, and student preparation for professional opportunities.

3.20 The Academic Faculty

Board of Curators

Defines academic faculty as .75 FTE or higher, tenure-track or tenured members within degree-granting departments.

3.20.1 Appointment Policy

Board of Curators

Explains faculty hiring procedures, presidential appointment authority, VPAA recommendations, and annual notices of continued appointment.

3.20.2 Initial Appointment: Minimum Qualifications for the Various Academic Ranks

Board of Curators

Defines ranked faculty appointment criteria, degree requirements, experience standards, tenure status, and salary guidelines at initial hire.

3.20.3 Appointment to Adjunct Faculty

Board of Curators

Defines adjunct faculty status, minimum qualification requirements, and flat-rate per credit hour compensation policy.

3.20.4 Appointment of Lecturer

Board of Curators

Defines lecturer appointments as temporary, non-tenure track full-time roles, qualifications, compensation, and purpose within departments.

3.20.5 Conditions of Appointment: Cooperative Extension, Cooperative Research, and Extramurally-Funded Projects Personnel

Board of Curators

Outlines appointment, rank, tenure eligibility, and promotion policies for Cooperative Extension and Research faculty positions.

3.20.6 Special Appointments

Board of Curators

Outlines eligibility, selection process, privileges, and term limits for Professor Emeritus and Curators’ Distinguished Professor appointments.

3.20.7 Notification of Non-Reappointment of Faculty

Board of Curators

Explains faculty non-reappointment notice deadlines and conditions for termination of tenured faculty for cause or financial exigency.

3.20.8 Performance Evaluation

Board of Curators

Outlines annual faculty evaluation procedures, including agreements, self-evaluations, supervisor reviews, deadlines, and personnel file requirements.

3.21 Promotion and Tenure: Principles and Changes to Promotion and Tenure Policies Amendments

Board of Curators

Affirms fair and meaningful promotion and tenure policies and requires formal procedures for any changes under University regulations.

3.22 Promotion and Tenure: Annual Performance Evaluations

Board of Curators

Explains tenure-track status, promotion criteria, annual evaluations, workload agreements, and feedback in the promotion and tenure process.

3.22.1 Promotion and Tenure Criteria: Percentage of Work Effort

Board of Curators

Defines minimum and maximum effort percentages for teaching, scholarship/research, and service/extension in promotion and tenure criteria.

3.22.2 Promotion and Tenure Criteria and the Evaluation Process

Board of Curators

Explains the three-point evaluation scale for promotion and tenure, assessing quality in teaching, scholarship, and service.

3.23 Minimum Eligibility Requirements for Promotion

Board of Curators

States that eligible faculty in permanent positions may apply for promotion if they meet qualifications outlined in the Faculty Employee Handbook.

3.23.1 Eligibility for Promotion to the Rank of Assistant Professor

Board of Curators

Outlines minimum qualifications for promotion from instructor to assistant professor, including degree and service requirements.

3.23.2 Eligibility for Promotion to the Rank of Associate Professor

Board of Curators

Outlines minimum qualifications for promotion from assistant professor to associate professor, including degree and service requirements.

3.23.3 Eligibility for Promotion to the Rank of Professor

Board of Curators

States minimum qualifications for promotion from associate professor to professor, including a terminal degree and four years of service.

3.24 Minimum Eligibility Requirements for Tenure

Board of Curators

Outlines minimum qualifications for tenure eligibility at the assistant professor rank, including degree requirements and five years of service.

3.25 Terminal Degrees of Faculty by Area

Board of Curators

Defines recognized terminal degrees, including doctoral degrees and specific master’s degrees in art, theater, English, social work, nursing, business, and library science.

3.26 Probationary Service for Tenure

Board of Curators

Defines the seven-year maximum probation for tenure-track faculty and conditions for a one-year terminal contract.

3.26.1 Credit Toward Probationary Period

Board of Curators

Explains crediting up to three years of prior full-time service toward tenure probation when documented at appointment.

3.26.2 Three-Year Pre-Tenure Review

Board of Curators

Explains the pre-tenure review process, timeline, evaluation steps, and purpose for tenure-track faculty development and feedback.

3.26.3 Stopping the Tenure Clock

Board of Curators

Outlines the process to stop the tenure clock for one year due to qualifying circumstances, including review steps and final approval.

3.26.4 Non-Reappointment

Board of Curators

Specifies non-reappointment notice deadlines for probationary faculty based on year of service.

3.27 Procedures for Promotion and Tenure Evaluation

Board of Curators

Outlines promotion and tenure eligibility, application process, evaluation levels, deadlines, and final Board approval procedures.

3.27.1 Components of Promotion and Tenure Applications

Board of Curators

Lists required elements for promotion and tenure applications, including cover letter, CV, recommendations, evaluations, transcripts, and evidence.

3.27.2 Promotion and Tenure: Appeal

Board of Curators

Explains the promotion and tenure appeal process, deadlines, review committee structure, grounds for appeal, and final presidential decision.

3.28 Tenure Status and Administrative Appointments

Board of Curators

Clarifies that administrative appointments do not confer tenure unless separately granted and do not remove previously earned tenure.

3.29 Termination of Employment for Cause

Board of Curators

Outlines faculty dismissal procedures, causes, hearing rights, appeals process, and Board authority in termination decisions.

3.30 Policy on Reassignment of Administrators to Faculty Appointments

Board of Curators

Explains compensation policies for administrators transitioning to faculty, including salary determination and bridge contract provisions.

3.31 Workload Policy for Undergraduate Faculty

Board of Curators

Defines faculty work year, office hour requirements, campus presence, and standard teaching load with exceptions for labs, studios, and clinical roles.

3.31.1 Overload Policies

Board of Curators

Defines faculty overload policy, limits, compensation rules, summer restrictions, enrollment standards, and payment calculation guidelines.

3.31.2 Minimum Class Enrollment

Board of Curators

Defines minimum enrollment levels, tuition-only compensation, and approval procedures for under-enrolled graduate and undergraduate courses.

3.32 The Summer Session

Board of Curators

States that the summer session operates under the VPAA, with course offerings based on student demand and available University resources.

3.32.1 Selection of Faculty for the Summer Session

Board of Curators

Explains summer faculty selection based on qualifications, interest, and supervisor recommendation for instructional assignments.

3.32.2 Summer Workload Policy and Pay

Board of Curators

Defines summer teaching load limits, overload restrictions, and flat-rate compensation for courses meeting enrollment standards.

3.32.3 Summer Instruction for Classes with Below Minimum or Small Enrollments

Board of Curators

Defines summer minimum enrollment levels, prorated compensation rules, and dean-approved exceptions for under-enrolled courses.

3.33 Grant Reassigned Time and Salary Adjustment

Board of Curators

Allows grant-funded faculty reassignment from teaching and permits base salary increases up to 125% with administrative approval.

3.34 Compensation for Retired Faculty

Board of Curators

States that retired faculty, including emeriti, rehired part-time are compensated at the adjunct rate based on highest degree earned.

3.35 Faculty Absence and Leave

Board of Curators

Outlines faculty leave policies, course coverage requirements, and supervisor approval procedures for planned absences.

3.35.1 Personal Leave

Board of Curators

States that faculty receive paid personal leave each fiscal year in accordance with Chapter X, Section 10.34 of University policy.

3.35.1 Personal Leave

Board of Curators

Details faculty sick leave reporting, accrual, extended illness procedures, and compensation for colleagues covering classes.

3.35.3 Vacation for Academic Faculty on Academic Year Contracts

Board of Curators

Explains that academic breaks count as paid vacation for nine-month faculty, though University duties may still be required.

3.35.4 Annual Leave for Academic Faculty on Twelve (12)-Month Appointments

Board of Curators

Outlines annual leave accrual, caps, carryover limits, and payout rules for twelve-month faculty based on years of service.

3.35.5 Professional Development

Board of Curators

Requires faculty to obtain supervisor approval and submit a Leave Request form for professional development away from campus.

3.35.6 University Business

Board of Curators

Requires supervisor approval, Leave Request forms, and Travel Authorization for faculty activities, including student travel documentation.

3.35.7 Leaves of Absence

Board of Curators

States that leaves of absence may be granted with or without pay for professional development, illness, or other valid reasons.

3.35.8 Sabbatical Leave

Board of Curators

References faculty sabbatical leave provisions as detailed in Chapter X, Section 10.38 of University policy

3.36 Reporting of Grades

Board of Curators

Requires faculty to submit final grades by 5:00 p.m. on the second working day after finals, with copies to the department head.

3.37 Review of the Undergraduate Curricula

Board of Curators

Explains curriculum proposal approvals, honors course requirements, and Teacher Education exemptions from Senate review.

3.38 Use of Copyrighted Materials for Educational and Research Purposes

Board of Curators

Outlines University copyright policy, fair use compliance, monitoring practices, and disciplinary consequences for violations.

3.39 Teaching Dual Credit Courses

Board of Curators

Explains dual credit course coordination and payment structure based on student enrollment, issued to instructors or partner institutions.

3.40 Faculty Grievance Policy

Board of Curators

Explains faculty complaint options for academic freedom, tenure denial, and salary inequity, including appeal eligibility requirements.

3.41 Policy on Misconduct in Science

Board of Curators

Establishes procedures for reporting, investigating, and resolving scientific misconduct, including definitions, due process, sanctions, and appeals.

3.42 Financial Exigency

Board of Curators

Outlines financial exigency policy, criteria for faculty termination, Board approval requirements, and relocation efforts.

3.43 Commencement: Attendance

Board of Curators

Requires faculty participation in Commencement and outlines approval process for excused absences through academic leadership.

3.44 Compensation for Administrator and Staff Teaching

Board of Curators

3.44.1 Purpose

Board of Curators

Clarifies policy for administrators and staff teaching as adjuncts, addressing qualifications, expectations, and compensation standards.

3.44.2 Vice Presidents and Deans

Board of Curators

States that Vice Presidents and Deans may teach but receive no additional compensation for instructional duties.

3.44.3 Teaching outside normal work hours

Board of Curators

Explains conditions for exempt staff teaching for adjunct pay, including presidential approval and non-interference with duties.

3.44.4 Teaching during normal work hours

Board of Curators

Details teaching rules for exempt and non-exempt staff, including compensation, approval requirements, and adjunct appointment standards.

3.60 Academic Policies and Regulations

Board of Curators

Describes Academic Affairs’ authority over curriculum, degree programs, graduate admissions, and student records governance.

3.61 Classification of Students

Board of Curators

Defines student classification by earned semester credit hours and outlines reclassification each academic term.

3.62 System of Course Numbering

Board of Curators

Explains University course numbering system, including lower division, upper division, and graduate-level designations.

3.63 The Semester Credit Hour

Board of Curators

Defines semester credit hours, laboratory equivalencies, and time requirements for alternative and accelerated course formats.

3.64 Student Load

Board of Curators

Defines part-time, full-time, and overload enrollment limits for undergraduate and graduate students by term.

3.65 System of Grading

Board of Curators

Outlines grading system, GPA-impact rules, incomplete grade deadlines, and final grade recording policies.

3.65.1 Grade Re-evaluation

Board of Curators

Explains student grade re-evaluation steps, approval chain, and appeal process under the Academic Complaint Policy.

3.65.2 Auditing Courses (“Hearer”)

Board of Curators

Explains course audit policy, instructor approval, transcript notation, and deadlines for changing audit or credit status.

3.66 Grade Point Average

Board of Curators

Defines grade point values, GPA calculation rules, repeat course policy, and exclusions for transfer and non-graded credits.

3.67 Repeated Courses

Board of Curators

Explains undergraduate course repeat policy, GPA recalculation rules, and restrictions on retaking courses with B or C grades.

3.68 Class Attendance Policy

Board of Curators

Outlines class attendance expectations, absence limits, grade penalties, and syllabus requirements for make-up policies.

3.68.1 University-Approved Absences

Board of Curators

Defines authority and documentation requirements for excused absences related to official University activities.

3.69 Academic Status Policies

Board of Curators

Explains policies for good academic standing, probation, suspension, appeals, dismissal, and reinstatement based on cumulative GPA.

3.70 Alternative Course Credit

Board of Curators

Outlines alternative methods for earning course credit, including CLEP, AP, dual credit, experiential learning, and other nontraditional options.

3.71 Upper Division Transfer Credit

Board of Curators

Explains that upper division credit is not awarded for courses from junior or community colleges unless covered by signed articulation agreements.

3.72 Date of Bulletin for Satisfying Undergraduate Degree Requirements

Board of Curators

Outlines how students select an Undergraduate Bulletin for graduation requirements, including time limits and rules for general education and major/minor requirements.

3.73 Degrees Offered

Board of Curators

Lists degrees and certifications authorized for Lincoln University by state and accrediting bodies, including associate, bachelor’s, master’s, and specialist degrees.

3.74 Requirements for the Various Degree Programs

Board of Curators

Details degree requirements published in current undergraduate and graduate bulletins, including general education, major and minor requirements, and GPA standards.

3.75 Policy on Modifying Programs for Students with Disabilities

Board of Curators

Explains procedures for requesting academic program modifications due to disability, including documentation, review process, committee actions, and appeal rights.

3.76 Residence Requirements

Board of Curators

Outlines Lincoln University’s residence credit requirements for bachelor’s degrees, including minimum 300-400 level hours and major/minor credit requirements.

3.77 Academic Honors

Board of Curators

Details Lincoln University’s Dean’s List criteria and graduation honors distinctions, including GPA thresholds and residency requirements.

3.78 Second Bachelor’s Degree

Board of Curators

Policy outlining requirements for earning a second bachelor’s degree at Lincoln University, including major change and minimum credit hours.

3.79 Graduate Enrollment Prior to Admission into a Graduate Program

Board of Curators

Policy outlining undergraduate enrollment in graduate courses, admission requirements, credit limits, and conditions for applying hours to a graduate degree.

3.80 Admission as a Graduate Student

Board of Curators

Graduate admission policy outlining eligibility, transcript requirements, conditional credit limits, and reference to official criteria in the graduate bulletin.

3.81 Undergraduate Admission into the Graduate Program

Board of Curators

Policy for senior undergraduates seeking special graduate admission, including GPA, approvals, credit limits, and graduate fee requirements.

3.82 Dismissal from the Graduate Program

Board of Curators

Graduate dismissal policy outlining academic performance standards, candidacy withdrawal, and the multi-level appeal process through the President.

3.83 Graduate Academic Appeal Process

Board of Curators

Graduate grade appeal policy outlining timelines for submitting written appeals and referencing procedures detailed in the official graduate bulletin.

3.84 Filing for a Degree

Board of Curators

Graduation filing policy detailing deadlines, submission methods through Records or Graduate Studies, and consequences for late applications.

3.85 Commencement

Board of Curators

Commencement policy outlining eligibility, summer participation rules, February 15 filing deadline, and academic and financial requirements.

3.86 Posthumous Degrees

Board of Curators

Policy outlining nomination and approval process for awarding posthumous undergraduate or graduate degrees to deceased students.

3.86.1 Requirements for Nomination:

Board of Curators

Criteria for awarding a posthumous degree, including good academic standing at time of death and enrollment status requirements.

3.86.2 Nomination/Approval Process

Board of Curators

Procedure for recommending and approving a posthumous degree, including required documentation, administrative review, and commencement recognition.

4.00 The Area of Chief Operating Officer

Board of Curators

Overview of the Chief Operating Officer’s role in overseeing operations, strategic initiatives, and coordination of ITS, Enrollment Management, and Campus Culture.

4.01 Organization and Administration of the Chief Operating Officer

Board of Curators

Details on the Chief Operating Officer’s appointment, leadership responsibilities, and role in advancing strategic priorities and institutional initiatives.

4.01.1 Office of Information Technology Services

Board of Curators

Overview of Information Technology Services leadership, outlining the CIO’s role in IT planning, cybersecurity, systems management, and campus technology support.

4.01.1.1 Responsibility

Board of Curators

University computing policies outlining lawful use, authorization, data protection, cybersecurity, and acceptable technology practices for faculty, staff, and students.

4.01.1.10 Access to Information Technology

Board of Curators

Policy outlining access control, credential management, password standards, and network security requirements for University IT systems and users.

4.01.1.2 Security

Board of Curators

University IT security policy covering data protection, identity standards, PII safeguards, cybersecurity rules, and user responsibilities for system integrity.

4.01.1.3 Software Purchases and Use Policy

Board of Curators

University policy requiring CIO approval for software purchases, prohibiting unauthorized installations, personal profit use, and illegal software copying.

4.01.1.4 World Wide Web Policies

Board of Curators

University website policy covering copyright protection, page approval processes, design standards, and prohibitions on plagiarism and illegal content hosting.

4.01.1.5 Electronic Mail (E-Mail) Policies

Board of Curators

University email policy covering acceptable use, security, MFA, account ownership, legal holds, access termination, PII protection, and compliance requirements.

4.01.1.6 Violations and Enforcement Procedures

Board of Curators

Policy requiring reporting of IT violations, outlining ITS enforcement authority, account suspension procedures, and disciplinary sanctions for misuse.

4.01.1.7 Technology Purchases

Board of Curators

Policy requiring ITS review of all hardware and software purchases to ensure compatibility, licensing compliance, and timely coordination for instructional labs.

4.01.1.8 Telecommunications Policies

Board of Curators

Telecommunications policy outlining access, acceptable use, remote work requirements, cost liability, and compliance standards for employees and students.

4.01.1.9 Employee Laptop Policies

Board of Curators

Policy governing University-issued laptops, including employee responsibilities, security standards, reporting requirements, and institutional ownership.

4.01.2 Office of Enrollment Management

Board of Curators

4.01.2.1 The Registrar’s Office: Student Records and Policies

Board of Curators

Overview of Registrar policies on student records, FERPA compliance, registration, graduation filing, summary checks, and transcript requests.

4.01.2.2 Financial Aid and Student Employment

Board of Curators

Overview of Student Financial Services, financial aid policies, Satisfactory Academic Progress (SAP), appeals, reinstatement, and default management.

4.01.2.3 Office of Undergraduate Recruitment and Admissions

Board of Curators

Overview of the Office of Undergraduate Recruitment and Admissions, including recruitment efforts, application review, and enrollment support services.

4.01.2.4 Office for Global Education

Board of Curators

Learn about the Office for Global Education, supporting international students, immigration compliance, and study abroad opportunities at Lincoln University.

4.01.2.5 Admission of Students

Board of Curators

Explore Lincoln University admission requirements for Missouri residents, transfers, international, home-schooled, visiting, and readmitting students.

4.01.3 Campus Culture

Board of Curators

Overview of Campus Culture at Lincoln University, including oversight of LUPD, LULETA, and leadership responsibilities of the VP of Campus Culture.

4.01.3.1 Units of Campus Culture

Board of Curators

Outlines the appointment process and core responsibilities of Campus Culture directors and supervisors at Lincoln University.

4.01.3.1.1 Chief of Police

Board of Curators

Details the leadership responsibilities for overseeing LUPD operations, campus safety, emergency management, and Clery Act compliance.

4.01.3.1.10 Visitor Parking

Board of Curators

Lincoln University provides designated visitor parking for guests, vendors, and service technicians, with priority given to employees and students. All visitors must register vehicles with LUPD and comply with campus traffic and parking regulations.

4.01.3.1.11 Loading Zones

Board of Curators

Loading zones at Lincoln University are reserved for vehicles with valid loading zone permits and are subject to posted time limits. Extended use or use without a permit requires prior authorization from LUPD.

4.01.3.1.12 Report of Accident

Board of Curators

Missouri law requires all motor vehicle accidents to be reported. Accidents occurring on campus must be reported to LUPD before vehicles are moved. Reports will not be taken if the vehicle leaves campus prior to notification.

4.01.3.1.13 Traffic Regulations and Violations

Board of Curators

Vehicle operators on campus must comply with Missouri traffic laws and University regulations. Drivers are responsible for violations, and vehicle owners may be liable for non-moving violations. LUPD may impose fines and refer cases for additional administrative action.

4.01.3.1.14 Payment of Fines and Appeals

Board of Curators

Pay traffic or parking fines at the Cashier’s Office or appeal within 7 days. Unpaid fines may block permits, registration, transcripts, or payroll release.

4.01.3.1.15 Administration and Enforcement of Vehicle Regulations

Board of Curators

The LUPD Director enforces vehicle regulations and issues citations detailing violations and fines, including for unattended vehicles.

4.01.3.1.16 Immobilization, Removal, or Impoundment of Unattended Vehicles

Board of Curators

LUPD may immobilize, remove, or impound unattended vehicles on University property at the owner’s expense.

4.01.3.1.17 Amendments to Vehicle, Traffic, and Parking Regulations

Board of Curators

LUPD may amend or rescind traffic and parking regulations at any time in accordance with state and local laws.

4.01.3.1.18 Campus Security

Board of Curators

LUPD ensures campus safety and security through crime prevention, investigations, law enforcement, and policy enforcement.

4.01.3.1.19 Authority of Public Safety Officers

Board of Curators

Lincoln University Public Safety officers are state-certified peace officers with full police powers, working jointly with local law enforcement agencies.

4.01.3.1.2 Director of Lincoln University Law Enforcement Training Academy

Board of Curators

Outlines leadership and management duties for overseeing police academy staff, instruction, program development, operations, and external funding initiatives.

4.01.3.1.20 Building Security

Board of Curators

Public Safety secures campus buildings after hours and maintains controlled access to residence halls for residents, escorted guests, and authorized personnel.

4.01.3.1.21 Sexual Assault and Victims’ Rights

Board of Curators

University policy outlines prevention, reporting, victim rights, and procedures for sexual assault, domestic violence, dating violence, and stalking.

4.01.3.1.3 Authority to Administer and Enforce Vehicle, Traffic, and Parking Regulations

Board of Curators

Establishes authority for Campus Culture safety and traffic regulations, committee oversight, enforcement scope, and compliance with Missouri state law.

4.01.3.1.4 Safety and Security Committee Membership and Responsibilities

Board of Curators

Outlines Emergency Preparedness Committee appointment process, leadership, and duties including parking policy, appeals, fines, and LUPD complaint review.

4.01.3.1.5 Vehicle, Traffic, and Parking Regulations

Board of Curators

LUPD administers and enforces all campus vehicle traffic and parking regulations, including assessment of fines, under authority of the Board of Curators.

4.01.3.1.6 Registration and the Operation of Motor Vehicles and Bicycles

Board of Curators

Employees and students must register vehicles or bicycles with LUPD within one business day and comply with campus permit, insurance, and safety rules.

4.01.3.1.7 Parking Regulations

Board of Curators

University parking is permit-based and fee-required, with disability access rules, reserved spaces, and fines for failure to display permits.

4.01.3.1.8 Official University Vehicle Parking

Board of Curators

University vehicles must comply with campus traffic and parking regulations. Drivers are responsible for fines, and departments must identify drivers or pay penalties.

4.01.3.1.9 Parking for Retirees and Senior Citizens

Board of Curators

Lincoln University retirees may purchase parking permits at the regular faculty and staff rate, while professors emeriti and students age 65 and older are eligible for free permits.

4.01.3.2 No Trespassing Policy

Board of Curators

Policy outlines issuance, review, appeal, and enforcement of No Trespass orders on campus under Missouri law.

4.01.3.3 Solicitation

Board of Curators

Commercial solicitation is prohibited on University property, with limited exceptions approved by the President or for recognized campus organizations.

4.01.4 Auxiliary Services

Board of Curators

The COO oversees Auxiliary Services, including dining, bookstore, vending, laundry, and coordination of University facility use and events.

4.01.4.1 Contracts Administration

Board of Curators

Auxiliary service contracts are valid only after authorized University signatures and full compliance with established approval procedures.

5.00 The Area of Administration and Finance

Board of Curators

Administration and Finance oversees University budgets, fiscal affairs, grants, contracts, student accounts, financial aid, technology, and facilities.

5.01 Organization and Administration of Administration and Finance

Board of Curators

The VPAF serves as CFO, overseeing University finances, budgets, audits, grants, procurement, technology, and student financial services.

5.02 Units of Administration and Finance: Directors and Supervisors

Board of Curators

Directors in Administration and Finance oversee unit operations, staff supervision, budget planning, and report directly to the VPAF.

5.03 Administration and Finance Policies

Board of Curators

Administration and Finance drafts and enforces financial and safety policies, administered through the Office of the VPAF.

5.03.1 Travel Policies

Board of Curators

University travel reimbursement policy covering advance booking, per diem rates, deadlines, and compliance with IRS and sponsored project rules.

5.03.2 Cash Advances for Travel

Board of Curators

Cash advances for travel are prohibited except for intercollegiate team travel, international travel, or trips involving students.

5.03.3 Policy for Expending Residual Funds on Fixed Price Contracts

Board of Curators

Policy on fixed price awards, cost reimbursement assumptions, and allocation of residual balances from sponsored project contracts.

5.10 Office of the Comptroller

Board of Curators

Overview of the Office of the Comptroller’s role in financial reporting, accounting, payroll, grants, cash management, debt, and audits.

5.10.1 Policy on Tuition and Fees

Board of Curators

Information on Lincoln University tuition and fees, payment deadlines, registration holds, transcripts, housing, meal plans, and fee policies.

5.10.2 Refund and Adjustment of Fees

Board of Curators

Tuition refund schedule for 16-, 8-, and 4-week courses, plus refund exceptions for military service or documented medical circumstances.

5.10.3 Debt Forgiveness on Death

Board of Curators

Lincoln University forgives unpaid balances for students who pass away while enrolled, with appropriate documentation provided.

5.10.4 Administration of Sponsored Grants and Contracts

Board of Curators

Lincoln University manages sponsored awards in compliance with grant terms, University policies, and CFR Part 200, with fiscal oversight by the Controller.

5.10.5 Investment Policy

Board of Curators

Lincoln University follows Missouri State Treasurer investment policies to guide institutional investments, overseen by the VPAF.

5.11 University Budget

Board of Curators

University employees share fiscal stewardship, with budget oversight led by the President, VPAF, and Board of Curators.

5.12 Purchasing

Board of Curators

University purchasing ensures cost-effective, compliant acquisition of goods and services under VPAF oversight and Director of Acquisitions.

5.12.1 Procurement Policies

Board of Curators

Purchasing oversees competitive bids over $10,000, formal bids over $100,000, and enforces contractor hiring and procurement rules.

5.12.2 Risk Management Policies

Board of Curators

Lincoln University risk management policy protects assets, ensures legal compliance, and promotes a safe environment for all.

5.12.2.1 Children on Campus

Board of Curators

Lincoln University childcare policy prioritizes academics and work, requiring advance permission and supervision when children are on campus.

5.12.2.2 Vehicular Travel

Board of Curators

Lincoln University vehicle policy outlines rules for state, personal, and rental vehicles used for official business and related liability coverage.

5.12.2.3 Employee Injuries

Board of Curators

Workers’ compensation benefits are available to employees injured in the course of employment, including vehicle accidents during official University business.

5.12.2.4 Accident Reporting

Board of Curators

All accidents must be reported promptly under University procedures. Employees may not accept liability or promise payment without proper authority.

5.12.2.5 Insurance

Board of Curators

The University maintains property and liability insurance as determined by the VPAF. Coverage details are available from the Director of Acquisitions.

5.13 Facilities and Planning

Board of Curators

The Director of Facilities and Planning oversees campus planning, capital improvements, design, construction, space management, and energy services.

5.13.1 Policies for Selecting Architectural, Engineering and Land Surveying Firms

Board of Curators

Policies for selecting architectural, engineering, and surveying firms, including qualifications, project levels, review process, and contract approval.

5.13.2 Bidding Policy for All Construction Projects

Board of Curators

Construction bidding and prevailing wage policies ensuring compliance with Missouri law for University building projects and labor standards.

5.13.3 Exceptions to bidding requirement for All Construction Projects

Board of Curators

Policy allowing the Director of Facilities and Planning to waive bidding up to $25,000 for time-sensitive needs or justified professional judgment.

5.13.4 Use of University Facilities

Board of Curators

Policy outlining priority use of University facilities, space-available rentals, approval process, fees, and the University’s right to deny access.

5.13.5 Space Allocation Policies

Board of Curators

University space management policy covering allocation principles, reassignment authority, Space Utilization Committee, and request procedures.

5.14 Buildings and Grounds

Board of Curators

Overview of Buildings and Grounds leadership, including maintenance, utilities, custodial services, motor pool, and budget oversight responsibilities.

5.14.1 Personal and Environmental Safety Guidelines

Board of Curators

Buildings and Grounds safety policy outlining OSHA-aligned practices, equipment training, CPR certification, and hazardous waste coordination.

5.14.2 Key Control Policy

Board of Curators

University key control policy covering issuance, audits, duplication restrictions, employee responsibility, returns, and limited student access.

5.14.3 Advertising

Board of Curators

Policy on commercial and non-commercial advertising at University facilities, including posting locations, restrictions, approvals, and marketing authority.

5.14.4 Sponsored Programs

Board of Curators

Policy on grant and contract funding, approvals, compliance requirements, conflict disclosures, and authorized acceptance of sponsored awards.

5.15 Guidelines for Grants and Contracts

Board of Curators

Policies on grant reassigned time, salary adjustments, F&A rates and distribution, and allowable indirect cost expenditures for sponsored projects.

6.00 The Area of Student Affairs

Board of Curators

The area of Student Affairs encompasses enrollment management and various nonacademic aspects of student life, including living on campus, participating in activities and student government, and accessing resources such as health services, access and ability services, residential life and housing. The area employs a student development philosophy consistent with the University Mission Statement, emphasizing the importance of meeting each individual student's matriculation and socio-educational needs.

6.01 Organization and Administration of Student Affairs: Units and Programs

Board of Curators

The Chief Student Affairs Officer (CSAO) is appointed by the President of the University and has administrative responsibility for all areas of Student Affairs. Areas reporting to the CSAO are listed in the current University organizational structure (available in the Office of the President). In the absence of the President, the VPAA, the COO, and the VPAF, the CSAO, shall serve as acting President of the University. The CSAO shall also have the following responsibilities: • Provide leadership for all units reporting to Student Affairs • Supervise and coordinate the activities of all personnel assigned to Student Affairs • Review Student Affairs services and programming • Approve student activities • Direct review and publication of such documents as the Student Handbook which shall contain the Student Code of Conduct, a set of defined policies governing student conduct, activities, services, publications, discipline, and grievance procedures • Supervise the non-academic discipline of students through implementation of the Student Code of Conduct • Supervise and evaluate unit directors, assistant directors and coordinators who report directly to the CSAO • Support staff development • Recommend for appointment, retention, promotion, probation or termination the personnel assigned to the administrative units of Student Affairs • Serve as liaison between University Student Affairs programs and external agencies • Participate in fiscal year budget planning • Serve as a liaison and/or agent as needed by students experiencing Universityrelated difficulties within or external to the University • Facilitate student transactions with the business office, academic support programs, and other administrative units as required • Undertake additional duties and responsibilities as assigned by the President

6.02 Units and Areas

Board of Curators

Leadership of the various units of Student Affairs are appointed by the President upon recommendation of the CSAO and report directly to the CSAO. Leaders in the various units shall have the following responsibilities: • Oversee daily operation of the unit • Foster appropriate student activities/programming/services • Recommend staff appointments, promotion and terminations • Supervise and evaluate unit staff • Promote staff development • Facilitate interdepartmental collaboration and development of programs, grants and projects • Participate in fiscal year budget planning • Undertake additional duties and responsibilities as may be assigned by the CSAO

6.03 Campus Life

Board of Curators

The area of Campus Life is responsible for facilitating the student co-curricular experience. The area includes Student Engagement, the University Center, the Student Government Association, Campus Activity Board, Royal Court, student organizations, and the Blue Tiger Resource Center.

6.03.1 Student Engagement

Board of Curators

The Office of Student Engagement shall offer programs and services to foster student development and student life. Three primary opportunities for students to become involved in extra-curricular activities are coordinated within the area of Student Engagement: • The Student Government Association (SGA): The SGA shall be composed of three branches-legislative, executive, and judicial-duly elected from the general student body by open referendum or appointment as constitutionally applicable. Policies and bylaws of the SGA are found in the Student Handbook. • Student organizations: Four types of student organizations may be recognized at the discretion of Lincoln University: o honorary organizations o departmental organizations o interest groups o Greek organizations with national affiliations Procedures that a group must follow to become a recognized organization at Lincoln University are found in the undergraduate bulleting and the Student Handbook. • Royal Connection (Court): The Royal Court of Miss Lincoln University and Mister Lincoln University is an organization of elected Queens and Kings. The Royal Connection is led by Miss and Mister Lincoln University and is advised by the Office for Student Engagement. • The Campus Activity Board (CAB): The Campus Activity Board is a studentled programming board. CAB facilitates signature campus-wide events like Welcome Week, student events for Homecoming, and Spring Fest. CAB is advised by the Office for Student Engagement.

6.04 Residential Life and Housing

Board of Curators

The area of Residential Life and Housing shall develop and implement programming to foster student development, acquisition of knowledge, understanding and appreciation for differences, and responsibility for self-improvement for students residing in the residence halls. The On-Campus Housing Policy describes which students are required to live in the residence halls. (See Section 6.24.)

6.05 Student Health and Counseling Services

Board of Curators

Student Health and Counseling Services offers limited medical services to support student health and wellbeing. The area, located in Thompkins Health Center, houses a nurse practitioner, counseling services, and access and abilities services. These limited medical services are provided at no additional cost for all currently enrolled students. Should students require more comprehensive or ongoing health services, staff will assist students with referrals and insurance billing.

6.05.1 Counseling Services

Board of Curators

Staff in the counseling center will provide personal, academic, and social counseling; outside referrals will be made when necessary.

6.05.2 Access and Ability Services

Board of Curators

The Coordinator of Access and Ability Services shall coordinate the University's efforts to comply with the regulations implementing Section 504/ADA for students. See Chapter III, Section 3.75: "Policy on Modifying Programs for Students with Disabilities." The following document is available from the Coordinator of Disability Services: "Procedures for Students with Disabilities Requesting Services." See Section 6.28 for the policy on service animals.

6.06 Office of Student Conduct and Community Standards

Board of Curators

The Office of Student Conduct and Community Standards is responsible for the nonacademic discipline of students and is led by a coordinator who reports directly to the CSAO, or their designee. This individual facilitates the student conduct process. Depending on the nature of the infraction, the coordinator may recommend disciplinary measures including but not limited to warning, probation, and suspension. In cases requiring extreme measures such as indefinite or long-term suspension, the University is obligated to allow the accused student certain procedural requirements of due process, all outlined in the Student Code of Conduct (found in the Student Handbook and on the Lincoln University Web site).

6.20 Policies and Regulations

Board of Curators

The areas of Student Affairs will draft, submit for Board approval, and then enforce policies and regulations to ensure access to services, equality of treatment, and adherence to University principles.

6.21 Notice of Services for Students with Disabilities

Board of Curators

Students seeking assistance regarding disabled accessibility, including persons with impaired vision or hearing, should contact the coordinator for Access and Ability Services. Students will be notified that the University does not discriminate on the basis of race, sex, sexual orientation, gender identity, national origin, religion, age, disability, military service or any other characteristic precluded by law in admission or access to, or treatment or employment in, its programs and activities. Any person having inquiries concerning compliance with Section 504 of the Rehabilitation Act of 1973, or the Americans with Disabilities Act (ADA), is directed to contact the coordinator for Disability Services. The coordinator has been designated by the University to facilitate the University's efforts to comply with the regulations implementing Section 504 and ADA. Students may also contact the Assistant Secretary for Civil Rights, U.S. Department of Education, regarding the University's compliance with the regulations implementing Section 504 of the Americans with Disabilities Act. The following documents shall be available on the Lincoln University Web site and from the Access and Abilities Coordinator in the Office for Counseling and Career Services: "Grievance Process for Students Denied Reasonable Accommodations or Subjected to Discrimination Because of a Disability" and "Procedures for Students with Disabilities Requesting Services."

6.22 Student Privacy Act

Board of Curators

In accordance with the federal "Family Educational Rights and Privacy Act of 1974," Lincoln University has developed the following policy with regard to access to student records: 1. Public Records (Directory Information): "Directory Information" includes the following information relating to a student: the student's name, address, telephone number, date and place of birth, major field of study, participation in officially recognized activities and sports, weight and height of members of athletic teams, dates of attendance, degrees and awards received, the most recent previous educational agency or institution attended by the student, and other information. Students shall be informed at the time of their admission that such records may be released unless they specifically request in writing by the last day of registration that all or part of the information shall not be disclosed as a matter of public record. 2. Confidential Records: The University will not send or release grade reports, transcripts, attendance data, identifying data, or other educational information in the student file intended for school use, without written consent from the student. Upon receipt of a signed authorization from the student, appropriate material may be released in accordance with the student's request. Exempted from this restriction are parents of dependent students as defined by the Internal Revenue Code, i.e., students who receive over one-half of their financial support from their natural or adoptive parents. The complete Student Records Policy is found in Chapter IV, Section 4.01.2.1.

6.23 Student Right-To-Know and Campus Security Act

Board of Curators

In compliance with the Student Right-To-Know and Campus Security Act, it is the policy of Lincoln University to make readily available information regarding Lincoln University's graduation rates and crime statistics. Graduation rates are available from the Office of the Registrar upon request. Current campus law enforcement policies and campus security statistics are available upon request from LUPD. The "Lincoln University Campus Security and Crime Statistics Report" is also available for viewing on the Lincoln University Web site.

6.24 On-Campus Housing Policy

Board of Curators

The educational value of campus residence living has long been established. To this effect, the area of Student Affairs administers an on-campus housing policy. Following are the rules and regulations of this policy: 1. All entering unmarried freshmen under twenty-one years of age, officially registered for twelve (12) or more academic hours (inclusive of the 16-week and both 8-week terms) and whose primary domicile is beyond a sixty (60)-mile radius of the University, are required to reside in the campus residence halls for four consecutive semesters. 2. Graduating seniors needing less than twelve (12) academic hours may reside on campus with verification from their academic advisor. Verification must be submitted through the Residence Life Review Committee. 3. Room and board are mutually inclusive components of on-campus residency. 4. All unmarried international students under the age of twenty-one (21) are required to reside on campus for four (4) consecutive semesters. Room and board are mutually inclusive components of such international student's contract. 5. Students who desire an exemption from this policy must file a written request to the Office of Residential Life and Housing for review by the Residential Life Review Committee. 6. Veterans of the U.S. Armed Forces are exempted from this policy. 7. Transfer students under twenty-one (21) years of age with verification that they resided for a minimum of two (2) semesters in on-campus housing at another institution are exempted from this policy. 8. All unmarried transfer students under twenty-one (21) years of age, whose primary domicile is beyond a sixty (60)-mile radius of the University, who have lived in on-campus housing for less than two (2) semesters are required to live on campus for the remainder of the four (4) semester duration; e.g., students who lived on campus at another institution for one (1) semester are required to live for three (3) semesters in a University residence hall. 9. Students whose twenty-first (21) birthday occurs while living in a residence hall are required to remain in the residence hall until the end of that semester. 10. In the event rooms on campus are not available to accommodate all students affected by the On-Campus Housing Policy, a waiting list will be maintained. Those students on the waiting list will be reviewed by the Office of Residential Life and Housing for their eligibility to reside off-campus, per the On-Campus Housing Policy. Students who sign a month-to-month lease, or identify temporary housing, will remain on the waiting list and will be notified by the Office of Residential Life and Housing of on-campus vacancies. 11. Each student living off campus, due to unavailable space, must report to the Office of Student Life with their current address and phone number. These students will be notified by mail of their room assignment on campus for the following semester/year. Notification of housing assignments are sent to students' University issued emails, and through the University housing assignment software. Registration for the next academic year will automatically include room and board costs. Notwithstanding the University's strong commitment to the student development philosophy, the official residence hall contract explicitly states the mutual rights and responsibilities of the University and its residential students. In the spirit and intent of the University Oath, it is the position of the University that on-campus living is a privilege, not an obligation, for students. Consequently, the University reserves the exclusive right to negotiate and/or terminate contractual arrangements between its students at any time it deems appropriate.

6.24.1 Termination of the Housing Contract and Removal from the Residence Hall

Board of Curators

Upon action by the VPCC or her/his designee, a student may have her/his housing contract terminated and may be removed from the residence hall for one or more of the following reasons: 1. an unwillingness or inability to abide by the terms and conditions of the housing contract; 2. an unwillingness or inability to make payments per the established deadline dates; 3. failure to maintain enrollment in the number of credit hours required by the housing contract; 4. engagement in behavior deemed detrimental to the health, safety, welfare, and/or security of self or other residents. The housing contract may also be terminated when a student has been suspended or dismissed from the University for poor academic standing, or when a "summary suspension" has been imposed on a student for violations as listed in the Student Handbook. The student whose housing contract is terminated will be notified by email and telephone and will be given a specified time by which to vacate University property. If the student fails to vacate by the specified time, LUPD will escort the student off University property. If any personal items are left in the residence hall at the time of removal, the items shall become the property of the University and disposed of.

6.25 Student Travel Regulations

Board of Curators

The following regulations shall be in place for all undergraduate students, graduate students, and members of student organizations of Lincoln University who plan to travel on University business: 1) When planning to travel and when traveling on University business, students and student organizations must adhere to all established travel policies of the University as set forth by the CSAO. 2) Students seeking approval of and funding for travel must meet the following criteria: a. Currently enrolled in Lincoln University b. Minimum 2.00 cumulative GPA 3) Car rental through the University or through a private company is allowed. Car rentals must be administered through the University's Car Rental Partner and an authorized Lincoln University employee shall act as the designated driver. 4) Students may be issued a cash advance for meals based upon the University's current per diem rate. The amount of the advance will be determined by the appropriate approving authority. 5) The per diem meal rate applies only when meals are not provided as a part of the conference or activity. 6) Students attending University funded conferences remain under the University conduct system, must attend all required sessions, and are expected to behave in a polite and respectful manner. 7) Students requesting University funding will have chaperone and transportation requirements evaluated according to each event by the appropriate approving authority. 8) The following will apply to student organizations requesting funding for travel: a. Funding may be requested for conference registration, hotel accommodations and transportation and/or mileage b. A University official must accompany any student organization requesting travel funding 9) All group travel must be approved through the respective Presidential Advisory Council member for which the group represents.

6.26 Title IX Sexual Harassment and Discrimination Based on Gender Policy

Board of Curators

In accordance with the guidelines set forth by Title IX of the Education Amendments of 1972 (hereafter Title IX) and the U.S. Department of Education, Lincoln University recognizes that sexual harassment and discrimination based on gender are prohibited by Title IX and therefore has established the following policy: Lincoln University prohibits sexual harassment and discrimination based on gender of an individual or group of students in connection with academic, educational, extracurricular, athletic, and all other programs of the institution. If an allegation of sexual harassment or gender discrimination is made, the institution will take immediate steps to address the issue and to resolve it in a timely manner. To this end, the University has developed the "Sexual Harassment and Gender Discrimination Complaint Process Guidelines." This document is available from the Title IX Coordinator in the Office of the President, the Office of the Vice President for Student Affairs, and the Human Resources Office. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when the conduct explicitly or implicitly affects a student's ability to participate in or benefit from the school's programs, interferes with a student's academic performance, or creates an intimidating, hostile, or offensive academic environment. The circumstances of sexual harassment include but are not limited to the following: • The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. • The harasser can be the victim's instructor or supervisor, an instructor or supervisor in another area, a staff member, or a fellow student. • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. • Unlawful sexual harassment may occur without economic injury to or discharge of the victim. • The harasser's conduct must be unwelcome. It is unlawful to retaliate against an individual for filing a gender discrimination or sexual harassment complaint, testifying, or participating in any way in an investigation, proceeding, or litigation under Title IX. Any student who believes that he/she has suffered gender discrimination or sexual harassment under the terms of this policy should contact the Campus Complaint Coordinator in the Office of the President, the CSAO, and/or the Human Resources Office for assistance.

6.27 Children on Campus Policy

Board of Curators

Lincoln University is cognizant of the difficulties students may encounter relative to safe and uninterrupted care of minor children; however, the University's first priority is to provide an environment conducive to academic and work pursuits. Therefore, students are responsible for making childcare arrangements that do not include routinely bringing the minor child to work or to class for any extended period of time. In all cases, the student who brings the child to campus is responsible for direct, constant care and attention to the child's health, safety and welfare. Children may be invited to campus to participate in a course or program that legitimately involves children (e.g., education classes, University-sponsored community outreach activities, etc.) and that provides adequate supervision. Children who are sick and/or infectious should never be brought to campus, and certain areas of campus (e.g., construction sites) may never be open to children for safety and liability reasons. Permission to bring children into the classroom or work environment must be sought in advance from the class instructor or unit supervisor. The instructor of record maintains control of the classroom environment. (See Chapter V, Section 5.12.2.1, for the complete policy regarding children on campus.)

6.28 Student Service and Support Animals Policy

Board of Curators

Lincoln University generally welcomes service animals in its buildings, classrooms, residence halls, meetings, dining areas, recreational facilities, activities, and events when the animal is accompanied by a student with a disability who indicates the service animal is trained and provides a specific service to student that is directly related to the student's disability. Lincoln University may not permit service animals when the animal poses a substantial and direct threat to health or safety or when the presence of the animal constitutes a fundamental alteration to the nature of a University program or service with such determinations being made by the University on a case-by-case basis. Definitions 1. Handler: A student with a disability that a service animal assists or a personal care attendant who handles the animal for a student with a disability. 2. Service Animal: Any dog individually trained to do work or perform tasks for the benefit of a student with a disability, including a physical, sensory, psychiatric, intellectual, or other mental disability and meets the definition of “service animal” under the Americans with Disabilities Act (“ADA”) regulations at 28 CFR 35.104. The work or tasks performed must be directly related to the student's disability. Examples include, but are not limited to: assisting students who are blind or have low vision with navigation and other tasks, alerting students who are deaf or hard of hearing to the presence of people or sounds, pulling a wheelchair, assisting a student during a seizure, alerting students to the presence of allergens, retrieving items such as books or the telephone, altering a student to a sudden change in blood sugar levels, providing physical support and assistance with balance and stability to students with mobility disabilities, and helping students with psychiatric and neurological disabilities by preventing or interrupting impulsive or destructive behaviors. The crime deterrent effects of an animal’s presence or the provision of emotional support, well-being, comfort, or companionship do not constitute work or tasks for the purposes of this definition. 3. Emotional Support Animal/Assistance Animal: An emotional support animal (also often referred to as an Assistance Animal) may provide physical assistance, emotional support, calming, and other kinds of assistance. Emotional support animals are not necessarily trained and do not perform work or tasks that would qualify them as “service animals” under the Americans with Disabilities Act. Procedures Service Animals: Students who wish to bring a service animal to Lincoln University are covered by Title II of the ADA, and thus students may bring their service animals to campus – including residential halls, classrooms, and other University facilities – without prior approval. However, Lincoln University students are strongly encouraged to reach out to the Office of the Coordinator of Access and Ability Services to ensure that their experience bringing the animal to campus is smooth. Additionally, students who plan to live in residence halls also are strongly encouraged to inform Residential Life and Campus Dining Services that they plan to have a service animal living with them. Advance notice of a service animal for residence halls may allow more flexibility in meeting a student's needs. Emotional Support Animals (ESA): Students who wish to bring an emotional support animal into residence halls as an exception to the pet policy must go through the reasonable accommodation process with the Office of the Coordinator of Access and Ability Services. In addition, students with emotional support animals that have been approved as a reasonable accommodation must be contained in the handler's residence. Students generally are not permitted to bring emotional support animals into classrooms, meetings, or other University facilities. Permitted Inquiries Regarding Service Animals In general, members of the Lincoln University community should not ask about the nature or extent of a person’s disability. However, as permitted by the ADA, if it is not obvious that the animal is required because of a disability, the handler may be asked: 1. If the animal is required because of a disability, and 2. What work or task the animal has been trained to perform? The handler should not be asked for documentation, such as proof that the animal has been certified, trained, or licensed as a service animal. Generally, members of the Lincoln University community should not make inquiries about a service animal when it is readily apparent that an animal is trained to do work or perform tasks for an individual with a disability (e.g., if the dog is observed guiding an individual who is blind or has low vision, pulling a person’s wheelchair, or providing assistance with stability or balance to an individual with an observable mobility disability). Responsibilities of Handlers 1. Caring for the Service Animal. The cost of care, arrangements, and responsibilities for the well-being of a service animal are the sole responsibility of the handler at all times. 2. Leash Requirements. The service animal should generally be on a leash at all times unless the owner is unable to use a leash due to a disability or the use of the leash would interfere with the animal’s ability to perform its duties. 3. Keeping the Animal Under Control. The animal should respond to voice or hand commands at all times, and be fully controlled by the handler. 4. Being Responsible for Damage Caused by the Animal. Handlers are responsible for any damage or injuries caused by their animals and must take appropriate precautions to prevent property damage or injury. 5. Being Responsible for Waste. Cleaning up after the animal is the sole responsibility of the handler. In the event that the handler is not physically able to clean up after the animal, it is then the responsibility of the handler to hire someone capable of cleaning up after the animal. 6. Vaccination. Animals must be immunized against diseases common to that type of animal. All vaccinations must be current, and the animal must wear a rabies vaccination tag. 7. Observing Good Service Animal Etiquette. To the extent possible, the handler should ensure that the animal does not display behaviors or make noises that are disruptive or frightening to others unless part of the service being provided to the handler (e.g. barking to alert the handler of danger). Removal of Service Animals Service Animals may be removed from any University facilities or events for the following reasons: 1. An Out of Control Animal: A handler may be directed to remove an animal if it is out of control, and the handler does not take effective action to control it. If the out-of-control behavior happens repeatedly, the handler may be prohibited from bringing the animal into University facilities until the handler can demonstrate that they have taken significant steps to mitigate the behavior. 2. Non-housebroken Animal: A handler may be directed to remove an animal that is not housebroken. 3. Direct Threat: A handler may be directed to remove an animal that Lincoln University determines to be a substantial and direct threat to the health and safety of individuals. This may occur as a result of an animal exhibiting aggressive behavior, a substantial lack of cleanliness of the animal, or the presence of an animal in a sensitive area like a sterile medical room, certain laboratories, mechanical or industrial areas, or food preparation location. 4. Illness: Any animal exhibiting signs of illness, including but not limited to a known zoonotic disease (a disease of animals, such as rabies or psittacosis, that can be transmitted to humans), severe diarrhea, severe vomiting, fever or open sores should not be on campus until deemed non-infectious/contagious by the written statement of a licensed veterinarian. Where a service animal is properly removed from campus, Lincoln University will seek to identify, with the handler, reasonable alternative opportunities to allow the handler to participate in the service, program, or activity without having the service animal on campus. Conflicting Disabilities Some people may have allergic reactions to animals that are substantial enough to qualify as disabilities. Lincoln University will consider the needs of both persons in meeting its obligations to reasonably accommodate all disabilities to resolve the problem as efficiently and expeditiously as possible. Students requesting allergy accommodations should contact the Office of the Coordinator of Access and Ability Services. Service Animals in Training Under Missouri law, a service animal being trained generally has the same rights as a fully trained service animal when accompanied by a trainer and identified as such in any place of public accommodation. However, handlers of service animals in training also must adhere to all other requirements for service animals and are subject to the same removal policies. Additional guidelines relating to service animals are located in the office of the Coordinator of Access and Ability Services. Dispute Resolution Procedure: In the event of a dispute regarding a service animal, the complainant should confer with the Coordinator for Access and Ability Services. If the matter is not resolved, the complainant should submit a written statement addressed to the Grievance Committee. If the complainant remains dissatisfied with the committee's recommendations, the dispute will be forwarded to the University President who shall gather information, review the matter, and issue a final decision on the University's behalf.

6.29 Drug Prevention Program and Policy Statement

Board of Curators

Lincoln University prohibits the unlawful possession, use or distribution of illicit drugs, marijuana, and/or alcohol by students or employees on the University property or as a part of any official University activity. Lincoln University has developed and adopted the drug and alcohol awareness/prevention program described herein pursuant to the requirements set forth in the Drug-Free Schools and Communities Act. A copy of this Drug and Alcohol Policy shall be distributed annually to each University employee and to each University student who is taking one or more classes for academic credit and students enrolled in continuing education classes. As set forth in 34 CFR 86.100, Lincoln University is required to provide at a minimum, an annual distribution of the Drug and Alcohol Policy in writing (print or electronic) to each employee and student that must contain the following: • Standards of conduct that clearly prohibit, at a minimum, the unlawful possession, use, or distribution of illicit drugs, marijuana, and alcohol by employees and students on its property or as part of its activities; • A description of applicable legal sanctions under local, state, or federal law for the unlawful possession or distribution of illicit drugs, marijuana, and alcohol; • A description of health risks associated with the use of illicit drugs, marijuana, and the abuse of alcohol; • A description of available drug or alcohol counseling, treatment, or rehabilitation or reentry programs; • A clear statement of the disciplinary sanctions that Lincoln University will impose on employees and students and a description of termination of employment and referral for prosecution for the unlawful possession, use, or distribution of illicit drugs, marijuana, and alcohol. Disciplinary sanctions may also include completing an appropriate rehabilitation program; and • A statement on implementation of a biennial review by Lincoln University of its program to determine the effectiveness, implement needed changes, and ensure that disciplinary sanctions are consistently enforced.

6.30 Mandatory Student Health Insurance

Board of Curators

Lincoln University will continue to require health insurance participation for international students but will allow students the option to waive coverage if they have and will maintain coverage comparable to that of the University's international student health insurance plan (vetted by the University's insurance carrier). All international students (undergraduate and graduate) are required to participate in the University's mandatory student health insurance program and will be charged twice per year for the full year policy. Students may waive insurance by completing the approved paperwork and providing proof of comparable coverage. In the event that student fails to maintain coverage, he or she will be automatically billed for the University's health plan. Students sponsored by the Saudi Arabian Cultural Mission (SACM) and any other state/government entity providing comparable and adequate coverage will not be subject to the waiver process.

6.31 Campus Protests and Demonstrations

Board of Curators

As an institution of higher education, Lincoln University respects and supports the sharing of various viewpoints on issues and topics that are at the forefront of the minds of our students, faculty, staff and the surrounding community. In some cases, expression might be presented in the form of protests and demonstrations. While these particular activities are protected by federal and state laws, as well as University policy, Lincoln University does reserve its right to place reasonable restrictions on the location and manner of the activity. Protest and Demonstration Locations: Organizations and individuals affiliated with Lincoln University may utilize the Scruggs University Center Outdoor Amphitheater, located on the east side of the building. External organizations and individuals may utilize the sidewalk at the intersection of Chestnut and Dunklin Streets, west of Inman E. Page Library. Advance Notice and Reservations: Organizations and individuals affiliated with Lincoln University wishing to utilize the Scruggs University Center Outdoor Amphitheater must contact the Office for Student Engagement at 573-681-5266 a minimum of 48 hours prior to the planned activity to ensure space availability. External organizations and individuals wishing to utilize the sidewalk at the intersection of Chestnut and Dunklin Streets must contact the LUPD a minimum of 48 hours prior to the planned activity to ensure space availability. Restrictions: The mission of Lincoln University is to provide excellent educational opportunities including theoretical and applied learning experiences to a diverse population within a nurturing, student-centered environment. These learning experiences are the main priority of the University and any intrusion on or interruption of this are prohibited. To protect the delivery of this mission, all demonstration and protest activities are limited to the outdoor areas identified in this policy. If at any time it is determined that a protest or demonstration infringes upon the pursuit of intellectual endeavors or the basic rights of others, University officials reserve the right to end the activity. The support of the exchange of ideas is not an endorsement of any particular viewpoint on behalf of the University. Materials promoting the activity and viewpoint may be distributed prior to and during, but must not bear any Lincoln University logo to suggest endorsement. Any organization or individual participating in a protest or demonstration activity on University property is expected to govern themselves according to federal and state laws, as well as any codes of conduct as stated in the Lincoln University Student Handbook and Lincoln University Rules and Regulations.

6.32 Participation in Commencement

Board of Curators

Students' participation in commencement is governed by Chapter III, Section 3.85.

6.33 Anti-Hazing Provisions

Board of Curators

Lincoln University is committed to fostering a safe and inclusive learning environment for all students, faculty, and staff. In compliance with state and federal law, hazing is strictly prohibited in all forms.

6.33.1 Definition of Hazing

Board of Curators

The definition of hazing is expansive. Federal law defines hazing as any intentional, knowing, or reckless act committed by a person, whether individually or in concert with other persons, against another person or persons regardless of that person’s willingness to participate that: (I) was committed in the course of an initiation into, an affiliation with, or the maintenance of membership in, an organization and (II) causes or creates a risk, above the reasonable risk encountered in the course of participation in the institution of higher education or the organization of physical or psychological injury. Examples of hazing include, but are not limited to: • Whipping, beating, striking, electronic shocking, placing of a harmful substance on someone’s body, or similar activity; • Causing, coercing, or otherwise inducing sleep deprivation, exposure to the elements, confinement in a small space, extreme calisthenics, or other similar activity; • Causing, coercing, or otherwise inducing another person to consume food, liquid, alcohol, drugs or other substances; • Causing, coercing, or otherwise inducing another person to perform sexual acts; • Any activity that places another person in reasonable fear of bodily harm through the use of threatening words or conduct; and • Any activity against another person that includes a criminal violation of local, state, tribal, or federal law or induces, causes, or requires another person to perform a duty or task that involves a criminal violation of local, state, tribal or federal law. An individual cannot consent to hazing. Even if an individual willingly participates in an act, the act may still constitute hazing under this policy.

6.33.2 Prohibited Activities

Board of Curators

Hazing is prohibited in all forms, regardless of location. Hazing, whether committed on or off campus is prohibited. In addition, promoting, encouraging, enabling, or failing to report hazing is prohibited. This policy applies to: • Students (whether individually or in groups); • Student organizations, clubs, teams, or groups, regardless of whether the organization, club, team or group is recognized by Lincoln University. For purposes of federal law, any group of two or more students could be deemed a student organization or group; and • Faculty, staff and administrators.

6.33.3 Reporting, Investigation, and Punishment for Hazing

Board of Curators

Lincoln University encourages all students, faculty, and staff to report any incidents of hazing or suspected hazing. Lincoln University has developed policies and procedures for reporting and investigation of hazing incidents which are available on the University website. In addition, resources regarding hazing incidents and resources for preventing hazing are available on the University's website and accessible to the general public. Consistent with federal law, Lincoln University compiles reports and statistics on hazing incidents occurring on campus and such reports are updated on a semi-annual basis. These reports are posted on the University's website.

7.00 The Area of University Advancement

Board of Curators

The area of University Advancement leads efforts to secure philanthropic support for the University, promote the institutional mission by building and strengthening relationships with diverse constituencies, and encouraging investment in support of the University. The unit is led by the Vice President of University Advancement, and includes the Office of University Advancement, the Office of Alumni Affairs, and the Office of University Relations.

7.01 Organization and Administration of the Area of University Advancement

Board of Curators

The Vice President for University Advancement (VPUA) is appointed by the President of the University and has administrative responsibilities for all areas of Advancement. Areas reporting to the VPUA are listed in the current University organizational structure (available in the Office of the President). The VPUA shall have additional duties and responsibilities as may be assigned by the President. The VPUA shall also have the following responsibilities: • Provide leadership for all units reporting to Advancement • Recommend appointment, retention, promotion or termination of all personnel assigned to the area of Advancement • Supervise and evaluate unit directors and coordinators who report directly to the VPUA • Provide leadership, vision, and strategic direction for fundraising (including annual giving, planned giving, major gifts, capital campaigns, and corporate and foundation fundraising), and alumni affairs • Recommend standards to be adhered to for gifts required to name buildings, endow professorships, establish professional chairs, and establish named scholarships • Develop and manage fundraising campaigns • Provide the leadership for annual giving and direction to solicit and secure funds and resources; increase donor support; maintain existing donors; and cultivate new major donors and endowments • Assume additional duties and responsibilities as required by the President

7.01.1 Director of Advancement, Annual Fund

Board of Curators

The Director of Advancement reports directly to the VPUA and coordinates with the VPUA to give direction and functional oversight to the annual fund. The Director of Advancement acts as a representative and ambassador to promote positive relationships and strong partnerships for the benefit of the University and assumes additional duties and responsibilities required by the VPUA.

7.01.2 Fiscal Affairs Specialist

Board of Curators

The Fiscal Affairs Specialist reports directly to the VPUA and coordinates with the VPUA to give direction and functional oversight to all programs in the Office of Advancement and the Office of Alumni Affairs. The Fiscal Affairs Specialist acts as a representative and ambassador to promote positive relationships and strong partnerships for the benefit of the University and assumes additional duties and responsibilities required by the VPUA.

7.02 Office of Advancement

Board of Curators

The Office of Advancement is led by the VPUA and is responsible for building and strengthening relationships with diverse constituencies that encourage investment in and support of the University, its programs and initiatives. This is accomplished through a strategic effort that incorporates alumni affairs, marketing, public relations, and the 62nd and 65th Legacy Regiments Foundation.

7.03 Office of Alumni Affairs

Board of Curators

The Office of Alumni Affairs is a liaison between alumni, faculty, students and administrators. It develops and implements programs to enhance lifelong relationships. The office is headed by a director who reports to the VPUA. The director also assumes additional duties and responsibilities required by the VPUA.

7.04 Office of University Relations

Board of Curators

The Office of University Relations is responsible for articulating, reinforcing, and promoting the mission and vision of Lincoln University. Additionally, this area creates, reviews, and revises the communication and marketing plan, manages communication, and is responsible for all facets of the University’s brand by developing, coordinating, organizing, and implementing the appropriate marketing strategies to strengthen and facilitate brand awareness by effectively reaching the University’s target audience and the community-at-large.